VACFSS: A Story of Success Through Wise

PracticesPresented by: Paul Hucul

Background

• VACFSS incorporated in 1992• Largest urban Child Welfare

Agency in Canada• Serves Aboriginal children and families

in the City of Vancouver (COV)• 11,140 Aboriginals reside in the COV*

• 1981 registered bands in BC**2006 census

Snapshot of VACFSS

• 154 employees• Delegated at Child Protection Level

• 33 million dollar budget• 476 Children in Care

• 200 Foster Parent Homes• Unionized Environment (BCGEU)

Path to a Successful Delegated Urban Based Aboriginal Agency

Specific Challenges

• Change management – cataclysmic change

• Family Support Model to a legislated Model of Child Welfare

• Enormous staffing growth• Funding negotiations

• Incorporating Aboriginal Best Practice• Diverse urban cultural environment• Development of cultural competency

The Seven Key Success Factors

Steps to Success: Aboriginal Best Practices

Step 1:Identity and Culture

Identity and Culture

• Cultural competency as the pathway• Recognition of Aboriginal diversity

• Aboriginal World View Model• Traditional teachers, elders and

knowledge keepers• Systematically integrated culture

• Ground culture in events

Step 2: Leadership (Siiyamints)

Leadership (Siiyamints)

• Development of strongAboriginal leadership

• Cloaked in the bestowed name “Siiyamints”

• Guided by the Chieftain Stick spirit• Development of specific

characteristics of successful leadership

Value Driven Leadership

1.Humility2.Integrity3.Strength – Based

Practice4.Belonging5.Respect

Characteristics of VACFSS Leadership

• Value driven• Emphasis on culture

• Flexibility• Resilience

• Utilization of elder/knowledge keeper model

• Love of VACFSS

Step 3: Strategic Vision and Planning (2005 – present)

Strategic Vision and Planning

The VACFSS vision:

“A balanced and harmonious Aboriginal Community”

Six Strategic Priorities

1. Decrease the number of Aboriginal children in continuing

care2. Develop a full range of child,

youth and family services3. Develop and implement a culturally

and spiritually appropriate system of care

Six Strategic Priorities cont’d

4. Ensure strong governance of the organization

5. Develop and implement effective communication strategies

6. Develop and implement strategic and

risk management strategies

Step 4: Governance and Management

Governance

• Establishment of strong board with quality and talented directors having

long tenure• Utilized the Carver Model of

Governance and presently the Complimentary Model

• Have own governance policy• All Board have been provided

training by expert advisors

Management

• Appointed Managers who have life experience, high qualifications, and who bring wisdom, knowledge and

integrity• Development of efficacy• Development of capacity

• “Investment in Excellence” – Pacific Institute

Step 5: Accountability and Stewardship

Accountability and Stewardship

• Internal audits• Financial audits

• External Operational and Practice audits

• BOD/Management planning sessions• Strong Policy and Procedures gave a

framework to accountability

Step 6: Performance Evaluations

Annual Performance Evaluations

• CEO evaluated by board• Managers evaluated by CEO/DOP

• Supervisors evaluated by managers• Employees evaluated by supervisors

Step 7: Collaboration, Partnership and Good Relationships

Collaboration, Partnership and Good Relationships

• MCFD – strong working committees• Vancouver Aboriginal community

• Aboriginal agencies within Vancouver• Aboriginal communities throughout

BC

Specific Key Practices:VACFSS Management

• Established strong business plan• Developed strong financial

infrastructure• Developed strong recruitment

and hiring practices• Re-engineered organizational

structure to facilitate culture• Deliver extensive organizational

training• Developed a model for a

welcoming work environment

Key Characteristics of the Collective Spirit

• Value driven• Belief in Aboriginal self determination

• Indomitable spirit• Love of Aboriginal children and

families• Love of VACFSS• Love of Culture

Future Challenges

• Sustain sufficient funding• Recruitment and hiring of

Aboriginal employees• Succession planning for

Aboriginal leadership• Assuming Adoption delegation

Future Challenges (cont’d)

• Youth services• Reducing the number of children in continuing care

• Increasing demand for services

“Fortune Favours the prepared mind”

For more information pleasevisit our website:

www.vacfss.com