recruitment & hiring
At COR, we are passionate about working from the heart. We care deeply about the individuals we serve and know their success is the result of the power of interdependence. What we do at COR isn’t just a job; we think of our support teams as family and our career as a way of life!
Once an application is submitted to COR, minimum employment criteria are assessed and applicants are reviewed for suitability. Applicants will only be contacted once positions come available within the organization.
The initial interview is an opportunity to meet with potential candidates to assess their qualifications and suitability in terms of the specific requirements of the position available. It is at this time applicants will increase their familiarity with COR’s values, philosophy and the individuals served by the organization. COR utilizes HSA Person Centred Thinking Tools (Matching Support and One-Page Profiles) to assist in finding a good match between the person supporting and the person being supported. Collectively, if a decision is made to proceed, the applicant will be invited to a second interview together with the individual(s) whom the applicant may support, and potentially a member of their family or personal network (when applicable). A separate interview with the individual’s family or personal network may also be conducted.
This interview may take place over a two-day period where the applicant spends time with the individual(s) and an experienced support person learning and evaluating their suitability to the position for which they may be hired. The individual(s) supported will provide COR with their input in order to make a final hiring decision. A confidentiality form must be signed prior to this process to assist the applicant in understanding that the individual(s) are sharing personal information as they assess applicant suitability.
When securing a reference on a perspective Support Personnel, all information obtained related to the Support Personnel’s prior employment record remains confidential. References may be contacted before, or during, the interview process and must be checked before hiring the applicant.
The final decision regarding the hiring of Support Personnel is the responsibility of the Director of People and Culture. If a candidate is not suitable for a specific position, COR may refer the candidate to a more appropriate position within the organization or community.
Note: COR prefers, when possible, to promote from within the organization; when leadership positions become available, an internal posting will be circulated. All senior leadership positions are advertised both internally and externally in order to gain a variety of applicants.
Upon hiring, the new Support Person will receive a comprehensive Employment Agreement highlighting the terms and conditions of their employment, an Employee Handbook outlining organizational employment policy and health and safety information, along with a copy of the Comprehensive Support Plan (CSP) for each individual they will be serving. The Home Team Leader or Home Supports Coordinator will ensure that the new Support Person receives a planned and systematic orientation to the position and provide on-going feedback regarding his/her performance. New Support Personnel are provided with a comprehensive on-the-job orientation within their first month of providing support; the new Support Person will participate in twenty-five (25) to thirty (30) ‘shadowing hours’ together with an experienced Support Person or the Team Leader. Progress is monitored through the use of an Orientation Checklist; this checklist is reviewed and initiated by the new Support Person and the person conducting the orientation. The Orientation Checklist serves as confirmation of orientation; moreover, it confirms the Support Personnel’s ability to demonstrate their newly acquired skills and information. Upon completing the designated ‘shadowing hours’, the new Support Person meets with their Home Supports Coordinator, or COR’s Associate Executive Director (Certified Mandt Trainer), to ensure their understanding of support plan strategies, crisis support, medication administration and emergency safety protocols.
Note: Aspects of the orientation may begin prior to the new Support Personnel beginning their support; the orientation process is comprehensive and may potentially take more than one-month to complete.
The probationary period may be viewed as the final step in the selection process. Each new Support Person will be on probation for the first three months of employment with COR. During this time, the Support Person is oriented to the position and given the opportunity to demonstrate his or her suitability for continuing employment.
The Home Team Leader or Home Supports Coordinator, along with the individual(s) supported, will evaluate the Support Personnel’s performance and determine his/her suitability for the position. A Performance Review is conducted at the two month period to further gauge a Support Person’s understanding and ability to implement an individual’s support plan, administration of medication, crisis support and emergency safety protocols, along with all other relevant information pertaining to the home and support of the individual. Performance evaluations are conducted annually thereafter.
training & development
COR recognizes the importance of ongoing professional development and encourages its employees to seek out opportunities for self-improvement. As such, COR provides numerous training sessions throughout the year; COR employees directly benefit from this culture of continuous learning.
Foundational trainings for COR employees include, but are not limited to:
- ASIST (Applied Suicide Intervention Skills Training)
- CLSD Comprehensive Personal Planning & Support Policy (CPP&SP)
- CLSD Participant Abuse Policy (2009)
- Coaching Skills Training
- ColourSpectrums (Personality Styles)
- COR Policies and Procedures
- Cultural Sensitivity Training
- First Aid and CPR/AED (Level C)
- FoodSafe Level 1
- Gentle Teaching Level 1: Introduction
- Gentle Teaching Level 2: Working With People
- Gentle Teaching Level 3: Leading in a Culture of Gentleness
- Mandt® (Crisis Prevention/Intervention)
- Medication Administration
- Mental Health First Aid Canada (Basic)
- Mental Health First Aid Canada – Adults Who Interact With Youth
- Mental Health First Aid Canada – Seniors
- Occupational Aquatic Safety Training (O.A.S.T.)
- Person Centred Thinking Skills
- Report Writing
- safeTALK (Suicide Alertness)
- Supported Decision Making
- The Working Mind (TWM)
- Transfer, Lifts and Repositioning (TLR®)
Additional educational sessions include:
- Coaching and Mentoring
- Community Living Service Delivery (CLSD) Level 1, 2 & 3 Training
- Computer Software Training (MS Office)
- Conflict Resolution Training
- Coping Skills
- Critical Incident Debriefing
- Effective Communication Skills
- Emotional Intelligence
- Employee and Labour Relations Training
- Financial Planning
- Fire Safety Education
- Leadership and Supervisory Training
- Occupational Health Committee Training Level 1 & 2
- Person Centred Reviews
- Person Centred Risk
- Positive and Productive Meetings
- Safety training courses offered by SHSA (COR’s Safety Association)
- Sensory Integration
- Sign Language
- Team Building
- Trauma Informed Care
- Workplace Hazardous Materials Information System (WHMIS) Training
- Information sessions including: Epilepsy, Autism, FASD, Acquired Brain Injury, Diabetes, Anxiety, Nutrition, Stress Management, Caregiver Wellness, or other relevant topics of interest.
COR has a number of certified Trainers, Mentors and Master Mentors offering workshops and training sessions in a variety of the professional development programs listed above. To learn about these training opportunities, click below.
top 10 reasons to join the COR family
At COR, we are continually striving to be a better place to work! In fact, we want to do our best to ensure that you consider making COR your career! As such, we recognize the importance of being flexible, offering competitive wages and premium benefit plans, opportunities for advancement, continued education and professional development, as well a safe, positive and supportive working environment.
1) Employee Wellness is our Top Priority!
- As part of COR’s Extended Health Plan, COR employees receive up to $400.00 per year to cover the cost of accessing a Paramedical/Health Practitioner (Psychologist, Chiropractor, Massage Therapist, Acupuncturist, Naturopath, etc.). Doctor referrals are not required and coverage is per practitioner.
- Sick Time Benefits: Permanent full-time employees are entitled to sick leave with pay.
- Upon hire, COR employees are enrolled in an Employee-Family Assistance Program (EFAP) through Homewood Health to help manage personal issues; 24 hour support is available online, in-person or via telephone.
- COR provides $100.00 for reimbursement for membership or ongoing participation in fitness activity annually.
- Eligible COR employees receive an annual $250.00 Health Care Spending Account through Saskatchewan Blue Cross.
- COR employees are encouraged to participate in our Health and Wellness initiatives (i.e.: Spin Classes, Yoga, Nutritional Cooking Programs, Massage Therapy, Art Programs, etc.).
- Healthy snacks are always plentiful at COR HQ. Be sure to help yourself when enjoying a warm beverage!
- COR has teamed up with Evolution Fitness to offer corporate membership rates for all COR employees and their family/friends.
2) Work-Life Balance is Important to Us.
- Vacation Leave Enhancement (up to six weeks)
- In addition to the ten (10) Statutory Holidays in a year, COR recognizes one (1) additional day per year (Boxing Day).
- Bereavement Leave: COR employees are entitled to Compassionate Leave for the loss of a loved one.
- Personal or Family Leave Days: COR employees are entitled to two (2) days of Personal or Family Leave Days annually.
- Maternity Leave/Paternity Leave
- Leave without pay option
- Flexible Schedule
3) Never Stop Learning!
COR employees directly benefit from a culture of continuous learning. COR offers an abundance of professional training opportunities for all employees and encourages participation in regional and international conferences, workshops and seminars.
4) We Encourage Personal Growth.
- COR employees are eligible to receive an Academic Bursary for qualifying courses offered at SIAST.
- COR offers a Scholarship Program for employees enrolled in a relevant post-secondary educational program.
- COR’s Senior Leadership Team are eligible for enrollment in the Professional Leadership Certificate Program at the University of Regina.
- COR employees are entitled to short and long-term education leave.
- Caregiver Exchange Program
- Advancement Opportunities
5) We’ve Got You Covered!
- COR offers a premium Extended Health and Dental Care Plan administered by Saskatchewan Blue Cross. Single plan premiums are paid by COR; optional family coverage is available.
- As part of COR’s Extended Health Plan, employees receive 80% coverage for prescription drugs, as well hospital accommodation benefits.
- Employees receive comprehensive Travel Medical Insurance coverage for up to 31 days per trip, with an unlimited number of trips per year.
- Group Life Insurance Plan
- Long Term Disability (LTD)
- Accidental Death and Disability (AD&D)
- Critical Illness Insurance
6) Improving Your Financial Health.
- COR employees are enrolled in a Pension Plan administered through The Cooperators; an employee contributes four (4) percent of their gross pay and COR matches the employee contribution at four (4) percent.
- COR regularly makes adjustments to it wage scale based on cost of living and market adjustments.
- COR employees are eligible for enrollment in CIBC’s Group Banking Benefits
- Financial Literacy Workshops are held throughout the year on a range of topics (i.e.: credit scores, banking fees, RRSP’s, RESP’s, RDSP’s, Mortgages, etc.)
- Professional Fee Reimbursement
7) It’s Always a Good Time!
The people we support are always up for an awesome time and love exploring all of what Regina has to offer! From community festivals, sporting activities, community clubs, movies or just a stroll around town, COR employees are encouraged to bring their passion to the lives of the people they serve to strengthen their experience of connectedness, companionship and community.
8) We Like to Break a Sweat!
Keep fit and have fun! We’ve partnered to bring spin classes, yoga, massage therapy and group gym memberships to COR. On top of that, we have a variety of sports teams and take part in a number of recreational leaques and competitions in our community (i.e.: Soccer, Soft Ball, Paint Ball, Dragon Boating, etc.). We are always looking for a new ringer!
9) We Stick to Our Values.
As a non-profit, we are constantly being challenged to grow to meet the evolving needs of our community. We must be responsive to the needs of people, while remaining authentic, growing sustainably and ensuring we remain accountable to not only our funders, but more importantly, the people we serve and our employees!
10) Creating Great Experiences!
Relationships are the foundation of everything we do! We strive to build meaningful relationships with not only the people we support, but also their family and friends, our community partners, funders and stakeholders, and of course, OUR EMPLOYEES! It’s about creating all-around great experiences for everyone!