recruitment & hiring
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 Human Resources Specialist. 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 management 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. The two-month evaluation is in the form of a ‘Home Supports Quiz’ and is followed up by an in depth evaluation at six months of employment. Performance evaluations are conducted annually thereafter.
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.
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. Below is an overview of the benefits to working at COR: