Specialized Behaviour Support Worker

仕事内容

September 30, 2021

Position: Specialized Behaviour Support Worker

Salary Range: Cat1 - PSSP Grid - $52,758 - $63,271

Department: Student Services

Work Schedule: 17.55 hours/week, 10 months/year

Employee Group: PSSP

Effective Date: October 13, 2021 to June 29, 2022

Available Positions: 1

Position Summary:
Reporting directly to the Supervisor of Special Education the Specialized Behaviour Support Worker offers intensive support to students with complex developmental and behavioural needs, often those with multiple diagnoses. The role supports a unique population of students who are struggling to experience success at school, due to the frequency or severity of their challenging behaviour. The Specialized Behaviour Support Worker provides coaching and modelling to school staff to enhance their capacity to support the physical safety of students in a respectful and student-centred way. In other circumstances, they may be assigned to support staff and students within a self-contained classroom.

Key Responsibilities

Work directly with students utilizing supportive intervention strategies (e.g. teaching skills) and de-escalation techniques; Provide person-directed supports and services to students with challenging behaviour and/or developmental disabilities in a manner that is respectful and fosters self-determination and empowerment whenever possible;

Work directly with core team staff to model, coach and debrief intervention and de-escalation techniques fostering the independent use of these techniques; Inform and guide decisions around appropriate interventions that will be implemented by core team staff;

Coordinate, lead and model containments and crisis interventions including supporting decision making around class evacuations, durations of containments and continuous visual supervision room use; Model post crisis debriefs with student and facilitate staff debriefing with administration;

Work collaboratively with the school team to support the transfer of skills and strategies;

Qualifications:
Minimum Requirements

Two to three year College diploma and/or Undergrad degree in a related field (eg. Developmental Services Worker or Child and Youth Worker/Practitioner).

5 years experience working with in-risk children /adolescents/teens and/or individuals with developmental disabilities

Experience using evidenced-based intervention techniques, including co-regulation strategies, attunement strategies, and de-escalation techniques

Experience in working with children/adolescents from diverse cultural and racial backgrounds

Experience working with students with dual diagnoses

BMS Certification

The physical ability to perform the demands of the position is required, for this reason short-listed candidates will be required to complete a post-employment offer screen, as a condition of employment, to ensure they are physically fit to perform the core responsibilities of the role. Results of this testing will be provided to the School Board, who will notify candidates of their results.

Preferred

Undergraduate degree in a related field (e.g. Child and Youth Care Bachelor’s Degree; Disability Studies Bachelor’s Degree)

Completed coursework in autism and/or applied behaviour analysis (ABA)

Mental Health & Disability Management Certificate

Applications, along with your resume and other supporting documents must be submitted through Apply to Education – www.applytoeducation.com by Wednesday, October 6, 2021 at 4:00 p.m.

Job Category: PSSP- Job Code #3116462

Applications submitted directly to Human Resources will not be considered.

We thank all applicants for their interest in opportunities with the Halton District School Board. Contact will be made with applicants whose experience and qualifications most closely match the requirements of the position. Communication with short-listed applicants will be made through the email address provided on the applicants’ Apply To Education profile page.

First consideration for posted vacancies will be given to qualified applicants from the employee group in which the vacancy occurs.

Equity:
The Halton District School Board recognizes that, consistent with the United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), the Ontario Human Rights Code and the Canadian Charter of Rights and Freedoms, employment practices and procedures at all levels should reflect, demonstrate understanding of and respond to a diverse population. The Board is committed to providing a workplace environment that is fair and equitable to all.

In our efforts to ensure an inclusive, diverse and representative workforce, we will:

value, promote and encourage the hiring of staff from under-represented communities;

grant first consideration, where the skills, ability, and qualifications of the applicants are relatively equal, to applicants who self-identify as members of historically under-represented communities. Where a collective agreement or terms and conditions govern the hiring or promotional process, this will be done in a manner that is consistent with the School Board’s obligations.

Applicant Self Identification Questions:
Applicant Self Identification Questions:
As part of the recruitment and selection function, the HDSB will collect voluntary self identification data from applicants in accordance with the Ontario Human Rights Code, HDSB’s Teacher Hiring Practices Administrative Procedure, HDSB’s Employment Equity Policy and Ontario’s Anti Racism Data Standards:

Personal information on this form is collected under the authority of the Anti-Racism Act, 2017, S.O. 2017, c. 15, in compliance with the Municipal Freedom of Information and Protection of Privacy Act, R.S.O. 1990, c. M.56. In accordance with HDSB’s Employment Equity Policy, personal information collected on this form will aim to achieve an inclusive, diverse and representative workforce. It works to intentionally identify and remove barriers for equity-deserving communities at each stage of the hiring process. Encouraging diversity of the workforce in the school board is vital because the workforce should be reflective and representative of the community.

Although hiring policies must adhere to the qualification requirements set out in applicable Regulations (eg. Regulation 298, “Operation of Schools – General”) and any applicable collective agreement provisions, the Board recognizes the importance of the following when developing its selection and evaluation criteria:

valuing applicants’ additional experience, lived experience, skills, backgrounds and perspectives; and

granting first consideration, where the skills, ability, and qualifications of the applicants are relatively equal, to applicants who self-identify as members of historically under-represented communities.

We encourage you to respond to our voluntary applicant self-identification questions. This data will inform our understanding of the diversity of our applicant pool as well as the progress of applicants throughout the hiring process. This data will inform our goals, strategies and actions and our progress towards creating and sustaining an inclusive and equitable workforce. Any information that you provide in response to these questions will be referred to during the hiring process for this position, and will be shared with the hiring manager and/or committee members responsible for the hiring process.

The section includes questions from Ontario’s Anti-Racism Data Standards (Standards, 2017). The Standards were established to help identify and monitor systemic racism and racial disparities within the public sector. The Standards establish consistent, effective practices for producing reliable information to support evidence-based decision-making and public accountability to help eliminate systemic racism and promote racial equity (adapted from Ontario’s Anti-Racism Data Standards, 2017).

Questions about this collection may be directed to Marsha Sulewski, Supervisor of Staffing and Recruiting at sulewskim@hdsb.ca.

Accommodation:
Upon request, we will provide reasonable accommodations for candidates who have temporary or permanent disability, or who otherwise require accommodations based on the protected grounds highlighted in the Ontario Human Rights Code in respect to the recruitment and selection process.

Wellness:
The HDSB is committed to providing a respectful and healthy work environment.