School Social Worker

4 weeks ago

Burlington, Canada Halton District School Board Full time

May 29, 2024

Pilot Summer Wellness Program (6 positions)

Gary Allan Learning Centres is seeking qualified applicants to support students as part of the Summer Wellness Program. The Summer Wellness Program is to help students (going into grades 7, 8, 9) focus on self care, coping strategies and reset before the new school year begins. Students will be given opportunities to explore goals and enjoy two weeks of learning more about what it means to be themselves. As well, students will learn how to be leaders within their school community.

**Key Responsibilities**:
Provide comprehensive, psychotherapeutic, culturally responsive, affirming and inclusive support to students and families

Utilize knowledge of local and regional community resources to make referrals

Maintain HDSB Social Work Standards of Practice for record keeping and service delivery

Working with and supporting student mentors

**Qualifications**:
The minimum education required for this position is a Master of Social Work Degree

Applicants must have a current license with the Ontario College of Social Workers and Social Service Workers

**Knowledge**:
Demonstrated knowledge and experience providing individual, group support and strategies to promote and support student well-being

Demonstrated experience leading/initiating student and/or staff learning related to student well-being

Delivery

Classes will be in-person at Dr. Frank Hayden SS, Garth Webb SS & Craig Kielburger SS

Dates & Times

July 2 to July 19, 2024 - 8:30 am to 2:00 pm each day

Gary Allan Continuing Education is posting this on behalf of Dean Barnes, Superintendent of Education.

Applications submitted directly to the Human Resources Department or the School will not be considered or processed.

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**:
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 t

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