Monday, July 29, 2013

Satir Training - Langley & Kamloops

providing supervision in the emerging therapeutic culture
August 19-22, 2013

This 30-hour course is pre-approved by AAMFT and fulfills the requirements for the didactic and interactional components of supervision training. The course features integration of supervision theory with practice elements and prepares you to supervise in a wide variety of contexts including private practice, public agencies and academic institutions. This participatory learning experience includes lecture format, videos, in-class exercises, group discussion, class presentations and supervision practice sessions.

Course Fee: $795.00 – Includes a comprehensive supervision manual and certificate of attendance.

Deadline date for registration: July 31, 2013

Location: Trinity Western University, Langley, BC, Fosmark Building

To Register and for further information please contact:
Vange Thiessen, OR

Estera Boldut, MFT Clinical Coordinator, Email: Tel: 604-888-7511 (3137).

Satir Transformational Systemic Therapy Training Program

Healing from Trauma Using the Satir Model

Presented by Kathlyne Maki-Banmen MA, RCC
Individual, Couple and Family Therapist
Director of Training Satir Institute of the Pacific
Sponsored by the Satir Institute of the Pacific in partnership with CorDiscovery Consulting

When: September 22, 23, 2013 9:00 am to 5:00 pm
Where: Thompson River University-Arts and Education Building Room #AE 104
Free Parking – see link for campus layout
Limited accommodations available at Thompson River University for $120.00
For Reservations call 250-828-8999

Alternate accommodations:

Coast Hotel
1250 Rogers Way, Kamloops, BC V1S 1N5
Ph: 250-828-6660 or toll free 1-800-716-6199

Holiday Inn Express1550 Versatile Drive, Kamloops, BC V1S 1X4Ph: 250-372-3474 or toll free 1-800-996-3993

For More Information and cost contact:
Cindi Mueller, Administrator
Satir Institute of the Pacific
13686-94A Avenue
Surrey, BC V3V 1N1

Saturday, July 27, 2013

BC College of Social Workers - Call for Nominations for the Board

The College is set to grow this year. By September 2013 it will be mandatory for all social workers in BC working in social work positions in the Health Authorities to become Registered Social Workers (RSW).

2013 Election for the Board

Each year, Registered Social Workers have the opportunity to elect members to the College’s Board. Elected positions are two-year terms on a staggered schedule with four vacancies each year. The official call for nominations for the election of professional representatives to the Board is made in August each year. For the most recent election in 2012, four persons were nominated for the four vacant positions. Each nominee was therefore elected by acclamation.

As the College begins to prepare for this year’s election, we would also like our registrants to think about the Board of the College and nominating suitable candidates for election. Here are the ten reasons you should consider consenting to being nominated by your peers:
  1. Professional self-regulation is a privilege granted to some professions. Self-regulation is not a right (as the teachers found out). A professional duty and obligation exists for social workers to take an interest in the regulation of their profession.
  2. Good policy governance requires professionals with a range of experience to contribute their expertise and knowledge.
  3. Acting in the public interest is integral to both social justice and the administrative justice system in Canada.
  4. Provides an opportunity to enhance the public’s perception of social work as a profession.
  5. Members have the opportunity to apply their social work skill and knowledge to the statutory objects and duties of the College.
  6. Advocate for social justice in the context of the Social Workers Act.
  7. Take part in national and international regulatory activities with colleagues from other jurisdictions.
  8. Represent your views and share your specialized knowledge and skill to assist in enhancing standards and guidelines.
  9. Expand your knowledge.
  10. Have the opportunity to be a leader and a positive influence for others.
Get involved, be passionate, and come prepared to learn. Most Board members say that it takes two years to gain a really good grasp of what the role and activities of the College are.

The time commitment is not onerous; the Board adheres to a policy governance model and meets four or five times per year. Meetings are generally held on Saturdays from 9:00 to 15:00. Many of the Committees conduct business electronically or via teleconference, although some committees do have face-to-face meetings. The College is not the association and cannot advocate for the profession. It is the duty of the College to act in the public interest at all times. This is an exciting time for social work in BC as there is both significant threats and great opportunity.

Registrants elected to the Board must take an Oath of Office as required by the Social Workers Regulation. The Oath commits Board members to leave their personal and professional advocacy agendas at the door and always act in the public interest. Why not be part of the excitement and the change as the College grows?

Monday, July 22, 2013

Social Worker on an Aboriginal Multidisciplinary Child Welfare Team - Abbotsford, Fraser Valley

Social Worker on a Multidisciplinary Team
Abbotsford– IFZ-IFG – 2 positions
Full Time - $48,240 - $63,832 per year

Xyolhemeylh Child and Family Services is a fully delegated Aboriginal Agency providing culturally appropriate and holistic services through various programs to Aboriginal children and families residing on and off reserve communities in the Fraser Valley.

Under the direct guidance and supervision of their Delegated Team Leader, the Social Worker on a Multidisciplinary Team is responsible for developing a trusting and respectful relationship with children, families and communities residing within The Agency’s service area:

  •  Bachelor of Social Work Degree, Child and Youth Care Degree or a Social Sciences degree plus a minimum of three (3) years of experience in the human services field.
  • Must be delegated or eligible for C6 delegation in the province of BC.
  • Excellent communication skills both oral and written.
  • Demonstrated abilities and experience in: developing strong working relationships with children, families, Aboriginal communities, foster parents, biological parents, and other FVACFSS employees; developing contractual arrangements with clients, caregivers, and other professionals; balancing competing priorities; working under pressure; writing concise reports to various audiences; representing and promoting FVACFSS; and conducting investigations, completing assessments, developing work plans, implementing plans and evaluating intervention success.
  • Professional commitment, flexibility, good problem and dispute resolution solving skills.
  • Computer literacy on Database, Microsoft Word, Excel and other computer software.
  • Valid BC Driver’s License; reliable transportation with adequate vehicle insurance.
  • This is an excellent opportunity for fully delegated staff to gain experience on a Multi-Interdisciplinary Team, and develop professionally towards advancing into other career options.
  • Criminal Records Check is a requirement
Pursuant to Section 41 of the BC Human Rights Code, preference may be given to qualified applicants of Aboriginal ancestry.
This position is open to all internal and external candidates at this time.
Please quote competition: FVACFSS-13-005
Application deadline: August 2, 2013 at 5:00pm 

Forward your resume and cover letter saved as one Word document to: or fax (604) 824-2464

Sunday, July 21, 2013

Marketing & Career Development: Maximizing your LinkedIn profile

From time to time I get people asking me how to make the most of their LinkedIn profile. Over time, mine has become quite detailed. To get the most out of this professional social media networking tool, I have spent the time to thoroughly create and update my profile, add suitable contacts, and join specific practice-related groups. After doing all of this I've got the modern-day equivalent of a calling card, or resume, that enhances my public reputation and credibility as a professional.  I'm also very thankful to the people who have spent time endorsing me for particular skills, knowledge, and abilities that add to my professional profile, which is a way we can support each other. 

As a result of these combination of things, and other bits of marketing magic, when you Google my name, me and my LinkedIn profile are the first thing that come up. Being able to maximize your exposure when you are in private practice, or business for yourself, is absolutely key to starting to building an audience, networking, and bringing customers in the metaphorical door. 

Another reason you may want to spend some time creating a good LinkedIn profile is that the vast majority of employers now do Internet searches on potential employees. If you have a LinkedIn profile, that will likely be the first thing that pops up in a search and you have been the one to create it and the image you are going for as a professional. 

If you haven't done an Internet search on your name, you should do so ASAP. Sometimes it is surprising what information is out there about you, both personal and professional. A friend recently told me she found her MSW thesis online and she had no idea it was on the 'Net and she doesn't even know how it got there. Have you ever signed a public petition, or signed up for a charity marathon? If you have, your personal information can likely be found online, by anyone, but most importantly, potential employers.

Finally, potential and current clients also do Internet searches on us too. Therefor we want to ensure that what is out there is content we created and reflects the kind of professional image we want to project.

Another post worth checking out: 

21 Steps To The Perfect LinkedIn Profile

Job Posting: Agency Coordinator - Burnaby

I'm going to post this but first I'm going to make a bit of an editorial comment. 

I have a big pet peeve about social service agencies making job postings but failing to clearly identify the name of the agency. To me this is questionable and I do not understand why they are transparent and open about this. It is about accountability. Applicants have a right to know what agency they are sending their personal and private information to, or even just knowing the name of the agency so they can to do some checking around about it.

My second pet peeve is part-time jobs that are really full-time jobs in disguise. I took a part-time job last year for a large organization. I took it, because I thought it would be a good fit with my private practice. Like many people before me, I found out that the job was really a full-time job squeezed into part-time hours. It ended up creating a lot of stress for me and impacted my own practice. Please consider part-time jobs carefully and ensure you can set some boundaries on your time.

I'm not sure how the job of coordinating an agency is going to be part-time, especially when looking at the job duties, but knowing that people have different reasons for applying for jobs, I'm posting this one. 

Family Resource Non-Profit Society is seeking Part-Time Agency Coordinator
Location: Burnaby, BC
Job Title: Agency Coordinator – Part-time position

Job Purpose: 

The Agency Coordinator maintains and enhances the organization's objective of providing practical parenting information and support to families with young children. The Coordinator is responsible for the overall coordination and implementation of service by promoting, developing, and evaluating the non-profit society’s programs and practices. The Coordinator reports to the Board of Directors.

Job Duties:

· Oversees daily operations and coordinates program activities with other staff; prioritizes and delegates work activities.
· Participates in service delivery: facilitation of workshops, individual presentations, telephone counselling, parent coaching, and other related activities.
· Serves as a key liaison with community agencies, and government, particularly in relation to their advisory and financial support of non-profit society.
· Prepares applications for funding of new or continuous projects and other fundraising activities.
· Prepares periodic reports, such as records on Agency projects and grants, progress, status or other special reports for the Board and relevant agencies as required.
· Controls expenditures in accordance with budget allocations, and makes resource recommendations to the Board of Directors. Provides related financial information to the Agency Bookkeeper. Additionally, works with the Bookkeeper, when necessary, for required financial reports or budgets.
· Writes communication and promotional literature for distribution such as, brochures or flyers; updates website; participates in the development of new pamphlets; and coordinates printing and distribution of Agency pamphlets.
· Coordinates, recruits new members and oversees Agency memberships.
· Designs, develops and recommends to the Board new programs, projects and activities in accordance with the Agency’s goals and budget.
· Establishes a method to collect data to evaluate the effectiveness of Non-profit society’s service so as to improve programming and practices. Makes recommendations to the board based on analysis.
· Communicates with, consults and supports staff in regard to their practice; provides advice and evaluation. In addition, provides staff with clinical case consultation. Acts as the link between the Board and staff and provides direction in implementing the Agency’s objectives.
· Works in collaboration with the Board to recruit and retain Agency staff.
· Attends Board Meetings; provides report to the board on programs being delivered and considered, Helpline statistics, updates, funding, and other information as required.
· Coordinates with staff in the booking and scheduling of the Agency’s services, projects, programs and/or events.
· Keeps informed and up-to-date about latest literature and practices on parenting and child development; provides staff with updates. Maintains own professional development of skills.
· Represents Agency in public relations/liaison capacity on matters relating to the Agency’s service and projects.
· Maintains good working relationships with the University in relation to all relevant administrative matters, and particularly in regard to IT. Looks to enhance and develop links with various parts of the University such as the Childcare Centre, Elementary School and students.

Knowledge, Skills and Abilities:

- Knowledge of Family and Child Development, and issues related to Parenting and Child Rearing - Knowledge of Brief Solution-Focused Counselling - Knowledge of Family Systems Theory - Demonstrated Program Management ability, including budgeting and resource allocation, program development and working with a Board of Directors. - Demonstrated skill in both verbal and written communication - Demonstrated ability to coordinate and prioritize work and activities of self and others - Demonstrated skill in fostering teamwork and maintaining a healthy work environment - Demonstrated ability to facilitate parenting workshops, make presentations to groups, provide counselling and support through the Helpline and Parent Coaching - Basic knowledge and working ability with Microsoft Office
Minimum Qualifications:

Bachelor's degree in a Social Science Field (such as Social Work, Family Studies, Child Development, Psychology, etc…) AND at least three years of program management/supervisory experience, and experience in parenting; OR, Master's degree in a Social Science field (such as Social Work, Counselling Psychology etc…), with at least two years program management/supervisory experience and experience in parenting; OR, Any equivalent combination of experience and/or education from which comparable knowledge, skills and abilities have been achieved.

For all enquiries on this opportunity please contact Elaine Krilanovich-Cikes at 778 898 3788.

To apply send cover letter and resume to: by August 9, 2013.

Saturday, July 13, 2013

Encyclopedia of Social Work

National Association of Social Workers Press and Oxford University Press Partner Up to Publish Online the Indispensible Encyclopedia of Social Work

New York, NY (PRWEB) July 08, 2013.

Oxford University Press (OUP) is pleased to announce the launch of the Encyclopedia of Social Work (ESW), a dynamic online resource co-published by OUP and the NASW Press.

Encyclopedia of Social Work offers hundreds of trusted articles on key topics in social work today. The new online service is not just an online version of the reference book, but a dynamic, “living” resource. Specially commissioned new and updated articles are added monthly to the site, ensuring that scholars, students, researchers, and practitioners have access to the most-timely data available. ESW features:
  • Over 400 peer-reviewed articles (and growing), offering overviews on essential topics in 24 areas of social work study, from international issues to ethical dilemmas to evidence-based practice and more.
  • Trusted, scholarly content infused with practical advice for social workers in the field, vetted with precision by a 13-member editorial board—led by Editor in Chief Cynthia Franklin, PhD.
  • Article versions: clear labels identify when an article was first published, with a link to the newest, revised version if one exists, to ensure access to the most current content.
  • Hundreds of succinct biographies of influential figures in social work history give users fast facts at a glance.
  • Supplementary multimedia content, such as videos and “From Research to Practice” tips, provide context and expand research possibilities.
In September 2013, the ESW will move from a completely free access model to a subscription model. Robust free content elements will be available to visitors and will assist users in content discoverability.

The ESW video series in conjunction with the release, featuring real social workers and OUP editors speaking to the state of social work research, can be accessed via the links below:

1.    Research Needs
2.    From Print to Digital

Read the full story at

Marketing & Business Coaching Services

Greetings readers, 

Over the years of being in private practice, I've developed a fair bit of knowledge and skills related to developing the business side of a private practice, as well as marketing a counseling, and consulting practice. 

As a result of my experiences, and conversations I've had with other colleagues, I've decided to begin offering coaching services to social workers, counselors and other who would like to set up a private practice business. 

There are many, many details involved in setting up a business and a practice, as well as some very unique challenges for those of us who want to work in private practice. 

I also think that for a wide range of reasons, many of us are tiring of working "in the system" and we are looking for something different in our lives. Private practice is that "something different" for some of us. I have a belief that individuals, families and groups will find many solutions in the private sector (ie. those of us in private practice) in the future as systems continue to experience contractions and changes.  

So, in the spirit of sharing my knowledge, I am going to start providing resources and information about the business and marketing side of having a private practice on this blog. You may not be considering private practice currently, but the information and resources I share will likely be beneficial in some way now, or for your future planning. 

On a final note, I want to sincerely thank my readers. This blog is a labour of love to the profession of social work. For those of us who found ourselves in this work, we know we don't choose it, so much as it chooses us. 

I truly believe the world is a much better place due to the efforts of social workers, here in BC, in Canada, and all over the globe. Thank you to all of you for the work you carry out to help individuals, families and communities. 

Globally Social Workers Face the Same Challenges: Mixed Reception from UK Social Workers to Employer National Standards

Credit: Monkey Business Images/Rex Features

National standards for social work employers under review following mixed reception
The standards for employers in England have come under scrutiny after a large proportion of social workers complained their organisations have failed to carry out an annual ‘health check’ of working conditions.

Kirsty McGregor , 28 June 2013. Community Care.
When the national standards for social work employers in England were launched in 2011, many unions and professional bodies lambasted the government for failing to make them mandatory.

Eighteen months later, the group tasked with rolling out the standards has carried out a survey of social workers and employers, to find out how well they are bedding in.

The results are mixed. Where they have been introduced comprehensively and well communicated to staff, the standards appear to have improved support for social workers.

But progress has been variable, hindered by mounting pressures on social work services and councils' budgetary pressures.

As a result, the Employer Standards Group (ESG) has announced a “refresh” of the standards. The group will look at how the framework is working on the ground in those areas where it has been successfully adopted and use that learning to drive participation in other organisations.

Workload management ‘extremely challenging’

The ESG surveyed more than 2,000 social workers in England to find out whether the standards are having an impact in their organisations.

Under the standards, employers commit to providing 90 minutes a month of regular, uninterrupted supervision for all social workers, as well as annual "health checks" to assess team working environments, caseload management systems and support for continuing professional development (CPD).

Some broad themes emerged from the survey. Workload management continues to be an “extremely challenging” area for employers given the increasing pressure on the services, the group found.

Two out of five respondents said their employer does not have a transparent system for allocating, assessing and reviewing their workload, taking account of their capacity and giving enough time for supervision and CPD.

Almost half (48%) said their employer does not operate a contingency plan for when workload demands exceed staffing capacity.

“Where employers have introduced systems to manage workload, they need to ensure these are applied consistently and carefully monitored,” the ESG recommended.

In addition, many social workers seemed to be unaware of the Social Work Reform Board, the reform programme and the employer standards: “In many places, there appears to be a communication gulf between leadership and management and the frontline.”

Reviewing the term ‘health check’

Two out of five social workers said their employer had not completed or published an annual health check using feedback from social workers about practice conditions and the working environment. Almost half (48%) said they did not know if this had taken place.

Comments suggested that the health check process is something social workers welcome in theory – and where they have been done with full involvement from staff, they have driven positive changes.

“However, this relies on proper and open communication of the outcomes to social workers and open reporting through employers’ governance structures,” the ESG said.

“It may also be helpful to review the term ‘health check’ and explore integrating this within the employer standards auditing process.”

Helga Pile, Unison’s national officer for social work, warned that, “without sustained action to apply the standards consistently”, many social services departments are in danger of reaching crisis point. “We have to face up to the reality of what is happening in social services,” she said.

“We want more honesty and openness about how and where the new standards are being implemented. Above all, we need to have open reporting of all the capacity issues so that politicians can see what strains the services are under.”

Supervision and support

On a more positive note, nine out of 10 social workers responding to the ESG’s survey are receiving at least part of their supervision from a registered social worker.

Half said they receive supervision once a month for at least an hour and a half at a time.

But a quarter complained that their employer does not provide them with time, resources and support for CPD, and a further 40% said there was some, but not enough time.

One in five said their employer does not provide them with support to continue meeting the requirements of their professional registration.

Visit Community Care's special report on the state of social work supervision 

“Councils, unions and their partners within the Employer Standards Group are committed to improving the quality of social services by supporting the professional development of social workers, monitoring and raising standards of practice and creating a safe and productive working environment,” said Mark Rogers, who chairs the group.

"Despite the challenges presented by significant reductions in local government funding, progress is starting to be made to improve standards for social workers and the people they serve.

“After just 18 months we have begun to see the positive impact the standards framework can have. However, it is acknowledged on all sides that there is still work to be done to drive take-up and delivery of the standards framework across the country.

"Our challenge in the coming months is to refresh the standards framework to ensure it can be a positive force for change in practice and develop a plan for taking it forward in a way which engages more employers and social workers alike."

The majority of the 2,184 respondents to the employee survey have been qualified for at least two years and work for a local authority. Just under half are based in the North West and London and the South East. 
The results from the survey of employers are not yet available.

Related articles

Concerns over uptake of employer standards despite inclusion in Ofsted inspections

Why are some social work employers still failing to prioritise supervision?

Gestalt Therapy Video: Relationship between therapist and client as the source of healing

A Fresh Look at Gestalt Therapy

An Intimate Professional Development Training Series with Michael Reed PhD

Gestalt therapy is among the earliest and most enduring psychotherapeutic approaches which are grounded in the relationship between therapist and client as the source of healing.

Informed by contemporary perspectives of the human condition and evidence-based findings, ‘A Fresh Look at Gestalt Therapy’ will examine the underpinnings of current Gestalt therapy theory, methodology and practice. This training will demonstrate the application of Gestalt Therapy to key health issues confronted by counsellors and therapists in their practices.

What makes this training so unique is you will witness live demonstrations of Gestalt Therapy between Dr. Reed and volunteer participants using video-conferencing technology.
The program has been designed to ensure both structure and flexibility to maximise the learning experience and capture the spontaneity of the moment.
Learning methods will include a blend of facilitator-led teaching and discussion, experiential exercises and demonstrations.
Participants will:
  • Gain a theoretical overview of contemporary gestalt therapy principles
  • Enjoy experiential learning on a personal level
  • Further develop an understanding of the relevance of Gestalt practice in addressing key concerns associated with present day mental health needs.

Saturday, July 6, 2013

Rising poverty among immigrants a ‘tinderbox'

More than 36 per cent of new immigrants to Canada live in poverty, a far higher rate than in the 1980s

Job Posting: Child & Youth Mental Health Clinician - Keremeos area

Permanent – Full-Time

The Lower Similkameen Community Services Society, in partnership with the Ministry of Children and Family Development, Child and Youth Mental Health Services, is seeking a qualified individual to deliver a full range of mental health services to children and youth living in the Keremeos area. Candidates will have a Master level education in the human services field, or be a Registered Psychiatric Nurse, with at least two years experience working in both a psychiatric and a school setting.

Start date: September 2013 Hours: 35 per week

Use of a personal vehicle is required. Clearance through a criminal record review is required.
This position is unionized, starting wage $31.25 per hour, plus a comprehensive benefit package.

Closing date for applications: July 26, 2013, 4:00 p.m.

Please send applications marked “Confidential” - Competition #2013-CYMH by mail, facsimile or e-mail to:

Lower Similkameen Community Services Society
720 – 3rd Street
Keremeos, BC V0X 1N3
Fax: (250) 499-2333