This session explores the LiveWorkPlay journey in developing and using person-centred practices. Supported individuals must have a say not only as to what, where, why, how, and when they are supported but also WHO will be invited into their lives. This presents a myriad of human resources challenges and opportunities!

1. Person-Centred Recruitment and Hiring
Julie Kingstone, MEd
LiveWorkPlay.ca
Presented on day two of the
HSA Canada Learning Community
for Person-Centred Practices Gathering
April 20-21, 2016
Richmond Hill, Ontario

2. 2

3. Compliments
of HSA

4. Who are we recruiting?

5. Who will do what and how
will we make decisions together?
Who Role Decisions How
--- Provides Info to build job
ad and vision of ideal
match, conducts final
interview
Decides what information
to share, chooses questions
and venue for 2nd interview
and recommendations and
vetoes for hire
Do I feel like there is a good
connection and want to
invite this person on a trial
basis to support me?
--- (---’s Mom)
LiveWorkPlay Team Lead
and Director of Operations
Craft job ad based on info,
place job ad, conduct
interviews
Job Ad, Candidates to
interview
LiveWorkPlay decides what
candidates to invite to
initial interview and which
candidates to present to ---
for 2nd interview, and base
hiring on ---’s
recommendations and
preferences.

6. Who are we looking for?

7. Examples of Job Ads
Community Connector and Living Coach
Are You a Woman and Up for a Challenge?
• Are you community oriented and person centred? Are you patient yet
persistent? Are you good at not taking things personally? Are you calm and
non-reactive? Are you interested in art scrapbooking, photography, movies,
animals, spending time outside, and horses? Are you looking to work as
part of a supportive team but prepared to work independently most of the
time? Are you interested in making a difference in the life of a young,
energetic woman living with an intellectual disability and mental health
issue (anxiety and challenge with regulating emotions)?
If you have answered yes to all of the above questions we want to meet you!

8. LiveWorkPlay is looking to hire a full time female team member to be
matched to support a young woman to live in her own home.
The support needed by this individual will change over time, but
presently the individual needs a combination of support to live
successfully in her own apartment which includes:
• supporting her to plan meals
• grocery shopping
• meal preparation
• budgeting
• meeting her neighbours
• managing her apartment
• managing her medication and health
• managing the expectations of the landlord and the community

9. AND
• Supporting her to participate and contribute to activities of her choice in
the community including recreation, leisure, volunteer work, paid work,
and the development and maintenance of non-paid relationships including
family and friends
• Note: when applying for this position please include a completed one page
profile as part of your resume. The one page profile and instructions can be
viewed at www.liveworkplay.ca/careers. You will have to 1) complete the
profile 2) add it to your resume document 3) upload the resume and profile
as a single document which you will then send to LiveWorkPlay using the
Charity Village Apply Now button.

10. Who are possible matches?

11. Who is the best match? For the Organization?
For the Team? For the Individual?

12. Decision-Making on Best Match
Initial Interview: Determine if the candidate is
a good match for the organization, team and if
candidate would be a good match to support
the individual based on ideal candidate criteria
2nd Interview : Candidates meet individual he
or she has applied to support
Follow-up with Individual to make final
endorsements

13. Is there anything else we need to know?
• References, key questions:
Ask what the reference likes and admires about the person
Ask how the individual needed to be supported to be successful

14. Is this working for everyone?

16. Team Purpose
What is our purpose
• Support --- to
build roles and
relationships in to
be a valued citizen
• Support --- to have
a good life
• Offer support
alternatives and
possibilities that
are not
segregated,
restrictive and
intrusive
Why am I part of the team?
• --- needs significant level of
support
• Diverse team brings different
personalities and skills
• --- picked us
Deanna: Likes helping people
Maggi: Want to learn from ---
Delphine: Learning more; support
and organisation
Sylvie: Develop ways of working in
an empowering way
Margret: Whatever I can do to
help where she wants to go
Wendy: Unfulfilled in last job –
learn more, get engaged, anything
I can do
Who are you? 1 page profiles
Deanna: Helper, task-focused,
reflective, listening
Wendy: Compassion, loving,
humour
Maggi: Caring, goofy, fun-loving
Delphine: Reflective, kind,
mom/nurturing
Margret: Loving, affectionate, safe
Sylvie: Insightful, caring, reflective
Julie: Reflective, thoughtful,
impulsive
George: Passionate, emotional,
generous

17. Team Purpose
How can we support each other?
• Communication
• Honest and positive values
• Check in (transition)
• Debriefing
• Celebration
• Purpose
• Information sharing
• Self care/reflection
• Sharing success stories
• Consistency
• Listening
• Compliments
• Recognition
• Spending time with each other
• Being flexible for each other when life happens
How do we know our
purpose is being
achieved?
• Things that --- wants
to do are being
achieved
• Building/increasing
social relationships
in all of the circles
• Team work: all agree
it’s working
• Communication –
common ground
• --- tells us the team
is working
• Needs paid staff less
• How do we conceptualise
staff roles?
• Committing to my role/what
is expected of me
• Community connecting
• Building relationships
• Roles; taking on new ones
• Nurturer – evening and
morning support (more
intimate?)
• Sounding board

18. Training
The person being
supported
and their support
network

19. What Does Good
Performance Look Like
Working with People We Support
• You have confidence in your own abilities and demonstrate the necessary skills and values to deliver the support people ask for or need.
• You communicate clearly in different ways and can show different ways for different people.
• You consistently complete the plans, tasks and requirements your role requires to the satisfaction of people we support.
• You take part in delivering support to people to their satisfaction, and that of your managers.
• You are appropriately and regularly matched by people we support, using your one page profile, to undertake tasks and activities.
• You work with people in a way which is respectful of the person’s choices, wishes and decision making and is in line with LiveWorkPlay values of
Respect, Partnership, Integrity, Ambition and Courage.
• You demonstrate an ability to build good working relationships with people we support and families.
Attending and taking part
• You meet our expectations in coming to work and being on time.
• You work in a flexible way in the hours you do and are flexible to change when there are changing requirements.
• You manage your time well while at work and plan your leave appropriately.
• You are clear about the things you are good at and need to develop and understand how they may impact on others.
Continuous Personal Development
• You take responsibility for your part in learning and development.
• You attend training courses as required, you undertake E-learning as required and use what you learn in the workplace.
• You understand your role and how it helps our services be compliant with what is expected by others.
• You regularly reflect on what you do and how you may improve your skills and contribution.
Contribution to the Team and Organisation
• You understand LiveWorkPlay policies and LiveWorkPlay Standards and understand the way LiveWorkPlay works and its values.
• You work well as a team member, communicate well with others around you and get along with the team.
• You build respect and trust in LiveWorkPlay through the contributions you make to meetings and other communication with families and external
professionals.

20. Annual Coaching Flow

21. Appraisal and coaching

23. Building Hope and Resiliency of Teams
• Rituals, Celebrations
• Opportunities for Learning
• Team building
• Meaning
• Gratitude practice
Bruce Anderson

24. Positive and Productive Meetings – HSA

25. Team meetings and other support
Examples of Rituals at
LiveWorkPlay
Birthday Fairy
Secret Santa
Weekly team meeting
with food
Weekly questionnaire
Out for dinner (formal
and informal)
Emails to start the day

26. Intentional Hope and Resiliency
• Questionnaire staff respond to and share at team meetings weekly
• Significant Events or Changes
• Share one success story from your week
• Share one challenge story from your week and how you overcame it
• Three things you are grateful for
• An example of something you learned this week or how you made a
difference in the world this week

27. How LiveWorkPlay Creates Unique Organizational Culture
Person Centred
Organization
Hope and
Resiliency
Next Generation
Non Profit
Hope is created when meaning is made out of
life events before, during and after
Hope creates a positive feeling state which
causes a person or a group to decide whether
it is worth keeping going
Hope and resiliency can accomplished through
ritualized activities
Resilience is the key to building hope in the
workplace and it does not interfere in working
towards the vision of the organization
Clear vision, mission, values
Demonstrated person centred values
Results-oriented, failure is OK, new
ways of thinking about solutions
Outcomes for Individuals Everything is
oriented to achieving outcomes people
want in their lives
People supported have control and
choice, working together-co designing
supports and decisions made closest to
members
Staff are empowered and valued, well
supported and clear about their role
Staff can use interests and talents to
support members
Financial literacy is supported and
strategic decision making is
continuous not episodic
Professional development, shared
vision, discarding models that do
not work, team learning
Shared responsibility for ensuring
programs meet community impact
goals, shared decision making
Advocate for structural changes to
reduce the need for LiveWorkPlay
Inclusive organizational practices
Flexible, establish relationships
dynamically
Members and partners as
co-creators
Board work is integrated into the
work of the organizationIndividual and Organizational Learning
Community Focus- both people and org
contribute and feel part of the
community
Person Centred Thinking is embedded
throughout the organization
A shared approach to build hope and resiliency
by both individual staff
4 areas of Rituals
1) Celebrating and Grieving-Staff b-days
2) Community Engagement-Evaluation of
progress towards organization’s mission
3) Personal Identity-Activities for staff to get
to know each other
4) Learning-Activities for staff to learn

28. So How’s It Going?
Working
• Job ads attract applicants with diverse
experiences and demographics
• Using 1 page profile in application
process very helpful
• Member involved in decision making
of who to invite to support team
• Better staff matches better for
everyone
• Staff meetings are highlight of week,
staff feel valued
Not Working
• Member involved in decision making
of who to invite to support team can
be challenging and how to determine
when to bring the relationship to an
end
• When recruiting for staff who will be
supporting multiple people matching
in an person centred way 100 % of the
time can be challenging

29. People are at the heart of everything we do!