MLA Handout: Training, Compensation, and HR Systems

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COMPENSATION AND BENEFITS:

• The current Ministry of Social Services funding standard for Direct Support Professionals in the Disability Service sector as of April 2019 is $20.56.

• SARC Member Agencies must create a wage grid from these funding standards, meaning the standard becomes a median. In 2018, the provincial average wage of a Direct Support Professional was $18.23, well below the funding standard.

• It has been twelve years since the Sask Party took power and twelve years of unfulfilled commitments related to achieving a sustainable plan.

• Although some achievements have been made, it’s time to stop the reactive, unsystematic approach to human resource investments.

What do we need?

• Based on the recent union votes in the Health sector, the Disability Service sector is positioned to fall even further behind. What was voted upon by these unions emphasizes the need to continue our effort to ensure even more ground is not lost.

• The good news is that SARC’s projections regarding the increases in Health and original calculations pertaining to increases in the Disabilility Service sector still hold true—there is no additional investment needed above what was proposed last fall.

• Based on this, a mid-year adjustment is critical to continue moving in the right direction and keep this out of an election year. Further to mid-year investment, Government must follow through in 2020 and 2021 according to the original plan. This will bring the Disability Service sector wages very close to parity and allow for a more predictable and stable foundation moving forward.

This sector feels devalued; if their counterparts in Health are worth more, doesn’t this also send the message that their clients are worth more? Is this the message your Government wants to send?

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TRAINING:

• The Ministry of Social Services has committed a great amount of money to the sector for Education and Training, but without competitive compensation rates, employees get trained and then move on to higher paid jobs in Health.

• The Ministry of Social Services invests over $3,000,000 annually into training employees in the sector, yet with annual turnover at 26%, a significant amount of this investment does not stay in the sector.

• Advancements in training and education have been made, including the establishment of COMPASS - a comprehensive suite of foundational training programs. With this, SARC, with support from the Ministry of Social Services, is able to offer 11 training programs that build essential skills to perform within this sector.

• SARC Member Agencies also receive $650 per PY (full-time equivalent employee) to support each organization’s unique training needs.

What do we need?

• Employees cite poor wages and benefits as the top reason for leaving.

• We have made great progress with training, but we have not with compensation and benefits - pay people what they are worth so our trained employees stay in the sector.

PROGRESS For the last fifteen years, SARC Members, SARC, and the Government of Saskatchewan have been working towards the achievement of a fair and equitable human resource system- a system that reflects the complexity and skills required to do the work and acknowledges the necessity and value of this essential sector.

The goal is in sight! Great strides have been made in improving the Disability Service sector, but the work is not done. Follow-through on the multi-year plan will further demonstrate: • the value that the Government of Saskatchewan places on people experiencing disability • investments into the sector are predictable and responsible, not reactive to crisis • the achievement of Recommendation #10 in the Disability Strategy SARC Members have been appreciative and patient.

The Government is very close to accomplishing what we set out to do over 10 years ago.

DSP = Direct Support Professional (Disability Service sector)

CCA - Continuing Care Assistant (Healthcare sector)

Year

% Difference

2008/09 2009/10 2010/11 2011/12 2012/13 2013/14 2014/15 2015/16

15.38 14.81 15.28 12.34 7.88 9.34 10.83 12.34

2016/17 2017/18

14.27 14.27

2018/19

9.41

2019/20 2019 Mid Year

9.41 Current 5.5

2020/21 2021/22

2.59 0.3

*Historical differences between hourly wages of DSP and CCA.

Fair and equitable wages are within reach.

Continuing with planned investments between 2019-2022 will further establish a healthy human resource system.

Stable & healthy workforce = consistent, quality supports