March 8 2024

Nickel Belt News

BY MATTHIAS J. JOHNSON LOCAL JOURNALISM INITIATIVE REPORTER, THOMPSON CITIZEN

The Manitoba Hockey League, which features teams from various regions, is possibly on the brink of change. The league has been struggling with low scores, player retention, and competitiveness since 2008 causing recent conflict.

A letter from Mayor Smook was issued to Hockey Winnipeg and Sport Manitoba, against the proposal of removing the bottom-listed teams from the league.

board with this proposal as are other regions” Stated Mayor Smook’s letter, “This town hall will become the start of a negative media outcry within the Province and become a political nightmare for those involved”

ried about their future. The teams are awaiting the decision from Hockey Manitoba before March 4th.

“In speaking with both Levi Taylor and Don McIntosh, it’s all about the ‘win’ and developing quality, competitive hockey players” Stated Smook in the letter, “It appears that what U18AAA Hockey development means to them and myself are quite different, and this is what I got from their calls is that Manitoba needs to up their game so we are more competitive against other provinces, Hockey players on teams such as Northern Region, Parkland, Central Plains, and Kenora drag down the profile of U18AAA Hockey, Players and parents are more interested in hockey academies to boost their chances of progressing to a higher caliber and that Hockey Winnipeg is on

The league president, Don McIntosh, believes that occurring issues with the league need to be solved to make it better for the players of Norman. While some of the players from Norman are opting to enroll in sports schools, leading to a decline in the team's overall competitiveness.

“Some various options were put on the table, and what we’re trying to do is strengthen the league and we’re trying to make it better for the players of Norman. Players are leaving Norman to go to sports schools, the team hasn’t been competitive for quite some time, and unfortunately didn’t even make the playoffs this year” Said McIntosh, “Those are the issues we were trying to grapple with of what makes the kids of Norman better”

The proposal to remove some teams from the league and change its boundaries was rejected by a vote of the league, resulting in letting the Norman Northstars continue as before. However, questions remain about

The league's struggle to stay competitive is not unique. Many regional sports leagues across the country face similar challenges. The need to balance competitiveness and player development is a constant challenge for sports leagues.

Book a way to preserve and pass on memories of growing up in Churchill

whether this is the final decision.

League commissioner

Levi Taylor explains that the motion to establish the league still needs to be approved by Hockey Manitoba. Taylor clarifies was quoted as saying that nothing was “concrete” as of yet.

“Our league doesn’t have the authority to just implement what’s voted on, Hockey Manitoba is the authority” McIntosh added.

Taylor also suggests that removing the teams with the lowest score ratings is only one of four options they had in improving the league and giving higher

opportunities for players. He believes that if there's a way to strengthen the program that doesn't involve amalgamation with other regions, someone needs to tell them what that is.

“I’ve said all along that if there’s a way to strengthen the program that doesn’t involve amalgamation with other regions then someone needs to just tell us what that is, but from what we could see this was the only way” Stated Taylor.

The proposed changes have caused concern and anxiety among the teams in the league. The possibility of being removed from the league has many teams wor-

The Manitoba Hockey League's proposal to remove some teams and change the boundaries has caused a lot of controversy. Many people believe that this is not the solution to the league's problems. Some suggest that the league needs more investment in player development and better coaching to improve player skills.

The proposal to change the league's boundaries would mean that some regions would no longer have a team in the league. This could be devastating for the communities that support these teams.

The controversy surrounding the proposed changes to the Manitoba Hockey League highlights the challenges faced by regional sports leagues. These leagues play a vital role in developing young players and providing them with opportunities to play at a higher level. However,

they also face challenges in maintaining competitiveness and balancing the needs of players and teams.

The debate over the Manitoba Hockey League's proposed changes is far from over. The league's future is uncertain, and many teams are anxiously awaiting the decision from Hockey Manitoba. The outcome of this decision will have a significant impact on the future of the league and the communities that support it.

In conclusion, the Manitoba Hockey League is facing significant challenges in maintaining competitiveness and providing opportunities for young players. The proposal to remove some teams and change the boundaries has caused controversy and anxiety among the league's teams. While some believe that this is the solution to the league's problems, others argue that more investment in player development and coaching is needed. The future of the league is uncertain, and the decision from Hockey Manitoba will have a significant impact on the league's future.

~Matthias J. Johnson is a Local Journalism Initiative reporter who works out of the Thompson Citizen. The Local Journalism Initiative is funded by the Government of Canada.

Manitoba Hockey League: The battle to stay competitive Conference highlights harmful effect of Crime Severity Index on small municipalities

THOMPSON, MB – Mayor Colleen Smook and City Manager Anthony McInnis travelled to Saskatoon to attend a February 29 conference of municipal and Indigenous leaders from across Western Canada focusing on Statistics Canada’s annual Crime Severity Index (CSI) and the harm it does to their communities.

BY IAN GRAHAM EDITOR@THOMPSONCITIZEN.NET

Though she’s now written a book about her experiences growing up in Churchill, Addictions Foundation of Manitoba northern director Gisele deMeulles said writing wasn’t something she always thought she would do.

to write things that you have to figure out. It’s pretty clear when I get through.”

Organized by the City of North Battleford, Saskatchewan and attended by representatives of cities including Portage la Prairie, Prince Albert, Yorkton, and Lloydminster, the conference featured presentations by Statistics Canada, Saskatchewan RCMP and Timothy Kang, a University of Saskatchewan Assistant Professor of Sociology.

DeMeulles said she wrote her book, titled Whispers in the Wind: Stories from the North - Life in Churchill for a couple of reasons.

‘Oh, I’m just as bad, right?’ I have all these stories and I need to capture them for my grandchildren really because they will be lost if I don’t.”

She also has a reputation as a storyteller herself.

Participants learned why hub cities that smaller communities rely on for services are over-represented in the rankings for communities with the highest CSI scores. Factors affecting them include large numbers of temporary residents not included in census numbers used to calculate index scores and high volumes of low-severity offences, like disturbing the peace or mischief.

For all the harsh weather and the dangers of polar bears, deMeulles said if it had been viable she would

“I had such a varied history and I would tell people stories and they would go, ‘That’s not true, is it?’ I’d go, ‘Yeah it’s true.’ They’d go, ‘You didn’t do all that, did you? You’ve got to be really old.’ I was like, ‘No, actually I did all that before I was 27,’ and they went ‘What?’”

After the conference, participating municipalities called on Statistics Canada to stop ranking communities with 10,000plus residents. The rankings would be considerably lower if Statistics Canada produced a list of every police service in Canada, since some communities with smaller populations have higher CSI scores.

“This arbitrary number of reporting data at 10,000 people or more is not an indicator of a community’s overall safety,” said North Battleford Mayor David Gillian in a press release (attached).

“In my youth I never felt good at writing,” she said. “But when I moved to Thompson to get into the school of social work, at that point I had to write for university and realized, ‘Holy, I’m not bad at this, right?’ I certainly developed a lot of skill in university and came out of there with a very strong skill in my writing and confidence in my writing. I write very clear and that’s it. It’s there. Some people say it’s kind of blunt or direct. I don’t tend

“I just sort of thought, you know what, this history, this stuff that’s in my head, it’s going to be gone if I don’t write it down,” she said. “My kids are not going to get it if I don’t do it and it’s something I’ve always wanted my mom to do. My mom’s an elder and she’s an artist, she’s got so many wonderful stories because she always tells her stories at Parks Canada in Churchill and I’ve always hounded her, ‘Please, just put it on tape, I will write it for you because your story is going to be lost,’ and she’s never done it and I thought,

Looking back, some of those experiences are things she might not do again.

The City of Thompson will host the next virtual meeting of the 11 municipalities that attended the conference and oversee the next phase of lobbying efforts.

“I did some pretty bizarre stuff like fuel hauls into the high Arctic at -35,” said deMeulles. “It didn’t dawn on me until after. That was a very dangerous thing to do. Being on a plane full of fuel

now,” deMeulles says.

Though she’s not there any longer, her parents and her sister and other family members still are.

“My cousin owns the hardware store there,” she says. Because of that, deMeulles finds it hard to

ill really want to thrive. They’ve built their worlds there. How would we feel if someone came to you and said, ‘I’m sorry, you have to leave your home community and we’re going to displace you somewhere else and all your loved ones and your history is gone?’”

“I miss the shoreline, I miss the rock, I miss the polar bears even though they’re very dangerous and I really miss the Hudson Bay,” she says. “When I go back home, standing on the Hudson Bay looking out on the bay, it just gives you an incredible sense. You feel so

Now that she’s got one book under her belt, deMeulles says she may try to produce another.

“I have another book in me,” she says. “It’s a darker story, more about personal growth and struggles. Maybe in the next five years it’s something I’ll focus on doing.”

Addictions Foundation of Manitoba northern director Gisele deMeulles has written a book about her experiences growing up, mostly in Churchill.

Friday, March 8, 2024

Delivering News to the Nickel Belt since 1960

Volume 64 • Issue 9

Photo courtesy of the City of Thompson

L-R, Front Row: Prince George City Councillor Trudy Klassen, Thompson Mayor Colleen Smook, North Battleford Mayor David Gillan, Yorkton Mayor Mitch Hippsley, Sweetgrass First Nation Chief Lori Whitecalf, Wetaskiwin Mayor Tyler Granam

L-R, Back Row: Langley City Councillor Paul Albrecht, Lloydminster Mayor Gerald Aalbers, Langley City Councillor Delaney Mack, North Battleford Councillor Thomas “Bill” Ironstand, Portage La Prairie Mayor Sharilyn Knox, Portage La Prairie Councillor Colin Doyle, North Battleford Councillor Kelli Hawtin, Cold Lake Mayor Craig Copeland.

Formation of new procurement organization may muddy the waters for Indigenous businesses

BY SHARI NARINE LOCAL JOURNALISM INITIATIVE REPORTER, WINDSPEAKER.COM

The newly created First Nations Procurement Organization (FNPO) aims to make the federal government live up to its 2021 commitment of awarding a minimum of five per cent of the value of contracts from government departments and agencies to Indigenous managed or owned businesses.

That target was set to be reached by 2024.

However, currently less than one per cent of about $22 billion the federal government spends every year procuring goods and services from businesses across Canada goes toward Indigenous businesses.

Indigenous Services Canada (ISC) is an exception. In the fiscal year 2022-2023, ISC awarded close to 18 per cent, or almost $44 million, of the total value of its contracts to Indigenous businesses.

ISC is now undertaking engagement sessions to “inform the co-development of procurement policies and process with Indigenous partners that will better support Indigenous business development and participation in federal contracting,” said Jennifer Cooper, spokesperson for the department.

That work has been done by Indigenous organizations over the past three years culminating in the launch of FNPO, launched earlier this week.

FNPO brings together the expertise of its founding members—the National Aboriginal Capital Corporations Association (NACCA), Council for the Advancement of Native Development Officers, First Nations Finance Authority, First Nations Financial Management Board, and the Aboriginal Financial Officers Association of Canada.

FNPO is “an institute that can live and breathe, advocate and lobby to ensure that the government lives by its mandate and (can) make sure that the organizations are supporting Indigenous businesses on the ground that can align with those targets and see opportunity from

the federal government,” said NACCA CEO Shannin Metatawabin.

Notably absent from the FNPO founding organizations is the Canadian Council for Aboriginal Business (CCAB), which for years has championed and advanced Indigenous procurement with all three levels of government, as well as non-Indigenous corporations, institutions and organizations.

CCAB was an original member of an Indigenous procurement working group coordinated by NACCA that included the other four FNPO founders, as well as the National Indigenous Economic Development Board, Assembly of First Nations, and the Métis Voyageur Development Fund. The group worked for three years toward transforming procurement as undertaken by the federal government.

CCAB was fully committed to the working group and the process, says CCAB CEO Tabatha Bull. CCAB believed that using the foundations of all of the organizations could provide access to more opportunities at a faster rate for Indigenous businesses.

But starting a new organization for something already being undertaken by CCAB, she says, wastes the “many years of work, investment and relationship-building that CCAB has done to advance Indigenous procurement” and CCAB wasn’t willing to do that by signing on to FNPO.

In 2018, CCAB launched Supply Change, an Indigenous procurement program and marketplace platform. In that time, relationships have been developed with government and corporate Canada to advance Indigenous procurement, says Bull.

Supply Change has grown to more than 1,300 certified Indigenous businesses and more than 150 buyers using a two-way procurement platform to connect. Indigenous businesses are certified by CCAB if they are 51 per cent or more owned or controlled by an Indigenous person.

“Starting from scratch will only delay progress and create confusion. No one benefits when you duplicate work

or efforts and put resources into building something that already exists,” said Bull.

That’s not an assessment Metatawabin agrees with.

He points to the resolution he advocated for and was passed by the Assembly of First Nations in July 2023 that mandated NACCA “to immediately initiate the development of a new First Nations-led procurement organization…that will increase First Nations and First Nations businesses’ success in securing procurement opportunities no matter where they reside.”

“When you do something on the side of your desk, it never gets done right. So we need an organization to really live and breathe it,” said Metatawabin.

He says there is no certification in place for Indigenous businesses and he wants to ensure “the Indigeneity of the individual so that the citizenship is there, (so) that the business structure is set up to be a true Indigenous business.”

Metatawabin says NACCA, which is a network of more than 50 Indigenous financial institutions having provided 50,000 loans totalling $3 billion to Indigenous-owned businesses over 35 years, makes sure there’s “no contrived applications” for financing because loans have a social impact on the ground.

FNPO is embracing six definitions for the Indigenous procurement process: Indigenous sole proprietorship, Indigenous (for profit) corporation, Indigenous non-profit organization, Indigenous charitable organization, Indigenous cooperative, and Indigenous micro-enterprise.

With exception of the sole proprietorship, which must be 100 per cent owned by an Indigenous person, the rest must be at least 51 per cent controlled or owned by Indigenous people.

Metatawabin emphasizes that the definitions, which were determined through consulting with Indigenous organizations, are a “live document” that is open to modifications.

He says these are the def-

initions they want the federal government to use when practising procurement.

“And that's exactly what you saw with the ArriveCan app scandal that's going on right now. It was an Indigenous set-aside by a group that claimed Indigeneity and they weren't Indigenous. So we're losing opportunities for our communities with the different barriers and problems with procurement,” said Metatawabin. ArriveCan tracked travellers during COVID-19 pandemic restrictions.

Dalian Enterprises received $7.9 million for the app. According to a report in The Globe and Mail, Dalian presents itself as an Indigenous-owned company, regularly winning federal contracts under the Indigenous business procurement program. Dalian has two staff members and often operates in joint ventures with Coradix, a larger company that does not bill itself as Indigenous.

Dalian company president and founder David Yeo has claimed Alderville First Nation in Ontario as the community to which he is connected, telling Parliament, according to CBC, that his great-grandfather was Chief Robert Franklin. He is accused of using a distant ancestor to claim Indigeneity for the benefit of other non-Indigenous-owned companies who partner with him to access Indigenous procurement opportunities.

The situation with ArriveCan is under RCMP investigation, said ISC Minister Patty Hajdu.

Cooper says the co-development process at ISC will include a review of the definition of an Indigenous business “for the purposes of federal Indigenous procurement.”

Presently the government requires Indigenous businesses to be registered in the federal Indigenous Business Directory. At the time of registration, they must provide information on the Indigenous status of the business owner as well as corporate structure and governance. ISC is to review that information to ensure the Indigenous partner maintains

majority control of the business. Regular audits are also to be undertaken.

“We (will) continue to advocate and lobby to ensure that (the federal government) take economic reconciliation seriously, because we will not see any support or success in the Indigenous community unless the federal government makes substantive changes in the processes,” said Metatawabin.

While FNPO’s definitions are for Indigenous businesses, the institute at this point is focused solely on First Nations.

Metatawabin said it was made clear during the planning process that the Métis National Council and Inuit Tapiriit Kanatami “were going to create processes for their own people…But the NACCA network provides loans to many Métis, Inuit and First Nations so we're hoping that the Inuit and the Métis will come together with their own processes and their own databases and share into an umbrella-type organization like this institute.”

FNPO is also looking for federal funding for the first five years of operation to build its membership and structure. Metatawabin did not provide a dollar figure.

In 2021, ISC set aside $35.2 million over five years to modernize the Procurement Strategy for Indigenous Business.

“I don't know what they included within that $35 million, but I do know that they have a short-term strategy which is internal to government and their bureaucracy, and the long-term strategy that includes an organization like ours,” said Metatawabin.

Once operational, the process of supporting First Nations businesses to participate in procurement opportunities will switch to fee for service, which Metatawabin says will be paid by the various government departments in order to meet their five per cent Indigenous procurement mandate.

That money will be used to support Indigenous businesses on the ground to scale up and add capacity, and to ensure Indigenous businesses are reaching out for govern-

ment opportunities.

“There’s a cost to ensuring that you're hitting a target, and that's what this procurement organization is going to do,” said Metatawabin.

However, he does point out that right now NACCA, which receives more than 90 per cent of its operational dollars through the federal government’s Aboriginal Entrepreneurship Program, has yet to know if funding will continue in the next federal budget.

“I think the ask we have of the federal government to support us in Budget 2024 is integral so that we can fully support this procurement initiative,” said Metatawabin.

CCAB is funded through a variety of sources, including membership fees, revenue from events, donations, and project-based funding from various partners. While Ottawa doesn’t contribute to operational funding, a portion of CCAB’s research, procurement and entrepreneurship programs does receive federal dollars on a project-by-project basis.

The organization’s current procurement strategy and marketplace includes businesses owned by First Nations, Métis and Inuit.

CCAB hosts webinars to educate non-Indigenous businesses and organizations wishing to do business with Indigenous companies, as well as assists Indigenous businesses in learning how to best leverage opportunities.

“Indigenous businesses accessing that marketplace are making deals and connections every day. We have to keep this momentum going, because it is changing the lives of Indigenous families and communities across the country,” said Bull.

CCAB does not track the business conducted between the Indigenous businesses and the non-Indigenous suppliers through Supply Change.

“We believe that a solution that includes all Indigenous businesses will be most beneficial to the Indigenous economy. Splintering procurement opportunities will do a great disservice to Indigenous businesses and economic reconciliation efforts,” said Bull.

This eye in the sky is a methane-tracking champion

BY MATTEO CIMELLARO LOCAL JOURNALISM INITIATIVE REPORTER, CANADA'S NATIONAL OBSERVER

A new satellite that will track methane emissions is set to launch as early as this week.

MethaneSAT’s data will be publicly available and can be used by researchers to understand the global picture of methane emissions, including the expanding liquified natural gas industry on the West Coast.

The project was co-developed by the Environmental Defense Fund, Harvard researchers, the New Zealand Space Agency, and

others.

MethaneSAT is a “game changer” because of the type of data it will provide, as well as the speed it will be able to provide it to the public, said Katlyn MacKay, a scientist with the Environmental Defense Fund whose research focuses on tracking oil and gas emissions.

Most satellites that track emissions are global mappers, meaning they can measure the entire Earth in a single day. However, those satellites sacrifice resolution for coverage.

Other satellites are considered local mappers, meaning they have high

spatial resolution and accuracy, but have limited geographic coverage, MacKay explained.

That’s where MethaneSAT steps in with high spatial coverage and resolution, meaning the satellite will be “filling an important data gap in the current ecosystem,” she added.

MacKay also notes that the satellite will be able to measure about 80 per cent of global oil and gas production at frequent intervals. Other satellites and on-the-ground emissions reporting will also be needed for a complete picture of methane emissions, she said.

“When it comes to this methane problem, there's no one-size-fits-all solution. We need a suite of technologies and tools,” MacKay said.

Once the satellite launches, there will be an initial commissioning phase centred on calibrations and tests that will last a few months. But the Environmental Defense Fund expects the satellite to publish publicly available data later this year, MacKay added.

One group of researchers that plans to use the satellite data to track the impact of LNG is a joint research project out of Simon Fraser University and the

University of British Columbia. Researcher Laura Minet and physician Tim Takaro, alongside other collaborators in different countries, will study the air quality and potential health risks of LNG. Minet told Canada’s National Observer that the study will be split into two sections, with the first using satellite data to track flaring at facilities around the world, particularly export facilities in Australia, the United States and Norway.

The purpose of the study is to measure how much flaring is happening compared to the self-reporting occurring at the facilities.

In the past, there has been more flaring at facilities than reported, Minet explained.

The second part of the study will look at the proposed Woodfibre LNG project in Squamish, B.C. as a test case for applying scenarios around air quality monitoring. Minet points to other pollutants beyond emitting carbon dioxide as harmful to human health.

Higher concentrations of benzene, nitrogen oxide and volatile organic compounds that accompany natural gas can lead to cardiovascular diseases and asthma and impact pregnancies, Minet explained.

Fire and Ice: Northstars challenge the Thompson Emergency Services to a match!

BY MATTHIAS J. JOHNSON LOCAL JOURNALISM INITIATIVE REPORTER, THOMPSON CITIZEN

Thompson RCMP and Thompson Fire & Emergency Services members put on their hockey gear and took to the ice on February 27th, all for a good cause. The charity game was organized to collect donations for the MKO Food Bank, and it turned out to be a huge success.

The game was held at the C.A. Nesbitt Arena, as the police and firefighters had built up a four-goal lead in the third period, but the Northstars made a late push, and the game ended with a 10-9 scoreline.

The event was coordinated to bring the community together, and it certainly did. “From the ice, it looked like there was someone in every seat,” said Dakota Dawson, a class four firefighter who participated in the game. “I was definitely not expecting that kind of crowd. I just thought it would be a little fun game between the Northstars. I wasn’t expecting an arena full of people!”

Dawson went on to explain that many of the members who played in the game

had a background in hockey. “Like I know I played hockey,” he said. “It’s something I do to stay in shape, and I enjoy doing it. We worked well together as a team because the Fire Department and RCMP work together on various calls to better assist the community, so it was pretty easy. The chemistry was really good for a hockey team.”

Last year, the RCMP held a similar event to mark their 150th anniversary. This year, however, the event was much bigger, with the Fire Department joining in

TRADESMAN I–MECHANIC

for the first time. And when asked about the event, Dawson said he hopes this becomes a regular tradition.

RCMP officer Dave Michaud echoed Dawson's sentiment, saying that the game was an opportunity to engage with the community and show first responders in a positive light. “This was more so for community engagement, and getting a partnership with the Fire Department this year, and just giving a good community event for Thompson where they see first responders in a positive

Are you a skilled mechanic who is team-oriented and is interested in making a Contribution to our community?

The City of Thompson requires a Mechanic at the Public Works Department. The successful candidate will be a Grade 12 graduate or equivalent, possess a valid Interprovincial Heavy Duty Equipment Technician (Red Seal) and hold a valid Manitoba Class 3, preferably Class 1 Manitoba Driver’s License with air endorsement. Experience in welding, diesel equipment repair and hydraulic systems is an asset. The duties include overhauling, repairing, installing, dismantling, modifying, adjusting, testing, inspecting, lubricating, cleaning and maintaining City vehicles and equipment. Other duties as per the job description.

The City of Thompson offers an extensive compensation and benefits package, with an hourly rate between $35.86-41.71. Please send detailed resumes outlining education, experience, qualifications and references to:

Human Resources City of Thompson

226 Mystery Lake Road, Thompson, Manitoba R8N 1S6

FAX: (204) 677-7981

E-Mail: osalau@thompson.ca or jkaur@thompson.ca

light and engage the kids as well,” he said. Michaud also highlighted the importance of teamwork in both sports and emergency services.

“I think there’s a correlation of working as a team in emergency services and team sports,” he said. “And I think it’s healthy to learn to work as a team in sports so you can automatically work as a team when you get into professional work. I do work as a team with my members here, so as far as hockey in some ways it felt like a normal thing.”

FIREFIGHTER / PARAMEDICS

As for the game itself, Michaud was quick to point out that the most important thing was bringing the community together. “And we did win,” he added, teasingly. “Nah, I know that's not important. I have to make sure you put that in there. But we did have a Northstars goalie.”

The game was a great success, not just in terms of the funds raised for the food bank, but also in terms of the community coming together. It was heartening to see so many people turn out to support their local

The City of Thompson’s Fire and Emergency Services Department is seeking those unique individuals with a passion for both firefighting and paramedicine. Our department provides EMS and fire protection to Manitoba’s fourth largest City. The City of Thompson offers a competitive salary and extensive benefits package. Join our team for a challenging and rewarding career in emergency services, with the ability to make a difference.

Qualifications:

• Firefighter Level 2 (NFPA 1001).

• Current registration with the College of Paramedics of MB

• Valid Class IV MB driver’s license with air brake endorsement.

• Proven ability to make decisions, initiate appropriate action and perform safely and effectively in stressful, demanding and hazardous situations and ability to deal and communicate effectively with the general public.

• Good interpersonal and communication skills and a commitment to a teamoriented approach.

• Excellent physical health, mentally able to fulfill the Fire/Medics duties. Applicants must be able to pass a medical examination meeting department standards.

Preference will be given to those applicants who, in addition to the foregoing, hold: field experience in EMS and firefighting, current ACLS, NRP, BTLS and proven EMS skill progression and performance; NFPA 1031, NFPA 472, NFPA 1006, and NFPA 1035.

The City of Thompson offers an extensive benefits package for this full-time position, with a starting rate of $28.84 per hour.

Posting will remain until all positions are filled. Short-listed candidates will be invited to attend an in-person Recruitment Process, including interview, written test and physical testing in Thompson.

Please send detailed resumes outlining experience, education, qualifications and references to:

Human Resources City of Thompson

226 Mystery Lake Road, Thompson, Manitoba R8N 1S6

FAX: (204) 677-7981

E-Mail: osalau@thompson.ca or jkaur@thompson.ca

NOTICE

Registration and payment for City of Thompson Recreation Department workshops can now be completed online at https://anc.ca.apm.activecommunities.com/trcc/home

emergency services and have fun while doing it.

The fact that the event was organized by emergency services personnel also highlights the importance of community involvement in these services. It's not just about responding to emergencies; it's also about building relationships and trust with the people they serve. It's about showing them that you care about their well-being and that you're there to help them in any way you can.

In the end, the game was a great success, and it's clear that the Thompson RCMP and Thompson Fire & Emergency Services have a strong bond. This bond is essential in their work, and it's heartening to see it extend beyond the workplace and into the community. Hopefully, this charity game will become an annual tradition, and we can look forward to seeing the community come together again next year.

~Matthias J. Johnson is a Local Journalism Initiative reporter who works out of the Thompson Citizen. The Local Journalism Initiative is funded by the Government of Canada.

The next Regular Meeting of Council will be held on March 11 at 7 p.m. in council chambers at City Hall. The public is welcome to attend. The meeting will be livestreamed on Facebook, YouTube and X and is also broadcast live on Rogers TV Channel 11.

Upcoming meeting agendas are available on the City of Thompson website the Friday before the meeting at https://www. thompson.ca/p/minutes-agendas. Minutes of previous meetings are also available there.

Stay informed on the go through Thompson Connect

To get important notices about things like road closures, boil water advisories and water shutoffs sent directly to your phone, register for our direct communication system Thompson Connect.

Sign up for email, text and voice message notifications at: www.thompson.ca/p/connect

www.thompson.ca

of the people opposed to the plan the regular critics council who attend meetings and ask their elected officials quesweek after week, opinions may not enough to dissuade majority from forahead, especially the number of people who care about one way or another doesn’t even reach double digits.

Manitoba First Nations community clears final hurdle in $200M 'cows and plows' settlement with feds to right century-old wrong

BY DAVE BAXTER LOCAL JOURNALISM INITIATIVE REPORTER, WINNIPEG SUN

A northern Manitoba First Nations community has cleared the final hurdle in a massive legal settlement that will see more than $200 million injected into the community, and each individual member receive a $30,000 payout, because of promises made more than a century ago that were not kept.

Whether or not the number of councillors school board trustshould be reduced the sort of quesfor which there is right or wrong an-

On the pro side keeping the current numbers, the option all but one of the school board members for, is the arguthat it spreads the

Last Thursday, Pine Creek First Nation (PCFN) Chief Derek Nepinak took to Facebook to announce that Chief and council now expect to have the entire amount of $205,519,700 from a ‘cows and plows’ settlement in their possession sometime this spring.

“Confirmed by our lawyer this morning is that Canada has signed off on our final

workload around and allows for greater diversity of viewpoints, though Ryan Land was mostly correct in saying that, in terms of class and ethnicity, the trustees aren’t really a microcosm of the School District of Mystery Lake’s population as a whole. If you’ve been to many school board meetings (and apart from members of the media, well, you haven’t), you would know that they don’t often feature nearly as much debate or division as city council meetings, at least not over the past couple of years. But they’ve made their decision and it appears there will be seven school board trustees at least until 2022.

settlement agreement as of Feb. 27,” Nepinak said in a video statement.

“And what that does is kick-start a 45-day window from the time of signing to the dispersal of the proceeds to our trust, so by mid-April it should be completely done.”

Legal documents found on the Indigenous Services Canada website on Monday confirm the federal government did sign the agreement on Feb 27.

According to Nepinak, once they receive the money, they will also begin working to pay out per capita payments that are part of the settlement, and will see every band member who lives on or off-reserve receive $30,000.

One of the arguments

for reducing members, whether they belong to the school board or council, is that it will save money. The amount is not large overall – about $20,000 in councillors’ salaries per year plus approximately half that amount, on average, for annual travel and expenses. For the city, which has a budget of around $30 million, that represents probably less than a drop in the proverbial bucket, though it is about a fifth of the overall cost of the mayor and council.

ceived $5,000 early payouts as part of the process, and can now expect the rest of the money owed to them to be coming as soon as chief and council can begin to distribute it.

the citizens of Thompson elected more truly independent-thinking candidates who aren’t married to aligning themselves with any particular side, because right now, the number of opinions on council is generally two – for and against.

“Council will be meeting to decide how to best expedite this process, so that by mid-April when we receive the money, then everyone can begin to receive a timely deposit through EFT or through cheque, if that was requested,” Nepinak said.

“Bear with us, we are looking at a way of administering the payments that includes an independent administrator of those proceeds on our behalf.”

Nepinak said many band members have already re-

Critics of the proposed reduction say that it will prevent “new blood” from being elected and, theoretically, reduce the diversity of opinions, but that would only be true if

PCFN, a community located about 110 kilometres north of Dauphin on the shores of Lake Winnipegosis, is home to approximately 648 on-re-

serve and 2,912 off-reserve members.

Back in November, the community announced they had come to an agreement with the feds over what is commonly referred to as a ‘cows and plows’ claim.

Maybe the low turnout of people with opinions on how many councillors there should be isn’t an expression of apathy but of pragmatism. Experience has shown quite often that this council – and others before it –is going to do what the majority of its members think is right, regardless of what the most vocal taxpayers think. If that is the case, does it really matter how many of them there are?

PCFN is part of Treaty 4, and according to the federal government when the Treaty was originally signed in 1874, they promised to supply agricultural equipment and livestock to families and individuals, to assist them in adjusting to an agricultural-based economy and society.

The federal government now admits however, that they did not supply the agricultural equipment and livestock that was promised in Treaties including Treaty 4, and is now working to compensate communities with fi-

nancial settlements adjusted to today’s currency in several First Nations in Canada.

“The Crown is not offering us oxen, or cattle, or farming tools,” Nepinak said when the agreement was confirmed in November. “The Crown is instead offering financial instruments of exchange, so that we can decide for us what works best for us in today’s economic realities.”

In 2020, PCFN became the first Manitoba First Nation to file a ‘cows and plows’ claim, and the federal government later agreed to work with the community to seek a negotiated settlement.

Nepinak says the community has now reached a “milestone” since filing the lawsuit, as they inch closer to the full settlement being paid out.

“We now have a strong

sense of the finish-line, so this news is a major development in the timeline, and that’s good news,” he said.

As part of the agreement, all PCFN youth will also receive $30,000, but that money will be put into a trust they cannot access until they turn 18 years old.

The remainder of the money that doesn’t go to individual band members will go into a trust fund, and PCFN said in a media release last November that the community hopes to retain some of the money for “future education and business opportunities.”

— Dave Baxter is a Local Journalism Initiative reporter who works out of the Winnipeg Sun. The Local Journalism Initiative is funded by the Government of Canada.

Noah Cooke Publisher Matthias J. Johnson Local Journalism Initiative Reporter

Thompson Citizen & Nickel Belt News: 2024 Office Closures and Deadline Changes

Louisiana chicken coming to the North

BY MATTHIAS J. JOHNSON LOCAL JOURNALISM INITIATIVE REPORTER, THOMPSON CITIZEN

Robin’s Donuts in Thompson, Manitoba is undergoing a transformation, as the popular donut shop is being converted into a Popeyes Louisiana Chicken restaurant. The renovation process has been ongoing for nearly a month and a half and is expected to be completed by May 15, with the restaurant opening for business in June.

The building that houses Robins Donuts was originally a gas station before being converted into a donut shop. It was later used temporarily by Maple Bus Lines as a waiting and booking office to schedule arrivals and departures until early this year. Now, with Maple Bus Lines having moved to its own official location at 43 Weir Rd, the building is being transformed into a Popeye’s Louisiana Chicken restaurant.

Jonathan Enright, the lead franchisee, expressed his excitement about the

new restaurant, stating, “I think Thompson is a great community for our product offering, and we operate in places like Brandon, Portage La Prairie, Thunder Bay, and we do well there. Thompson is such a joining city of the North that we felt like it’s past due to pursue and station in that hub.”

Enright has been with the franchise since 2018 when they opened their first Manitoba Popeyes in Winnipeg. Before joining Popeyes, Enright was heavily involved in opening many of Manitoba’s Boston Pizza locations, including the one stationed in Thompson.

With 10 Popeyes locations currently operating in Manitoba, the new Thompson location will be the eleventh.

The first Popeyes restau-

rant opened in New Orleans in 1972 and has since expanded to over 2,600 locations worldwide. Started by Al Copeland opened a small restaurant and a great idea, Copeland introduced the New Orleans-style fried chicken titled; ”Chicken on the Run". His restaurant failed after several months. Copeland reopened the restaurant four days later as Popeyes Mighty Good Chicken, and by 1975, the company had been renamed as Popeyes Famous Fried Chicken and started franchising his restaurant in 1976, beginning in Louisiana. The chain expanded to Canada in 1984 and opened its 500th restaurant in 1985.

The conversion of Robins Donuts into Popeye’s Louisiana Chicken restaurant is just one example of the evolution of Thompson’s

business community. As the city grows, new businesses are emerging, and established businesses are finding new ways to serve their customers.

The addition of a Popeye’s Louisiana Chicken restaurant is sure to be a hit among Thompson’s residents and visitors alike, as it provides a new dining option for those looking for a delicious and unique fast-food experience. With an opening date in June, locals and tourists alike can look forward to enjoying some tasty Louisiana-style chicken in the heart of Thompson.

~Matthias J. Johnson is a Local Journalism Initiative reporter who works out of the Thompson Citizen. The Local Journalism Initiative is funded by the Government of Canada.

Yuk Yuk’s head comes to defence of controversial comedy act accused of using anti-Indigenous racism, misogyny to get laughs

BY DAVE BAXTER LOCAL JOURNALISM INITIATIVE REPORTER, WINNIPEG SUN

The CEO of Canada’s largest comedy club chain says he believes that comedy and comedians should never be censored no matter how low they go, even if they go so low as to make light of the actions of an infamous serial killer, who committed some of the more heinous acts this county has ever seen.

“I have no morals,” Mark Breslin, the co-founder and CEO of Yuk Yuk’s said. “If I did I couldn’t do my job.”

On Thursday, Breslin spoke to the Winnipeg Sun about recent controversy surrounding Alberta-based touring comedy act the Danger Cats, a three piece act made up of, according to their website, Sam Walker, Brett Forte and ‘Uncle Hack.’

The group is being accused of using anti-Indigenous racism and misogyny to get laughs, and recently had a slate of shows cancelled at the Yuk Yuk’s Winnipeg location at the Fort Garry Hotel after strong backlash from many, including those in Winnipeg’s Indigenous community.

Breslin said despite calls for show cancellations and boycotts, specifically from members of the Indigenous community in Winnipeg and in other parts of Canada, he has no plans to stop booking the Danger Cats at any of his clubs, as

long as people’s safety is not threatened, and he said it was safety concerns and not any “moral decisions” that forced the cancellations in Winnipeg.

The Danger Cats in the past have made jokes in their shows regarding suspected graves of Indigenous children at former residential schools, but have also recently been selling a shirt on their website depicting Robert Pickton, who is believed to have killed as many as 49 women at his B.C. pig farm, many of them vulnerable and Indigenous.

The shirt features a cartoon-style image of what looks like Pickton and another man seemingly clinking pieces of bacon in celebration, along with the phrase ‘Pickton Farms, 50 flavors of Hookery Smoked Bacon.’

Pickton was convicted of six counts of second-degree murder in 2007 and sentenced to life in prison without the possibility of parole for 25 years, after remains and DNA of 33 women were found on his pig farm in Port Coquitlam, B.C. He once boasted to an undercover police officer that he believed he killed 49 women.

A Danger Cats show was also recently cancelled at Rick Bronson's House of Comedy in B.C., a venue not associated with Yuk Yuk’s, after the shirt sparked outrage, and that venue said in a social

media post that was later deleted that the cancellation was "in light of recent concerns."

Breslin said he took issue with anyone referring to the Danger Cats act or other similar acts as “low brow.”

“If you’re saying low brow, well then you're being classist, because that would be associated with groups that are uneducated, or blue collar, and why should they not be able to laugh at what they want to laugh at?”

Breslin was also asked if he believes comedy acts can be dangerous if they perpetuate long-running stereotypes against certain groups or individuals, including Indigenous women.

“No,” he said. “Because for a long time comedians were acting like what they said was very important, but the more I watch now I see that their words don’t carry weight once people leave the club, it doesn’t affect the way people live, or vote, or behave.

“It carries no weight.”

But Peter Ives, a professor of political science at the University of Winnipeg who has spent years studying issues of freedom of speech, said he disagrees, and thinks that comedy acts like the Danger Cats could actually be putting Indigenous women’s lives in danger, by attempting to turn their pain and their deaths into punch lines.

“It perpetuates colonial -

ism and white supremacy, and its dehumanizing,” Ives said. “And it could lead some to believe its ok to be hurting or killing Indigenous women, because they are saying they are not a group that should be taken seriously.

“But it’s also punching down so far that I just don’t even know why anyone would want to be associated with it. I am no expert on comedy, but this is just too easy, and it’s not funny.

“It’s adolescent.”

RCMP seeking Easterville

Four men from Easterville are wanted by police in connection with an assault that left another man with serious injuries.

Chemawawin RCMP were alerted around 11 a.m. March 11 that a 24-year-old man was being taken to the Easterville nursing station for treatment of serious but non-life-threatening injuries. Investigation determined that four men entered the victim’s home earlier that morning, assaulting him and causing extensive damage before leaving.

Ives said if any comedy club did chose to cancel shows on moral or ethical grounds that they would have every right to do that, and those decisions have nothing to do with taking away anyone’s freedom of speech or rights.

“Freedom of speech is something written into the constitution so it’s a political concept and a government concept, and these are private businesses that would be making their own decisions, so we really need to stop conflating those two things,” Ives said.

“Anyone who doesn’t want to be associated with this has every right to say no.”

The Danger Cats didn’t reply to a request for comment.

— Dave Baxter is a Local Journalism Initiative reporter who works out of the Winnipeg Sun. The Local Journalism Initiative is funded by the Government of Canada.

Police are asking for the public’s assistance in finding 29-year-old Mitchell Howard Ledoux, 27-year-old Steven Shane Klyne, 26-year-old Shawn Eric Umpherville and 20-year-old Nathan Walter Umpherville, all from Easterville, who are believed to have fled to Winnipeg. The four face numerous charges including aggravated assault, assault with a weapon and breaking and entering.

with information on any of the suspects’ whereabouts is asked to

Training program aims for safe, sustainable drinking water for Interlake First Nations

BY DAVE BAXTER LOCAL JOURNALISM INITIATIVE REPORTER,WINNIPEG SUN

An organization fighting for the rights of Indigenous communities to have safe drinking water has announced

they are bringing an education and training program to Manitoba.

This week, Water First Education & Training Inc. (Water First) announced they have formed a partnership with the Interlake Reserves Tribal Council (IRTC) that will see members from several First Nations communities given the opportunity to enrol in the Drinking Water Internship Program.

Water First works as a not-for-profit, with the goal of bringing sustainable access to safe and clean water to all Indigenous communities in Canada, and one of the ways they do that is by offering First Nations people opportunities to build careers in the fields of watersheds, water treatment and distribution, and water science and chemistry.

“Infrastructure and technology alone cannot solve the water crisis; having enough skilled people to operate and maintain the systems is also critical,” reads a statement on the organization’s website.

“Drinking water challenges are complex: in some communities, local concerns may be around infrastructure, for others, source water contamination. And numerous communities have challenges recruiting and training young

DESCRIPTION

Indigenous adults to join the drinking water field.”

The program, according to Water First, is expanding into Manitoba for the first time, as it only ran previously in Ontario, and is part of what the organization said is their “commitment to help develop these critical projects with communities across the country.”

Interns from the seven IRTC communities can participate in a 15-month program that will allow them to pursue “valuable provincial certifications, which help trainees to begin their careers in the water field.”

“We’re excited that the planning and collaboration with Interlake Reserves Tribal Council will result in further education and careers in the water sciences. We hope the success of this program leads to many more collaborative projects in Manitoba,” Water First executive director John Millar said in a media release.

“Local, skilled people are critical in maintaining sustained access to clean water.”

Water First said they are also taking steps that would allow more women to take part in the program in Manitoba.

“The Internship also encourages increased par-

THOMPSON CITIZEN: EDITOR/REPORTER/PHOTOGRAPHER

ticipation of women in the water sciences and offers wrap-around supports to reduce barriers to participation, including childcare services and transportation,” Water First said.

The program officially launched in Manitoba on Feb, 12, when 12 interns from several First Nations communities attended an Introduction Week in the Pinaymootang First Nation, and those participants will now work their way through the course.

Each intern will accumulate 1,800 hours of on-thejob experience, according to Water First.

Participants in Manitoba will tour the Lake St. Martin First Nation water treatment plant, a 4,600 square-foot facility that includes an underground concrete reservoir, 14 km of underground piping, a raw water pumphouse and sewage lift station.

More information on the program and on the work done by Water First Education & Training Inc. can be found by visiting waterfirst. ngo.

— Dave Baxter is a Local Journalism Initiative reporter who works out of the Winnipeg Sun. The Local Journalism Initiative is funded by the Government of Canada.

Location: Thompson, Manitoba

The Thompson Citizen has an immediate opening for an Editor/Journalist in Thompson, Manitoba.

Thompson, known as the “Hub of the North” in Manitoba, is a vibrant city in the middle of an outdoor paradise. The 15,000 residents of Thompson enjoy an excellent airport, a golf course, a ski hill, numerous boating and fishing areas, two ice arenas, public library, indoor swimming complex, great schools, a university campus, a live theatre, and many more amenities to satisfy any lifestyle.

The Thompson Citizen is part of the Prairie Newspaper Group, which is a division of Glacier Media. This position would be a great starting point for an enthusiastic graduate as well as a great opportunity for an experienced reporter looking for an exciting change from the regular day to day workload.

The successful applicant will be expected to cover a wide range of topics. He or she will find himself or herself reporting on current events, writing Q&A’s, business features, personal interest and taking lots of photos.

QUALIFICATIONS

This editorial position requires an organized individual who works well on his or her own as well as with a team. They need to be dedicated and diligent with a strong work ethic. He or she must have a degree or diploma in journalism or have at least five years’ experience in newspaper journalism. Experience in photography is necessary. Candidates for this position must have a valid driver license and a reliable vehicle. Kilometers are tracked and the journalist will be reimbursed. Please send resume with cover letter to:

Noah Cooke, Publisher

Thompson Citizen

P.O. Box 887, Thompson, Manitoba R8N 1N8 or E-mail: generalmanager@thompsoncitizen.net

BY SHARI NARINE LOCAL JOURNALISM INITIATIVE REPORTER, WINDSPEAKER.COM

Chief Allan Adam of the Athabasca Chipewyan First Nation tells a story from the 1990s about how he had received some moose meat from a friend who had hunted the moose in Wood Buffalo National Park.

Adam fried it, boiled potatoes and served the meal to his grandmother, who was thrilled to be eating moose meat. That is until she found out where the moose had been shot. She stopped eating and pushed her plate away.

“I couldn't understand why she did that. When I asked what was wrong, she didn’t say nothing at first. But then finally she came out and told me and she said it all in Dene and it was hard for me to understand our fluent language at the time. But she spoke it clearly and I understood the majority,” said Adam.

His father filled in the rest.

Granny’s family was from Birch River in the park. They were kicked out and never allowed to return. It turned out Granny Helene Piché’s story was not unique for the Elders of Athabasca Chipewyan First Nation (ACFN).

It’s the history of the park that Parks Canada never tells. But it’s being told now in the new book Remembering Our Relations: Dënesųłıné Oral Histories of Wood Buffalo National Park.

“Wood Buffalo National Park (WBNP) was the heart of the Dene homelands, and when it was removed, Dene people suffered,” states the book. The Dene community’s homelands were divided and taken up for the establishment and subsequent expansion of the park in the 1920s.

Chief Adam wrote the Foreword for the book. He spoke passionately to Windspeaker.com about what he learned of his grandmother’s story when he was 34 years old.

“I didn't even know my granny resided in Birch River and the House Lake area. I didn't even know she had a

two-story cabin. She had a garden and everything and all this stuff. I didn't know she had all that stuff whatsoever,” said Adam.

The book, released late last year, began as a research project for a report entitled “A History of Wood Buffalo National Park’s Relations with the Dënesųłıné.” The 2021 report documented the harmful intergenerational impacts of removing the Dene people from their land to create Canada’s largest national park. The report was intended to inform negotiations for a formal apology and reparations from the federal government.

However, Lisa Tssessaze, director of Dene Lands and Resource Management Department with ACFN suggested the report be made into something more to highlight and honour the oral history and testimony of the community.

So, the untold story of the origins of the park in northern Alberta came to be captured by the heartbreaking and powerful accounts of leaders and Elders of ACFN.

“Oral history,” reads the book, “highlights the exclusions and injustice at the heart of the WBNP history as it is remembered by the Dënesųłıné people.”

Wood Buffalo National Park extends nearly 45,000 square-kilometres of northern boreal plains and forest, encompassing vast wetlands, grasslands, and salt plains, the Caribou and Birch Mountains and several key river systems in the region. It crosses the border of Alberta into the Northwest Territories.

The park is also located in the heart of the traditional territories and homelands of at least 11 Dene, Métis, and Cree communities, who have inhabited the region for generations and whose lands and waterways were taken up for the creation of the park despite clearly voicing their dissent.

The park was established in 1922. The borders were expanded south of the Peace River in 1926 as the 6,673 plains bison, imported from Wainwright in 1925,

pushed past the original park boundaries.

After the annex, a strict permitting system regulated access and land use in the expanded park, including for the Indigenous peoples whose rights were protected under Treaty 8. While treaty harvesters had been permitted to remain in the original park boundaries from 1922 to 1926, only those living or actively harvesting within the expanded boundaries in 1926 could apply for permits to continue harvesting there or even to visit family in the park.

The Dene community was split between those with and without access to the park as many Dene families who had resided and harvested primarily south of the Peace River saw their rights and access to their homelands eroded and restricted.

Wardens and their supervisors worked with the RCMP to revoke Indigenous individuals’ permits to hunt, trap, and travel the land and had the power to fine and jail land users should they be found breaking the rules.

In 1944 half the Chipewyan Band population still living in WBNP was transferred to the treaty annuity payment list of the Cree Band, who had for the most part been granted permits to remain in the park. Numerous Dënesųłıné residents and families were denied access to the park or evicted from their homes after this transfer. If they refused to transfer bands, they had to abandon their land-use areas and homes in the park.

Dene people denied access to the park faced severe hardship and sometimes starvation, especially from the 1930s to 1980s.

“In effect,” says the book, “the Park became an instrument of colonial power in Dënesųłıné homelands after 1922.” Indigenous peoples were expelled from the park in the name of conservation and tourism.

After learning his granny’s story, Adam says he went to the park and started hunting.

“I wanted to deliberately get caught, which never happened. (I wanted) to prove to them that this was

our homeland and that I decided to go home. But it never happened,” he said.

“But instead what transpired (was) that we end up telling the story about what they've done to our people and what they've done to my grandmother because my grandmother was 21 years old when it all happened,” he said.

The oral histories collected in this book talk about the alienation from community, family and homelands. They talk about loss of culture and homes and ways of doing things. They talk about forced displacement, evictions and the criminalization of their way of life.

Adam says it was difficult for some Elders to talk about what happened to them.

“Some of them said they wanted to bury it. They didn't want it to be told because they didn't want the history to come back,” said Adam. “But you have to tell the story about what happened, because only then people will understand why we are in the situation that we are in today. And the only way that we could correct it is that we have to tell the story about what put

us here in the first place.”

However, once the Elders started speaking, it didn’t take long for the stories to be collected.

“These (stories) go back a long ways… and to conclude (the book) in three years tells you that the people still have it freshly buried in their mind,” said Adam.

Issues remain unresolved between the ACFN and Canada, he said. Those issues include recognition of the land and the people and historic grievances.

“We want to return to the place where we were and pay homage to the dead that we left behind when we were removed from that settlement…not only one, but two settlements,” said Adam.

He urges Canada to “to put this issue to rest” because ACFN will not stop talking about it, both nationally and internationally, and “it remains a black eye to Canada.”

As the book concludes, “Members of ACFN suggest that the new co-management and reconciliation agendas (for the park) must do more to acknowledge and amend the past and work toward genuine, trans-

formative efforts that centre Indigenous governance and self-determination.”

Adam wants Remembering Our Relations to “open the eyes of every traveller that will pick up a book and read it and find out the history about this area.”

However, he doesn’t want that to be the only message this book delivers.

“I think that they would look towards the Nation about how resilience really pans out when you are determined to survive the outcome of being displaced time and time again, and how we came to be who we are today, and what our ambitions are to look forward for the future,” said Adam.

Researcher Sabina Trimble and Peter Fortna, coowner of Willow Springs Strategic Solutions, at the direction of the ACFN, compiled the oral histories of the Denésuliné in Remembering Our Relations: Dënesųłıné Oral Histories of Wood Buffalo National Park, which was published by the University of Calgary Press.

Remembering Our Relations can be purchased online at https://press.ucalgary. ca/books/9781773854113/

Manitoba's Indigenous youth expect discrimination in health-care system: report

BY DAVE BAXTER

LOCAL JOURNALISM INITIATIVE REPORTER, WINNIPEG SUN

Manitoba’s health minister is concerned that Indigenous youth expect to be discriminated against when they seek health care which may cause treatment avoidance until their situation becomes critical.

“I am very concerned when I hear Indigenous youth say that they are hesitating in accessing health care when they need to, or even delaying until they’re very sick,” Health Minister Uzoma Asagwara said while speaking to reporters earlier this week about a report released on Monday. “We can and must do better in health care in Manitoba.”

On Monday, results and recommendations were released from a recent roundtable event that saw Indigenous youth in Manitoba share their thoughts on the current state of health care in the province and how the system could improve when caring for the needs of young Indigenous patients.

The roundtable was conducted as part of the OurCare survey, a national project seeking input from Canadians on “how to rethink the future of primary care.”

According to the report, one of the consistent complaints was fear and ex-

pectation of anti-Indigenous racism in all corners of Manitoba's health-care system.

“’We walk into a hospital and expect to be discriminated against,’ was a typical experience echoed again and again throughout the Roundtable session, with youth expressing a deep mistrust of the mainstream health-care system,” the report reads. “Indigenous youth also reported often delaying seeking medical care until it becomes an emergency.”

One recommendation from the report calls for an “Auntie Style” of health care to be delivered where it is needed.

That style would, according to the report, ensure that systems and workers are “rooted in the concept of kinship and can provide culturally-safe care.”

Findings from the report also show a need for more Indigenous staff across all sectors of the health-care system, including as nurses and as primary-care physicians and for more Indigenous-led care and spaces.

It is also asking for “accountability” for what the report says are ongoing issues of systemic racism.

“This includes holding all staff accountable for the way they treat patients, especially Indigenous people, so that all patients are treat-

ed with dignity in hospital and other medical settings,” the report reads.

Asagwara said the province is now taking the recommendations made in the report “very seriously.”

“When I hear Indigenous youth say they want more representation in our healthcare system that is exactly aligned with what our government’s approach to health care is, making sure that no matter who you are in our province, that you see yourself reflected in the health care workforce.”

Asagwara said the recommendations also align with what the province hears “consistently” from Indigenous leaders and organizations in Manitoba.

The head of the Manitoba Nurses Union (MNU) agrees action is needed to eliminate racism in Manitoba’s health-care system, but added the MNU believes the health-care system is currently “abysmal” for people of all backgrounds, because of a severe lack of staff in many areas including nursing.

“Unfortunately, the current state of affairs for health care in Manitoba is abysmal and has manifest shortcomings for Manitobans of all backgrounds,” MNU president Darlene Jackson said.

“We are desperate for nurses period, we have

more than 2,800 nursing vacancies. It would be our wish that we would have a spectrum of ethnicities and backgrounds on the frontline to deliver the best possible patient outcomes. But as we all know, this takes time.”

Manitoba Association of Health Care Professionals (MAHCP) president Jason Linklater, says he wants to see more steps taken by the provincial government to get more Indigenous people working in the health care system.

“Engaging more young Indigenous people to pursue health-care careers is not only the right thing to do, it is absolutely necessary in order to address the staffing crisis we are facing in health care,” Linklater said in an email.

“MAHCP is recommending that the provincial government work with federal partners to actively recruit Indigenous youth into high-demand allied health professions like medical laboratory and imaging technologists and rural paramedics. We want to see a commitment in the next budget.”

— Dave Baxter is a Local Journalism Initiative reporter who works out of the Winnipeg Sun. The Local Journalism Initiative is funded by the Government of Canada.

THANK YOU

TO OUR 2024 WINTERFEST

A SPECIAL SPONSORS

BY DAVE BAXTER

LOCAL JOURNALISM INITIATIVE REPORTER, WINNIPEG SUN

An advocate for the safety of Indigenous women and girls and residential school survivor says she believes no one in Winnipeg should be welcoming the Danger Cats to town, because she says the controversial comedy group is spreading hate and misogyny with their act, and could be putting Indigenous lives in danger.

“This is about the safety of women, because this will tell others it’s ok to harm Indigenous women, it’s just a joke. That’s the message this sends,” Vivian Ketchum said.

“Every day there are Indigenous women going missing and women being murdered and this just perpetuates the belief that we are somehow disposable.

“We are not disposable; our suffering is not a joke.”

Alberta-based touring comedy act the Danger Cats, a three piece act made up of, according to their website, Sam Walker, Brett Forte and ‘Uncle Hack, is being accused of using anti-Indigenous racism and misogyny to get laughs, and recently had a slate of shows cancelled at the Yuk Yuk’s Winnipeg location at the Fort Garry Hotel after strong backlash from many, including those in Winnipeg’s Indigenous community.

The Danger Cats in the past have made jokes in their shows regarding suspected graves of Indigenous children at former residential schools, but have also recently been selling a shirt on their website depicting Robert Pickton, who is believed to have killed as many as 49 women at his B.C. pig farm. The shirt features a cartoon-style image of what looks like Pickton and another man seemingly clinking pieces of bacon in celebration, along with the phrase ‘Pickton Farms, 50 flavors of Hookery Smoked Bacon.’

Ketchum said she believes the fact that Yuk Yuk’s even considered bringing the Danger Cats to town to put on their act, and that there was demand for tickets before the cancellation shows that “racism is alive and well in Winnipeg.”

She said when the shows were first announced she would have also liked to hear more from politicians in Winnipeg condemning the act and making it clear “they are not welcome in Winnipeg.”

“I would have liked to hear a whole lot more, because it’s like we’re just pulling out the welcome

mat for these bigots and racists, so to be honest I am kind of disgusted this almost happened.”

She said she also feels for the relatives of victims who died at the hands of Robert Pickton, one of this country’s most notorious serial killers, and a man who preyed on women who were vulnerable and often Indigenous.

“I can’t even imagine how they are feeling, because now their pain is being used to sell t-shirts? My condolences to each and every one of their victims and their families, they don’t deserve this.”

Winnipeg-based advocate and Assistant to the Director of V.P. Indigenous at the University of Manitoba Sadie Lavoie slammed the Danger Cats and their act in a Thursday Facebook post writing “their garbage ‘comedy’ expresses or promotes colonial violence against Indigenous IRS survivors and MMIWG2S.”

On Thursday Yuk Yuks CEO and founder Mark

Breslin told the Winnipeg Sun the Danger Cats shows in Winnipeg were cancelled only due to concerns for the safety of patrons and staff at the venue, but a representative with the Fort Garry Hotel where Yuk Yuk’s is located is now saying they do not “support” the Danger Cats shows or their content, and have no plans to book the act.

“Danger Cats shows were cancelled on February 7,” Fort Garry Hotel Director of Food & Beverage Janet Harder said in an email. “They will not be performing at Yuk Yuk’s Winnipeg.

“The Fort Garry Hotel does not support Danger Cats content.”

The Winnipeg Sun reached out to the Danger Cats for comment, but has received no response.

— Dave Baxter is a Local Journalism Initiative reporter who works out of the Winnipeg Sun. The Local Journalism Initiative is funded by the Government of Canada.

CREE NATION CHILD & FAMILY CARING AGENCY

Child & Family Services Worker

–Term Position (CFSIS File Closure)

OFFICE: Regional Office LOCATION: Opaskwayak, MB

Cree Nation Child & Family Caring Agency (CNCFCA) is responsible for administering and providing for the delivery of Child and Family Services. CNCFCA is dedicated to providing comprehensive CFS Services that are community-based and incorporate both protection and prevention services.

Our agency will strive to maintain family unity.

POSITION SUMMARY:

Under the supervision of the Unit Supervisor, the CFS Worker is responsible for providing administrative and service functions within a child welfare service unit. The CFS Worker will assist with a variety of tasks inclusive of support to children in care and services to families.

RESPONSIBILITIES:

§ Conduct home visit with identified family/child

§ Review intakes and issue management screens in CFSIS for the family/child

§ Complete necessary forms

§ Provide general support to other front line workers

QUALIFICATIONS

§ Work experience in Child and Family Services with demonstrated knowledge of child development, family centered service, early intervention, family support and community-based services

§ Bachelor of Social Work (BSW) or related undergraduate degree in Human Services (preferred)

§ Ability to converse fluently in Cree (preferred)

§ Excellent assessment, intervention and writing skills

§ Knowledge of the Child and Family Services Act and provincial standards

§ Ability to use a variety of computer applications including CFSIS and FACTS

CONDITIONS OF EMPLOYMENT

§ Must pass a criminal records check, child abuse and prior check

§ Cannot be active on a protection case

§ Maintain absolute confidentiality

§ Varied amounts of travel required

§ Must have a valid Manitoba driver’s license

§ Must be able to provide own vehicle for work

§ Required to provide on-call services on a rotating basis

§ Other duties related to the position may be assigned

Deadline: March 13, 2024 @ 4:00 pm

SUBMIT COVER LETTER & RESUME ALONG WITH THREE (3)

REFERENCES MARKED “PERSONAL & CONFIDENTIAL” TO:

Human Resource Manager

Cree Nation Child & Family Caring Agency Box 10130, Opaskwayak, MB. R0B 2J0

Fax: 204-623-3847 Email: hr@creenation.ca

Position: File Clerk

PROFESSIONAL EMPLOYMENT OPPORTUNITY

AWASIS AGENCY OF NORTHERN MANITOBA

THOMPSON CENTRAL OFFICE (TCO)

701 THOMPSON DR, THOMPSON, MB

One (1) Full Time Permanent position

Summary of Position:

The File Clerk is responsible for the day-to-day filing requirements for the office. This includes sorting, receiving, and organizing documents for filing, copying, assembling, and preparing records for storage. The job requires a keen attention to detail. The incumbent has access to sensitive information for which confidentiality must be kept.

Qualifications:

• 6 months to 1 year of office experience preferred.

• College certificate or diploma in Office Administration or Computerized Business an asset.

• High School education or equivalent.

• Basic ability to use Microsoft Office (Excel, Word, and Office Suite).

• Demonstrated knowledge of Northern First Nations communities.

• Ability to speak Cree/Dene an asset.

Working Conditions:

• Fast paced, time sensitive, child welfare working environment.

• Professional office environment.

• Access to sensitive information for which confidentiality must be maintained.

• Lifting up to 11.5 kg (25 lbs).

• Maintain satisfactory Criminal Record check, Child Abuse check and Prior Contact check prior to beginning work, and throughout employment as required.

Salary: Awasis Agency offers a competitive salary and employee benefit package. Salary will commensurate with education and experience.

Closing Date: Wednesday, March 13, 2024

Awasis Agency provides service to Indigenous children and families, therefore preference will be given to Indigenous applicants. Applicants are encouraged to self-identify. Individuals interested in this challenging opportunity please reference Competition Number 2024-016 on your resume/cover letter and in the subject line of your email in confidence to:

Human Resources Department

Awasis Agency of Northern Manitoba Competition #2024-016

701 Thompson Drive, Thompson, MB R8N 2A2

Fax: (204) 778-8428 Email: hr@awasisagency.ca

We thank all applicants who apply, however, only those selected for an interview will be contacted. Applicants may request reasonable accommodation related to the materials or activities used throughout the selection process

KEEWATIN TRIBAL COUNCIL

EMPLOYMENT OPPORTUNITY HARM REDUCTION COORDINATOR THOMPSON, MB

Keewatin Tribal Council (KTC) Health Department is currently seeking a Harm Reduction Coordinator to work in a respectful and collaborative approach on Harm Reduction initiatives with the KTC communities.

ROLES & RESPONSIBILITIES

• Consult with community leadership, attain buy-in for harm reduction initiatives/programs.

• Conducting community consultations and readiness assessments for the development of harm reduction programs as required.

• Engage and collaborate with internal and external partners

• Conduct health promotion information sessions and capacity building initiatives in communities.

• Maintain awareness of community program needs and opportunities.

• Working with other First Nations and other health care agencies and service providers to ensure adequate communitybased health services are developed and supported.

QUALIFICATIONS:

• Licensed Practical Nurse or post-secondary education in a related field, or a minimum of two (2) years of experience in the field of community health and/or social services

• Knowledge of the KTC communities and demonstrated respect of the Cree and Dene culture and traditions.

• Knowledge and experience working with Aboriginal organizations and communities in a health field capacity

• Knowledge of harm reduction and overdose prevention strategies

• Experience working with youth and people who use drugs

• Excellent interpersonal skills, communication skills and networking ability

• Current BLS certification

• Must have valid class 5 Manitoba Drivers’ License at all times and be willing to travel

A written application including a cover letter, a detailed resume and two (2) letters of reference from immediate supervisors should be submitted to:

Lisa Beardy, Office Manager

23 Nickel Road Thompson, Manitoba R8N OY4

Email: lbeardy@ktc.ca Fax: 204 677-0256

Applications will be accepted until 4:00 pm, FRIDAY, MARCH 15, 2024. We would like to thank those that apply for the position but only those being considered for an interview will be contacted.

Are you ready for a career where you can truly make a difference? Have you longed to contribute to positive change in your community? If the answer is yes, consider pursing a professional degree by joining the University of Manitoba Northern Social Work Program where you will develop the skills to create meaningful change and a tangible difference in people’s lives!

The University of Manitoba, Northern Social Work Program is dedicated to equity and diversity within its community and welcomes applications from members of racialized communities, Indigenous persons, and persons with disabilities, persons of all sexual orientations and genders, and others who may contribute to the further diversification of ideas.

The program is delivered in Thompson bringing postsecondary education within reach of northern residents. The program is especially suitable to those who have been denied a university opportunity due to financial, social, and cultural reasons, lack of formal education or residence in remote areas; we strongly encourage you to apply.

The Northern Social Work Program provides a four-year Bachelor of Social Work Degree. Students can choose full or part-time studies and there are two eligibility requirements. Applicants who apply through ACCESS must be 21 years or over and have 27 credit hours or less of successfully completed university level courses. Those who apply through the EXTERNAL route must have 30 credit hours or more of successfully completed (C+) university level courses.

The Faculty of Social Work will be providing information sessions January through to April for anyone who is considering applying to the Northern Social Work Program. For information about the program and to sign up for upcoming information sessions, contact the Faculty of Social Work at 204-677-1450 or email nswp@umanitoba. ca or visit the website: https://umanitoba.ca/explore/ programs-of-study/social-work-northern-programthompson-bsw#how-to-apply

Deadline extension for applications is April 15, 2024.

KEEWATIN TRIBAL COUNCIL

EMPLOYMENT OPPORTUNITY

ECONOMIC DEVELOPMENT OFFICER FULL TIME

Under the direction of the CEO of Keewatin Tribal Council, the Economic Development Officer will lead a collaborative approach to develop, implement and monitor an actionable economic growth and development strategy with annual planning/review that considers short and long-term objectives and groundwork.

The economic growth and development strategy is twofold:

• Tribal Council membership-led initiatives and opportunities (Eleven Nations)

• Tribal Council-led initiatives and opportunities.

QUALIFICATIONS

• Degree/Certificate in Post secondary education in business, community and economic development or a related discipline.

• Minimum of 5 years experience in economic development and planning.

• Developing, implementing and managing economic growth and development strategies and projects

• Developing and maintaining business relationships

• Identifying and analyzing business opportunities and industry trends

• Interpreting policies, legislation, procedures, regulations, reports, and correspondence

• Crafting correspondence, reports, business development plans.

• Experiencing in developing, implementing and managing economic growth and development strategies and projects

• Experiencing in development and maintaining business relationships

• Identifying and analyzing business opportunities and industry trends

• Should be aware of Indigenous culture, lifestyles and spiritual beliefs;

• The ability to speak Ininew or Dene is an asset;

• Must have a valid Driver’s License and access to vehicle.

• Provide a currently clear Criminal Records Check and Fingerprints, Child and Vulnerable persons checks.

A written cover letter with detailed resume, including at least two

(2) references with written permission to contact the references and your latest immediate supervisor should be submitted to:

Lisa Beardy, Office Manager

23 Nickel Road Thompson, Manitoba R8N OY4

Email: lbeardy@ktc.ca Fax: 204 677-0256

Applications will be accepted until 4:00 pm, FRIDAY, MARCH

15, 2024. We would like to thank those that apply for the position but only those being considered for an interview will be contacted.

MPI appointments cancelled due to weather, road conditions

Due to weather and road conditions in the Westman region, Manitoba Public Insurance has cancelled some driver testing services, including road tests, and estimating appointments at locations in the area.

Affected locations include:

Brandon Service Centre: All scheduled road test appointments have been cancelled. Customers with scheduled knowledge test and estimating appointments should attend the location as scheduled.

Dauphin Service Centre: All scheduled road test and estimating appointments have been cancelled. Customers with scheduled knowledge test appointments should attend the location as scheduled.

Winkler Service Centre: All scheduled driver testing and estimating appointments have been cancelled.

Swan River Claim Centre: All scheduled estimating appointments have been cancelled.

Impacted customers have been contacted and their appointments will be rescheduled. Front counter services remain available at all locations.

Service updates will be shared at mpi.mb.ca, as available.

PROFESSIONAL

Position: Receptionist

EMPLOYMENT OPPORTUNITY

AWASIS AGENCY OF NORTHERN MANITOBA

THOMPSON CENTRAL OFFICE (TCO)

701 THOMPSON DRIVE, THOMPSON, MB

One (1) Full Time Permanent position

Summary of Position: As a member of the administrative team, the Receptionist is the important first contact for clients, visitors, and the public. The incumbent uses good customer service skills to manage calls, visitors, and admin related requests. The Receptionist is responsible for administrative support to staff and assists with projects and events for the Agency. This includes coordinating and communicating office activities, preparing correspondence, and maintaining office, and equipment supplies. The Receptionist is well organized and demonstrates strong interpersonal skills to effectively communicate with a variety of people in an environment where confidentiality is required.

Qualifications:

• High School Diploma or equivalent

• Experience living/working in northern First Nations communities an asset.

• 1-2 years office experience preferred.

• Demonstrated time-management skills.

• Good understanding of Microsoft Office suite (Outlook, Word, Excel, Teams).

• Dene or Cree language preferred.

Working Conditions:

• Child welfare office environment.

• Highly emotional situations may occur occasionally.

• Provide satisfactory Criminal Record, Child Abuse Registry and Prior Contact checks prior to starting the position, and throughout employment as required.

• Travel, overtime, and on-call responsibilities may be required occasionally.

• May be located in a remote community office or in an urban office.

Salary: Awasis Agency offers a competitive salary and employee benefit package. Salary will commensurate with education and experience.

Closing Date: Wednesday, March 13, 2024

Awasis Agency provides service to Indigenous children and families, therefore preference will be given to Indigenous applicants. Applicants are encouraged to self-identify. Individuals interested in this challenging opportunity please reference Competition Number 2024-017 on your resume/cover letter and in the subject line of your email in confidence to:

Awasis Agency of Northern Manitoba Competition #2024-017

701 Thompson Drive, Thompson, MB R8N 2A2

Fax: 204-778-8428 Email: hr@awasisagency.ca

We thank all applicants who apply, however, only those selected for an interview will be contacted.

Applicants may request reasonable accommodation related to the materials or activities used throughout the selection process

Phone: (204) 525-2479 Ext. 2104 Fax: (866) 678-5969

e-mail : lorraine.schneider@lpcorp.com

Home Care Nurse- External Posting

Marcel Colomb First Nation Health Authority is seeking a qualified individual to fulfill the role of Home Care Nurse.

Job Summary

JP-CFI Case Manager (Full-Time Term Position)

Cree Nation Tribal Health Center Inc. is seeking applications for a full-time term position of Case Manager

Seine River custodians vote on tentative deal

BY MAGGIE MACINTOSH

LOCAL JOURNALISM INITIATIVE

REPORTER, WINNIPEG FREE PRESS

School custodians in St. Norbert and surrounding communities are voting on a tentative deal that would end a two-week long strike.

The Manitoba Government and General Employees’ Union announced Wednesday afternoon that Local 143 representatives had reached a tentative agreement with their employer.

The results of the vote are anticipated to be released late Tuesday.

The job action, which entered its third week on Monday, has renewed calls to ban replacement workers in Manitoba.

Cree an asset

about the bargaining impasse, administration announced it had contracted Express Employment Professionals to find daytime and evening workers to clean schools during the then-imminent disruption.

The use of temporary workers “sours” the bargaining process and “inflames” staff, said MGEU president Kyle Ross.

“It makes your members angry. It makes it harder to get them back in. It makes it harder to accept a contract,” said Ross, who represents the 47 school support staff in Seine River who have been working with an expired contract since July 2021.

For complete list of qualifications please visit our website www.nrha.ca

Janitors and maintenance staff set up a picket line outside the Seine River School Division’s headquarters in Lorette on Feb. 12 in protest of their employer’s wage proposal.

Please submit resume by February 2, 2018 to:

Lori Rasmussen, Recruitment Officer

867 Thompson Drive South Thompson, MB R8N 1Z4

Fax: (204) 778-1477

Email: recruiteast@nrha.ca

One day earlier, in a letter alerting all employees

Since the strike began in Seine River, MGEU indicated it has received reports of replacement workers’ hourly wages being higher than those of its members, and of an elementary school being left open accidentally during the long weekend.

Superintendent Ryan An-

www.nrha.ca

WORK WITH US & GROW A CAREER

CREE NATION CHILD & FAMILY CARING AGENCY

Child & Family Services Worker –Permanent Position

OFFICE: Shoal River, MB

LOCATION: Shoal River, MB

Cree Nation Child & Family Caring Agency (CNCFCA) is responsible for administering and providing for the delivery of Child and Family Services. CNCFCA is dedicated to providing comprehensive CFS Services that are community-based and incorporate both protection and prevention services.

Our agency will strive to maintain family unity.

POSITION SUMMARY:

Under the supervision of the Unit Supervisor(s), the Child & Family Service Worker is responsible for providing and administering CFS Services in accordance with the Child & Family Services Act.

RESPONSIBILITIES:

§ Responsible for gathering information and assessing family functioning problems

§ Develop and implement intervention plans within program guidelines for families within program guidelines and provide referrals, support, guidance and problem solving

§ Provides for the placement, case management and ongoing support for children in care

§ Responsible for all file documentation and ensuring services are applied

§ Case Monitoring, Risk Assessment & Follow up

QUALIFICATIONS

§ Work experience in Child and Family Services with demonstrated knowledge of child development, family centered service, early intervention, family support and community-based services

§ Bachelor of Social Work (BSW) or related undergraduate degree in Human Services (preferred)

§ Ability to converse fluently in Cree (preferred)

§ Excellent assessment, intervention and writing skills

§ Knowledge of the Child and Family Services Act and provincial standards

§ Ability to use a variety of computer applications including CFSIS and FACTS

CONDITIONS OF EMPLOYMENT

§ Must pass a criminal records check, child abuse and prior check

§ Cannot be active on a protection case

§ Maintain absolute confidentiality

§ Varied amounts of travel required

§ Must have a valid Manitoba driver’s license

§ Must be able to provide own vehicle for work

§ Other duties related to the position may be assigned

Deadline: March 13, 2024 @ 4:00 PM

Submit cover letter & resume along with three (3) references marked “personal & confidential” to: Human Resource Manager

Cree Nation Child & Family Caring Agency

Box 10130, Opaskwayak, MB. R0B 2J0

Fax: 204-623-3847 Email: hr@creenation.ca

We thank all who apply and advise that only those selected for further consideration will be contacted.

“Please visit our website at www.https://creenation.ca”

derson noted the division is paying outside agencies through fee-for-service contracts and did not disclose how much the standin staff are earning.

In an email, Anderson provided vague details about a discovery that Parc La Salle School was unlocked.

Reporting to the Home Care Manager, the Home Care Nurse is responsible for promoting, protecting & preserving the health of Marcel Colomb community members through services directed to home care clients. The Home Care Nurse provides holistic care & practices nursing as defined by the Registered Nurses Act & in compliance with the College of Registered Nurses of Manitoba Standards of Practice & Canadian Nurses Association Code of Ethics; cares for & directs the overall care of clients; is responsible for advocating, providing information, educating & supporting clients to ensure that the highest possible standard of service is provided; follows Marcel Colomb policies & procedures; works in a multidisciplinary team & may be called upon to assist with other duties within the scope of the department.

Position Requirements:

“Had there been any activity at the school of any kind, the maintenance coordinator would have been notified and further action would have been taken as

needed,” he added.

There have been four MGEU local strikes since the summer and during all but one of them, employers have hired replacement workers.

Labour researcher Adam King said ending temporary hires during bargaining disputes is an important step to address an imbalance in union-employer relations across Manitoba and Canada.

• Registered Nurse or Licensed Practical

• CRNM or CLPN – Active Registration

“We have very low levels of strikes now compared

• Valid Manitoba Class 5 Driver’s License

• Daily access to a vehicle

• Criminal record & child abuse registry checks

• 2 years of related nursing experience

(Registered Nurse, Bachelor of Education, Bachelor of Social Work), funded under the Jordan’s Principle- Child First Initiative Project for Marcel Colomb First Nation The purpose of the newly funded Jordan’s Principle Child First Project is to implement a comprehensive and integrated approach of coordinated services to help Marcel Colomb First Nation Health to provide support and respond to children with complex and special needs and their families, in partnership with other health and social professionals and agencies. These services should significantly contribute to quality of life ensuring that children and their families are enabled to experience a life that is as full and as normal as possible.

Position Summary:

to several decades ago and that’s not a sign of peaceful labour relations – it’s a sign that workers’ bargaining power has been seriously undermined,” said the assistant professor at the University of Manitoba.

King said the current setup undermines workers’ last-resort leverage in bargaining and research shows it disproportionately affects low-wage and racialized

workers.

The academic co-wrote a letter to the province with colleagues to lobby for a ban on behalf of their faculty association.

The Case Manager position provides a comprehensive community health service in conjunction with its health care team. The Case Manager will provide supervision & peer support to the Child Development Workers, Assistant to the Case Manager and Respite Workers, in each SCTC community to provide a model of service delivery for children with complex needs and their families. Provide elements in which services have a particular responsibility to take the lead in securing effective development, delivery and review of services. Recognize the deficits with service systems and the need to protect children through early intervention, sharing of information, effective co-ordination of services and appropriate training.

The NDP government is currently undertaking consultations to draft legislation to ban the use of replacement staff during walkouts. Legislative changes could be tabled as early as the spring session.

Qualifications:

JOB POSTING

• Proficiency in Microsoft Word, Excel, Outlook

• Immunization record up to date

Closing Date: January 5, 2018 at 4pm. No late submissions will be accepted.

JOB POSTING

Full-Time Day Care Worker

Applications Must Include:

While hours are anticipated to be typically 9:00 a.m. - 5:00 p.m., there will be a minimum of one evening per week of programming. Also, please note that in order to meet the needs of clients, flexible shifts are required.

• A cover letter that clearly indicates how you meet the position requirements

• Resume

• Copy of credentials (licenses, training, education)

Part-Time Counselors Level 1

Sixteen (16) hours/week (1) (Days)

• RN or BN preference for someone with a nursing background in rehab care and must be in good standing with CRNM; or Bachelor of Education or Bachelor of Social Work

We are a 24/7 facility, so shifts include days, evenings and weekends

• Supervisory and case management experience;

• Knowledge of Jordan’s Principle Child First Initiative;

• Child development background or equivalent

• Experience working in First Nation Communities;

The successful client will have a working understanding of Domestic and/or Family violence and related issues. Have one or more years of counseling experience, preferably in the area of crisis intervention or domestic/family violence, with some professional training i.e. Applied Counseling Certificate and/or relevant post-secondary education (Social work, Nursing or work-related experience).

• CPR and First Aide Certification;

• Excellent computer skills

• Knowledge of Cree language and culture;

• Three references (colleague, supervisor or manager) and contact information

This position involves working in close collaboration with the Children’s Counselor in providing/assisting in child-minding services for emergency, transition and the outreach program. The position will also involve working closely with the Counselors on both the E-floor and Transition floor in the scheduling of the individual and groups sessions.

This includes providing a safe and healthy environment, planning and implementing on-site and off-site activities i.e. crafts/music/baking and play therapy. Must be able to provide nutritious snacks. Other responsibilities include cleaning/sanitizing and inputting stats into HIFIS.

• Criminal record check & child abuse registry checks (or indication that they have been applied for)

• Personal contact information (phone & email)

Have a current CPR and First Aide or willing to obtain and recent Child abuse registry/Criminal record check. Valid Driver’s license or willing to obtain. Must be able to work cross-culturally, the ability to speak a second language is an asset. Have an understanding and respect of LGBTQ1 issues and the vulnerable sectors.

• A highly-motivated individual who is innovative and has a proven ability to work with a very high degree of accuracy and attention to detail;

• Excellent time management and facilitation skills;

• Effective verbal and listening communications skills;

Be willing to work shift work (days, afternoons, and nights) on weekends and stat holidays as required.

Be reliable, dependable, flexible, and punctual and have a good work ethic.

• Strong leadership, critical thinking, decision making and problem solving skills.

If you are interested in applying for this position or require further information with respect to nature of the position, qualifications, required knowledge, education and skills*, please contact Helen Trudeau (Executive Director) or Christine Fenner (Program Manager) by March 15/2024 by 4 pm.

Your application will not proceed to interview without the above information. To obtain a complete job description, for additional information or to apply for this position please contact or submit your application to:

Email or drop off only

• Valid Driver’s License, with ability to travel weekly.

If you are interested in applying for a position please submit an up to date resume to the Program Manager Christine Fenner/or Executive Director Helen Trudeau. Applications are due by March 15/2024 by 4 pm.

• The position is subject to satisfactory criminal and other checks, and is subject to terms and conditions in a proposed written agreement.

Cree Nation Tribal Health Centre

CREE NATION CHILD & FAMILY CARING AGENCY

107 Edwards Avenue, The Pas Noreen Singh, Finance Manager, nsingh@tribalhealth. ca or Wilma Cook, TNO/Team Lead, wcook@tribalhealth.ca Please mark all correspondence “CONFIDENTIAL”

Human Resources Assistant –Perm Position Regional Office Opaskwayak, Manitoba

Please note that only those selected for an interview will be contacted

Cree Nation Child & Family Caring Agency (CNCFCA) is responsible for administering and providing for the delivery of Child and Family Services. CNCFCA is dedicated to providing comprehensive CFS Services that are community-based and incorporate both protection and prevention services.

Our agency will strive to maintain family unity.

POSITION SUMMARY:

The Human Resources Assistant provides a full range of HR services to the CNCFCA and all employees in our various locations and offices. Responsible for assisting in the maintenance, implementation, development and consistent application of HR policies and procedures agency wide.

RESPONSIBILITIES:

§ Employee Attendance;

§ Recruitment and Selection;

§ Performance Management;

§ Training & Development;

§ Employee Communications;

§ Compensation.

EDUCATION & EXPERIENCE

§ Diploma or certificate as an Administrative Assistant or equivalent skills and knowledge;

§ At leave three (3) years of Administrative experience;

§ Ability to use a variety of computer applications such as Microsoft Word, Excel, Outlook, PowerPoint and database systems with demonstrated accuracy and a speed of 60 WPM;

§ Good organizational skills and working knowledge of office and administrative procedures and related equipment;

§ Self-motivated, able to work as part of a team or independently;

§ Excellent oral and written communication skills.

CONDITIONS OF EMPLOYMENT

§ Must pass a criminal records check, child abuse registry check and prior contact check;

§ Cannot be active on a protection case;

§ Varied amounts of travel required within this position;

§ Must have a valid Manitoba’s driver’s license;

§ Must be able to provide own vehicle for work;

§ Other duties related to the position mat be assigned by the Human Resources Manager.

Deadline: March 13, 2024 @ 4:00 pm

Interested applicants are invited to submit their resume and cover letter (please state position and office/community applying for), along with three (3) professional references and their contact information, including a most recent employer reference to:

Human Resource Manager

Cree Nation Child & Family Caring Agency

Box 10130, Opaskwayak, MB. R0B 2J0

Fax: 204-623-3847 Email: hr@creenation.ca

We thank all who apply and advise that only those selected for further consideration will be contacted.

“Please visit our website at https://creenation.ca”

CREE NATION CHILD & FAMILY CARING AGENCY

Please forward a resume with 3 references along with cover letter, in confidence, to:

Email or drop off only

Noreen Singh, Finance Manager, nsingh@tribalhealth.ca OR

Training Coordinator – Full Time Permanent Position

Wilma Cook, TNO/Team Lead, wcook@tribalhealth.ca

OFFICE: Regional Office

LOCATION: The Pas, Manitoba

Deadline to Apply: Open until filled.

Only successful applications will be contacted for further interview.

Cree Nation Child & Family Caring Agency (CNCFCA) is responsible for administering and providing for the delivery of Child and Family Services. CNCFCA is dedicated to providing comprehensive CFS Services that are community-based and incorporate both protection and prevention services.

Our agency will strive to maintain family unity.

POSITION SUMMARY:

Under the supervision of the Human Resource Manager, the Training Coordinator will be responsible for designing, organizing, scheduling, and directing a wide range of training activities for the organization. The Training Coordinator will collaborate with the Unit Supervisors and Coordinators to identify training needs for all employees. The overall goal of the Training Coordinator is to provide and have confident and highly trained front line workers.

RESPONSIBILITIES:

§ Program Design

§ Program Implementation

§ Monitoring and Documentation

§ Reviews

QUALIFICATIONS

§ Bachelor of Social Work (BSW) or related undergraduate degree in Human Services (preferred)

§ Must have a minimum of five years child welfare working directly with clients

§ Must have supervisory experience

§ Knowledge of Manitoba CFS Act and CFS Standards

§ Comprehensive knowledge of child welfare theory and practice and demonstrated experience in the development and provision of education and training within child welfare environments

§ Experience in providing and leading training or educational sessions, including being comfortable presenting to large groups

§ Computer skills is a definite asset: Microsoft (Teams, Powerpoint, Word, Excel)

§ Experience in curriculum development

§ CFSIS is an asset

CONDITIONS OF EMPLOYMENT

§ Must pass a criminal records check, child abuse and prior contact check

§ Cannot be active on a protection case

§ Must have a valid Manitoba driver’s license

§ Must be willing to travel

§ Other duties related to the position may be assigned

Deadline: March 11, 2024 @ 4:00 pm

SUBMIT COVER LETTER & RESUME ALONG WITH THREE (3)

REFERENCES MARKED “PERSONAL & CONFIDENTIAL” TO: Human Resource Manager

Cree Nation Child & Family Caring Agency

Box 10130, Opaskwayak, MB. R0B 2J0

Fax: 204-623-3847 Email: hr@creenation.ca

We thank all who apply and advise that only those selected for further consideration will be contacted.

“Please visit our website at https://creenation.ca”

MAINTENANCE / GARDENER

Ancillary Services and Workplace Safety & Health

Full Time, Permanent Position

Thompson, Manitoba

Competition No: 24-013

Closing Date: March 13, 2024

Please visit our website for more detailed information about UCN and this employment opportunity. At http://www.ucn.ca, select “UCN Careers”, and select from the list of positions to view. Thank you for your interest in UCN.

University College of the North

HERE YOU CAN UCN.CA

CREE NATION CHILD & FAMILY CARING AGENCY

Intake Worker – Permanent Position Sapotaweyak Cree Nation Shoal River, Manitoba

Cree Nation Child & Family Caring Agency (CNCFCA) is responsible for administering and providing for the delivery of Child and Family Services. CNCFCA is dedicated to providing comprehensive CFS Services that are community-based and incorporate both protection and prevention services. Our agency will strive to maintain family unity.

POSITION SUMMARY:

Under the supervision of the Unit Supervisor and as required under the Child and Family Services Act, the Intake Worker assesses requests for service with reference to risk of children, functioning of families and service needs of families, provides crisis intervention, initiates child protection investigations, apprehends children at risk and places them in appropriate and/or available placements, initiates referrals to other community collaterals as required, and completes written reports, file recordings, forms and correspondence.

RESPONSIBILITIES:

§ Receive & assess requests for service;

§ On-Site risk assessment;

§ Determine & implement service;

§ Documentation, practice & relationship building.

EDUCATION AND EXPERIENCE

§ Bachelor of Social Work (BSW) or related undergraduate degree in Human Services;

§ Work experience in Child & Family Services with demonstrated knowledge of child development, child abuse, family-centered service, early intervention, family support and community-based services;

§ Excellent assessment, intervention and writing skills;

§ Knowledge of the Child and Family Services Act and provincial standards;

§ Understanding of child development and child abuse theory and practice;

§ Knowledge of available resources within the community;

§ Ability to use a variety of computer applications such as CFSIS and FACTS;

§ Ability to converse fluently in Cree (preferred).

CONDITIONS OF EMPLOYMENT

§ Must pass a criminal records check, child abuse registry check and prior contact check;

§ Cannot be active on a protection case;

§ Varied amounts of travel required within this position;

§ Must have a valid Manitoba driver’s license;

§ Must be able to provide own vehicle for work;

§ Other duties related to the position may be assigned.

Deadline: March 12, 2024 @ 4:00 pm

Submit cover letter & resume along with three (3) references marked “personal & confidential” to:

Human Resource Manager

Cree Nation Child & Family Caring Agency Box 10130, Opaskwayak, MB. R0B 2J0

Fax: 204-623-3847 Email: hr@creenation.ca

We thank all who apply and advise that only those selected for further consideration will be contacted.

“Please visit our website at https://creenation.ca”

HEAVY DUTY MECHANIC PROGRAM

PROFESSIONAL EMPLOYMENT OPPORTUNITY

AWASIS AGENCY OF NORTHERN MANITOBA

KEEWATINO/YATTHE GHE FAMILY ENHANCEMENT CENTRE LOCATION: THOMPSON, MB

Position: Family Enhancement Program Facilitator (Communities to be assigned)

Four (4) Full Time Permanent positions

Summary of Position:

A member of the Family Enhancement department, the Family Enhancement Program Facilitator provides children and families with preventive support services; facilitates programs, and interventions by using a differential response structure and culturally appropriate resources. The incumbent identifies community trends and needs to engage families by offering programs and interventions that build on participants’ knowledge, skill, and capacity. The work is performed in a manner which maintains confidentiality, is respectful, cooperative, and empathetic to participants, collaterals, community members including Leadership and Elders.

Qualifications:

• Bachelor of Social Work (BSW) degree or a combination of education and work-related experience.

• 2+ years of experience working in child welfare or a related field.

• Experience in facilitating community-based groups.

• Demonstrated ability to effectively manage competing priorities.

• Working knowledge of Microsoft office (Excel, Work, Outlook, TEAMS, and PowerPoint).

• Experience working in the CFSIS database an asset.

• Demonstrated effective interpersonal communication skills.

• Valid drivers’ license and access to a reliable vehicle.

• Experience of working in or living in Northern First Nations communities an asset.

• Ability to speak and write Cree/Dene an asset.

Working Conditions:

• Community-based, child welfare and independent living environment.

• Access to highly sensitive information for which confidentiality must be preserved.

• Satisfactory Criminal Record, Driver’s Abstract, Child Abuse Registry and Prior Contact checks prior to starting the position and throughout employment as required.

Salary: Awasis Agency offers a competitive salary and employee benefit package. Salary will commensurate with education and experience.

Closing Date: Wednesday, March 27, 2024

Awasis Agency provides service to Indigenous children and families, therefore preference will be given to Indigenous applicants. Applicants are encouraged to self-identify. Individuals interested in this challenging opportunity please reference Competition Number 2024-018 on your resume/cover letter and in the subject line of your email in confidence to:

Human Resources Department

Awasis Agency of Northern Manitoba Competition #2024-018

701 Thompson Drive, Thompson, MB R8N 2A2

Fax: (204) 778-8428 Email: hr@awasisagency.ca

We thank all applicants who apply, however, only those selected for an interview will be contacted.

Applicants may request reasonable accommodation related to the materials or activities used throughout the selection process

EMPLOYMENT OPPORTUNITY (1) Interim Position Available

Titles: Unit Supervisor

Location: NCN CFS Amalgamated Sub-Office, Units 12-15, 436 Thompson Drive, Thompson, Manitoba

Job Summary

The Unit Supervisor reports to the Director of Operations and provides support, direction, leadership, and guidance for a team of case managers and administrative support. The Supervisor ensures compliance with CFS Act, standards and regulations within the visions and mission of NCN FCWC. The incumbent delivers services in a culturally appropriate manner congruent with Indigenous values and beliefs with focus on Family strength, preservation and reunification.

Demonstrated Skills & Abilities:

• Responsible for the Supervision of case managers of Children in Care and Family Services files by complying with the Child and Family Services Act and Program Standards.

• Provide direction and leadership to workers in assessing family functioning and risk factors to children’s safety and implement intervention plans to address the child protection and family support issues and permanency planning.

• Provide direction and leadership to workers in support, and preserving family unity.

• Provide service delivery congruent with Indigenous ways of being.

• To work cooperatively and effectively with internal and external collaterals.

• Oversee a team of workers in various capacities of employment.

Qualifications:

• Bachelor of Social Work or other combinations of education and experience will be considered

• Must have 3-5 years experience working in Child Welfare/ Child Protection

• Must have experience working with CFSIS database

• Knowledge and experience in applying therapeutic approaches with children and families

• Excellent oral and written communication skills

• Excellent crisis intervention skills

• Proficient in computer literacy

• Proven ability to work as an integral member of a team

• Strong time management skills and ability to work effectively under pressure

• Demonstrated experience and skills in working with various ethnic/racial backgrounds with a specific focus on First Nations issues.

• Must possess a valid Manitoba Driver’s License & be able to provide a clean Child Abuse Registry/Prior Contact & Criminal Record Check upon hire

Salary: Starting $73,964.00 Annually

Closing date: March 12, 2024

Submit all

Applications to: Anna N. Spence Director of Human Resources anspence@ncnwellness.ca

NCN Family & Community Wellness Centre Inc. 14 Bay Road, Nelson House, Manitoba Phone: 204-484-2341 Fax: 204-484-2351

Alberta Energy Regulator facing lawsuit over handling of tailings leaks

BY NATASHA BULOWSKI LOCAL JOURNALISM INITIATIVE REPORTER, CANADA'S NATIONAL OBSERVER

The Athabasca Chipewyan First Nation has served the Alberta Energy Regulator’s president with a notice of a lawsuit.

The lawsuit focuses on the regulator’s failure to notify the nation about two large leaks of toxic tailings from Imperial Oil’s Kearl site in northern Alberta, according to an ACFN press release.

ACFN Chief Allan Adam served the regulator’s president and CEO Laurie Pushor with papers at a tumultuous meeting between community members and AER representatives on Tuesday evening in Fort Chipewyan, Alta.

The lawsuit, filed in the Alberta Court of King’s Bench, seeks a declaration that the province’s regulations and policies for managing oilsands tailings are deficient and unconstitutional, and enabled tailings leaks to go unreported for months, according to

ACFN.

Back in September, Adam told Canada’s National Observer the AER should “prepare for court,” after a third-party review commissioned by the regulator on how the tailings leaks were handled concluded the regulator acted responsibly. On March 5, Adam made good on that threat.

“The AER is supposed to regulate the energy sector in Alberta to ensure safety and environmental responsibility,” said Adam in his press release. “They have spectacularly failed on this front.” He added that the AER neglected the nation’s constitutional right to be consulted and accommodated.

In an emailed statement to Canada’s National Observer, AER media relations said the regulator “will be seeking legal advice.”

“We appreciate the opportunity to visit Fort Chipewyan and to meet and speak with the community,” the AER’s short statement said.

The lawsuit also seeks

KEEWATIN TRIBAL COUNCIL

EMPLOYMENT OPPORTUNITY THOMPSON, MB

TRAUMA INFORMED

CULTURAL SUPPORT WORKER (TICSW)

Keewatin Tribal Council Health Department is currently seeking a Trauma Informed Cultural Support Worker to provide direct support services to Indian Residential Schools Survivors, (IRSS) IDSS, 60’s Scoop Survivors, MMIW&G Survivors, families, and those impacted inter-generationally by Residential Schools in Canada.

ROLES AND RESPONSIBILITIES:

• Liaise/network with the 11 Northern KTC affiliated communities and other stakeholders in raising awareness about the Indian Residential Schools, Truth and Reconciliation and Commemoration events;

• Conduct information sessions, presentations and workshop on the History of Residential Schools,

• Develop wellness plans with the clientele provide for these needs and refer as necessary to the appropriate resources as well as existing community services and supports;

• Prepare monthly activity reports and participate in developing a yearly IRS workplan

• Provide crisis response supports as requested by the 11 KTC communities

• Facilitate trauma informed and grief recovery workshops

• Provide land based hands on cultural and traditional healing/ activities

QUALIFICATIONS:

• Trauma Informed or equivalent education and experience;

• Knowledge & sensitivity of each community’s cultural practices;

• Knowledge of all Settlement Agreements which include Indian Residential Schools, Day Schools 60’s Scoop, MMIWG

• Knowledge of the IRS, IDS, 60’s Scoop, MMIW&G Survivors and intergenerational impacts;

• Must have computer skills; Microsoft Office, Word, PP, Excel

• Must have Excellent verbal and written communication skills

• Ability to speak Cree or Dene would be an asset

• Must have strong organizational skills, time management, ability to work independently, self-motivated and be a strong team player;

• Be knowledgeable of the 11 Keewatin Tribal Council (KTC) geographical communities and be respectful of their customs and traditions

• Possess valid driver’s licence, own or have access to vehicle;

• Willingness and ability to travel extensively;

• Willingness and ability to work after hours and/or weekends when required.

• Position will be subject to a Child Abuse Registry Check & Criminal record Check

Closing Date: Friday, March 15, 2024 at 4:00PM

Please Forward Resumes to the Attention of:

Lisa Beardy, Office Manager

23 Nickel Road Thompson, Manitoba R8N OY4

Email: Lbeardy@ktc.ca Fax: 204 677-0256

We thank all applicants, however, only those candidates selected for an interview will be contacted.

financial compensation for the impacts the tailings leaks had on ACFN members’ ability to exercise their treaty rights and way of life.

Early last year, it came to light tailings were seeping from Imperial Oil’s Kearl site in northern Alberta for nine months, and apart from one email, downstream communities were not notified. It took a massive spill of 5.3 million litres on Feb. 4 2023 for the long-term seepage — which Imperial Oil first noticed in May 2022 — to be made public through an environmental protection order, sparking outrage from Indigenous communities, the public and politicians.

The issue made international headlines and a federal committee spearheaded a study on the tailings leaks and questioned Imperial Oil executives, the Alberta Energy Regulator and affected groups and communities, including the ACFN and Mikisew Cree First Nation, about the

incidents. Imperial Oil and the AER characterize the issue as a communications breakdown.

Adam and Mikisew Cree First Nation Chief Chief Billy-Joe Tuccaro described how their community members are afraid to consume the water before the parliamentary committee and emphasized the importance of hunting and gathering.

Imperial Oil continues to say there is no indication of adverse impacts to human life, wildlife, vegetation or fish populations in nearby river systems from the incidents.

The Kearl leaks shone a light on the ever-growing volume of toxic tailings — a byproduct of processing bitumen from the oilsands — being held in man made lakes near the Athabasca River. These massive ponds hold more than 1.4 trillion litres of toxic waste and are set to hit capacity in 2025 at which point the tailings will be treated and dumped in the river, unless a different solution is found.

CREE NATION CHILD & FAMILY CARING AGENCY

Out of Community Worker –Permanent Position

Sapotaweyak Cree Nation Regional Office – Opaskwayak, MB

Cree Nation Child & Family Caring Agency (CNCFCA) is responsible for administering and providing for the delivery of Child and Family Services. CNCFCA is dedicated to providing comprehensive CFS Services that are community-based and incorporate both protection and prevention services.

Our agency will strive to maintain family unity.

POSITION SUMMARY:

Under the supervision of the Unit Supervisor, the Out of Community Care Worker is responsible for providing and administering CFS Services in accordance with the Child & Family Services Act. The candidate will be required to work primarily in the Regional Office, as well as travel to the community of Shoal River on a regular basis.

RESPONSIBILITIES:

§ Responsible for gathering information and assessing child and family functioning problems

§ Responsible for the development of case plans for children and families within program guidelines and provide referrals, support, guidance, and problem solving

§ Responsible for all file documentation, referrals, ensuring services are applied

§ Case Monitoring, Risk Assessment & Follow up

§ Provides case management and support for children in care and families

QUALIFICATIONS

§ Work experience in Child and Family Services with demonstrated knowledge of child development, family centered service, early intervention, family support and community-based services

§ Bachelor of Social Work (BSW) or related undergraduate degree in Human Services (preferred)

§ Ability to converse fluently in Cree (preferred)

§ Excellent assessment, intervention and writing skills

§ Knowledge of the Child and Family Services Act and provincial standards

§ Ability to use a variety of computer applications including CFSIS and FACTS

CONDITIONS OF EMPLOYMENT

§ Must pass a criminal records check, child abuse and prior check

§ Cannot be active on a protection case

§ Maintain absolute confidentiality

§ Overnight & regular travel is a requirement, working in the community of Shoal River 2 weeks of every month.

§ Must have a valid Manitoba driver’s license

§ Must be able to provide own vehicle for work

§ Required to provide on-call services on a rotating basis

§ Other duties related to the position may be assigned

Deadline: March 12, 2024 @ 4:00 pm

Submit cover letter & resume along with three (3) references marked “personal & confidential” to:

Human Resource Manager

Cree Nation Child & Family Caring Agency Box 10130, Opaskwayak, MB. R0B 2J0

Fax: 204-623-3847 Email: hr@creenation.ca

We thank all who apply and advise that only those selected for further consideration will be contacted.

“Please visit our website at www.https://creenation.ca”

Application Intake and Assessment Clerk

Manitoba

Legal Aid Manitoba is seeking an individual to provide administrative, reception and general office duties

The successful candidate will be required to provide satisfactory Criminal Record Check, Child Abuse Registry Check, Adult Abuse Registry Check and pass an Enhanced Security Check.

Deadline for applications: March 18, 2024

Hourly rate of pay: $20.00/Hour Please submit a resume with references to via email to: dalun@legalaid.mb.ca

JOB POSTING

Counselor Level 1 Casual

The successful client will have a working understanding of Domestic and/or Family violence and related issues. Have one or more years of counseling experience, preferably in the area of crisis intervention or domestic/family violence, with some professional training i.e. Applied Counseling Certificate and/or relevant post-secondary education (Social work, Nursing or work-related experience).

Have a current CPR and First Aide or willing to obtain and recent Child abuse registry/Criminal record check. Valid Driver’s license or willing to obtain. Must be able to work cross-culturally, the ability to speak a second language is an asset. Have an understanding and respect of LGBTQ1 issues and the vulnerable sectors.

Be willing to work shift work: including days, afternoons, nights, weekends and stat holidays as required.

Be reliable, dependable, flexible, and punctual and have a good work ethic.

If you are interested in applying for a position please submit an up to date resume to the Program Manager Christine Fenner/or Executive Director Helen Trudeau. Applications are due by March 15, 2023 by 4 pm.

EMPLOYMENT OPPORTUNITY

(1) Full-time Position Available

Position Title: Jordan’s Principle –Child Development Worker

Location: Nelson House, Manitoba Jordan’s Principle Office

Summary:

The Jordan’s Principle CDW position reports to the JP Case Manager and is responsible for providing services to Jordan’s Principle clients. Must be aware of participants’ health and safety in home or in the community and providing assistance as needed.

Demonstrated Skills & Abilities:

• Enabling personal choice and treating Participants with dignity and respect, provide a caring approach to Participants needs (emotional, physical)

• Follow the instructions given by the office, family, and Participants unless there is a safety issue.

• Provide personal care that may require like feeding and dressing.

• Prepare meals during the respite period

• Care for a maximum of one sibling during respite.

• Is able to work in Participants home, in the community, school and with variety of families within a variety of time frames

• Is able to work with children, youth, and adults with physical and intellectual challenges (both in challenging and non-challenging situations)

• Is flexible around scheduling changes/ is able to pick up shifts on short notice

• Is flexible to work in all areas in the community, school and home

• Arrive at scheduled shifts and be on time

• Arrive 15 minutes before shift when meeting a new family for interview

• Fulfill agreement on declaration of availability and give two weeks’ notice for changes

• Confirm with families and confirm schedule with office

• Have pertinent medical consent and family information file with you at all times while providing respite and follow instructions in the family information office

• Clean up after your respite so you leave the property of the respite recipient the same condition that you found it

Qualifications:

• Grade 12

• Knowledge of children from ages 0-18 years of age

• Commitment to and knowledge of culturally competent/sensitive delivery issues

• Well-developed oral and written communication skills

• Excellent organizational skills

• Must have a high level of personal integrity and professional initiative

• Ability to speak an Aboriginal language would be an asset

• A valid Manitoba driver’s license would be an asset

• A criminal records check and Child Abuse Registry check are requirements of all FCWC employment positions

Hourly Rate: $38,319.00 to $40,652.00

Closing date: March 6, 2024

Submit all Applications to: Anna Nadine Spence Director of Human Resource anspence@ncnwellness.ca

NCN Family & Community Wellness Centre Inc.

Nelson House, MB R0B 1A0

Phone: 204-484-2341 Fax: 204-484-2351

Municipalities welcome expanded power for Community Safety Officers

BY DAVE BAXTER LOCAL JOURNALISM INITIATIVE REPORTER, WINNIPEG SUN

The NDP plans to give more power and authority to community safety officers and the head of an organization that represents Manitoba municipalities says that’s good news for rural communities.

“This is positive news, it’s a step in the right direction, because it’s another resource for our communities to tap into,” Association of Manitoba Municipalities (AMM) President Kam Blight said. “And in some cases it will be a complementary step to offset some of the well-known challenges that officers and police services are facing.”

On Monday, the province announced they have enacted new regulations to expand the role of both Community Safety Officers (CSO) and First Nation Safety Officers (FNSO).

Once new training is completed, those officers will have the same powers as peace officers, including more powers to detain individuals.

Blight said the AMM has been hearing for several years about growing fear of crime and fear for public safety in rural communities in Manitoba, and the new powers could give some an increased sense of safety and security.

“One thing we hear a lot is that people just want to see an increased presence that can provide a greater sense of security, because there is just another set of eyes and ears out on the streets,” Blight said. “And with increased powers that could act as an increased deterrent to would-be criminals.”

But Blight added new powers for safety officers likely won’t lessen fears of

KEEWATIN TRIBAL COUNCIL

EMPLOYMENT OPPORTUNITY THOMPSON, MB RESOLUTION SUPPORT WORKER (RSW)

Working under the general direction of the Director of Health, the Resolution Health Support Worker (RHSW) provides services and support to Indian Residential School Claimants who are involved in the Independent Assessment Process (IAP).

The RHSW provides for the broad needs of a caseload of individuals through a process of direct contact, situational evaluations and needs assessments, and the formulation of remedial strategies to meet the overall constituent needs in an effective and respectful manner, and the objective monitoring of the overall effectiveness of these activities.

THE (RHSW) shall take a leadership role in initiating and facilitating community outreach designed to increase awareness of the Independent Assessment Process in the Northern Manitoba region. The RHSW shall ensure that all activities are undertaken in a manner that is consistent with, and complementary to, the Vision Statement, the Principles and Values and the policies and procedures of Keewatin Tribal Council (KTC).

QUALIFICATIONS:

• Must have experience providing mental health services.

• Possess a current Province of Manitoba Driver’s License and a suitable vehicle for work-related transportation. Ability to travel extensively in the Province of Manitoba and nationally, as required. Must be willing to work a flexible schedule.

• Efficacy in the operation of a personal computer, including the use of word processing software and spreadsheet applications and other general office equipment.

• Demonstrated proficiency in general program or project management, financial management and control.

• Ability to write monthly and quarterly program activity reports.

• Excellent communication, both written and oral skills as well as interpersonal skills.

• Demonstrated proficiency in conducting individual / group counseling, leading group presentations and dealing effectively with situations of conflict and stress.

• Demonstrated capacity to function effectively in a working team environment as well as be self-directed and able to work independently.

• Demonstrated ability to develop a holistic personal wellness plan.

• Demonstrated experience and ability to plan, perform, and assess independent fieldwork development and maintenance of effective direct constituent relations and maintaining accurate case records.

• Demonstrated ability to perform multiple tasks concurrently within a fast-paced, high stress environment.

• Ability to communicate in an Aboriginal language(s) and/or previous exposure to Aboriginal communities and cultures would be a definite asset.

• Position will be subject to a Child Abuse Registry Check and Criminal record Check

crime in rural Manitoba any time soon.

In 2023, AMM commissioned an independent poll by Probe Research which reported only 5% of Manitobans felt safer in their communities than they did three years ago, while 56% of Manitobans felt “decidedly less safe.”

“It’s not the be-all-endall, but it’s a step in the right direction,” Blight said.

Last year the province passed Bill 34, which expanded the role of community safety officers to provide an initial response to safety threats and detain individuals posing a safety threat, and Justice Minister Matt Wiebe said the new regulations announced Monday gives those officers even more enforcement powers and powers to detain.

“Updated safety officer regulations will expand the scope and authority of

safety officers to respond to safety threats, enforce provincial and First Nation laws, and assist law enforcement, freeing up Manitoba’s police services to respond to complex crime,” Wiebe said.

Community safety officers will be required to receive what the province is calling “advanced training,” which will include searches and seizures, detentions and arrests, crisis response tactics and strategies, road safety and traffic enforcement, as well as Indigenous awareness and community diversity.

Wiebe added the updated regulations will also help First Nations communities to respond to public safety concerns and to “more effectively enforce band bylaws.”

The province’s current CSO program allows municipalities to hire CSOs, and

KEEWATIN TRIBAL COUNCIL

EMPLOYMENT OPPORTUNITY THOMPSON, MB

INDIGENOUS HEALING & WELLNESS WORKER

Keewatin Tribal Council Health Department is currently seeking an Indigenous Healing & Wellness Worker to help provide direct support services to the (IRSS),(IDSS),60’s Scoop Survivors, MMIWG, Survivors, their Families and those impacted InterGenerationally.

Under the supervision of the KTC Director of Health and the IRS Team Lead, the Indigenous Healing & Wellness worker will work collaboratively with the IRS team providing support to the 11 KTC member bands as requested by the KTC Chiefs and communitybased staff. The IRS Indigenous Healing & Wellness Worker shall help in assisting in the development and implementation of a holistic First Nations approach to assessments, interventions and post-vention activities traditionally and culturally appropriate.

DUTIES & RESPONSIBILITIES:

• To provide ongoing supports as requested by all KTC Health Program Services and the KTC IRS Team collectively

• Establishing and capacity building with multi-layered partnerships such as the NRHA, Health Canada, CMHA, UCN, Manitoba Treatment Centers, NADAP, Manitoba Justice, the Mystery Lake School Division, Frontier School Division

• Assisting in the planning and participating of communitybased wellness activities

• Facilitate and co-facilitate workshops/informational sessions on the history of residential schools in Canada in the 11 KTC communities as needed or requested

• Foster interest and knowledge of Cree/Dene History Language and Culture

• Facilitate and co facilitate cross cultural communication training as requested

QUALIFICATIONS:

• Must have a trauma Informed training and/or counseling certificate, this would be considered an asset or/ 3-5 years’ experience of in counseling individuals, groups and families

• Self-motivated with an ability to work independently in a team environment and with minimal supervision

• Be Proficient with Microsoft, Word, Outlook, Power-point, Excel

• Must have good organizational skills/ verbal and written communication skills, time management and strong interpersonal communication skills

• Knowledge of cultural/traditional and wholistic practices

• Ability to speak/understand Cree or Dene would be an asset

• Must have a Class 5 Manitoba driver’s license or willing to obtain

• Knowledge of the KTC geographical communities

• Must be willing to travel extensively

• Willingness and ability to work after hours and or/weekends when required

• Ability to communicate in an Aboriginal language(s) and/or previous exposure to Aboriginal communities and cultures would be a definite asset.

• Position will be subject to a Child Abuse Registry Check and Criminal record Check

Closing Date: Friday, March 15, 2024

Please forward resumes to the attention of Lisa Beardy 23 Nickel Road Thompson, Manitoba R8N0Y4

Email: Lbeardy@ktc.ca Fax: 204-677-0256

We thank all applicants, however, only those candidates selected for an interview will be contacted

officers are considered municipal employees.

The city of Portage la Prairie announced last month they were inviting applicants to apply for CSO positions, and Portage Mayor Sharilyn Knox said this week they plan to have safety officers patrolling city streets by June.

“We have believed for a long time that we really need that second tier of policing in our city, because we are dealing with more and more of these issues,” Knox said.

Knox admitted there have been growing complaints recently in Portage la Prairie from residents and business owners who don’t feel safe in the city’s downtown area, because of more people living on the streets.

“I believe the program will evolve and adapt in each community, and it will be important to work closely with RCMP to know how

officer’s efforts can be best utilized,” she said.

Knox said municipalities that want to take part in the CSO programs will also have to make room in their budgets for new employees and other resources involved with it, but she said she believes residents will get behind those expenses if they believe the money is being put to good use.

“For our community, public safety is one of our major pillars, and we have made that clear as a council,” Knox said. “I believe that as long as we are transparent with our citizens that this type of budgeting goes to public safety they will accept that, and accept those added costs.”

— Dave Baxter is a Local Journalism Initiative reporter who works out of the Winnipeg Sun. The Local Journalism Initiative is funded by the Government of Canada.

CREE NATION CHILD & FAMILY CARING AGENCY

DIA Intake Screener –Permanent Position

Designated Intake Office

The Pas, Manitoba

Cree Nation Child & Family Caring Agency (CNCFCA) is responsible for administering and providing for the delivery of Child and Family Services. CNCFCA is dedicated to providing comprehensive CFS Services that are community-based and incorporate both protection and prevention services.

Our agency will strive to maintain family unity.

POSITION SUMMARY:

Under the supervision of the Intake Supervisor, the DIA Screener Worker is responsible for screening all referrals for service with reference to safety and risk to children, functioning of families and service needs of families. The Intake Screener provides crisis intervention services, initiates referrals to other community collaterals as required and completes written reports, file recordings, forms and correspondences as required under the Child and Family Services Act, CFS Provincial standards and Cree Nation Child and Family Caring Agency Policies.

RESPONSIBILITIES:

§ Receive and assess requests for Service

§ Transfers

§ Prior Contact Checks

§ Documentation, Practice and Relationship Building

§ Other duties related to the position may be assigned

EDUCATION AND TRAINING

§ Bachelor of Social Work (BSW) or related undergraduate degree in Human Services

§ Work experience in Child and Family Services with demonstrated knowledge of child development, child abuse, family centered service, early intervention, family support and community-based services.

KNOWLEDGE & EXPERIENCE

§ Excellent assessment, intervention and writing skills.

§ Excellent interpersonal skills

§ Knowledge of the Child and Family Services ACT and provincial standards.

§ Understanding of child development and child abuse theory and practice.

§ Knowledge of available resources within the community (formal and informal)

§ Ability to use a variety of computer applications such as Microsoft Word, Excel and database systems.

§ CFSIS program knowledge

§ Ability to converse fluently in Cree (preferred)

CONDITIONS OF EMPLOYMENT

§ Must pass a criminal records check, child abuse registry check and prior contact check.

§ Cannot be active on a protection case.

§ Must maintain absolute confidentiality in accordance with agency requirements.

§ Other duties related to the position may be assigned.

Deadline: March 11, 2024 @ 4:00 PM

SUBMIT COVER LETTER & RESUME ALONG WITH THREE (3)

REFERENCES MARKED “PERSONAL & CONFIDENTIAL” TO: Human Resource Manager

Cree Nation Child & Family Caring Agency

Box 10130, Opaskwayak, MB. R0B 2J0

Fax: 204-623-3847 Email: hr@creenation.ca

We thank all who apply and advise that only those selected for further consideration will be contacted.

“Please visit our website at https://creenation.ca”

St. James-Assiniboia school division identifies 4.1% tax hike, e-sports in budget

BY MAGGIE MACINTOSH LOCAL JOURNALISM INITIATIVE REPORTER, WINNIPEG FREE PRESS

St. James-Assiniboia School Division trustees want to raise property taxes 4.1 per cent to maintain programs and make minor investments in vocational education, student services and e-sports.

Elected officials revealed the details of their $130-million draft budget for 202425 at a public meeting on Thursday.

The board will receive $51.9-million extra in baseline operating funding from the provincial government — an overall increase amounting to 0.7 per cent — to run its 26 schools next year.

Budget documents show its expenses, owing to growing student needs, aging infrastructure and inflation, are slated to rise 5.5 per cent.

“This means that we need to come to you, the ratepayers, to make up the difference,” board chairwoman Holly Hunter told a packed meeting room at division headquarters at

2574 Portage Ave.

The NDP government announced earlier this month it was reinstating school boards’ powers to raise property taxes in consultation with their respective communities to balance budgets.

On average, boards will receive 3.4 per cent more in provincial funding for next year. The allotments were decided based upon on student population size, enrolment fluctuations and the wealth of their property tax bases.

SJASD’s increase is the smallest of all metro boards due to declining enrolment and a higher-than-average assessment value among residences and businesses within its borders.

The current student population is 8,360. It is projected to decrease by 300 over the next five years.

Hunter said the percentage of students with additional needs, including mental health-related challenges, has been on the rise in the past three years.

EMPLOYMENT OPPORTUNITY

(1) Full-time Permanent Position Available

Position Title: Senior Information Technologist (IT)

Location: Nelson House Head Office

Summary:

The information technologist reports to the Director of Human Resource and provides essential services to all FCWC Sub-Offices. Must be a qualified professional in charge of designing, implementing, managing and supporting a variety of IT system components. IT focuses and specializes in software, computer hardware, databases, security systems or communication networks. IT ensures that the organization has efficient and up-to-date technology to facilitate the continuous flow of information data. The IT also creates and shares security standards to secure the networks they manage.

Demonstrated Skills & Abilities:

• Assisting in the installation, testing and maintenance of carious computer systems, software, hardware, communication networks and other devices

• Creating databases for data storage

• Conducting frequent database audits

• Monitoring and supervising data migrations

• Planning and organizing network security settings, user rights and authorization and system firewalls

• Coming up with new strategies, methods and procedures to improve technical efficiency levels

• In charge of establishing and configuring computer networks in all FCWC Offices

• Responsible for system security and troubleshooting if a problem develops

• IT department may design and enforce rules and practices that ensure effective IT systems that are run in accordance with the demands of a company

• IT department is in charge of maintaining the firm’s computers and providing staff assistance

• Installing new software, diagnosing issues and teaching staff how to use a software product properly.

• In charge of configuring and maintaining the company’s IT equipment, such as phone systems, personal computers, laptops, routers and servers.

• Creating dependable data retrieval techniques and backing up data on servers

• Troubleshooting and debugging system faults

• Offering technical assistance and support to users

Qualifications:

• Proven experience as IT Technician or relevant

• Willing to travel to engage in ongoing training

• Excellent diagnostic and problem solving skills

• Excellent communication skills

• Strong understanding of diverse computer systems and networks

• Good knowledge of internet security and data privacy principles

• Certification as IT Technician will be an advantage

• A valid Manitoba’s Driver’s License would be an asset

• A criminal record check and Child Abuse Registry is a requirement of all FCWC positions

Salary: Starting at $69,505.00

Closing date: March 12, 2024

Submit all

Applications to: Anna Nadine Spence Director of Human Resource

anspence@ncnwellness.ca

NCN Family & Community Wellness Centre Inc.

Nelson House, MB R0B 1A0

Phone: 204-484-2341 Fax: 204-484-2351

“We have seen a three-fold increase in the number of students with an autism spectrum disorder diagnosis,” said the East Ward trustee.

There are more kindergartners entering the school system with “profound needs,” while the number of young adults with disabilities who access programming until age 21 is growing, she said.

At the same time, Hunter noted there are shrinking options for school-aged children and youth seeking specialized day programs in their community.

The 2024-25 budget includes the addition of a single student services co-ordinator, increasing a team of two to three.

This staff member is expected to assist teachers with violence prevention and crisis response training and consult

with stakeholders, including external therapeutic services and medical practitioners.

Trustees endorsed a $30,000 allotment to introduce vocational programming at John Taylor Collegiate and $15,000 to bolster an e-sports pilot program across the division.

“E-sports is a boundary-breaker, allowing students who are non-traditional athletes as well as traditional athletes to participate in a competitive environment, learning game skills as well as social, team-play, leadership skills,” Hunter said, adding participants are exposed to coding, design and other-tech related skills.

More than 50 people arrived at the board office to hear the budget breakdown. Elected officials are anticipated to approve the final budget on March 5.

EMPLOYMENT OPPORTUNITY

(1) Full-time Position Available

Position Title: Jordan’s Principle Case Manager

Location: Nelson House, Manitoba Jordan’s Principle Office

Summary:

Under the supervision of the Jordan’s Principle Services Coordinator, this position is responsible for planning, assigning, reviewing, supervising, and managing work of day-to-day activities of the Jordan’s Principle Case Managers.

Demonstrated Skills & Abilities:

• Provides day-to-day guidance and direction to the Jordan’s Principle Case Managers on case related issues, and best practices; ensures acceptable levels of quality and quantity in the delivery of services; plans caseloads, assigns cases and reviews case files and case assessments.

• The supports will include in-person, phone-based, and electronic communications contact with Case Managers in Winnipeg and Churchill offices requiring direction and guidance in areas such as assessment, service access, and the coordination of support services.

• Establishes priorities for the completion of work according to time sensitive orders. Attends and maintains a calendar for meetings, deadlines, events and hold group meetings with Case Managers.

• Organizes and directs the work and activities; Advises staff on difficult issues and makes decisions on how best to manage and implement appropriate services and assistance.

• Support service delivery: by monitoring work to ensure adherence to policy and procedures; implement and provide feedback on new policies and procedures. Keep up to date on trends and changes, provide program input on team building and develop communication networks to enhance service delivery

• Supervising, building and maintaining a positive work team; providing feedback on performance and identifying and fixing performance issues.

• Provides navigation services with a cultural safety and humility lens, using a trauma-informed and culturally competent approach. Understands the importance of working with First Nations protocols when working with children and families.

• Other duties as assigned

Qualifications:

• This position requires a Bachelor’s Degree in a human servicerelated discipline such as social work, psychology, sociology, nursing, or education and over 1 year of experience working with children and youth and have demonstrated successful leadership.

• Two years management experience preferred

• Supervision–Knowledge of leadership techniques, principles and procedures to assign work, schedule, supervise, train, and evaluate the work of assigned staff.

• Thorough knowledge of case management techniques, principles and practices to evaluate and coordinate the delivery of public assistance to First Nation Children and their families.

• Well-developed organizational, oral and written communication skills

• Knowledge of relevant legislation such as CFS Act, Vulnerable Persons Legislation.

• Ability to speak an Aboriginal language would be an asset

• A valid Manitoba driver’s license would be an asset

• A criminal records check and Child Abuse Registry check are requirements of all FCWC employment positions

Hourly Rate: $71,141.00 to $85,602.00

Closing date: March 6, 2024

Submit all

Applications to: Anna Nadine Spence Director of Human Resource anspence@ncnwellness.ca

NCN Family & Community Wellness Centre Inc.

Nelson House, MB R0B 1A0 Phone: 204-484-2341

Fax: 204-484-2351

UCN is building better futures for a stronger North. UCN provides learning opportunities to northern communities and its people offering more than forty academic degree, diploma, and certificate programs.

We commit to offering a safe, welcoming, and inclusive work environment where innovation and creativity is welcomed. We offer a generous Total Compensation Package with health benefits, great pension plan along with the opportunity for personal and professional growth.

BACHELOR OF ARTS INSTRUCTOR

Faculty of Arts, Business, and Science

Stipend York Factory

Competition No: 24-007

Closing Date: March 8, 2024

Please visit our website for more detailed information about UCN and this employment opportunity. At http://www.ucn.ca, select “UCN Careers”, and select from the list of positions to view. Thank you for your interest in UCN.

University College of the North

HERE YOU CAN UCN.CA

EMPLOYMENT OPPORTUNITY

(1) Full-time Position Available

Position Title: Jordan’s Principle Case Manager

Summary:

Location: Winnipeg, Manitoba Sub-Office

1450 Wellington Avenue, R3E 0K5

Under the supervision of the Jordan’s Principle Services Coordinator, this position is responsible for planning, assigning, reviewing, supervising, and managing work of day-to-day activities of the Jordan’s Principle Case Managers.

Demonstrated Skills & Abilities:

• Provides day-to-day guidance and direction to the Jordan’s Principle Case Managers on case related issues, and best practices; ensures acceptable levels of quality and quantity in the delivery of services; plans caseloads, assigns cases and reviews case files and case assessments.

• The supports will include in-person, phone-based, and electronic communications contact with Case Managers in Winnipeg and Churchill offices requiring direction and guidance in areas such as assessment, service access, and the coordination of support services.

• Establishes priorities for the completion of work according to time sensitive orders. Attends and maintains a calendar for meetings, deadlines, events and hold group meetings with Case Managers.

• Organizes and directs the work and activities; Advises staff on difficult issues and makes decisions on how best to manage and implement appropriate services and assistance.

• Support service delivery: by monitoring work to ensure adherence to policy and procedures; implement and provide feedback on new policies and procedures. Keep up to date on trends and changes, provide program input on team building and develop communication networks to enhance service delivery

• Supervising, building and maintaining a positive work team; providing feedback on performance and identifying and fixing performance issues.

• Provides navigation services with a cultural safety and humility lens, using a trauma-informed and culturally competent approach. Understands the importance of working with First Nations protocols when working with children and families.

• Other duties as assigned

Qualifications:

• This position requires a Bachelor’s Degree in a human servicerelated discipline such as social work, psychology, sociology, nursing, or education and over 1 year of experience working with children and youth and have demonstrated successful leadership.

• Two years management experience preferred

• Supervision–Knowledge of leadership techniques, principles and procedures to assign work, schedule, supervise, train, and evaluate the work of assigned staff.

• Thorough knowledge of case management techniques, principles and practices to evaluate and coordinate the delivery of public assistance to First Nation Children and their families.

• Well-developed organizational, oral and written communication skills

• Knowledge of relevant legislation such as CFS Act, Vulnerable Persons Legislation.

• Ability to speak an Aboriginal language would be an asset

• A valid Manitoba driver’s license would be an asset

• A criminal records check and Child Abuse Registry check are requirements of all FCWC employment positions

Hourly Rate: $60,974.00 to $81,526.00

Closing date: March 6, 2024

Submit all

Applications to: Anna Nadine Spence

Director of Human Resource anspence@ncnwellness.ca

NCN Family & Community Wellness Centre Inc.

Nelson House, MB R0B 1A0

Phone: 204-484-2341

Fax: 204-484-2351