Superintendent′s Report Human Resource Services June 2008
Human Resource Services
Summary of Occupational Health & Safety Training
2007-2008 School Year
(1) Violence in the Workplace Legislation
The Violence in the Workplace legislation was passed in April of 2007. The implementation of the legislation was two-fold: completion of a risk assessment of work sites by October 1, 2007 and the development and completion of prevention plans to match the ′risks′ identified in the risk assessment. Both of these requirements have been met and Principals′ inserviced.
(2) Training – ‘Regulation Required’
The bulk of the Occupational Health and Safety budget is earmarked for training. The following is the breakdown of the types of training and the number of participants from April 2007 to date.
a) First Aid Training – School based
Staffs from twenty-five (25) different schools and the Operations Department participated in Emergency First Aid and CPR training. This translates into 425 staff members trained in this discipline.
Kudos to staff members from the following schools who participated in the training: Riverview Rural High, Morrison Jr. High, St. Anne′s Elementary, Adult Day Schools, Shipyard Elementary, Holy Angels High, Brookland Elementary, Coxheath Elementary, Donkin-Morien Complex, Marion Bridge Elementary, St. Agnes Elementary, Dr. T.L. Sullivan Jr. High, George D. Lewis, Cabot, North Highlands, Cape Smokey, Malcolm Munroe Jr. High, Baddeck Academy; St. Joseph′s, S.M., Mira Road Elementary, J.B. Croak, St. Michael′s Jr. High, Cusack Elementary, Sherwood Park and Rankin School of the Narrows.
(b) First Aid Training- Operations Department
Thirteen (13) members of the Operations Department attended First Aid and CPR.
(c) CPR Renewal – Operations Department (Transportation)
Transportation staff members numbering 103, participated in CPR renewal.
(d) Fall Protection and Scaffolding Training – Operations Department
Maintenance staff, custodians, janitors, etc (81) successfully completed this training.
(e) Transportation of Dangerous Goods – Operations Department
Members of the Operations Department (19) successfully completed this training.
(f) WHMIS – Train the Trainer
Four (4) members of the Operations Department successfully completed this training.
(3) Other Training – School-based Staff
(a) Teacher Assistants (384) various topics including :
Non-Violence Crisis Intervention
‘Choices’ Today Impact Tomorrow
Strategies for Managing Behaviour
Your Pension Plan
Proper Lifting Techniques
Students with Autism
(b) Bus/Lunch/Grounds Supervisors (125) were inserviced on the topics of:
Bullying and Dealing with Difficult People
(4) Other Training – Operations Department
Due Diligence (60)
Information on Asbestos (11)
Asbestos Awareness Program (12)
Water Quality (9)
WHMIS – Train the Trainer (4)
Cleaning Staff (184) various topics including:
Reflexology and Stress Relief
Eating Well for Health
‘Choices’ Today Impact Tomorrow
A Return-to-Work program is a proactive approach to help injured workers return to safe and productive work activities as soon as possible. Return-to-Work programs are based on the philosophy that many injured workers can safely perform meaningful and productive work during the process of recovery. A Return- to- Work program can be one way to reduce the incidence and duration of an employee′s absences.
At the Cape Breton Victoria Regional School Board the Return-to-Work program is a partnership involving all or some of the following: Human Resources Dept. - Kathy Coleman who acts as a point of contact for all participants in the process and advocates for appropriate and successful return to work for an injured employee; the injured employee, case managers of Workers′ Compensation (usually Kim Dooley), CUPE (represented by Denise Lewis), and in some cases health care providers such as physiotherapists, occupational therapists, physicians etc.
The primary goal of a Return-to-Work program is to return injured workers safely to their pre-injury jobs and wages. An individual RTW plan is developed which includes: the nature of the employee′s injury; the functional abilities/pattern of recovery including clear guidelines on the employee′s abilities and limitations; a timeline, including dates for monitoring progress and a completion date; and a reporting mechanism for monitoring progress. The work must meet the employee′s functional abilities and skills and not pose a safety hazard to self or co-workers. Only work that is considered to be meaningful and productive is considered for use in the RTW program. A Return-to-Work program respects the individual employee′s dignity, privacy of personal information and confidentiality of personal health information.
By June 1, 2008 there have been 4 successful Return-to-Work plans developed and implemented. These four employees have returned to pre-injury positions. Three other informal plans were developed and these employees have successfully returned to full pre-injury duties. One RTW plan is in progress and one was discontinued.
While preventing injuries is the best way to protect workers and to control workers′ compensation costs, a Return- to- Work program is a way to manage resources and workplace factors if injuries do occur.
Teacher Assistant Voluntary Transfer Lists one & two have been posted and filled. The meeting with those remaining Teacher Assistants who were displaced was held on Wednesday, June 11. A board-wide list of LTD positions has just been posted and closes on June 20th . This posting was the result of a Memorandum of Agreement dealing with Employee Long-Term Absences (greater than 36 months), signed between CUPE 5050 and the CBVRSB. This will complete the Teacher Assistant Transfer process.
As well there have been the following CUPE 5050 postings: Bus Driver Positions (3), Cleaner positions (8; some permanent and some temporary), Custodians (2), Janitors (1), Library Technicians (1), Secretary 1 (1), School Clerical (3) and System Administrator (1). It is hoped that these will all be filled before the end of the school year.
Summer work for CUPE 5050 employees has also been posted. There are 35 positions available through this program.
Interviews for casual bus drivers and casual mechanics will be held on Tuesday June 17th. Over the past two months we have also filled our other maintenance casual lists i.e. painters, plumbers, electricians, etc.
The first three voluntary lists for teacher transfers have been completed. There were a total of 147 positions awarded [List 1 – 73 (147 applicants); List 2 – 43 (89 applicants); List 3 – 31 (69 applicants)]. A fourth voluntary list will be posted in August. This list will contain positions that result from the administrative appointments.
The first list of vacancies for summer hires is now open. There are 61 positions available (full and part time). Vacant positions which result from the August transfers will also be added to the list. Interviews for these positions will take place on June 24, 25, 26.
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