1. MANAGING BEST PRACTICES IN
THE SETTLEMENT SECTOR
Facilitated by: Mohamed Al-Adeimi
Coordinator - Newcomer Settlement Services
South London Neighbourhood Resource Centre
maladeimi@bellnet.ca
and
Helena Rumley
Client Services Integration Specialist
Employment Programs and Services
Dixie Bloor Neighbourhood Centre-Mississauga
rumleyh@dixiebloor.ca

2. AGENDA
• Introduction
• Transparency among the service providers
• Knowledge acquired
• Most Executive Training Is Done All Wrong- Allan Fine
II. Modernized Settlement
• Logic Model
• Annual Project Performance Report (APPR)
III. Managing Service Delivery
• Collaborative Approach: inclusive, within the organization,
neighbourhood, city-wide and beyond
• Partners and networks

3. What are your expectations
of today’s session?

4. What drives you to achieve high
performance?

5. feel safe
behavior
conviction
take risks power
believe
devotion
passion
experiment
possibilities
high performance

6.  Do you believe that your organization’s
mission and value are clear and relevant?
 What are your beliefs about your
organization's ability to effectively learn and
adapt in changing environments?
 How are your beliefs, (positive or negative),
communicated throughout the organization?
Canadian
Experience
Class

7. Faith

8. Faith
Faith is about what we believe, and our beliefs
drive our behavior.
As a leader you have the profound power to
both shape and interfere with the faith within
your organization.
As you create a culture of high performance,
perhaps one of the most important questions
you can ask yourself is: Is it safe for my leaders,
teams, and employees to experiment? Do they
Canadian
Experience
believe it's safe? Class

9. Citizenship and Immigration Canada - Settlement
Program Logic Model – June 2008
Policy Development, Program Design and Management Settlement Services
Language
Information &
Program Policy and Program Program Implementation and Needs Assessment Learning & Employment-related
Support Services Awareness Community Connections
Components Development Management and Referrals Skills Services
Services
Development
• Strategic plans • Operational plans • Initial and on- Enabling services: • Information • Language • Labour market • Individual and
• Policy, priorities, • Program delivery materials and going needs – Childminding products training bridging community-level
assessments – Transportation bridging, e.g.:
standards and outcomes tools assistance • Orientation • Other skills/ • Job search skills
(including life-skills training – Host/ mentor matches
• Performance • Functional guidance & training
– Provisions for sessions
language disabilities – Volunteers engaged trained
measurement strategy • Promotion training • Labour market
• Data collection and assessments) and supported
and national reports Other support and outreach information
regional/local/SPO reports • Referrals to CIC- • Cultural awareness, anti-
Outputs • Horizontal coordination services: • Workplace racism, and welcoming
• Regional, local and SPO funded and
• PT consultations – POE reception services
community orientation communities services
coordination – Translation
• Research analysis/ and settlement – Interpretation
• Service delivery capacity building services – Settlement/ crisis
reports
counselling
• Funding allocation • Best practices and info sharing
• Contribution agreements
E 6. Clients, service providers
and CIC are aware of
• Policies and programming align with departmental and newcomer settlement
government priorities 8. Target population is aware of CIC settlement services
needs
Immediate • Program models are evidenced-based, informed by 9. Timely, useful and appropriate CIC settlement services are available in the Official Language of choice (in
7. Referrals and accordance with the Official Languages Act and Policy)
Outcomes stakeholder input and address the barriers & needs of both personalized settlement
newcomers and communities plans are based on 10. Clients obtain the CIC settlement services they need to deal with settlement issues as they emerge
• Standards, tools, resources and program coordination assessed settlement
support the effective delivery of services) needs
4. Services are efficiently delivered
5. Provision of settlement services across Canada that achieve
A B C D
comparable outcomes 17. Clients are connected to the
15. Clients have knowledge broader community and social
11. Clients have timely, useful and 13. Clients have the official
of the Canadian work networks
accurate information needed to make language skills needed to
environment and are
informed settlement decisions function in Canadian 18. Program participants are aware
Intermediate connected to local
12. Clients understand life in Canada society of newcomers’ needs and
Outcomes labour markets
including laws, rights, responsibilities 14. Clients have the skills/life- contributions and are engaged in
16. Clients have the skills to
Expected Results and how to access community
resources
skills needed to function in
Canadian society
find and apply for
newcomer settlement
employment
A - Orientation
B - Language/Skills
19. Newcomers find employment commensurate with their skills and experience
C - Labour Market Access 20. Newcomers enjoy their rights and act on their responsibilities in Canadian society
21. Canadians provide a welcoming community to facilitate the full participation of newcomers into Canadian
D – Welcoming Communities society
22. Newcomers contribute to the economic, social and cultural development needs of Canada (in PAA)
E - Program and Policy Development
CIC Strategic
Outcome 3 23. Successful integration of newcomers into society and the promotion of Canadian Citizenship

10. Where do you
get your
energy?

11. motivate obligation
idea
Fuel commitment
inspiration
energy
overcome challenges
excite

12. Is your team's energy positive and directed
toward accomplishing the purpose of the
organization?
 As a manager, how will you maintain the
momentum within your organization?
How do you manage the knowledge that you
have?

13. Fire
Fire is about energy, passion and commitment. We
often see its flame in companies that do great and
inspiring things.
It's the fuel that enables people and teams to transcend
their normal abilities and overcome challenges to
achieve performance breakthroughs.
There is a powerful relationship between faith and fire.
Once people escape old beliefs they begin to see new
possibilities (that's faith), and then their fire grows.

14. Annual Project Performance Report
(APPR)
• What are some of the questions that
challenged you or were not clear?
• How did you overcome these challenges?

15. What’s next?

16. common language
decision-making process
common structure
reduce interference
interact effectively

17. Is the team's energy positive and directed toward
accomplishing the purpose of the organization?
As a manager, what have you done to reduce
interference that blocks the fire within your team
or organization?

18. Focus One of the most effective ways to
improve focus within an organization is
by providing managers and employees
with a common structure and language
for the decision-making process.
A sound coaching method can help you
accomplish this.
Great managers cultivate focus so that
their team members can interact more
effectively, significantly reduce
interference and improve their
performance with faster and more
accurate decision-making.

19. Summary
An inside-out approach is not so much about getting immediate results as
about creating a culture of high performance that gets results consistently.
When you help to eliminate interference in the minds of your employees,
you enable them to consistently apply knowledge, increase faith, fire and
focus, and work together creatively and synergistically to accomplish shared
goals.
• Collaborative Approach: inclusive, within the
organization, neighbourhood, city-wide and
beyond
• Partners and networks

20. Most Executive Training Is Done All Wrong
http://www.forbes.com/2011/02/16/executive-training-coaching-knowledge
By: Allan Fine
02. 16. 2011

21. THANK YOU
Helena Rumley
Client Services Integration Specialist
Employment Programs and Services
Dixie Bloor Neighbourhood Centre
Mississauga
rumleyh@dixiebloor.ca
Mohamed Al-Adeimi
Coordinator, Newcomer Settlement Services
South London Neighbourhood Resource Centre
1119 Jalna Blvd., London, ON N6E 3B3
Phone: 519 686 8600 ext. 7029
maladeimi@bellnet.ca