Sensity Deafblind and Sensory Support Network of Canada
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Questions et réponses au sujet de l'entreprise Sensity Deafblind and Sensory Support Network of Canada

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Les meilleures questions spécifiques à l'entreprise Sensity Deafblind and Sensory Support Network of Canada :
  • Comment décririez-vous l'environnement de travail et la culture d'entreprise?
  • Quels sont les horaires de travail?
  • Quels sont les quelques conseils pour réussir l'entretien?

10 questions

We used to get them almost evyer year and we would get an increase based on our performance appraisal. Last year we got a flat amount in a lump sum in March. The govt has now said only 1% increases for public service employees and we are funded by MCSS so they cant give us anymore.

Réponse du 28 février 2020

Very petty cut-throat culture. Focus is more on making adult consumers perform activities to keep them busy, rather than on promoting personal choice and well-being of the individual supported. My supervisor used power and control with staff and consumers to get things done her way. Bullying tactics were evident, but ignored by the program's Coordinator.

Réponse du 7 avril 2020

Prepare as you would for any interview. Do your research on the company. To get a clear idea of the company, look for reviews on indeed for CDBA. They changed their name, so many reviews of the company prior to 2019 are no longer visable under Sensity. If you do well enough on your interview, there is a strong chance you will get a call back. They have a very high rate of staff turnover. High, even compared to similar agencies in an already high turnover field.

Réponse du 1 mai 2020

In my case, I was called back the day after my interview. You are required to do an unpaid 8 hour shift to "shadow" how the day to day operates at the location you may, or may not choose to train and work at; depending on your opinion of the place.

Réponse du 3 octobre 2019

I would advise that the CEO spend time visiting the individual residences to have an opportunity to meet with staff and consumers and observe the work culture. I would recommed that turnover ratesbe reviewed and that the CEO engage with leadership to understand their respective philosophies. The CEO and leadership should work closely with the new union to understand the past culture and commit to signficant changes.

Réponse du 6 octobre 2019

The most challenging part of this role was navigating a negative environment and responding to the toxic workplace culture.

Réponse du 6 octobre 2019

A two step process- an interview, then volunteer time in the program to ensure that there is a good match between you and the people you would be supporting. References and vulnerable sector screening also required for hire.

Réponse du 4 octobre 2019
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