SIGNS OF SAFETY CONSULTANT • BACHELOR OF SOCIAL WORK WITH CHILD WELFARE SPECIALIZATION • MASTERS OF SOCIAL WORK WITH INDIGENOUS SPECIALIZATION
Heidi led one of the largest implementations of Signs of Safety in the world for more than four years. This project required consultative work with senior level executives including the assistant deputy minister, regional directors, the executive director and regional managers to discuss parameters of implementation, review of progress and areas needing change. It also required ongoing training of staff from the 2-day introductory events to 5-day intensive events and continued skill-building, coaching, mentoring, supervisor training, practice specialist training/coaching/mentoring and online work with complex cases throughout the province as well as direct work with family.
PROVINCE-WIDE IMPLEMENTATION
Provincial implementation of non-safety related program in Justice and Policing working with complex families to decrease the reliance of families on government services. This project required the development of a new framework that included training of staff, outcome measures, forms, policies and procedures that would both enhance and parallel the practice on the ground with families.
PROVINCIAL IMPLEMENTATION
Practice enhancement work within Indigenous communities throughout Western Canada: These projects focused on enhancing staff understanding of child protection practice while working to build relationship with both the families and the communities themselves whose histories with child welfare services had left them frustrated by the approach previously utilized in the field. At times work in these organizations required a restructuring of the staff and organization itself in order to grow the very best teams possible.
PRACTICE ENHANCEMENT WORK
Heidi developed a supervision model that would give leaders in any field the ability to provide clinical supervision to staff in a fast effective way while growing their capacity to think critically, establish realistic goals, and enhance the organization’s capacity to grow the very best workers possible. This model allows supervisors and managers the ability to have tough conversations with staff experiencing performance issues while working to improve the overall morale of staff and the productivity of the organization itself.
BEGINNING TO END SUPERVISION MODEL
Various other independent implementations throughout Canada in organizations seeking a change of practice and a shift in the outcomes for children and families involved in child protection services.
INDEPENDENT IMPLEMENTATIONS
