National Initiatives

National Settlement Service and Standards Framework

Section 4
Settlement Practitioners Core Competencies

The settlement sector has generally agreed that it would be beneficial for all settlement practitioners to share a set of foundational core competencies. This discussion document defines settlement practitioner broadly, to include settlement counsellors, program managers, Host program coordinators, employment counsellors, and other positions listed and categorized in Appendix C. There are specific competencies related to each position. As was mentioned in Section 1, further discussion is needed to determine whether these core competencies should apply to language instructors.

Minimum Core Competencies for a Settlement Counsellor

The implications of establishing minimum core competencies for settlement counsellors need to be considered. Currently, a significant number of settlement agencies do not have annual salary increments for their staff, and it is unclear what proportion of agencies have professional development funds. If minimum standards are established, they may lead to expectations for a minimum salary levels as well. In addition, resources might have to be allocated for skills upgrading or training in specific areas over an established timeframe.

Some work has been done in defining foundational knowledge or core competencies required for settlement practitioners in general. Holmes and Kingwell (2002) have outlined the minimum skills and personal qualities that practitioners must add to their foundational knowledge:

Settlement Practitioner

1. Knowledge

• Understand the essential concepts relating to: settlement, culture, Canadian social organization, multiculturalism, human rights, anti-racism, as well as relevant legislation and policies; and
• Knowledgeable about or capable of learning about community context and resources.

2. Skills

• Able to communicate effectively, in a non-official language where necessary;
• Able to build and maintain effective professional relationships;
• Able to maintain professional boundaries;
• Able to think critically and analyze information;
• Able to work independently as well as collaboratively; and
• Able to solve problems.

3. Personal Attitude and Qualities

• Aware of own biases and limitations;
• Flexible;
• Demonstrates cultural sensitivity and respect for clients from diverse backgrounds; and
• Subscribes to professional ethics.

Settlement Counsellor

Since settlement counsellors are central to the services provided to immigrants, and since they hope to gain greater recognition as professionals, it is important to outline their core competencies. The following list of competencies is adapted from Settlement Counsellor Competency Profile (Manitoba Labour Citizenship and Multiculturalism Division, 2000):

1. Knowledge

• Knowledge of Canadian social systems: immigration, health, legal, education, financial, social organization, housing, and employment; and familiarity with essential concepts of human rights and anti-racism;
• Specialized knowledge: ability to apply knowledge of the refugee/immigrant experience, of the impact of migration and its socio-political reality, and of the resettlement and cultural adjustment process; ability to research relevant community resources.

2. Skills

• Professional: ability to comply with work code of ethics, maintain healthy boundaries and confidentiality, manage and prioritize tasks and time, identify and solve ethical dilemmas, evaluate services to clients, inform clients of reporting obligations and report as required by law, and engage in ongoing professional development;
• Communication skills in cross-cultural settings: ability to communicate in a culturally sensitive way and in client’s language where necessary; use language appropriate to the situation; understand and use appropriate body language and good listening skills; check perceptions and accuracy of information; read, write, and speak in operating languages; seek clarification where necessary; and make presentations and facilitate workshops;
• Cross-cultural sensitivity: ability to interpret cultural differences and use cross-cultural approach in service delivery;
• Helping skills: ability to establish rapport with clients and create a safe environment based on trust;
• Counselling skills: ability to understand client experience, assess and prioritize needs with clients, contract and offer supportive counselling;
• Critical thinking and analysis skills: ability to understand complex legislation and policies, select information for orientation, and assess community resources and options with clients;
• Translation and interpretation skills;
• Advocacy, problem-solving and mediation skills: ability to help clients present claims and seek fair treatment, to negotiate between clients and other parties, and to facilitate understanding and agreement;
• Networking skills: ability to help clients connect with faith and ethnic groups, to organize leisure and social activities for clients, to recruit host families and volunteers and match clients with hosts, to link and consult with community and other agencies, and to make appropriate referrals;
• Office skills: ability to apply computer skills, when necessary in information research, record services and updating case notes and files, e-mail, as well as skill in the operation of office equipment and systems; and
• Collaborative skills: willingness to work as a team member, consulting and sharing information with colleagues.

3. Personal Attitude and Qualities

• Awareness of own biases and limitations;
• Flexibility;
• Cultural sensitivity and respect for clients from diverse backgrounds; and
• Acceptance of professional ethics and agency mission.

The core competencies of employment facilitator and interpreter/translator have also been defined in Manitoba, and these two competency profiles are included in Appendix A. Interpretation and translation services are carried out for some settlement service agencies by a specialized team of trained and accredited interpreters and translators.

Some consistency in job description would contribute as much to the professionalizaton of settlement counsellors as a definition of core competencies. A generic job description can be found in Appendix A.

The appendix also provides a model performance appraisal and professional development planning tool to help the significant number of agency respondents to the survey who do not have a formal performance appraisal tool.

Code of Ethics

Along with the core competencies, settlement practitioners should abide by the following suggested code of ethics, which is consistent with those of the Canadian (1994) and United States (1980) Social Work Associations, and OCISO (2001). The code of ethics is presented with the understanding that specific conduct will be further guided by professional judgement and circumstances.

1. A settlement practitioner’s primary responsibility is to the client, and the practitioner must therefore avoid or declare any conflict of interest.
2. A settlement practitioner shall respect the privacy of clients and hold in confidence all information obtained in the course of service provision, unless explicitly and appropriately authorized to do otherwise.
3. A settlement practitioner shall make every effort to foster maximum self-determination on the part of the client.
4. A settlement practitioner shall not exploit the relationship with a client for personal benefit, gain, or gratification.
5. A settlement practitioner shall carry out their professional duties and obligations with integrity and objectivity.
6. A settlement practitioner shall maintain competence and promote excellence in the provision of settlement services to a client.
7. A settlement practitioner shall advocate change in the best interest of the client and for the overall benefit of society.
8. A settlement practitioner shall model and promote an inclusive society that is free of racism and all forms of discrimination.
9. A settlement practitioner shall uphold the vision, goal and objectives of the employing organization.

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