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About Spilyay tymoo. (Warm Springs, Or.) 1976-current | View Entire Issue (May 10, 2007)
Spilyay Tymoo, Warm Springs, Oregon Page 5 Mqay 10, 2 0 0 7 Hiring changes to promote tribal employment Effective June 1, 2007, the revised jo b application form will be implemented, as well as an enhanced application process. before fair and unbiased job in terviews are conducted, to job applicants never knowing the status of their job application^); or the status ofNthe hiring pa perwork. The revised process and job application form puts an iiy- creased value, focus, and recog nition on education, skills, expe rience, and training.. Individual development plan to prepare and track our tribe’s workforce. Tribes across the country and in the Northwest have not de veloped what Warm Springs has ;in the Employment Services area (namely, ability to track 18 and older residents’ Work status; development of a master skills bank; the IDP process; and find ing Ways to more fully implement 8363/A). / So yes, Warm Springs is still a leader in particular areas of service and efforts. The Em ployment Services Manager, Marcia Soliz, will be scheduling orientations for department su pervisors and managers about the revised job application and process. These are levels with hiring authority and personnel action authority. Toys-Tools-Housewares-Clothing-Crafts-Gifts- Human Resources provides a range of services that include Compensation and Benefits, Employment Services, Person nel Services, and Managed Care. The branch is overseen by the Human Resources director, who reports to the | Secretary-Trea surer. Over the recent past months, we have been working on the services that will promote bet ter i .compliance w ith Tribal Council resolution 8363/A. Employment Services are pri marily intended to do this. There has been an impend ing need to address the process used, impacting the tribe’s abil ity tp improve compliance with Tribal Council Resolution 8363/ A and the overall job applica tion process and services. It will take time to imple ment the various,segments of. services and process. Effective June:;!, 2007, the revised job application form will be implemented, as well as an enhanced application process. Prospective . job; applicants will use the revised job applica tion and employers (programs, departm ents, branches, projects) who are part of tribal government' will be using the process. It will be important for all supervisors, managers, and di rectors to be part of the effort to improve employment. There will be. those who will want to keep doing status quo, but all cooperation arid coordination is necessary across the board in order to achieve needed change. OVer rime, bias has emerged in job application review, job interview, and job selection pro- , cesses used by various, pro grams, departments, branches, and projects. j With the Ìmplemdrit^tóotf of the revised job applicàtióri, the name of the applicant will be kept within Human Resources*- Employment Services, and the enrollment number will be used in processing job applications to the various worksites. This w ill greatly im pact “how” job applicants are selected because thè focus should be on job experience, training, educa tion, and skills. Not based upon ‘who you are’ or what family you come from. It has been evident that hir ing biases occur routinely throughout the tribal hiring pro cess, even to the point that pre selection is happening before the position(s) are advertised, Day labor needs Entry-level positions, which It was observed by the Em are identified to be grades 4 ployment Services Manager, through 8, will be advertised on when talking with people during what will be referred to as “in the . recent Job Fair at the Com ternal job advertisement”— munity Wellness Center on April which is meant to be interpreted 18, where several hundred local for only recruitment of Warm unemployed GA recipients at Springs tribal members. tended, that there is a huge heed It is reasonable that our for day labor jobs and use of people be able to be hired in crew concept jobs. ' entry level positions if they are Many of our people are fan motivated to work and have tastic workers when they can minimum job requirements, as work in these conditions. Not well as feasibility to help the everyone has preference to tribe get in better compliance work full-year status. The idea with Tribal Council Resolution of having a tribal health insur- • 8363/A. anee coverage program would, Further, those positions grade also work well. 8 and above, can; also be filled Marcia inVités each Tribal with Warm Springs tribal mem Council member to stop in to bers because a mechanism is talk about employment needs, now in place to be used through efforts underway, Employment out tribal government, which is Services, and jobs. called an Individual Develop She also encourages job seek-; ment Plan (IDP). ers and community members to If an applicant does not meet come by. Jobs and employment minimum requirem ents, the have been talked about and IDP provides an avenue aina talked ^abduH' Tt^s tiiffite * opportunity to plan out training something; (Note: r h e 'above article' was sub and development needs to help a new hire meet the job require mitted by Tribal Employment Ser- ments during a period of time. vices.) It is one of the goals to have an IDP for all employees. This in turn will drive identification of training and development needs and costs within the tribe so that a 5-year master plan for employee training and develop ment can be completed. This will also help locate rer sources and justify training needs. Not many know that back in December, 2006, the Oregon Governor’s Rural Policy Staff approached the Employ ment Services manager express ing interest in what is being done Mr. Juñan M erris IVaCCuCatum an d J-Cannafi M. 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