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
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