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AODA Specialist

Date: February 12, 2016
Reports to (Job Title): Assistant HR Director, Total Compensation
Jobs Reporting (Job Titles): None
Department: Human Resources

Location:

Main Campus

Grade:

USG 10/11
35 hrWk


Primary Purpose

The AODA Specialist provides expertise to the institution through strategic planning, analysis, development, management, communication, accessibility to program education and policy development related to goods, services, facilities, employment, accommodation and buildings that support legislative compliance for the University’s workforce.

Key Accountabilities:

1. 

Remain current and conversant with trends and practices related to areas of responsibility by:

  • Maintaining awareness of Accessibility for Ontarians with Disabilities Act (AODA) legislation, regulations and standards for compliance (current and anticipated updates) as well as other legislation related to accessibility including Human Rights
    • Develops and maintains in-depth working knowledge of AODA standards and changes to those standards
    • Communicates legislative updates, changes in practice and emerging issues to the University community 
  • Maintaining awareness of best practices and emerging issues related to accessibility (incl. environmental, customer service and educational advances) and advances in accessibility services, technologies and resources
  • Serves as advisor to all departments to ensure accessibility is considered in the planning and implementation of new and existing services, changes to virtual/web environments in the and procurement of new equipment and resources
  • Completing and file Accessibility Compliance Reports in accordance with the submission requirements   
  • Participating in professional development in areas of responsibility to aid in ongoing knowledge and skills acquisition.

2. 

Utilize the awareness of accessibility legislation and best practices in order to:

  • Develop assessment tools to identify policies, measures, practices or other requirements that need to be met to identify, prevent and remove barriers; identify gaps with existing arrangements (i.e. identification of barriers for employees with disabilities, areas of potential concern with current or pending legislation)
  • Effectively solicit feedback from employees and stakeholders to identify barriers for people with disabilities (e.g. proactively through focus groups), summarize the feedback to compile aggregate reports and identify any common themes or trends
  • Develop plans to address any areas of concerns to meet and/or exceed standards (i.e. removal and prevention of barriers for people with disabilities), including the development or revision of policies and practices, communication and education strategies, and ongoing assessment

3. 

Establish and Chair an Accessibility Committee to coordinate efforts across campus stakeholders by:

  • Developing a proposal for appropriate stakeholders to be Committee members, terms of reference or mandate for the Committee and its governance structure, the annual work plan and timing of meetings, identifying resources required to support annual work plan, and obtaining necessary approvals and buy in prior to launch
  • Fostering collaboration, information, partnerships between departments or groups in the establishment of a strategy to address accessibility and AODA standards including financial resources required to deliver on objectives to meet or exceed those standards
  • Reviewing any and all developed plans with appropriate stakeholders, obtain feedback and necessary approvals, oversee and coordinate the implementation of approved changes and/or initiatives 
  • Developing policies and practices collaboratively and overseeing the understanding and adoption of policies and practices across campus through effective communication and implementation strategies including an AODA website

4. 

Collaboratively develops, designs and delivers or monitors the delivery of training related to AODA compliance and best practices for campus

  • Monitor the existing training content and records (incl. AODA and Inclusivity), highlight results to department leaders, and promote the training across campus
  • Develops face-to-face AODA training sessions for various target audiences within the University including all permanent and contract staff, casual staff and volunteers, those teaching others, and service, policy and procedure developers
  • Works in collaboration with  department heads and departmental training committees or champions to implement regular training and refresher opportunities
  • Ensures AODA compliance through training, advice to department heads and the development of accessibility champions, and monitoring of completion of modules and collection of the results
  • Develops, maintain and update AODA toolkit and arranges for an AODA website to be created and maintained to house all related documents and materials (i.e. policies and practices)

5. 

Act as back up to the Human Resources’ Disability Advisor (during periods of planned and unplanned absences) as part of the Disability Claims Management team with respect to the Human Resources function of the program, specifically, the administration, vendor management, and communication of the University’s sick leave and long term disability benefits.

Position Requirements

Education:

University degree required, or equivalent education and experience.

Experience:

3 or more years of progressive experience  in relevant field  e.g. Disability Management, Occupational Health or Accessibility. Demonstrated success in dealing with  difficult issues and situations, as well as facilitating sensitive discussion and meetings. Competencies will include strategic thinking, leadership, organization and communication as well as an appreciation of the benefits of collaborative and highly consultative intra-and-inter-departmental functioning in an ever changing environment.

Technical:

MS Word Excel PowerPoint Other
Basic Basic Basic SharePoint, Outlook, Parklane, PeopleSoft-HR

Nature and Scope

Interpersonal Skills:

The incumbent must be a very good communicator and consultative in nature. Internally, the role interacts regularly with representatives from Human Resources, AccessAbility Office, Occupational Health, Safety Office, Library, Parking Services, Police Services, and Plant Operations. More occasional but important contacts are representatives from the three main employee groups CUPE, the Staff Association and the Faculty Association as well as the affiliated Universities. Externally, the role interacts with vendors, other community, university and college professionals with similar responsibilities. Networking with others in the industry will be important in the interest of remaining current with the challenges of a changing environment.   

Level of Responsibility:

The position is responsible for the service delivery processes and efficiencies, data management related to operations and service delivery, the processes and procedures related to human resources management, and communication strategies associated with maximizing access to and utilization of the programs and services of the wellness units. The role is accountable to the Assistant HR Director, Total Compensation and provides specialist support for front line administrative staff and business partners.

Decision-Making Authority:

This position has some decision-making authority for all items outlined above subject to review and approval by the Assistant HR Director, Total Compensation.

Physical and Sensory Demands:

Minimal demands typical of an administrative position operating within an office environment.

Working Environment:

Working Environment: The position is exposed to stress and pressure associated with senior administrative responsibilities. It involves moderate psychological risk and distress resulting from unavoidable exposure to uncomfortable environmental conditions generally associated with normal workplace interpersonal conflict and its resolution and the stresses of change management in a dynamic campus community environment.