Announcements

> 2018

Cultural Human Resources Council

Welcome to the
CHRC Newsletter
May 2018


Full steam ahead!

The difficult cycle of expand-and-contract-with-project-funding is one which CHRC knows all too well, as a cross-sector national arts service organization. And it is one that many of our members will identify with. We are pleased to say that we are now in expansion mode - leading on several HR issues in the sector including training, anti-harassment initiatives, mentorship and internships, and compensation. We are grateful for our solid membership base (reflected in the strong renewals for 2018) that supports and is working with us to address these issues.

In this issue!

Respectful Workplaces in the Arts

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As announced in an April press release, CHRC’s applications to both Canada Council and the Department of Canadian Heritage (PCH) for funding support for a number of anti-harassment initiatives in the performing, literary and visual arts and crafts, were successful. This followed fast on the heels of a similar announcement in Quebec where the cultural sector received significant provincial funding; a series of initiatives from the screen-based industries in English Canada; and gatherings and a statement from the music industry. A two-year project, Respectful Workplaces in the Arts, was launched and is underway. A Coordinating Committee of artists and employers has been established – including representatives from dance, theatre, music, literary arts, visual arts and crafts, francophone arts outside of Quebec, and Indigenous arts communities.

Over the coming months we will move quickly to provide the sector with training, tools and resources to help artists and organizations deal with harassment and to prevent it – to ensure that respectful workplaces in the arts are the norm and to be expected. The federal government has already announced that it will no longer provide funding to organizations that have not adopted a “no tolerance” policy toward sexual harassment, so the need for tools and resources such as policies and procedures, and Board/employer and staff/artist training is immediate.

The undertakings in Respectful Workplaces in the Arts over the coming year include:

  • consultations with equity-seeking communities
  • a national code of conduct
  • training videos for artist/staff and employers/Boards
  • webinars on compliance with specific provincial and territorial legislation
  • a marketing campaign on respectful workplaces that is directed at arts audiences
  • a dedicated website on Respectful Workplaces in the Arts
  • research on reporting mechanisms in cases of harassment
  • a plan to communicate the ‘respectful workplaces’ message to training institutions
  • a new tool on Anti-Harassment in CHRC’s HR Management Toolkit with advice on the development of Board policies and procedures to deal with and prevent harassment.

The second year of the Respectful Workplaces in the Arts project will focus on training trainers from the sector to design and deliver to their communities, workshops on how to deal with and prevent harassment in the workplace.

As Respectful Workplaces in the Arts moves forward, it will be in collaboration with the broad sector that is tackling harassment head on.

Talent to Lead Year 3

T2L LogoWe are very pleased that we have received confirmation of funding support from both the Department of Canadian Heritage and the Metcalf Foundation for a third year of our Talent to Lead programme (T2L). In Cohorts 1 and 2 of the completed project, 42 talented mid-level managers from across the country and across the sector were selected and participated in T2L. This year in Cohort 3, the focus will be on managers in Indigenous, culturally diverse and official language minority communities.

As well as the mentorships and webinar training, this year there will be regional gatherings across the country to bring together participants from Cohorts 1, 2 and 3 for one-day meetings that will include training on anti-harassment, and will form the basis for a white paper on White Paper on Cultural Leadership – A Perspective from the Field of Mid-Career Managers.

A national Steering Committee is being established. Call for applications to participate in T2L Year 3 will be out in the next couple of months.

Arts Futures

Interactive Ontario LogoCHRC is very pleased to be working with Interactive Ontario on an exciting project entitled Arts Futures – funded by the Canada Council’s Digital Strategy Fund: Digital Literacy and Intelligence component.

Arts Futures will include a series of 11 workshops in Toronto and Ottawa (4 of which will be live-streamed, so available across the country), designed to provide artists/arts organizations with opportunities to build their digital skills. The events will also feature facilitated in-person and electronic networking, allowing artists/arts organizations to meet digital media producers in the hope of creating new connections, collaborations and knowledge transfer.

The primary goal of the proposed initiative is to assist artists and arts organizations to build their digital capacity. Participating organizations will gain skills in a variety of areas, including digital transformation, design thinking & inclusive design, financial technologies for creators (such as block chain) and immersive technologies (such as augmented and virtual reality). Additionally, the event series will work to make connections between artists/arts organizations and digital media producers, in order to spark future digital arts collaborations and allow for mutual sharing of expertise between the sectors.

The initiative will provide numerous artists and arts organizations with the opportunity to strengthen their digital skills in both business (financial technologies) and creative (immersive media tools) areas. Participants will engage in practical workshops, complemented by the chance to meet digital media producers who can help them operationalize the learnings from the sessions.

As Interactive Ontario has said: “Digital tools are increasingly influencing arts & culture. Digital technologies allow artists to streamline their operations and spend more time creating. Immersive tools such as augmented reality are being used to heighten experiences in music, theatre, museums and more. This series is designed to allow artists and arts organizations to take advantage of these new tools in order to push the boundaries of their chosen medium.”

YCW Building Careers in Heritage

YCW Logo

CHRC has been able to support internships in 30 arts organizations across the country and across the sector in this year’s Building Careers in Heritage programme which we administer on behalf of the Department of Canadian Heritage (PCH). While once again we regret that we did not have the funding to support a full two thirds of the very good applications we received, we are grateful that PCH has provided a small increase in the funding available. We will continue to make the case for internships in the sector as a key way of launching arts managers and artists in their careers in culture.

National Compensation Survey - its message

National Compensation Study for Managerial and Administrative Positions in Not-for-Profit Arts OrganizationsThe National Compensation Study for Managerial and Administrative Positions in Not-for-Profit Arts Organizations, commissioned by the Canada Council for the Arts and The Department of Canadian Heritage, and undertaken by Mercer, was finally released in mid-April. The initial key finding of a decline in compensation was both very disappointing and a shock. However, a revision by Mercer of the calculations and methodology leading to that result provided a somewhat better picture – though still not where we need to be. Compensation for arts managers and administrators has in fact increased at 6.7% since the last study in 2008.. However, the cold truth is that this represents a very small increase on a yearly basis. For example, in organizations with operating budgets of $250,000 to $1,000,000 (representing 44% of the survey respondents), the real wage increase is calculated to be 3.9% over nine years (0.43% per year), well behind the all industry average real wage growth.

The message remains the same: recruitment and retention of arts managers and administrators (the spine of the cultural infrastructure across the country) will continue to be a challenge for the sector. We must press for better compensation for our managerial and administrative positions.

CHRC Annual General Meeting

CHRC Annual General Meeting – June 25 in Toronto

CHRC’s 24rd Annual General Meeting will take place on June 25, 2018 at 11:00 am. It will be held at 166 King Street East, Suite 300 in the offices and Boardroom of Simon and Schuster Canada.

Looking for a job? Looking for talent?

Current Job Postings

Title Organisation City, Province
Responsable des locations La Nouvelle Scène Gilles Desjardins Ottawa, Ontario
Coordination de production et de communications Théâtre la Catapulte Ottawa, Ontario
Directeur ou directrice Ladies’ Morning Musical Club Montreal, Quebec
Managing Director Ladies’ Morning Musical Club Montreal, Quebec
Artistic Director Dance Umbrella of Ontario Winnipeg, Manitoba
Human Resources Specialist Edmonton Arts Council Edmonton, Alberta
Company Manager, English Theatre National Arts Centre / Centre national des Arts Ottawa, Ontario
Vice President, Marketing - Toronto Symphony Orchestra Genovese, Vanderhoof & Associates Toronto, Ontario
General Manager Dekker Centre for the Performing Arts North Battleford, Saskatchewan

CHRC members receive a 25% discount on job postings!

Don't forget... CHRC's team at your service!


Featured Organisation Plus Member

Canadian Institute for Theatre Technology

The Canadian Institute for Theatre Technology (CITT) is a national arts service organisation that actively promotes the professional development of its members and works for the betterment of the Canadian live performance community.

Susan Annis, Executive Director
Extension 22 - sannis@culturalhrc.ca

Annalee Adair, Project Manager Talent to Lead
annalee.adair@culturalhrc.ca

Erma Barnett, Finance Officer
ebarnett@culturalhrc.ca

Lucie M. D'Aoust, Sr. Project Manager
Extension 21 - ldaoust@culturalhrc.ca

Michael Lechasseur, Webmaster
mlechasseur@culturalhrc.ca

A list of Board members can be found on CHRC's web site.

 

Cultural Human Resources Council (CHRC)
201 - 251 Bank St., Ottawa, ON  K2P 1X3
Tel. 613-562-1535   Fax 613-562-2982