outreach worker

mentor

restorative justice coordinator

administrative assistant

volunteer coordinator

Central Alberta FASD Network

A typical work day involves supporting clients and caregivers impacted by FASD
I have learned the value of putting the client first and focusing on their strengths through modeling by my clinical supervisor
I feel confident and comfortable approaching any of the leadership team; I have always felt supported even when I received constructive feedback or requests to make improvements or changes
Supportive if you are contributing positively
It is fast paced and the expectations for work ethic are high but your mental and physical health are considered important by leadership and that shows
The office atmosphere and the  clients

This small company of under 20 people, has a turnover of about 1-2 employees every month. Sadly, this means the company is losing on the ideas and community relationship building these people have done. It has also fostered an environment of distrust amongst the employees and a high level of stress for people who fear for their jobs. Since the management routinely changes the titles and roles of some people with little notice, it has become confusing who is actually responsible for what duties. With clearer communication, more transparency with management, and a more teamwork approach, good people will stop being lost to the current toxic environment at this company.

In my experience at the network, the lack of comprehensive training and prevalent negative attitudes have posed significant challenges for employees to excel in their roles effectively. False allegations among colleagues further undermine morale and trust in the workplace. The absence of an HR department leaves some employees feeling stranded and unsupported in addressing grievances. Without a proper channel for recourse, instances of misconduct and unfair treatment often go unaddressed. The sporadic presence of management results in minimal oversight and frequently leads to negative feedback. It's disheartening to reflect on the fact that in a professional setting, I've never felt more isolated and undervalued.

Like many NPOs, this organization attracts well-meaning people who are passionate about their work and are capable of handling high-stress situations. While these professionals are hired for their education and expertise, they are not rewarded for it through financial means or respect. Instead, they are micromanaged and belittled in front of their peers. Communication from management is confusing and tasks are ever-changing. Issues are not addressed as there is no HR department, no Union, and no Board involvement for the employees to turn to. The resolution process is termination. Having a feedback system for management would help improve the high-rate of employee discipline and termination.

From day one I have loved the positive team dynamic and environment at the office. Everyone is willing to help each other and there are constant check-ins from both staff and management. Management advocate for your mental and physical well-being which I find a lot of other workplaces lack; and also ensure you have a positive work-life balance. There's often opportunities to enhance your skill set based on performance and productivity, which encourages you to stay passionate about your role within the Network and Community.

This organization has been through more skilled and talented people in the past two years than currently work there. While the jobs themselves can be stressful, the inner-office politics are what is driving people away from the Network. Little chance of job security exists within the Network, who select who can be part of their “clique.” This creates a hostile atmosphere and is bad for mental health. A potential hire would be good to ask how many employees have been terminated in the previous year or have quit. 

There is a definite “clique” culture present at the Network that may explain why a few people may feel supported and receive promotions, while so many others do not. The extreme differences in these experiences is enough to raise concerns about the employee dynamics and the management structure at this organization. It should be concerning that more people have left the Network in the past year than are currently employed there. Examining structural concerns would help retain people invested in the field.

Management is inconsistent, doesn’t listen to concerns, and turns things around on you. The workplace is still toxic with gossip, unprofessional supervisors who talk openly about reasons other staff have been fired, and there continues to be a high turnover rate, even tho they will try to tell you it’s much better than last year. Not a respectful or supportive environment, and I would never consider going back there. I think the high turnover rate should speak for itself of how toxic this workplace environment is.

The FASD network has been a great place to work. One of my favourite things about the company is how supportive management has been. They are happy to work with you regarding your areas of interest, and are there to support you reach your goals. The work life balance has always been great. The organization is ever growing, allowing for future opportunities to become available. 



I’m a newer employee, but my experience so far has been very positive. The team has been welcoming, supportive, and willing to help me learn. Training has been organized and I feel comfortable asking questions. It’s a professional environment where people treat each other with respect, and I’m really happy with my decision to join the company.

Top Job Titles	Average salary
Outreach worker 7 salaries reported	$27.50 per hour
Mentor 3 salaries reported	$27.50 per hour
Restorative justice coordinator 4 salaries reported	$27.50 per hour
Administrative assistant 1 salary reported	$26.00 per hour
Volunteer coordinator 1 salary reported	$32.50 per hour

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