CAme ti sclil. 1I"4>Iug to house ~ IIO/ome No 8

Transcription

1 CAme ti sclil 1I"4>Iug to house ~ IIO/ome No 8

2 Published 8 times a year for employees of Canada Mortgage and Housing Corporation. Please address all contributions, including business activities, recreation club and social items, to, Public Affairs Centre, National Office. Contents: Field Experience Helps... 1 Richard Massey at 40 I... 2 When Franyois Blouin and Mariette L'Herault (standing: centre rear) became the first two employees to graduate from the Management Development Program this fall, they posed for a formal photograph with Huguette Sipling and Robert Lajoie. It appears with our article on page 3. The remaining course participants felt something less formal was also called for, with the result you see on our cover. First Two Graduates... 3 ~ MBS Centre on the Move... 5 Employment Equity lauded... 6 From Manager to Countess... 8 Bidding Farewell to Korea... 9 Branch Activities ~ Seasonal Home Safety The Year of the World's Indigenous People Canada

3 Field Experience Helps The Client Service Centre (CSC), part of the Information Systems Client Support Division of MISD at National Office, provides a number of important services: It operates the "Help Desk," well known to most employees, that provides instant information and assistance to all CMHC computer users. It handles software and hardware requests. It produces newsletters and documents, such as Interface, guides, manuals, reports, communiques and the Annual Report on MISD. It co-ordinates activities on behalf of internal clients. It monitors "hot spots" (problem areas) and follows up to ensure client satisfaction. You might say it is a "front door" to Management Information Services (MIS), acting as a source of information about services and products, handling complaints about computers or Pamela Duncan (left) and Soo Johnston. technology, and responding to questions or relaying technical data in understandable lay terms. Until her recent appointment as Acting Director, Information Systems Client Support Division, Pamela Duncan was Manager of the CSC from the time it opened in the fall of She believes that her field experience has been very beneficial in carrying out her duties. Pamela served as Insurance Representative on an MIS "Blueprint" Task Force that developed a Corporate Strategic Plan for the use of information technology. Some 600 people were interviewed to find out where technology could best be used and, ultimately, this led to CORONET. (A second task force in led to CMHC's 1.1 : 1 terminal to staff ratio.) It was a relatively small step, then, to become the first manager of the 20- person strong CSC, where Pamela could use her interpersonal skills to provide a link between internal client needs and available technical resources. She worked extensively with CMHC information system coordinators. Pamela started working for CMHC in London Branch, where she held Soo and Pamela with Don Graveline, a Help Desk Analyst. Volume 28 Number 8

4 a variety of positions over seven years. She worked in Lending, Social Housing and Human Resources, and as an Internal Management Trainee. She was then transferred to Underwriting Division at National Office as a Policy Officer. All this combined to provide Pamela with a broad understanding of CMHC and what is important to the CMHC staff - an understanding vital to her functions in CSC. "This Corporation has been good to me," she says. "I've taken lots of courses, learned a lot about a variety of subjects from appraising to finance to computers, and th~ one-year Internal Management Training was a wonderful experience. I can look back now and see just how useful it was." Recalling her field office days, Pamela says: "Now, I understand the. "-,.; role of National Office and have a better appreciation of the range of functions here. On the other hand, the experience gained from working in a branch has given me first-hand awareness of the Corporation's business. This has served me well at National Office." To other employees; Pamela says: "If you can take advantage of an opportunity to move from field to National, or vice versa, take it to gain new experience. I enjoyed my time in London, but I'm glad I came here." The value of field experience was further demonstrated this year, when Pamela accepted her "acting" appointment. MISD used the opportunity to bring Soo Johnston from BC and Yukon Regional Office for six months. MISD benefited from Soo's experience, while it gave her an opportunity to broaden her own experience. Soo's views are quite similar to Pamela's. Soo says, "I've become more appreciative of the challenges that National Office staff face in their role as policy makers and strategic leaders. Similarly, I feel that my experience and background have heightened MISD's perspective in business realities and field concerns. This is being considered in their day-to-day decisions and discussions on technical projects." Soo Johnston has found the experience to be mutually beneficial. It has allowed sharing of innovative ways in which BC and Yukon Region and MISD can work together in meeting common challenges.... ;;.;..,;,;,111. <1~j,''i'iU&f You have to complete 40 yea many can claim "40-year Club." (Administration by the time he A number of friends leagues attended a. National Office, and m them went on to a fa ner at a local restaurant. photos'show Richard fa ily, and receiving a special ar certificate fr1f'1 CMHC airman Claude Bennett. 11/' 11' '11/. I/l: ft~ 1/\\;;.11'.~.,~. 11 I.i. I Ii i II Volume 28 Number 8

5 Management Development training Program FIRST 0 GRADUATES Mariette L'Herault and Fran~ois Blouin of Ouebec Branch have achieved something they can be proud of: they are the first two graduates of. CMHC's Management Development Training Program. Human Resources put out a brochure in 1990 entitled Career Milestones - Learning Never Stops. The nine milestones are a framework to support the career progression of employees from initial orientation to pre-retirement planning. The program Mariette and Fran~ois completed is a part of Milestone #6, Management Development. The program includes five courses which focus on the transition of an employee toa supervisory or management position, managing individual and team performance, managing change and fostering innovation and, finally, managing one's self. Instructors, under the guidance of Pierre Robinson, Manager, Staff Development and Official Languages, have included Eileen Bertolo, Gilles Grondin, Daniel Picard and Jean-Paul Roberge, with some help from internal resources and external consultants. The course is sponsored by the Human Resources Development Division, under Director Andre Latour. The first course segment, "Transition to Management," runs Monday to Friday and is conducted at National Office, thus providing an opportunity for field office employees to increase their knowledge of National Office and the people who work there. All other course segments run Sunday to Friday, with some evening sessions, and are held in residence at a suitable location. The program was designed by CMHC's Staff Development Group, and is based on the Managerial/Supervisory Capabilities Profile which was validated by a working committee before being approved by Management Committee in The material used is modern and produced to develop skills needed in a TOM envi- At the conclusion of their program, Fran~ois Blouin and Mariette L'Herault (centre) pose with Huguette Sipling and Robert Lajoie. ronment. Participants meet with their supervisor or manager before starting a course in order to develop personal objectives, and prepare an action plan on how to use new skills back at work and how to share this new knowledge with colleagues. The program encourages participation and emphasizes the sharing of ideas and experiences. This results in individuals helping each other to learn new skills and to apply the knowledge back at work. Participants write a daily log to facilitate integration of new skills and insights after completing a course. During the courses, participants cover a wide range of useful subjects, including: reviewing what CMHCexpects of managers and supervisors; applying the five basic principles of human interaction (see side bar); implementing the Performance Management Cycle; managing emotional situations; building a team; negotiating; using TOM tools; dealing with conflict; taking corrective action; overcoming resistance to change; and improving leadership. At the end of each course, evaluations are completed, and these are studied thoroughly to increase course effectiveness. On average, more than 90 per cent of all participants say they are well satisfied with the course. Program Evaluation Division will help instructors to evaluate the program formally, and will seek ways to assess the impact on The Corporation and to determine long-term results. Who is it for? The Management Development Program is mandatory for newly appointed supervisors or managers. Experienced supervisors or managers Vmume 28 Number 8

6 The entire group at Chantecler. Back row, from left: Tom Levesque (Ottawa), Gilles Grondin (Instructor), Michel Desbiens (Quebec Region), Yves Lamarche, Denis Tardif and Nicole Bisson (all from National Office), Gilles Gagnon (Quebec Region), Claude Carrier, Nicole Parent (both from National Office), Fram;ois Blouin and Mariette L 'Herault. (Quebec ), Michael McKinley and Jacques Girard, (both from Laval), Michel Dion (Montreal), Robert Lajoie (Resource Person), Normand Therrien (National Office) and Daniel Picard (Instructor). Front row: Rock Seguin (National Office), Suzanne Cote (Trois Rivieres), Marcel Lemieux (National Office), Pierre-Paul Martin (Longueuil), Denise Dore (National Office), Huguette Sipling (Resource Person), Marie-Michele Delbalso (Longueuil), Jean-Pierre Thouin (National Office), and Robert Labelle (Resource Person). are invited to apply for courses that answer their training needs. Criteria have been developed to determine who will attend a course. Staff Development and Official Languages Group plans to deliver 12 Management Development courses in Each course will be offered in both official languages, with a maximum of 22 participants in each. Many other individuals will be graduating from the five Management Development courses. These employees will be able to manage their staff with greater effectiveness, using a common approach and language. Staff comments Recognizing that they have not had time to gauge long-term personal value, recent graduates nevertheless have some comment about the course. Mariette and Fran\(ois work in the same office and collaborated on their comments: "The quality of teaching should allow CMHC to have managers who are more and more aware and competent in the area of human resource management." Asked what they remember most, they said, "The richness of the teaching, the sheer power of the tools, and the simplicity with which one can apply what one has learned when returning to work. It was surprising to realize that the whole program rests on basic principles which are very simple, yet very powerful, and which one must assimilate at the start." Tom Siems, of Vancouver Branch, has so far completed three of the five courses; he said that management used to be considered a style, whereas now it has become a skill. "The course will lead to more consistency in management." We also asked if they had any tips or ideas for others planning to take the course. Said Tom: "1 took the courses out of order, but recommend taking them in sequence." Mariette and Fran\(ois said, "Seize the opportunity and participate fully with open minds." All agreed on the enthusiasm shown by participants and leaders alike, and the structure which allows creation of a sharing network with other employees across the country, which is invaluable. Some of the group, on the outside looking in. They won'tfeel"outside" where managing is concerned! Volume 28 Number ~

7 MBS(;entre Not only have the volumes of NHA Mortgage-Backed Securities been on the move, so has the office location and the staff! Since last August, MBS volumes have increased $1.1 billion or 33 per cent of 1992's figure of $3.3 billion to a total at the end of August of $4.5 billion! The total number of pools issued (297 at the end of August) was also higher than last year's figures by 37 per cent. Even though the number of pools issued has increased, the average pool size has remained at approximately $15 million. It is anticipated that the forecasted volume of new NHA Mortgage-Backed Securities will be achieved. During 1993, staffing changes have also occurred! Jill Metcalf has assumed new responsibilities as Senior Account Manager; Gwen Hiltz, formerly from the Atlantic Regional Office, transferred to the MBS Centre as Program Administrator; Carmela Briante, Administrative Assistant at the Land Management Office, moved to the MBS Centre as Account Administrator; Ray Belanger, previously Senior Underwriting Policy Operations Officer at National Office, became the Senior Policy Research and Analysis Officer at the MBS Centre's Montreal office; and, while Jim Robertson, the Director of the Centre, has been occupied with French language training, Paul Poliquin, Senior Account Manager from the MBS Centre's Montreal office, has assumed responsibility as the Acting Director of the MBS Centre in Toronto! So, with all these changes, it seemed only fitting that the Centre itself should take on a new look. Since November 1, their new address has been the same as the old address; but they did move from space on the northwest side of the 11th floor of Atria North Phase II, to the former Land Management offices located on the southwest corner of the same floor. We cheated! We took the old suite number sign with us; therefore, our address literally hasn't changed! II The MBS folks who changed their location, but not their address are, seated, Eva Porawa and Jill Metcalf. Standing, from left, Bernice Gallant, Paul Poliquin, Cris Bentivogli, Jim Robertson, Gwen Hiltz, AI Andrew and Carmela Briante. Missing are Connie Simo and Ray Belanger. Volume 28 Number 8

8 CMD(; Employment Equity CMHC POLICY LAUDED Employment Equity staff at National Office: Jeannette Robert, Angela Mutesi and Patricia Paul-Carson. The Treasury Board of Canada established a consultation group in 1991 and had them set out to locate and describe some of the best employment equity practices in Canada as they apply to women. One of the organizations to be recognized in the eight that were selected is CMHC! It is now more than 20 years since the Report of the Royal Commission on the Status of Women in Canada. Successive governments have had as a goal to increase the representation of women within the public service in general, and within specific occupational groups in which their participation had been limited in particular. The consultation group selected eight organizations they felt fell into the "best practices" category. Besides CMHC, they were the Bank of Montreal, Canadian National, Manulife Financial, Newfoundland Telephone, Transport Canada, Warner Lambert and Westcoast Energy. The Executive Summary notes the need for a strong corporate commitment, comprehensive approach, sound analysis, consultation and planning. CMHC was recognized in particular for having set up the Advisory Group - Women in 1975 to promote the interests of women and to review all human resources policies for their impact on women. The emphasis placed on setting up systems to ensure greater management commitment to and accountability for employment equity results was also mentioned in the summary. The 15-page section relating to CMHC in particular outlines a brief his- Volume 28 Number 8

9 Other photographs in the article were taken at an AGW meeting in October. tory of our employment equity program, goals, policies and accountability systems, and shows in brief how the concept is supported in policy and practice. Special mentions include: recruitment and promotion practices, benefits policies, relocation policies, the Milestones Program, career development, pay equity, flexible working arrangements, and dependent care and parental leave. In addition, CMHC's anti-harassment policy in our organizational culture is outlined along with other programs and specific measures, and even receives credit for publishing articles supportive of the employment equity program. Results achieved over a five-year period appear in graph form, and the external recognition CMHC receives is given prominent mention. There has also been some further fallout since the publication was released. The recognition of CMHC's activities that had been spreading mostly by word of mouth is now part of official documentation. For instance, Patricia Paul-Carson, Senior Officer, Employment Equity, has already been asked to help others by participating in External Affairs' employment equity committee as an advisor. The report on CMHC concludes with a note that the "Advisory Group - Women is working on a major initiative which will be addressing the issue of upward mobility of women at CMHC." Their suggestions will be included in the review of our staffing policies and procedures. CMHC has expressed pride in being recognized as a leader in employment equity in Canada, and is clearly continuing to strive toward that end. Volume 28 Number 8

10 Pat Barrett From Manager Pat Barrett at Memphis. to Countess It's April 1993 and, sitting in the VIP seats of the Memphis Convention Centre, is the Comtesse Du Barre, alias Pat Barrett, Manager of the Barrie Office. With her is her escort, Capitaine Baron Christof Franke of the 7e Hussards. Today, she has been asked to attend Princess Napoleon, one of the heirs of Napoleon I, Emperor of the French. Present also are Baron Gourgaud, Comtesse Waleska and a variety of curators from France's great Napoleonic museums. Dressed in a dark green velvet gown trimmed in gold, which she her- self made, Comtesse Du Barre is congratulated on the authenticity of her gown by the curators of Malmaison and Musee de l'empire and various others of France's elite. It is now August 28 and Madame Patricia Lisle (the wife of Captain Robert Lisle of the 19th Light Dragoons serving on the Niagara Frontier ) is serving tea to the Lieutenant Governor of Ontario, the Honourable Hal Jackman. On any given weekend during the summer, in Canada or the United States, Pat can be seen in various costumes from the period , teaching groups of all ages the history of the period as it pertained to Europe and the Canadas. In 1995, she is hoping to participate as a cantiniere of the French 7e Hussards at Waterloo, which means learning to ride. Picture, if you will, Pat galloping behind the Regiment as they attack the Prussian Lancers on the French right flank, seeking to aid the wounded and provide liquid refreshments to the officers and troopers. II Volume 28 Number 8

11 Ann Lueelola Bidding Farewell to Korea Last January, Ann Lucciola, former Editor and valued colleague, took a leave of absence from her responsibilities at CMHC to participate in Expo '93 in Taejon, Korea, as trade liaison for food product sponsorship for the Canada Pavilion. "For the first three months of the project, I worked with the Asia and Pacific Branch of External Affairs to assistwith the development of the theme weeks, an integral component of Canada's overall trade strategy aimed at promoting Canadian industries in Korea and Expo '93," Ann said. During the exposition, six industry trade missions took place in Taejon, Seoul and other parts of Korea to promote trade in energy, telecommunications, transportation, the environment, tourism and education. These same themes were highlighted in the Canada Pavilion exhibits. "The greater professional challenge came in April when I was asked to secure food product sponsorship for the Canada Pavilion. It was the first time the Government of Canada had a food sponsorship program at an international exhibition," she added. Ann's objectives were twofold - to obtain food sponsorships for the Canada Pavilion and to promote typically Canadian food products in Korea. She was successful on both fronts. In approximately four months, Ann obtained three tonnes of food, not including the donated beer, wine and liqueurs. More than 20 companies shipped products in abundance to Korea. These products included raspberries, beef, muskox, lamb, maple syrup, wild rice, salmon, seafood and cheese. One tonne of cheese alone was donated by Saputo Cheese. The Societe des alcools du Quebec donated wine and a new liqueur called Chicoutai, praised by all of the executive chefs in Seoul's largest hotels. "After receiving positive feedback, several Canadian companies made arrangements to sell their products through an agent. In some cases, Canadian representatives were sent to Korea to further promote products." Ann's challenge didn't end with the food sponsorship. Once in Korea, all of the food had to be refrigerated. "Consequently, I pursued the possibility of obtaining free storage for all the food." The Westin Chosun hotel in Seoul agreed to store the food in its freezers, dry storage and cheese rooms. While in Korea, Ann missed no opportunity to promote CMHC and expose our housing expertise to EXPO '93 hosts and visitors. Expo '93 ended in November. With some reluctance, Ann left a country and a people she had grown to love. After completing a report on her activities, Ann plans to take a vacation before returning to her friends and colleagues at CMHC in January. Francine Kingsley, RegN, went to Korea to meet Ann Lucciola on her vacation. They pose here with a real mountie. Volume 28 Number 8

12 Longueuil's Business Development Officer Lionel Lafrance prepares to deliver "Affordability Marketing Kits" to CMHC clients. Lionel has commented that he no longer measures the efficiency of his vehicle by kilometres per litre, but rather by the number of marketing kits he can place in his car. The Longueuil staff are quite happy with the positive response they've received from their clients concerning the promotional kits. AN INTENT GROUPIN REGINA You might wonder what this very intent group of Regina staff are contemplating. The occasion was a buffet breakfast meeting in early September, when Chairman Claude Bennett was conducting visits with key client groups in the city. The answer lies in the second photograph. Our Chairman handed out service awards before he acted as auctioneer at a kick-off auction for United Way. Staff are probably deciding how much to bid! Volume 28 Number 8

13 Rimouski Branch Honours Volunteers by Sylvain Lavoie The Rimouski Branch wanted to publicly recognize the excellent work performed by volunteers in social housing. Their contribution means that CMHC can count on the valuable support of the community in the administration of social housing. On September 17, 1993, an event was held at the Rimouski Congress Center to recognize the achievements of volunteers in social housing from the entire area covering the Lower St. Lawrence, the Gaspe Peninsula and the Magdalen Islands. For the occasion, a jury made up of local personalities chose five award winners from the 25 candidates nominated by social housing directors. The winners were Robert St-Gelais, from the NPO L' Heritage du Lac Humqui, founder ofthe project in 1981 and volunteer board member since then; Romuald Cote, from the NPO Les habitations economiques de Lac-des Aig/es, volunteer board member for the last 15 years, 10 of them as chair- From left to right: Guy Bosse (CMHC regional representative), Andre D'Amours, Therese Cote, Robert St Gelais, Therese Lagrange, Romuald Cote and Fran{:ois D'Abarno (Branch Manager). person; Andre D'Amours, founding member of the Societe d'habitation Grand Portage in Riviere-du-Loup in 1981, and recognized by his peers for never having spared any effort to make manor residents' lives enjoyable; Therese Cote, from the Cooperative d'habitation Ste-Cecile du Bic acting as secretary for the managem~nt office, and working relentlessly to ensure a pleasant and quality environment for the residents; and Therese Lagrange, from the Cooperative d'habitation Acces in Riviere-du-Loup, member since the very beginning in 1982, who has since assumed the main administrative functions, and became chairperson in The winners were each awarded a personalized plaque by Guy Bosse, CMHC's Manager, Planning and Housing Support for the Quebec Region, and Fran~ois D'Abarno, Rimouski Branch Manager. The regional representative made a point of emphasizing the volunteer work carried out by a large number of our fellow citizens who assist CMHC in accomplishing our mission of helping to house Canadians, including the most needy. He further noted the good work of the Portfolio Management staff for this unique initiative in the Chantal Ouellet, Underwriting Officer, vowed to attend the event even though she was convalescing from a broken arm; the Branch Manager was kind enough to cut her food for her. Quebec Region, adding that he hoped to see it repeated in other CMHC branches. In addition, a news release was sent out to local media in order to ensure maximum ~overage of the event. The jury, selected by the Rimouski Branch team, included two local personalities: Carole Duval, Chairperson for the United Way, and Jacques Ferland, pastoral director and representative of the archdiocese of Rimouski. The team also invited Renaud Moreau, CMHC alumnus, who worked in social housing program delivery, so that his experience and expertise could once again benefit both his colleagues and the local community. All Branch employees attended the evening, which ended with a supper attended by around 40 people. The award winners and other volunteers present had the opportunity to meet with CMHC representatives and get to know more about certain aspects of Canada's housing agency. The Branch Manager, Fran~ois D'Abarno, closed the evening by saying how rewarding and socially enriching the event had been for all parties involved, both from CMHC and the community. II Vorume 28 Number 8

14 Seasonal Home Safety Jfaue a Jfappy and c5aft Jfoj)rlay OH, TANNENDAU~ Home safety has become quite a topic in recent years, and many publications have been devoted to the topic. This time of year, it seems appropriate to offer readers some suggestions on the safety of Christmas trees; we still hear of house fires caused because of insufficient knowledge or precautions. Only 20 years or so ago, there was a popular view that Christmas trees could be sprayed with a borax and boric acid compound as a do-it-yourself flame retardant. It never did work, because tree needles do not soak up the liquid the way woven materials do. During the same period, the Canada Safety Council advised immersing trees in a flame retardant approved by Underwriters' Laboratories of Canada; but who wants to dunk their Christmas tree in the bathtub, even if it does fit? There may be some difference of opinion regarding the relative environmental benefits of natural trees grown for the purpose, and those made from synthetic materials. Without joining the environmental debate, we can advise that most artificial Christmas trees are less hazardous inside the home than natural trees; however, to many, they are less aesthetically pleasing. If you plan to have a natural tree in your home, these tips may be useful to help reduce the risk of fire: 1. Buy a fresh tree with springy branches and tight green needles. If it is dry and brittle, it may be a hazard. 2. Keep it outdoors, with the cut base in snow or water until you are ready to set it up. 3. When it's time to set it up, saw about 5 cm (two inches) off the bottom, on the diagonal, to encourage the tree to take up water. Place the tree in a holder that includes a water reservoir, and keep that reservoir filled. 4. Locate the tree well away from drying heat sources such as radiators, heat registers or working fireplaces. 5. Before setting up lighting sets, make sure they are in good repair, that all lights work, and that the set bears a marker indicating that it is approved either by ULC (Underwriters' Laboratories of Canada) or the CSA (Canadian Standards Association). If unsure for any reason, discard the string of lights and get a new one. 6. Use fireproof decorations. 7. Remember to disconnect lights before replacing burned-out bulbs, and make sure replacements are the same size and voltage as the originals. 8. If the tree tends to tilt, attach fine cord (such as strong nylon thread or fishing line) from the upper trunk to any nearby support, such as a curtain rod or window frame. This is also useful if you have a cat that delights in climbing trees! 9. After the holidays, remove the tree from the house as soon as you can, and check into environmentally preferred disposal means in your community. * CHILDREN'S FIRE SAFETY HOOK A HIT The 1992 success of a children's book on fire safety has led to a revised ~ version specifically for children in rural and remote areas. CMHC was one of the sponsors of the original Home Fire Safety activity book developed for the Canada Safety Council's National School Safety Week Campaign. Dave Morris, Chief of Technical Resources for the St. John's Branch, noticed that people in outlying areas were very receptive to the book, even though the text and illustrations were based on urban situations. This prompted him to ask National Office if a version could be produced specifically for residents of remote areas. The result was an updated version aimed at rural audiences, including Native communities, that acknowledges rural factors such as wood stoves and volunteer fire departments. Both versions, which contain stories, puzzles and pages to colour, are aimed at children between five and nine years of age. They've proven to be valuable tools in raising the awareness level among children as to how... f Volume 28 Numi:)Of &

15 house fires can be prevented, and what to do in case of a fire. The rural and remote Home Fire Safety book has been so popular that supplies have run out. An evaluation will now take place and a decision made on what informational products will be most appropriate for the future. In the meantime, if you're a CMHC parent who managed to obtain a copy, why not present it to your children's school for classroom discussion? * S~OKE DETECTORS Even though statistics from the past few years confirm that smoke detectors save lives, between 20 and 40 per cent of Canadian homes are still without properly working alarms. About 18 per cent of households don't even have a smoke detector, and the rest have smoke alarms which are either defective or without a properly charged battery. Even more disturbing is that many of these homeowners may be unaware that their alarms won't go off if needed. The importance of smoke detectors in saving lives is indicated by Statistics Canada figures. Smoke detectors became mandatory in Throughout the early 1980s, the number of private-dwelling fire deaths hovered around 400 per year. By 1987, the figure was down to 367 and, in 1991, the last year for which figures are available, there were 271 home-fire deaths. Although better fire-resistant construction materials and the decline in popularity of smoking have contributed to the lower figures, fire officials say there is little doubt that working smoke detectors are a major life saver. Of course, even one life lost in a_ house fire is too many. Since many deaths can be avoided with the use of smoke detectors, CMHC is urging homeowners to test their detectors on a regular basis. Studies have found that fewer than 30 per cent of the population test their smoke detectors as often as recommended. This is the case even though smoke detectors may malfunction after only three years in an environ- ment where there are a lot of dust and cooking particles, and within 10 to 15 years in cleaner areas of the home. The only way to be sure that your family will be warned in case of fire is to test and clean your smoke detectors regularly, and replace them every ten years. "Smoke detectors will protect you only if they are properly installed, well maintained, and retired and replaced at the end of their expected life," warns Jacques Rousseau, a Project Manager in the Housing Innovation Division of CMHC. lilt's also clear that you must test smoke detectors so that they can reliably warn you in case of fire," he adds. Regular checkups Once a month, check battery power strength by pushing the battery test button. But a working battery will only guarantee a functioning buzzer. It is also necessary to test the detection mechanism. This can be done by lighting a string or blowing out a candle benea~h the smoke detector to send a small plume of smoke up into the smoke detecting chamber. The alarm should sound within 10 to 15 seconds to assure you that you do have a functioning warning system. Regular cleaning of your smoke detector will help to keep it in working order. If a small piece of dirt or some other obstruction gets into the smoke detection chamber, the detector may not react even if it is smothered in smoke; To prevent dirt build-up, vacuum your detector at least twice a year. Smoke detectors should never be painted and need to be covered if dusty work is taking place nearby. Detector locations A minimum level of protection is one smoke detector located on the escape route from the sleeping quarters in your home. It is better to have detectors in each separate sleeping area, on every level of the house, and at the head of the basement stairway. The best level of protection would also include detectors in infrequently used areas, such as the basement and attic. Do not install smoke detectors in kitchens and bathrooms, where cooking and showering activities may cause frequent false alarms. Special safety features Newer alarms are being equipped with mute buttons, a practice CMHC is promoting. This feature'isespecially important for battery-operated alarms. If a battery-operated alarm goes off unneccessarily because of shower mist or cooking, many people remove the battery and forget to put it back. A mute button can silence the unit for a few minutes, avoiding the risk that follows removing a battery. CMHC is also encouraging manufacturers to design alarms with covers that won't Volume 28 Number 8

16 go back on unless a battery is installed. Recent statistics suggest as many of 25 per cent of battery-operated smoke alarms do not go off in the event of a fire due to missing or dead. batteries. Ideally, every home should have a series of smoke detectors that are hard-wired into the electrical supply, and backed up by one or more batterypowered detectors. A new smoke detector should have a CSA (Canadian Standards Association) or ULC (Underwriters' Laboratories of Canada) sticker inside, proving it measures up to Canadian safety standards. This winter, give yourself the gift of "peace of mind" and ensure that all of your smoke alarms are working properly. * Ii I PLAY IT SAFE IN THE KITCHEN THIS HOLIDAY SEASON i As the Christmas season approaches, you'll probably have more company over for dinner. But when you answer the doorbell, is it all right to leave that pot of oil on the stove? Isn't it okay if it's just for a minute? The answer is no, and if you need some convincing, take a look at these alarming statistics. Kitchen fires involving cooking equipment are the most common type of fire in Canada. There were 8,752 of them reported in 1991, along with close to 800 injuries, 42 deaths and damages in the range of $72 million. Clearly, our cooking practices need to be improved!. The main danger occurs when cooking involves ingredients s~ch as animal fat, vegetable oil, lard or butter. But these fires can be avoided by following a few simple rules. Use the right appliance The best way to avoid a grease fire is to use the proper appliance. A properly maintained, CSA-approved deep fat fryer is recommended. Deep fat fryers are designed to maintain a temperature that won't get too high and ignite the fat. They are preferable to open pans on a stove-top, which can overheat. Safe cooking practices Never leave hot grease unattended. The heat should always be turned off if you have to leave the kitchen. Grease should regularly be cleaned from burner pans, stovetops, fridges and walls. The stove-top should be kept free of combustibles, such as spilled food, pot holders and wooden utensils. If smoke appears, the grease is ready to ignite and the burner heat must be reduced. What to do if fire breaks out If a grease fire does begin in a stove-top burner, try to smother the flames by sliding a lid or larger pan over the fire and turning off the heat. Baking soda may also be used to smother a shallow grease fire. Do not use flour, as it may explode. Do not, under any circumstances, pour water on a grease fire. It will only splatter the grease and flames without dousing the fire. If a fire starts inside the oven, close the door and turn off the heat. Similarly, microwave fires may be contained by closing the door and pushing the stop switch. Call the fire department if the fire persists. Do not wear loose-fitting clothes while cooking. If clothing does catch fire, drop to the ground and roll over and over to smother the flames. Minor burns should be treated by running cool water over the affected area. Avoid butter or other ointments, which could further damage the skin. Seek medical help for deep or extensive burns. There should always be a working fire extinguisher in your kitchen The holidays present an added danger with grease firespeople who are drinking alcohol while cooking. Fire department officials in a number of major cities across Canada say that up to 50 per cent of all kitchen fires in their communities are related to alcohol consumption. This holiday season, play it safe in the kitchen. * Volume 28 Number a

17 The III~e... "'-ioii.. 1 ye... 0:1 "'-he -uro.. ld's IIIdigeIIoWIs People The International Year ofthe World's Indigenous People could not have happened at a better time. As Canada's Native people gain autonomy in the political, economic and cultural spheres, it is vital that they receive support and recognition from organizations such as CMHC. The Corporation is working to foster and strengthen new and existing relationships with Native groups across Canada. Initiatives involving Native people are being undertaken in research, training, capacity development and recruitment, as well as awareness activities. CMHC employees have demonstrated with their questions and requests for information that they want to find out more about their Native neighbours. This interest is also evident in the high participation levels in awareness activities across Canada. Awareness activities, when undertaken properly, help to remove stereotypes and negative images which are among the most difficult obstacles that Native people face today ABORIGINAL AWARENESS ACTIVITIES IN YOUR REGION The International Year of the World's Indigenous People presented CMHC with an excellent opportunity to start the first national Aboriginal Awareness Week (AAW) initiative. Overall, AAW helped employees to get beyond the headlines and to meet the Native people themselves. Whether they spoke to artisans, politicians, community workers or housing-delivery agents, employees were happy to have the opportunity to talk to a Native person on a oneto-one basis. Here are some of CMHC's Aboriginal awareness activity highlights from across the country: In September, Andrea Amos, Vancouver's Native Advisory Committee representative, organized a luncheon in cooperation with the Vancouver Native Education Center. Amos also invited Dennis and Laurence Paul, dancers from the nearby Musqueam Reserve, to perform wonderful traditional hoop dances for the staff. With the artisans' village in the back-. ground, dancers get ready to perform at National Office. Meanwhile, the B.C. and Yukon regional office listened to their guest speaker, Nelson Mayer, Vice President of the United Native Nations, bring to life concepts of the sacred circle, the medicine wheel, the four aspects of everyone's nature and other important native concepts. Up north in Prince George on the 23rd, the local Branch had a brown bag lunch where they learned about the symbolic meanings in local artist John Sam's work. On the 25th, staff had another brown bag lunch with Elder Margaret Gagnon, whose talk was so interesting, according to Resource Administrator Mary Pretty, that "lunch did not break up until 2:30." Victoria Branch invited two speakers from the M'Akola Housing Society: Linda Ross, Executive Director, and Joe Johnson, Development Manager. M'Akola ("a safe place") was established as a non-profit society in 1984 and proudly asserts that its housing is designed, built and maintained by Aboriginal people for Aboriginal people. Whitehorse Branch was very active throughout the week. Not only did they make their own buttons, "Native Awareness Week - Celebrate Together," but they also set up a display of local Native clothing and held a traditionalluncheon with delicious moose stew and bannock. The Prairie Region was also quite busy throughout the year with various awareness events. Calgary Branch participated in their city's official AAW activities. Edmonton Branch held a two-day workshop, "Bridging Cultures," for 15 employees, with the goal to help employees gain a better understanding of Aboriginal people and their issues and concerns. One of Saskatoon Branch's activities was a lunch presentation by speakers at Wanuskewin, an archeological site on the outskirts of Saskatoon. All staff participated and were able to visit the park, sit in the teepee and participate in a storyteller/sweetgrass-burning event. After a walk through the park, staff were invited to eat a lunch of buffalo stew and bannock. In addition, Saskatoon Branch and the Prairie Regional Office (PRO) hosted Native guest speakers, who gave personal testimonies on past discrimination experiences during Native Awareness Week. PRO also has plans to invite Marie Campbell, a Metis author, playwright and filmmaker, to speak on the barriers facing Metis people today and how to break down these barriers. Earlier in the year, Winnipeg Branch participated in an Aboriginal Youth Conference held at a local university. Two CMHC Aboriginal employees acted as workshop facilitators during the three-day event. To kick off their AAW, the Branch's Native Advisory Committee organized a traditional luncheon for all staff. Two Native speakers, an elder (grandmother of a CMHC employee) and a CMHC scholarship winner were invited to speak.. Volume 28 Number 8 Supplement to

18 As well, the sister of one of Winnipeg Branch's Native employees gave a presentation on cultural awareness, which approximately 22 staff members attended. Regina Branch celebrated the International Year by arranging a tour of the new First Nations Gallery at a local muse.um for all its employees. In conjunction with National Fire Safety Week, copies of a "Native and remote" version of a fire safety workbook were distributed by the Branch's Communication Officer to children in grades two to four in all reserve schools in the Regina Branch area. Both Regina and Saskatoon branches collaborated in the development of a Native media campaign involving the Saskatchewan Indian, New Breed Magazine and Missinipi Broadcasting Corporation. In addition, Regina Branch's October newsletter had the International Year as its theme. As part of the International Year, Yellowknife Branch plans to invite Bertha Allen, President of the Native Women's Association, to speak to the staff on her personal experiences. In Ontario, Windsor Branch invited Naomi Wilson from a local urban Native organization to give staff a general presentation on the history of Native people in the EsseX/Kent counties. The staff was very impressed with Wilson's presentation and ability at fielding some rather tough questions. Throughout the week, Hamilton Branch set up an interesting historical display of artifacts, books and various photos that the public also enjoyed. Their staff was also treated to discussions and flute performances by Danny Beaton, a Native environmental activist of the Turtle Island Clan and Mohawk Six Nations, and Renee Hill, a Cultural Interpreter at the Woodland Cultural Center in Brantford, Ontario. Hamilton's staff was also served a luncheon of traditional Iroquois Three Sisters Soup, Native cookies and juices. Four visitors from the Six Nations Housing Administration were invited to tour their office and share in the luncheon. Sudbury office organized two events. The first was a presentation by Herb Nabigon, a Native professor from Laurentian University. The second was a delicious traditional luncheon, catered by a Native association in Sudbury. The Kitchener Office celebrated AAW with a variety of activities that included a visit to the Weejeendimin Native resource centre. A display was set up and two videos from the Royal Commission on Aboriginal People were screened. Staff felt the highlight of the week was a luncheon at the Kitchener-Waterloo Urban Native Wigwam Project, funded by CMHC. Carole Musgrove and Carleen Elliot shared some information about the centre and Kitchener Office Manager Bruce Hutchings spoke about CMHC and some of their experiences with the Saugeen and Cape Croker reserves. Chicoutimi Branch organized a visit with the Montagnais Council of Lac St-Jean a Pointe Bleue. At the meeting, President Flichel met with the Council's chief representative, Clifford Moore. Laval Branch recognized the week with different displays and a traditional Huron-Wendat luncheon. Montreal Branch arranged to have two Native students in their office throughout the AAW week. Cultural awareness, training and community-building sessions were organized through Quebec Regional Office in cooperation with provincial Native housing groups. In the Atlantic Region, Charlottetown Branch helped out with a fly fishing derby organized by the Native Council of Prince Edward Island. National Office's opening ceremonies started off the week with a sweetgrass ceremony by Elder Noel Knockwood and dancing and drumming by local performers from Ottawa. Oneida architect Brian Porter spoke on traditional and contemporary Native design. Later in the week, Australian Dr. Carolyn Allport talked about Aboriginal housing issues in Australia. The folks at Beaver foods in National Office's cafeteria prepared such a popular "Indigenous Foods Menu" that it sold out in less than an hour! A detailed report on the first Aboriginal Awareness Week will be coming out early next year with more detailed descriptions of these events. If you do not receive a copy and would like one, please write Carla Robinson, N07. HOUSING AWARDS PROGRAM : NATIONAL ABORIGINAL : ACHIEVEMENT AWARDS.. The cycle of CMHC's bi-annual Housing Awards : The federal government, along with some members of the private sector, have named the National Aboriginal Achieve Program is underway. The theme is Native Housing and the.. focus will be on successful, innovative Native housing and : ment Awards (NAAA) as the official national project to appropriately commemorate the International Year. The Awards, community development projects. Award winners will be select- : ed in June and a national symposium is scheduled for November : which will be broadcast in prime time by CBC in March 1994, are being organized by the Canadian Native Arts Foundation. In addition to the established Calls for Submissions route of the past cycles, CMHC will be proactively seeking awards entries. With help from the field offices, a list of potential entrants has been compiled by Housing Innovation Division. Continuing this mode of National-field office cooperation will be a key element in the 1994 Housing Awards Program. Contact Tom Kerwin, (613) for more information. Supplement to.... CMHC is contributing $10,000 to the event, which will have : "Housing and Community Development" as one of its award cat.. egories. Two jurors have been selected to represent the housing : field: architect Douglas Cardinal and Gary Merkle from B.C. : Branches are encouraged to keep an eye out for Native achievers : in their office or region, as CMHC will play an active role in nomi.. nating potential winners in the housing field..... Volume 28 Number e

19 SClIL ri CMl:lC Qoe.tion habitation, c01qp t ez s... nons Volume NO 8

20 Journal publie huit fois I'an pour les employes de la Societe canadienne d'hypotheques et de logement. Veuillez adresser vos articles ou to utes communications et suggestions a, Centre des relations publiques, Bureau national. Sommaire L' experience des bureaux exterieurs, ~a aide!... 1 Richard Massey a 40 ans de service!... 2 Quand Fram;ois Blouin et Mariette L'Herault (debout a I'arriere, au centre) sont devenus les premiers a terminer, a I'automne, Ie Programme de perfectionnement des cadres, ils ont pose pour une photographie officiel/e en compagnie d'huguette Sipling et de Robert Lajoie. Cette photo accompagne notre article de la page 3. Les autres membres de groupe etaient d'avis qu'ij fal/ait aussi une photo moins formel/e. Le resultat orne notre page couverture. Les deux premiers diplomes... 3 Du mouvement au centre des titres hypothecairess... 5 Des louanges pour la SCHL De directrice a comtesse... 8 Adieux a la Coree... 9 Activites des succursales La securite a la maison a I' occasion des Fetes Canada L'Annee internationale des populations autochtones.t!l!!lu'''.''''"ii II... 15

21 l'ex,erience ~es ~ureaux exterieurs, ta ai~e! Le Centre des services aux clients (CSC), une composante de la Division des systemes d'information et du soutien des clients au Bureau national, offre des services importants : II dirige Ie Groupe d'assistance, bien connu de la plupart des employes, lequel procure de I'information et de I'aide immediates a tous les utilisateurs d'ordinateur de la SCHL. II traite les demandes de logiciel et de materiel. II produit des documents et des bulletins, comme Interface, des guides, des manuels, des rapports, des communiques et Ie rapport annuel de la DGSIG. II coordonne des activites au nom de clients internes. II controle les problemes et assure un suivi pour garantir la satisfaction du client. Le Centre est en quelque sorte la porte d'entree des Services d'information de gestion. C'est une source de renseignements sur les services et les produits ou I'on re~oit aussi les plaintes a propos des ordinateurs ou de la technologie. On y est egalement en mesure de repondre aux questions ou de communiquer des donnees techni- Pamela Duncan (a gauche) et S06 Johnston. ques de fa~on comprehensible aux noninities. Jusqu'a sa recente nomination au poste de directrice interimaire de la Division des systemes d'information et du soutien des clients, Pamela Duncan etait directrice du CSC depuis sa mise en service a I'automne de Elle estime que son experience' dans un bureau exterieur lui a ete tres profitable dans I'execution de ses attributions. Pamela a siege, a titre de representante du Secteur de I'assurance, au Groupe de travail sur Ie plan STG charge d'elaborer un plan strategique sur I'utilisation de la technologie de I'information a la Societe. Quelque 600 personnes ont ete interrogees pour determiner comment cette technologie pouvait etre utilisee a notre avantage, une demarche qui a mene a la creation du reseau CORONET. (Un ' second groupe de travail forme en a perm is d'atteindre Ie rapport terminal-employe de 1,1 a'1.) De la, elle n'a eu qu'un pas a franchir pour devenir la premiere directrice du CSC, un groupe compose de 20 employes, ou son entregentlui a servi a etablir des liens entre les besoins des clients interneset les ressources techniques disponibles. Dans Ie cadre de ses fonctions, Pamela a travaille en etroite collaboration avec les coordonnateurs, Systeme d'information, de la SCHL. Pamela a debute a la SCHL a la Succursale de London, ou elle a occupe divers postes pendant une peri ode de sept ans. Elle a travaille dans les secteurs du pret, du logement social et des ressources humaines et a suivi un stage interne de formation en gestion. Elle a ensuite ete mutee a la Division de la souscription du Bureau national en tant qu'agente de lignes de conduite. Toute cette experience a permis a Pamela de se faire une idee claire de la SCHL et de ce qui compte pour Ie personnel de la SCHL, un avantage crucial pour Ie poste qu'elle occupe. Sao et Pamela en compagnie de Don Graveline, analyste au groupe d'assistance. Vmume 28 Numero 8