Algonquin College (Ottawa Valley)

Outdoor Adventure
Human Resources Final Project
Cultural Expeditions Cree
Eeyou/Eenou (CECEE)

Stephan Gunner
Cultural Expeditions Cree Eeyou/Eenou

December 15, 2015

Table of Contents
Introduction and background ..................................................................................................2
History ....................................................................................................................................
28.4 Cree Associations ..........................................................................................................
28.4.1 ....................................................................................................................................
28.6 Cree Outfitting and Tourism Association ........................................................................
28.6.1 .....................................................................................................................................
28.6.2 .....................................................................................................................................
Positioning of Cultural Expeditions Cree Eeyou/Eenou........................................................3
Objective .....................................................................................................................................
Implement Section 28.6 of the JBNQA...................................................................................
Community Awareness and Capacity Building .......................................................................
Marketing ...............................................................................................................................
Recruitment and Vetting ..........................................................................................................7
Position and Work Requirements ...........................................................................................
Organization Structure ...........................................................................................................
Positions .....................................................................................................................................
Cree Outfitting and Tourism Association (COTA) positions: ................................................
Cultural Expedition Cree Eeyou/Eenou
Induction
Performance and Accountability .................................................................................................8
Professional Development ............................................................................................................
Promotion / Termination ...............................................................................................................
Succession and Continuation Strategy .........................................................................................
Sources .......................................................................................................................................

Introduction and background

The Cultural Expeditions Cree Eeyou/Eenou (CECEE) is an authentic Aboriginal cultural tourism
business which provides training and offers human resources in various Cree cultural
expeditions. The CECEE is Aboriginally-owned and offers training to Cree beneficiaries under
the James Bay Northern Quebec Agreement (JBNQA). With Cree businesses that are
associated in offering various Cree cultural expedition products; we provide an industry-wide
standards training and offer human resources for Cree entrepreneurs under the JBNQA. The
CECEE is a member with the Cree Outfitting and Tourism Association/Eeyou Istchee Tourism
(COTA/EIT), which CECEE shares its membership monies with the COTA/EIT.
By the year 2020, the CECEE would conduct and preform its duties along with the partnership
with COTA/EIT
The Cree of Northern Quebec or the Eeyou (coastal dialect)/Eenou (inland dialect) have shared
their culture since time of memorial, closely guided by their community, values of respect, honour
and integrity. We provide the training and offer human resources along in helping entrepreneurs
along with their Cree beneficiaries to ensure that future generations have those same
opportunities.

History
The negotiations leading to the James Bay Northern Quebec Agreement (JBNQA) provided the
platform for gaining control over tourism development. With the signing of the final Agreement
in November 1975, the legal framework for the control became a reality and paved the way for
the creation if Cree Associations as a treaty obligation under sections 20.4 and 28.6 of the
JBNQA
28.4 Cree Associations
28.4.1 Subject to the positive conclusion of the necessary feasibility studies involving the Crees
to the greatest extent possible and to the availability of funds, Canada and/or Quebec will assist
the Crees with funding and technical advice in establishing, as soon as possible, as described
herein:
a) A Cree Trappers Association;
b) A Cree Outfitting and Tourism Association;
c) A Cree Native Arts and Crafts Association
28.6 Cree Outfitting and Tourism Association
28.6.1 As soon as possible following the execution of the Agreement and subject to the results
of the feasibility studies referred to in paragraph 28.4.1 there shall be established a Cree
Outfitting and Tourism Association which shall inter alia:
a) Providing market, booking and promotion services for Cree outfitting operations;

b) Provide business, management, accounting and professional services for Cree outfitters;
c) Conduct feasibility studies related to establishment or siting of individual outfitting facilities
or a network of outfitting facilities.
28.6.2 Subject to the result of the feasibility studies and in the event that a Cree Outfitting and
Tourism Association is established. Canada, Quebec and the Cree Regional Authority, in
proportion to be mutually agreed upon shall assist the Association in the operations and objects.
Positioning of CECEE
The CECEE is a member of COTA/EIT and will, shall not act as; a Cree Entity; a Cree
Association; nor as consultant business advisor, however will act as a business for Cree
beneficiaries from the JBNQA, whom seek and meet the CECEE objectives under its
membership and services which are shared upon with COTA/EIT.

Objectives
Implement Section 28.6 of the JBNQA

Provide marketing, booking, and promotion services, where necessary, for Cree outfitting
and tourist operations.
Provide business, management, accounting and professional services, where necessary,
for Cree outfitters and tourist businesses.
Conduct feasibility studies related to the establishment of individual outfitting or tourism
facilities or a network of outfitting our tourism facilities

Community Awareness and Capacity Building

Place a priority on increasing awareness of tourism as a sustainable economic

development opportunity.
Increase the capacity of local and regional institutions to provide services by improving
access to information.
Support and undertake training and skills development initiatives that recognize Cree
skills and industry standards.
Support and encourage human resource development related to tourism.

Marketing

Increase market share by researching the feasibility of regional projects that promote the
communities.
Conduct product development and market research that include visitor statistic and
product inventories.

Organization Structure
The board members of Cree Outfitting and Tourism Association/Eeyou Istchee Tourism
(COTA/EIT) have annual meetings, along with a Cree Regional Authority (CRA) Board of
Compensation Representative. The President and Vice President serve important decision
making for COTA/EIT. The COTA/EIT closely works with the Cultural Expeditions Cree
Eeyou/Eenou (CECEE) and assess the production in any training or human resources regarding
the general progress of its objectives

Cree Regional
Authority Board of
Compensation

Cultural Expeditions
Cree Eeyou/Eenou
(CECEE) "Fictional
Business"

Board Member From

Whapmagoostui

Executive Director

Human Resources

Board Member of
Chisasibi

Board Member of
Wemindji

Product Development

Marketing Research

Board Member of
Eastmain

Board Member of
Waskaganish

Financial
Development

Board Member of
Nemaska

Board Member of
Mistissini

Board Member of
Ouje-Bougoumou

Board Member of
Waswanipi

President of COTA/EIT:

Position

Cree Outfitting and

Tourism Association
(COTA)

CRA/BOC
Representitive

Positions

Organization

President and Vice

Pesident of COTA/EIT
+ CRA Representative

The job description of the president of COTA/EIT is that he/she may exercise the and work
collaboratively with the Board of Directors in the leading the transformation of COTA/EIT a
non-profit organization.
The President, a position created to comply and follow protocols, will report into the Founder
and work collaboratively with the Board of Directors in leading the transformation of CECEE
from its current stage to a more mature organization capable of delivering on its long term
vision. Specifically, s/he will ensure that CECEE fiscal, operations, fundraising, marketing,
human resource, technology, and programmatic strategies are effectively implemented across
all segments of the organization.
Responsibilities

Strategic vision and leadership

Provide inspirational leadership and direction to all executives, and ensure the continued
development and management of a professional and efficient organization; establish effective
decision-making processes that will enable CECEE to achieve its long- and short-term goals
and objectives
Cultivate a strong and transparent working relationship with the Board and ensure open
communication about the measurement of financial, programmatic, and impact performance
against stated milestones and goals
Collaborate with the founder and the board to refine and implement the strategic plan while
ensuring that the budget, staff and priorities are aligned with CECEE core mission
In partnership with the Founder, help build a diverse and inclusive Board representative of the
community that is highly engaged and willing to leverage and secure resources
Development
Ensure that the flow of funds permits CECEE to make continuous progress towards the
achievement of its mission and that those funds are allocated properly to reflect present needs
and future potential
Formulate and execute comprehensive marketing, branding and development strategies that
will ensure consistency throughout the organization and enhance revenue from major donors,
foundations, government agencies, and corporations
Strengthening infrastructure and operations
Ensure the delivery of high quality services while managing for current and future growth
Support and motivate the organization's staff
Facilitate cross-departmental collaboration and strengthen internal communications with staff
throughout the organization; create and promote a positive, multicultural work environment that
supports consistency throughout the organization's strategy, operational methods, and data
collection needs
Oversee the financial status of the organization including developing long and short range
financial plans, monitoring the budget and ensuring sound financial controls are in place; set

financial priorities accurately to ensure the organization is operating in a manner that supports
the needs of the program and staff
Program Development
Rationalize the delivery of programs through new and existing offices and partnerships
Increase efficiencies and consistency throughout the organization by developing and
implementing standardized programs, services and program office marketing
Qualifications
Excellent coalition building skills with an ability to communicate and work effectively with a
variety of internal and external stakeholders; a persuasive negotiator able to achieve
consensus amongst differing opinions
Prior nonprofit experience ideal; management of a global or multisite organization preferred
Significant board development, fundraising, marketing/branding and fiscal management
experience a must
At least 10 to 14 years of overall professional experience
Outstanding presentation and communication skills and the experience and proclivity to be an
outgoing spokesperson, relationship builder, and fundraiser
Strong commitment to the professional development of staff; successful track record of
recruiting and retaining a diverse team
Vice President of COTA/EIT:
Cree Regional Authority Board of Compensation Representative:
Board Member for COTA/EIT:
Cree Outfitting and Tourism Association (COTA) positions:
1.
2.
3.
4.
5.

Executive Director
Assistant to the Executive Director
Membership Services
Special Projects Officer
Marketing

Eeyou Istche Tourism (EIT) positions:

Only Vice President for COTA/EIT
Cultural Expeditions Cree Eeyou/Eenou (CECEE) positions:
1.
2.
3.
4.
5.

Executive Director
Human Resources
Product Development
Marketing Research
Financial Development Officer

Recruitment Vetting
For COTA/EIT the general duties is to call references and confirm employers previously.
Vetting is done candidate has gone through interviews. Background cheque is done early and
done so by avoiding any issues that may arise in the future of the applicant. The CECEE is to
have permission to investigate the applicants background

Hiring and Contracting

The hiring process is to understand the applicant for a specific position. To conduct an
evaluation during the interview process makes sense because CECEE would be looking for
applicant qualifications and experience or knowledge on the position that is applicable on a
position.
Before obtaining approval to advertise the position, consider the following. Conducting a job
analysis for this process is vital and important on the long run as to the potential employment
pre-determines the applicants qualities and services that can or would be fulfilled occurs,
replacing the role is typically the logical step to take. During the hiring process is approved the
applicant has the right to know the details and duties for a contract that is to be signed. The
applicant then signs a form and has the right to know the General Information; Position
Purpose, Essential Functions, Minimum Requirements, Preferred Qualifications
The candidate or applicant is to know basic responsibilities of CECEE and qualifications to
attract the best suited for individual which he/she is to provide an opportunity to clearly
articulate the value proposition for his/her role. The need to improve retention as turnover is
highest with newly hired employees. Optimizes search engine results by ensuring job postings
rank high in candidate search results when searching on-line. Your HR Classification Analyst
can assist in reviewing and completing. Review the role and decide if there are any changes
required as certain tasks and responsibilities performed by the previous person may not or
should not be performed by the new person

Induction
Definition: An employee is involved those practices used to help new and beginning
employees of CECEE to become competent and effective professionals in the industry serving
the northern region of Quebec. Induction programs also help develop an understanding of the
community and cultures.
Supported employee of CECEE have better planned instruction, a wider range of materials,
more confidence and better classroom management. Goals of employer Induction:
1. Improve performance
2. Retain competent in the profession
3. Promote the personal and professional well-being of the new and beginning employees of
CECEE
4. Build a foundation for continued professional growth through structured contact with
mentors, administrators and other veteran employees of CECEE.
5. Transmit the culture of the profession Benefits of Induction Programs
1. Benefits for CECEE employees

Continuity in business instruction

Improved Employee of CECEE retention and performance
Greater self-confidence
Improved achievement in employment Benefits for New and Beginning employees
Accelerated success and effectiveness
Greater self-confidence
Heightened job satisfaction
Improved personal and professional well-being
Enhanced commitment to students, school and profession
Increased opportunity for building connections with the community
Improved level of comfort and support A Program for Beginning employees of CECEE
Induction
Benefits for Mentors
Leadership development
Increased professional growth and job satisfaction
Increased collaboration
Facilitation and development of new ideas
Enhanced self-image
Sharing of pedagogical strategies
Benefits for Administrators

Improved principal Quebec tourism relations

Retention of employees of CECEE
Development of leadership potential on staff
Increased employee interactions and collaboration
Increased employee learning
Benefits to the Community
Retention of competent employees of CECEE
Increased individual employee success
Increased understanding of the community and the culture

Sources
https://hrnt.jhu.edu/pol-man/section/section4.cfm
http://www.bape.gouv.qc.ca/sections/mandats/uraniumenjeux/documents/MEM27.pdf
http://smallbusiness.chron.com/employee-vetting-17883.html

http://www.creehealth.org/careers/job-postings/administrative-officer-cl2-15-0040
http://www.creehealth.org/careers/job-postings/social-worker-p150051
http://www.ocswssw.org/professional-practice/code-of-ethics/
http://tcu.gov.on.ca/pepg/audiences/colleges/progstan/business/pdfs/legal.pdf
http://www.algonquincollege.com/pembroke/program/culinary-skills-chef-training/
http://www.algonquincollege.com/pembroke/program/social-service-worker/
http://www.algonquincollege.com/pembroke/program/office-administration-executive/