The CVA is recruiting an Executive Director

The CVA is seeking a leader who will further grow the CVA as a self sustaining, not-for-profit national organization with strong international links.

If you are interested in this position, you are required to forward the following documents by email to Pierre Morin, President of the CVA (, no later than Friday, 23 February 2018 at 16h30 (ET):
– A letter (not to exceed 400 words) highlighting the considerations that make your candidacy particularly appealing and relevant;
– Your curriculum vitae.


Job Description

The Executive Director is responsible for the successful leadership and management of the Canadian Vocational Association (CVA) according to the strategic direction set by the Board of Directors.

The primary responsibilities of the CVA Executive Director are the following:


  • To participate, with the Board of Directors, in developing a vision and strategic plan to guide the organization
  • To act as professional advisor to the Board of Directors on all aspects of the organization’s activities
  • To conduct official correspondence on behalf of the Board as appropriate and jointly with the Board when appropriate

 Operational planning and management

  •  To develop an operational plan which incorporates goals and objectives that work towards the strategic direction of the CVA
  • To oversee the efficient and effective day-to-day operation of the organization
  • Under the direction of the Chair, to provide support to the Board by preparing meeting agenda and supporting materials

 Program and project management

  • To oversee the implementation and evaluation of the organization’s programs and services
  • To ensure that the programs and services offered by the organization contribute to the organization’s mission and reflect the priorities of the Board
  • To oversee the implementation, execution and evaluation of special projects, in particular DACUM/CBET projects

 Human resources management

  • To determine staffing requirements for organizational management and service delivery
  • To recruit, interview and select staff that have the right technical and personal abilities to help further the organization’s mission especially as this pertains to DACUM/CBT development and training

 Financial resources management

  •  To work with staff and the Board to prepare a comprehensive budget
  • To work with the Board to secure adequate funding for the operation of the organization through the development of partnerships and training projects
  • To research funding sources, oversee business development and write funding proposals to increase the funds of the organization
  • To approve expenditures within the authority delegated by the Board
  • To ensure that sound bookkeeping and accounting procedures are followed
  • To administer the funds of the organization according to the approved budget
  • To monitor the monthly cash flow of the organization
  • To provide the Board with comprehensive, regular reports on the revenues and expenditure of the organization
  • To ensure that the organization complies with all legislation covering taxation

Community relations/advocacy

  • On matters delegated by the Board, to act as a spokesperson for the CVA
  • To establish good working relationships and collaborative arrangements with businesses, community groups, funders, politicians, and other organizations to help achieve the goals of the organization

 Risk management

  • In discussion with the Board, to identify and evaluate the risks to the organization’s people, property, finances, and reputation and implement measures to control risks
  • To ensure that the Board of Directors and the organization carries appropriate and adequate insurance coverage
  • To ensure that the Board and staff understand the terms, conditions and limitations of the insurance coverage

 Personal Competencies

 The Executive Director should demonstrate competence in all of the following:

  • Adaptability: Demonstrate a willingness to be flexible, versatile and/or tolerant in a changing work environment while maintaining effectiveness and efficiency.
  • Behave Ethically: Understand ethical behaviour and business practices, and ensure that own behaviour and the behaviour of others is consistent with these standards and aligns with the values of the organization
  • Build Relationships: Establish and maintain positive working relationships with others, both internally and externally, to achieve the goals of the organization.
  • Communicate Effectively: Speak, listen and write in a clear, thorough and timely manner using appropriate and effective communication tools and techniques.
  • Creativity/Innovation: Develop new and unique ways to improve operations of the organization and to create new opportunities.
  • Focus on Client Needs: Anticipate, understand, and respond to the needs of internal and external clients to meet or exceed their expectations within the organizational parameters.
  • Foster Teamwork: Work cooperatively and effectively with others to set goals, resolve problems, and make decisions that enhance organizational effectiveness
  • Lead: Positively influence others to achieve results that are in the best interest of the organization
  • Make Decisions: Assess situations to determine the importance, urgency and risks, and make clear decisions which are timely and in the best interests of the organization.
  • Organize: Set priorities, develop a work schedule, monitor progress towards goals, and track details, data, information and activities
  • Plan: Determine strategies to move the organization forward, set goals, create and implement actions plans, and evaluate the process and results.
  • Solve Problems: Assess problem situations to identify causes, gather and process relevant information
  • Think Strategically: Assess options and actions based on trends and conditions in the environment, and the vision and values of the organization.


  • A minimum of 5-year experience as manager in non-profit/voluntary organizations
  • Ability to exercise leadership and apply management principles as they relate to non-profit/ voluntary organizations
  • Ability to manage finances as they relate to non-profit/voluntary organizations
  • Ability to manage projects as they relate to non-profit/voluntary organizations
  • Use of IT common applications (email, internet, social media) and computer softwares such as Word Processing, Spread Sheet, Power Point.
  • Education: preferably, a university degree in a related field
  • The ability to communicate verbally and in writing in both English and French will be considered as an important asset

 Executive Director’s Primary Mandates
During Fiscal Years 2018-19 and 2019-20

  •  Increase the demand for CVA’s DACUM training and certification in Canada and internationally
  • Expand training and service offerings pertaining to the DACUM / CBT model
  • Increase CVA’s annual net revenues by 25 000$
  • Create partnerships in Canada and internationally, particularly in DACUM and CBT activities
  • Create/maintain a solid communications strategy

 Employment Status

A part-time contractual status with potential to evolve to a full-time function


 An annual remuneration of 25 000$ CAD. Each year, upon satisfactory execution of the mandates assigned by the CVA Board to the Executive Director, the CVA Board may also elect to grant her/him a bonus equivalent to 35 % of the CVA’s annual net revenue portion exceeding $60 000

31 January 2018 

CALL FOR CONTRIBUTIONS – Special Issue on DACUM, November 2017

2017 marks the 50th anniversary of the DACUM model.

DACUM, the acronym for Developing A CUrriculuM, is a methodology originally designed and implemented in Canada as a holistic system for organizing, delivering instruction and managing the learning process. Its competency analysis component (DACUM analysis) is recognized on all continents as best practice to identify and describe competency-based occupational standards.

To celebrate this important milestone, the Canadian Vocational Association (CVA) November Newsletter will entirely be dedicated to DACUM.

The main focus will be on the past (a retrospective), present (the current state of affairs), and future (prospective analyses) of DACUM and Competency-Based Education and Training (CBET). The CVA also wishes this Special Bulletin to include critical analyses of DACUM and CBET, and comparative analyses with other approaches and methodologies.

In addition to offering a collection of articles, papers and studies, the CVA is calling for contributions from DACUM practitioners in any part of the world who want to share their thoughts and insights on this methodology.

If you are interested in making a contribution, the requirements are listed below:
-Include a title
-Indicate your name, employer, position, and your professional online visibility (web page, LinkedIn, Twitter, etc.)
-Provide a short summary
-Organize with appropriate subheadings
-Number all pages
-Make your copy easy to read by using short words and short sentences
-Conform to standards of correct English
-When making a reference, use the footnote option for the title, author, link, etc.
-This article should be limited to approximately 2000 words
-The article must be online and the link provided

Please submit your article to the CVA reading team at no later than 15 October 2017.

N.B. CVA holds the right to decide if a submitted article will or not be published in this Special Bulletin.

More on DACUM 

Lana Bos

Program Instructor at Dalhousie University, Nova Scotia, Canada

I work at Extended Learning in the Faculty of Agriculture at Dalhousie University. As part of the team here, I work on program development nationally and internationally. Internationally, I help develop competency based programming that meets the need of the labour market. I facilitate workshops in Competency Based Education and Training, including Occupational Skills Analysis (OSA), Prior Learning Assessment and Recognition (PLAR), curriculum and program development along with development of training materials and how to create interactive student classrooms with an emphasis on hand-on practical skills and application in agriculture.

I have been fortunate, through this position, to complete three Skills Analysis in Dominica, St. Kitts and Nevis and most recently in Ethiopia. Facilitating a skills analysis is challenging but more than rewarding when you get to see the final product of a DACUM chart for the occupation. This chart flows nicely into the development occupational standards, curriculum and teaching materials.

I first took the DACUM facilitator’s course with the CVA in February 2014 and really enjoyed learning about the DACUM process. I entered the Certification Program in April 2015 and completed my third OSA in June 2016. Pierre Morin and the CVA have been very supportive and helpful throughout the process. They have provided feedback and advice on my DACUM charts and I have grown as a facilitator.

To become a CVA certified DACUM Analysis Facilitator, Lana had to satisfy the following requirements:

  • successful completion of the CVA DACUM Analysis Facilitator Training Module, or an equivalent training;
  • facilitation of a minimum of three occupational analyses using the DACUM methodology, each to be submitted for a formal review by the CVA’s DACUM Analysis Evaluation Committee
  • formal reviews confirming that a minimum of three analyses complied with the DACUM quality standards as set by the CVA.

Lana is now registered in the CVA CERTIFIED DACUM ANALYSIS FACILITATOR international directory.

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