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Associate Director, Eyēʔ Sqậ’lewen

Please see Special Instructions for more details.

This posting is in accordance with the approved Office of the BC Human Rights Commissioner’s Special Program. Click here for more information about the definition of Indigenous Applicant.

Posting Details

Position Information

Position Title Associate Director, Eyēʔ Sqậ’lewen
Posting Number ES1241P
Job Posting Open Date 11/07/2023
Job Posting Close Date 12/06/2023
Anticipated Layoff Start Date #1
Anticipated Layoff End Date #1
Anticipated Layoff Start Date #2
Anticipated Layoff End Date #2
Position Start Date 01/02/2024
Position End Date
Location Lansdowne & Interurban
Applicant Portal Position Category Exempt
Employee Group Exempt
Pay Grade E - Pay Band 12
Salary Recruitment Range: $96,164 to $128,219 per year - Starting salary is determined through knowledge, experience and internal equity. Performance Range: Salary may be up to a maximum of $141,041, which is obtainable through annual performance increases.
Number of positions to be hired under this posting 1
Additional Pay Considerations
Days of the Week Monday to Friday
Work Schedule
Monday – Friday, some weekends will be required.
Total Hours Per Week 35
Position Reason New
Position Type Continuing Full Time
Posting Type Employees & General Public
Division/School Indigenous Ed & Comm Conn
Department Indig Ed & Com Con Admin Off
Job Description
Under the direction of the Executive Director, Eyēʔ Sqȃ’lewen, the Associate Director contributes to student success by providing day-to-day leadership for, and management of, The Centre for Indigenous Education & Community Connections (the “Centre”).

The Associate Director works with the Executive Director to ensure seamless coordination of services and activities related to College and Eyēʔ Sqȃ’lewen initiatives. This includes monitoring operational and support systems and maintaining efficient and streamlined processes for optimizing all areas of the strategic plan, including student success, academic integrity, and academic excellence. This also includes monitoring operational and support systems within the Eyēʔ Sqȃ’lewen Indigenization Action Plan.

The Associate Director also works with faculty, staff and administrative services within the College to lead financial and human resource operations, provide professional development opportunities, and fulfill related duties as required.

The Associate Director holds shared responsibility for the development and/or re-development, delivery and assessment of programs and curriculum to ensure an exceptional standard of excellence. In addition, the Associate Director, in conjunction with the Chair, leads new program development and revenue generation in the school and may act in the capacity Executive Director as required.

  • The AD reports directly to the Executive Director and oversees the Centre’s S’HIWEK Leadership team.
  • The S’HIWEK leadership team consists of 4 – 6 staff reporting directly to the AD.
  • The Centre for Indigenous Education and Community Connections includes 20 – 30 staff and faculty across the two main campuses and in Indigenous community-based programs.


School Operations and Management
  • Works with the Executive Director and key stakeholders across the college to support the effective operation of Eyēʔ Sqȃ’lewen: The Center for Indigenous Education and Community Connections.
  • Works with the Executive Director, the S’HIWEK Leadership Team, faculty, and staff to develop and monitor Eyēʔ Sqȃ’lewen operating structures, guidelines, procedures, and communications for the Center in accordance with the Eyēʔ Sqȃ’lewen Indigenization Action Plan, the College’s values, and Strategic Plan.
  • In collaboration with the Operations Assistant and the College’s Marketing and Communications department, oversees the accuracy and quality of all Center-related communications appearing in print or electronic media including internal and external communications, marketing and promotional materials, the calendar, and web content.
  • Ensures staff and faculty comply with College policy, protocols, and relevant Collective Agreements.
  • Addresses student, staff, and faculty concerns in accordance with relevant policies and Collective Agreements.
  • Liaises with the Student Experience and Registrar’s office to advocate for the complex learning pathways of our learners regarding funding, measurements of success, and other supports.

Human Resource Management
  • Under the guidance of Human Resources, and in collaboration with the Executive Director, coaches and supervises the S’HIWEK leadership team.
  • In collaboration with the Executive Director and in consultation with the Chair and/or appropriate workplace leaders, mentors/coaches faculty and initiates disciplinary action as required.
  • ·In collaboration with Human Resources and the appropriate workplace leaders, leads and monitors recruitment and selection processes; develops and participates in leadership development initiatives; and ensures that the Center follows effective staff and faculty selection processes.
  • In collaboration with the Executive Director, promotes professional development (PD) and Scheduled Development (SD) opportunities for faculty to meet curriculum needs and foster creativity and innovation in programming; monitors, reviews, and provides feedback on PD and SD plans and reports.
  • In collaboration with the Chair, coordinates faculty staffing, scheduling, and allocation of faculty work assignments (including SD) in accordance with approved educational and budgetary plans and relevant collective agreements.
  • Maintains knowledge of, and ensures the school’s compliance with, all aspects of College policy as well as the CUPE, CCFA and BCGEU collective agreements; works with Human Resources to address, investigate, and resolve grievances associated with these policies and agreements.
  • Oversees faculty evaluations in keeping with relevant Collective Agreements.
  • Reviews and approves all faculty and staff leaves and contracts as per relevant collective agreements.
  • Working with HR and the Executive Director, develops and implements new job descriptions/duties that reflect the diverse and unique Indigenous positions needed in the future.

Fiscal, Information Technology, and Resource Management
  • Working with Finance, the Executive Director, and the Assistant to the Executive Director, oversees budget development and monitoring.
  • Working with the Assistant to the Executive Director, Implements Eyēʔ Sqȃ’lewen-wide financial management systems, and controls and advises the Executive Director and College leadership on operational needs of Eyēʔ Sqȃ’lewen.
  • Investigates, develops, implements, and monitors revenue-generating opportunities in and for the school.
  • Authorizes and approves expenditures to the prescribed limit (e.g., VISA).
  • Working with the Executive Director and the Director of facilities, manages the allocation of working, meeting, cultural and gathering spaces for Eyēʔ Sqȃ’lewen.
  • Working with the Chief Information officer and Information Technology Services, ensures that all technological infrastructure and services (e.g., multi-functional devices, telephones, computers, conferencing platforms, the Scheduled Development platform, and key Microsoft-related software) operate optimally to support the daily operations of Eyēʔ Sqȃ’lewen.

College and Community Engagement
  • Develop and maintain authentic relationships, networks and formal partnerships with Indigenous communities, Elders, community leaders, organizations, and external institutions/agencies to enhance access, recruitment, transition, retention, and success of Indigenous students.
  • Represents Eyēʔ Sqȃ’lewen by active participating in College and community functions (e.g., Academic Awards, graduation ceremonies, and community partner events); and participating in internal and external committees (e.g. Indigenous Advisory Committees), working groups, and projects – provides information and updates the Centre to help develop innovative and responsive programing.

Program Development
  • Monitors and assesses changes in developmental education to identify and clarify implications for faculty, program and resource development.
  • In collaboration with stakeholders across the college and in community, researches, develops, implements, administers, and communicates new educational initiatives, projects, and programs.
  • In collaboration with the College’s Marketing and Communications team, provides direction on promotional and marketing opportunities in the Centre.

  • Performs other related duties as assigned by the Executive Director.
  • May act for the Executive Director as required.

  • Deep knowledge of Aboriginal/Indigenous educational, social, and cultural issues emerging from lived experience and study.
  • Ability to attend Indigenous events and ceremonies both on and off campus, including those that fall outside of regular working hours (i.e. naming ceremonies, community graduations, community member or Elder funeral, community project partnership celebration or acknowledgements, etc.).
  • Ability to travel to remote locations for the purpose of relationship-building, program/project development, etc., using various modes of travel including travel on logging roads, small floatplanes, water taxis, etc. where internet and cell phone reception is often unavailable.
  • Aptitude for working effectively with others in the Centre, College, and wider community.
  • Knowledge of and experience with Indigenization and reconciliation.
  • Demonstrated focus on developmental-education students, their success, and lifelong learning.
  • Demonstrated budget, fiscal, and resource management experience, preferably in a large, complex organization.
  • Ability to manage conflict and deal with difficult interactions.
  • Ability to recognize and address needs within a diverse Centre.
  • Demonstrated supervisory experience, preferably in a multi-union, post-secondary environment.
  • Excellent written and verbal communication skills.
  • Ability to align with and contribute to Camosun’s community culture.
  • Proven leadership and relationship-building skills with an ability to lead and manage change and process-redesign initiatives.
  • Ability to prioritize while managing concurrent projects with tight, often conflicting deadlines.
  • A Master’s degree in a relevant discipline.
  • Minimum three years’ experience working in an administrative position within a post-secondary or Indigenous educational institution.
  • Minimum three years of community building experience and Indigenous community engagement, including working within and/or directly with Indigenous communities.
  • Minimum three years’ post-secondary teaching experience.
  • Limited hire.
Supporting Truth & Reconciliation Commission's Recommendations
As a member of the college community with responsibilities to enable the achievement of college-wide strategic objectives, the Associate Dean will demonstrate the three core and three leadership capabilities identified in the College’s Capability Framework:

Focus on Students and Their Success (Core)

  • We all have a role to play in promoting and supporting students – directly or indirectly – contributing to their success, education and transition as they build their path to the future.

Cultural Alignment (Core)

  • Inclusion and respect align with Camosun’s traditions of lifelong learning and positive, supportive experiences for all. We examine our individual and institutional cultures and, through indigenization, consider other ways of knowing (thinking), being (approaches), doing (acting), and relating.

Fostering and Nurturing Relationships (Core)

  • Fostering and nurturing relationships is at the core of everything we do. Successful workplace relationships take time to develop and include building trust, engagement and collaboration.

Address College Needs (Leadership)

  • In order to address college needs leaders recognize and respond to the complex, diverse and interdependent components. Leaders inspire others to work individually and collaboratively to achieve departmental/divisional, college and sectoral goals.

Enable Self & Others (Leadership)

  • To better serve students and the college to achieve success, leaders enable self and others to take responsibility and to participate in learning and development opportunities.

Create Time and Space (Leadership)

  • To be at our best and achieve organizational goals, we need both time and space. Time and space as a unitary concept promotes opportunities to listen, plan, think, create, innovate and develop relationships.
Posting Detail Information

Open Until Filled
Posting Information

This posting is in accordance with the approved Office of the BC Human Rights Commissioner’s Special Program. Click here for more information about the definition of Indigenous Applicant.

Special Instructions to Applicants This posting is in accordance with the approved Office of the BC Human Rights Commissioner's Special Program., This position grants a preference to “Indigenous candidates with experience working with Indigenous peoples and knowledge of diverse Indigenous cultures, traditions, histories and aspirations".
Additional Information
Quick Link for Direct Access to Posting
Commitment to Equity, Diversity and Inclusion

Camosun College values diversity as a strength and strives to be an equitable and inclusive college community of students and employees. The College is an Equal Opportunity Employer that adheres to the BC Human Rights Code which protects against discrimination based on Indigenous identity, race, colour, ancestry, place of origin, religion, marital status, family status, physical and mental disability, sex, sexual orientation, gender identity or expression, or age. The College also recognizes and honors UNDRIP, the TRC Calls to Actions and the BC Declaration on the Rights of Indigenous Peoples’ Act. Going beyond legislation, Camosun recognizes the historical and persistent inequities that many people of marginalized groups have faced in society and in the workplace. We seek to dismantle these barriers through systemic and institutional changes focused on strengthening inclusive hiring practices, accessibility and organizational culture. We recognize that moving towards more equitable communities is an ongoing and evolving journey - one which the College is committed to undertaking. Since Camosun plays an important role in creating change within communities, it is our hope that our employees reflect the diversity of our students and experience an inclusive and supportive work environment. Please contact Human Resources for more information.

Supplemental Questions

Required fields are indicated with an asterisk (*).

  1. * Are you legally entitled to work in Canada?
    • Yes
    • No
  2. * What is the nature of your eligibility to work in Canada?
    • Canadian Citizen
    • Permanent Resident
    • Work Permit
  3. If you have a valid work permit, please indicate its expiry date (mm/dd/yy)

    (Open Ended Question)

Applicant Documents

Required Documents
  1. Cover Letter
  2. Resume
Optional Documents