Manager, Critical Incident Stress Program, BCEHS

 

Critical Incident Stress Management

Vancouver, BC

 

In accordance with the Purpose, Vision, Values and Coast Salish Teachings, and strategic directions of PHSA, safety, including both patient and employee safety, is a priority and a responsibility shared by everyone at PHSA. As such, the requirement to continuously improve quality and safety is inherent in all aspects of this position.

The Provincial Health Services Authority (PHSA) plans, manages and evaluates selected specialty and province-wide health care services across BC, working with the five geographic health authorities to deliver province-wide solutions that improve the health of people living in BC. PHSA embodies values that reflect a commitment to excellence.

The Manager, Critical Incident Stress Management (CISM) Program reports to the Director of Employee Health and Wellbeing, and is accountable for leadership, administration, and evaluation of the CISM Program at BCEHS. The role supports the provision of a safe and healthy workplace through the development, enhancement, and oversight of employee health initiatives, with a particular focus on the CISM peer support program aimed at promoting employee health and psychological well-being. The role is responsible for the monitoring and evaluation of CISM Program, including establishing metrics and benchmarks and developing/revising CISM policies and procedures. 

The Manager provides leadership for both the CISM peer support program and the counselling services portfolio, ensuring an integrated and coordinated continuum of care following critical incidents and cumulative stress exposures. The role leads and manages clinical and operational standards, service delivery models, and quality assurance processes to ensure timely, ethical, and evidence informed supports for employees.

The role promotes and fosters services that enable client groups to achieve their business outcomes and participates in the development and implementation of related policies, procedures, and programs connected to CISM activities. Accountabilities include supervising and guiding staff in ways that support motivation, morale, commitment, and a strong team environment; providing input into departmental goals, objectives, and operations through feedback and recommendations to the Director of Employee Health and Wellbeing; and managing the designated budget, monitoring expenditures, and taking corrective action as required.

 

What you’ll do 

• Develop, monitor, and deliver programs and initiatives that address critical incident stress management, health promotion, mental health, and manages the development, implementation, evaluation and continuous improvement of education and training programs related to employee health. Coordinate and manage CISM Program to ensure consistency of practice, procedure, and evaluation of outcomes.
• Communicate and maintain relationships with key internal and external partners in order to negotiate contracts, expand program, and obtain funding and support for new initiatives. Negotiate with external vendors and suppliers regarding equipment and services requirements to meet critical service delivery outcomes.
• Ensure on-going development of program and indicators by overseeing statistical analyses and development of metrics used in meeting goals and targets. Identify specific metrics in support of the development of a performance orientated culture. Evaluate the performance of the CISM Program and responds to changing client needs by methods such as conducting continuous assessments of the team’s activities, facilitating feedback within and across programs, and responding to changing demands.
• Recruit, hire, and supervise staff by identifying vacancies, interviewing applicants, and making hiring decisions in collaboration with the Director of Employee Health and Wellbeing; investigating work and staff issues; and clarifying roles, outlining expectations, and evaluating individual and team performance in collaboration with appropriate internal partners. Provide leadership to staff through collaborative coaching, guiding, and modeling key behaviours and strategies, encouraging dialogue and providing guidance and advice to facilitate resolutions to work issues. Coordinate and monitor requests for vacation, leaves of absence and sick time. Foster team spirit, trust and mutual respect.
• Develop and monitor an annual budget for the CISM Program. Maintain annual budget for designated programs/projects and its expansion and manages expenditures to ensure operating requirements are met and excellence in service provision is achieved.
• Ensure effective oversight of counselling services, including service contracts (where applicable), clinical governance considerations, confidentiality standards, and appropriate case escalation pathways.
• Coordinate and manage multi-disciplinary project teams responsible for implementing CISM initiatives. Promote a culture that encourages a healthy work environment, individual responsibility and personal commitment to health and safety.

What you bring

 

Qualifications

• A level of education, training, and experience equivalent to a Master’s Degree in a related discipline e.g., Counselling, Psychology, Social Work, Clinical or Health Sciences, supplemented by five to seven (5-7) years of progressive leadership experience in mental health services, critical incident response/CISM programs, and workplace psychological health and safety.
• Demonstrated knowledge of the historic and ongoing impacts of settler colonialism on Indigenous Peoples within social and health contexts. This includes significant understanding of Indigenous-specific mandates and a commitment to addressing and mitigating Indigenous-specific racism and discrimination. The role involves actively embedding Indigenous Cultural Safety and Humility into daily practices and fostering a diverse and inclusive team environment. Additionally, it requires practical expertise in engaging with diversity, promoting equity, and advancing inclusion (DEI) initiatives.
• Demonstrated practical knowledge and understanding of legislative obligations and provincial commitments relevant to Critical Incident Stress Management Program, based on foundational documents such as the Truth & Reconciliation Commission’s Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place: Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan, Remembering Keegan: A First Nations Case Study, Anti-Racism Data Act, and the BC Human Rights Code. This includes understanding how these obligations intersect across the healthcare system and applying this knowledge to support team compliance and operational effectiveness.

Core Competencies

• Possesses a strong understanding of Indigenous-specific racism and broader systemic racism within the colonial health care structure. Demonstrates practical leadership in identifying and addressing barriers, promoting an environment of belonging, and ensuring Indigenous Cultural Safety. Actively engages in action-oriented practices to address Indigenous-specific racism and dismantle systems of oppression, while also confronting broader issues of racism and discrimination. Exhibits strong DEI and anti-racism skills to lead by example, fostering a culture of continuous learning, equity, inclusion, and belonging within their team.
• Knowledge of social, economic, political and historical realities of settler colonialism on Indigenous Peoples and familiarity with addressing Indigenous-specific anti-racism, anti-racism and Indigenous Cultural Safety and foundational documents and legislative commitments (the Declaration Act, the Declaration Action Plan, TRC, IPS, Remembering Keegan, etc.).

Skills & Knowledge

• Demonstrated ability to manage multidisciplinary teams (clinical and/or peer-based).
• Demonstrated ability to manage program budgets and operational planning.
• Demonstrated ability to develop policies, procedures and performance metrics.
• Knowledge and understanding of mental health and wellbeing principles, theories, concepts, and contemporary and best practice approaches in occupational health and wellness
• Strong focus on trauma-informed and culturally competent practices
• Superior conceptual, analytical, and reasoning skills
• Knowledge of relevant legislation and regulations pertaining to occupational health and safety.
• Excellent decision-making skills with the ability to establish and implement priorities and the ability to adapt and be flexible to changing priorities and demands
• Ability to lead a team and demonstrate excellent interpersonal skills.
• Aptitude for progressive, creative, and innovative thinking
• Effective communication skills and the ability to understand and effectively communicate with others at all levels of the organization.
• Ability to use related equipment including information systems, word processing, spreadsheet, database, and internet tools.
• Demonstrated deep understanding of their personal learning/unlearning journey in relation to Indigenous-specific racism and dismantling systems of oppression, as well as addressing racism more broadly. Able to articulate and share this journey to motivate and inspire others enhancing a culture of learning/unlearning and self-reflection.
• Demonstrated knowledge of the social, economic, political realities of settler-colonialism and impacts on Indigenous peoples in social and health contexts as well as knowledge and understanding of, and commitment to upholding legislative obligations and provincial commitments in the foundational documents: Truth & Reconciliation Commission’s Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan, Remembering Keegan: A First Nations Case Study, and the Distinctions Based Approach

What we bring

 

Every PHSA employee enables the best possible patient care for our patients and their families. Whether you are providing direct care, conducting research, or making it possible for others to do their work, you impact the lives of British Columbians today and in the future. That’s why we’re focused on your care too – offering health, wellness, development programs to support you – at work and at home.

• Join one of BC’s largest employers with province-wide programs, services and operations – offering vast opportunities for growth, development, and recognition programs that honour the commitment and contribution of all employees.
• Access to professional development opportunities through our 2,000+ in-house courses including a range of experience level, profession-specific, or other essential training on Indigenous Cultural Safety; Indigenous-specific anti-racism; Diversity, Equity, Inclusion and accessibility, mental health and well-being, and more.
• Enjoy a comprehensive benefits package, including municipal pension plan, and psychological health & safety programs and holistic wellness resources.
• Annual statutory holidays (13) with generous vacation entitlement and accruement.
• PHSA is a remote work friendly employer, welcoming flexible work options to support our people (eligibility may vary, depending on position).
• Access to WorkPerks, a premium discount program offering a wide range of local and national discounts on electronics, entertainment, dining, travel, wellness, apparel, and more.

Job Type: Regular Full-Time

Salary Range: $106,026 - $152,413. The starting salary for this position would be determined with consideration of the successful candidate’s relevant education and experience, and would be in alignment with the provincial compensation reference plan. Salary will be prorated accordingly for part time roles.
Location: 302 - 2955 Virtual Way, Vancouver, BC V5M 4X3

Closing Date: Until Filled

Hours of Work: 08:00-16:00 Monday to Friday
Requisition #: 195839E

 

What we do

 

BC Emergency Health Services (BCEHS) provides provincial emergency medical care and patient transfer services.

 

BCEHS is program is part of the Provincial Health Services Authority (PHSA).

PHSA plans, manages and evaluates specialized health services with the BC health authorities to provide equitable and cost-effective health care for people throughout the province. Our values reflect our commitment to excellence and include: Respect people – Be compassionate – Dare to innovate – Create equity – Be courageous.

 

PHSA and BCEHS are committed to employment equity, encouraging all qualified individuals to apply. We recognize that our ability to provide the best care for our diverse patient populations relies on a rich diversity of skills, knowledge, background and experience, and value a safe, inclusive and welcoming environment. 

 

One of PHSA’s North Star priorities is to eradicate Indigenous-specific racism, which includes ongoing commitments to Indigenous recruitment and employee experience as well as dismantling barriers to health care employment at every level. We welcome Indigenous individuals to apply and/or contact the Sanya’k̓ula Team (Indigenous Recruitment & Employee Experience) for support at indigenous.employment@phsa.ca.

 

Indigenous-specific anti-racism initiatives are rooted in addressing the unique forms of discrimination, historical and ongoing injustices, and exclusion faced by Indigenous peoples. These initiatives align with an Indigenous rights-based approach, recognizing the inherent rights and title of BC First Nations and self-determination of all First Nations, Inuit and Métis communities. PHSA is mandated to uphold legislative obligations and provincial commitments found in the foundational documents including the Truth & Reconciliation Commission’s Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan and Remembering Keegan: A First Nations Case Study.

 

Attention current employees of PHSA:

 

You must apply via your internal profile at http://internaljobs.phsa.ca.

 

The internal job posting expires on March 13, 2026 and will no longer be accessible. If the internal job posting has expired, please e-mail internaljobshelpu@phsa.ca with the six-digit job requisition number and your PHSA employee ID number to be considered as a late internal applicant. Please do not apply for the external job posting.

 

If you have not yet set up an internal profile, please e-mail internaljobshelpu@phsa.ca with your PHSA employee ID number to obtain your temporary password. Our business hours are Monday-Friday 8:30am-4:30pm, excluding Statutory Holidays and a Help Desk Representative will respond to you with 1-2 business days.

 

If you are not a current employee of PHSA and require assistance with your application, please contact the External Careers team at careers@phsa.ca.