4.6 Human Resources
Section 133 of the Health Professions Act (HPA) authorizes regulatory colleges to develop Standards of Practice in accordance with the college's bylaws. It also requires the College to provide, for review and comment, a copy of the proposed Standard of Practice (or any proposed amendments) to regulated members, the Minister of Primary and Preventative Health Services, and any other persons the College considers necessary.
Consistent with Section 133, ACSLPA is seeking feedback on a proposed amendment to Standard 4.6 Human Resources Management.
Proposed changes to the standard are in red text below. Deadline to provide feedback is August 24, 2025. Click here for the feedback form.
Effective September 2015; Revised June 2022
Effective September 2015; Revised June 2022/TBD 2026
This standard is applicable to regulated members who are responsible for the management of employees.
Standard
A regulated member of ACSLPA, who is responsible for the management of employees, ensures the appropriate management of human resources to support competent, safe, inclusive, and effective service delivery.
Indicators
To demonstrate this standard, the regulated member will:
a) Recruit and employ staff with the appropriate qualifications, education and registration to support competent service delivery.
b) Ensure that appropriate administrative policies, procedures, and documents are in place and implemented to support effective human resources management (e.g., job descriptions and contracts, orientation procedures, periodic performance review, human resources policies).
c) Demonstrate principles of inclusive supervision (i.e., recognizing that supervisees can contribute effectively regardless of differences from the dominant culture or their culturally and linguistically diverse status).
d) Ensure clinical policies, procedures and training opportunities are in place and implemented to ensure competent, safe, inclusive, and effective service delivery, within available resources.
Indicators
To demonstrate this standard, the regulated member will:
a) Recruit and employ staff with the appropriate qualifications, education and registration to support competent service delivery.
b) Ensure that appropriate administrative policies, procedures, and documents are in place and implemented to support effective human resources management (e.g., job descriptions and contracts, orientation procedures, periodic performance review, human resources policies).
c) Demonstrate principles of inclusive supervision (i.e., e.g., recognizing that supervisees can contribute effectively regardless of differences from the dominant culture, neurodivergence, disability, and/or their culturally and linguistically diverse status).
d) Ensure clinical policies, procedures and training opportunities are in place and implemented to ensure competent, safe, inclusive, and effective service delivery, within available resources.
Expected Outcomes
Clients can expect that the appropriate management of human resources is in place to support competent, safe, inclusive, and effective service delivery.
Glossary
Client refers to "a recipient of speech-language pathology or audiology services, and may be an individual, family, group, community or population. An individual client may also be referred to as a patient".
Competence/competent/competency refers to "the combined knowledge, skills, attitudes and judgment required to provide professional services."
Inclusive care involves "creating an atmosphere in which all people feel valued and respected and where equal access to opportunities and resources are provided to people who might otherwise be excluded or marginalized."
Regulated member refers to "an individual who is registered with ACSLPA in any of the regulated categories of membership prescribed by ACSLPA Bylaws, the Health Professions Act and our Regulations."