SOCIAL SERVICE EMPLOYMENT PROGRAM
(SSEP)

PROGRAM GUIDELINES AND PROCEDURES

Procedures within this
package are specific to the
Toronto Area and may
differ from other locations
in the Province.

Contact:

Employment Team
Toronto Area Office
325-0699
DIR\SSEP\SSEPGUID.2

INDEX

I.

IL

III.

IV.

PROGRAM DESCRIPTION AND GUIDELINES

PAGE

1. Program Intent

1

2. Target Group

1

3. Eligible Employers

3

4. Funding

4

PROPOSAL PROCESS
1 Application

A

2. Approval

5

3. Recruitment

5

4. Job Offer

6

ADMINISTRATIVE PROCESS
1. Administration

6

2. Personnel/Payroll

7

PROGRAM COMPONENTS
1.

Work Experience

8

2. Training and Development

8

3. Support and Follow-up

9

APPENDIX
A sample of the program legal agreement is included with this package.
PROPOSAL FORM
A set of proposal forms is included with this package. For additional copies, please
contact the Employment Team, at 325-0699..

I.

PROGRAM DESCRIPTION AND GUIDELINES
1. Program Intent

The Social Service Employment Program (SSEP) is a job creation program. It is
designed to provide a 12 month subsidized work experience for long term social
assistance recipients who are job ready, but who are having difficulty finding and
maintaining employment.
The goal of the Social Service Employment Program is to enable job ready Social
Assistance Recipients and Vocational Rehabilitation Services clients to secure
employment, obtain employment generated income, gain current employment
experience, and reduce barriers to employment.

While the program provides employment opportunities for clients, it also provides
an opportunity for participating agencies to obtain time limited staffing assistance
and to increase awareness and acceptance of social assistance and employment
equity populations.

The employer is expected to make a commitment to hire the SSEP staff on to a
permanent position if a suitable vacancy occurs either during or at the end of the
one-year term. Consideration is based, of course, on the employee’s work
performance, the suitability of the vacant position, and the competition process
established within the organization. If no suitable vacancy occurs, the employer is
expected to assist the employee to identify agencies in the service network which
may have suitable positions available.
2. Target Group
Individuals receiving social assistance often experience difficulties obtaining
employment. SSEP is designed to provide services for this client group, which
will enhance their labour market attachment. Eligible participants include:
individuals receiving social assistance or their spouses (who are included in the
allowance) and who are:
At risk of long term dependence

The Social Service Employment Program is intended to provide
work experience for individuals who would be unlikely to obtain
employment without the program. It is designed to assist social
assistance recipients who have some barriers to employment, for
example:
- little or no recent work experience
- low self-esteem
- obsolete or deficient job skills

1

It is not intended to provide service for individuals who are
receiving social assistance temporarily or for those who are able to
take advantage of mainstream programs, such as those provided
through CEC, the Ministry of Education or the Ministry of Colleges
and Universities.
Ready to make the transition to employment

The SSEP program is intended for social assistance recipients who
want to become employed and who feel they are ready to accept
the challenge of overcoming the barriers they face..
Have not participated in the program for the past three years

Participation in SSEP does not always lead to employment. Some
individuals face such significant barriers to employment that, after
their employment experience, they may again become dependent on
social assistance. The program does not permit continuous or
consecutive placements, but it does allow an individual to have a
second placement three years after his/her last participation in the
program. If a placement is terminated because of illness or
extraordinary circumstances, another full placement within the three
year time frame may be considered appropriate.
Vocational Rehabilitation Services (VRS) clients, who are not in receipt of FBA
or GWA, are also eligible for participation in the program.

Employers are encouraged to target the program to long-term recipients of social
assistance, usually sole support parents and persons with disabilities. (See Target
Group Page 1.)
The Social Service Employment Program is a voluntary program. Applicants are
motivated by the desire to become independent of social assistance and to enrich
their lives through financial gains and self-growth.
SSEP applicants bring a wide range of skills, knowledge, and experience to the
program. Their reasons for choosing the Social Service Employment Program
vary and may include:

A chance to gain on-the-job experience in the field related to their
education.
An opportunity to regain confidence in their abilities after a break
in their employment history.
A way to enter into the labour force without a previous history of
paid employment.

2.

A chance to fine tune job-related skills.
An opportunity to experience a specific field of work with a view
towards further education and a future career.
3. Eligible Employers

Non-profit social service or non-profit community agencies are eligible to
participate in this program. An employment experience under the Social Service
Employment Program may be provided by:
municipalities

District Welfare Boards
First Nation Communities
MCSS transfer payment and incorporated non-profit community
agencies

MCSS field offices, directly operated facilities and corporate Ministry offices are
not eligible employers. This program is not intended to augment the direct
operating expense budgets of provincial ministries and, therefore, they are not
eligible for funding.
A wide range of positions may be created through SSEP. These may include
but are not limited to the following:

Social Service Workers
Clerical or Secretarial positions

Administrative Assistants

Maintenance Workers
Food Services Workers

Home Support Workers for Seniors and the Disabled
Audio/Visual Technician

Computer Operators
Day Care Teachers or Assistants
Apprenticeship (non-traditional jobs for women) (e.g. electrician)
3

In order to maximize the potential for permanent employment upon completion
of the SSEP term, the qualifications for the position created must equal the
qualifications established for similar positions within the organization.
THE POSITION MAY SUPPLEMENT BUT NOT REPLACE A PERMANENT
POSITION.

4. Funding
MCSS will subsidize the full cost of salary and benefits for the first six months of
employment. During the second six months, the agency/employer is expected
to contribute towards the cost of salary and benefits, according to the cost­
sharing policies already established between the agency/employer and the
ministry. When no cost-sharing arrangement exists, this contribution will be
negotiated by the Area Office based on the principles of fairness and
consistency. (In Toronto, the formula is 90% MCSS, 10% agency/employer).

There is no provision for administration and/or capital costs for the
agency/employer.
Legislative Authority

The Social Service Employment Program (SSEP) is funded under the Ministry of
Community and Social Services Act, Section 8.
II.

PROPOSAL PROCESS

1. Application
To participate in SSEP, employers are invited to submit proposals to the Ministry
of Community and Social Services, using the forms available for this purpose.
Proposals must meet the basic criteria as outlined under "Program Description
and Guidelines". The Employment Liaison Officer, in conjunction with the
Program Supervisor, will be responsible for determining the suitability of the
proposal in the context of the kinds and numbers of positions being created,
their geographical distribution, and the SSEP budget allocation. If approved,
the agency will receive written confirmation of acceptance.
NOTE:

PRIORITY CONSIDERATION WILL BE GIVEN TO PROPOSALS
FOR WHICH AN ELIGIBLE CANDIDATE HAS ALREADY BEEN
IDENTIFIED.

Referrals to the program may be made by income maintenance officers, VRS
counsellors, employment support programs or by the individuals themselves
(self-referral).
4

Agencies interested in participating in the program as an employer are required
to submit application with supporting documentation (e.g. job descriptions,
proof of non-profit status, training plans) to the Area Office.

2. Approval
Legal Agreement

Positions approved for funding under SSEP require a legal agreement. This
agreement forms the program and funding contract between the agency and
the ministry.

Once the position is approved, two originals of the legal agreement will be sent
to the agency for two signatures and the corporate seal. If your agency does
not have a corporate seal, the agreement must be witnessed by a third party.
NOTE:

PLEASE DO NOT ALTER THE LEGAL AGREEMENT.

The employer then returns both completed originals to the appropriate Legal
Administrative Clerk for the signatures of the Employment Program Supervisor
and Financial Analyst. (Please see Section III Administration Process for the
Legal Administrative Clerk for your agency.)

A fully executed original is returned to the employer.
NOTE:

WITHOUT A FULLY EXECUTED LEGAL AGREEMENT, MCSS IS
UNABLE TO PROCESS CLAIMS FOR REIMBURSEMENT.

3. Recruitment
Once a proposal is approved, the job posting is forwarded to employment
counsellors throughout Metro Toronto. These include:
Municipal (Metro) and Provincial Employment Program
Counsellors.
MCSS Vocational Rehabilitation Counsellors and Job Placement
Officers.
Employment Preparation and Rehabilitation Counsellors in
community agencies e.g. Focus on Change, Opportunity for
Advancement, Goodwill, C.N.I.B., etc.

The decision to refer will be based largely on the information provided in the job
posting. It is important that the posting clearly describe the duties and
qualification requirements of the position.
5

Either the counsellor or the client may phone the employer to schedule an
interview or request more details about the position. With the client’s
permission, the counsellor may choose to speak to the employer about the
applicant in specific situations and may request feedback about the employment
interview. The employer may also recruit independently but must limit
applicants to those eligible to participate in SSEP. (See 'Target Group")

The employer may choose to interview all or a limited number of the applicants
referred prior to making a decision. If no further referrals are being accepted for
interviewing, the employer should notify the appropriate Legal Administrative
Clerk. (Please see Page 7).
4. The Job Offer

i) Before a job offer is made, the employer must phone the appropriate
Legal Administrative Clerk to confirm the chosen candidate’s eligibility to
participate in the program.
THE MINISTRY CANNOT PROVIDE SALARY AND BENEFITS
REIMBURSEMENT TO AN EMPLOYER IF THE PERSON HIRED IS
NOT ELIGIBLE TO PARTICIPATE.

ii) The employer should be prepared to provide the client name, surname, date
of birth, and social insurance number for the purpose of checking
eligibility.
iii) Once the job offer is made and accepted, the employer should phone the
Legal Administrative Clerk to advise that the position is filled. In turn, the
job posting will be marked as filled by the secretary and all employment
counsellors calling regarding vacancy of jobs will be advised that it is
filled.

iv) The successful candidate may then commence employment on the date
agreed upon with the employer.

v) The employer completes the procedures as outlined under "Administration."

111.

ADMINISTRATION PROCESS
1. Administration

i) Upon filling the position, the employer is required to complete and forward
an "Employee Information Form" to the attention of the appropriate Legal
Administrative Clerk*. The information from this form will be used to
draw up the Individual Position Schedule (IPS). A copy of the IPS will be
sent to agencies and should be filed with the legal agreement.
6

ii) The successful candidate should be placed directly on the employer’s
payroll and enrolled in the employer’s benefit plan. (This may take place
before the legal agreement is fully processed).
iii) Claims for salary and benefits reimbursement must be submitted to MCSS at
the end of each month, using a form entitled “Application for Payment of
Provincial Subsidy." Only the actual amounts of salary and the
employer’s portion of benefits payments may be claimed. It takes 4 to 6
weeks for a reimbursement claim to be processed. (For further
information about the claims process, please contact the appropriate
Legal Administrative Clerk).*

iv) When the employee leaves or completes the SSEP term, the employer is
required to forward a “Record of Employment Termination'rform to
MCSS.

2. Personnel/Payroll
Under the SSEP guidelines and legal agreement, the employer assumes
responsibility to include the employee within the organization’s personnel and
administrative practices. During the one-year term of employment, the
employee is expected to achieve the same standards of performance and follow
guidelines as if he or she were regular staff within the organization. The
employee should receive the same orientation, training and performance
evaluations as provided to regular staff. Reasonable time should be given to
allow the employee to adjust to the return to employment and to achieve
increased confidence in the skills required to perform the duties of the position.

With the employee’s consent, a counsellor may request a follow-up meeting with
the employer to discuss the employee’s progress in the position. Should it
become necessary to terminate employment for SSEP staff, the employee
should be given the same notice** as would be given to regular staff. (Notice
should follow a performance evaluation and documented discussions outlining
the issues leading to dismissal.) The employee’s counsellor is usually available
to consult with and assist in working towards problem resolution, thus avoiding
a dismissal.

*

Yvonne Ayuen
Agencies in Toronto/
West of Yonge Street
North York
Etobicoke
York

Anna Borys
Agencies in Toronto/
East of Yonge St.
East York
Scarborough

**

Notice must meet the requirements as stipulated by the Employment
Standards Act.
7

IV.

PROGRAM COMPONENTS
1. Work Experience
Duration. The intent of the program is to provide work experience for long-term

social assistance recipients in an incorporated non-profit community agency,
municipality, First Nation community or District Welfare Board. The work
experience is limited to 12 months and participants may not have more than
one placement within a three year period.
Type of Employment. The work experience position is full-time regular

employment as defined by the employer (35 to 40 hours weekly, in most cases).
Type of Position. The program is intended to create new positions to provide

an appropriate employment experience for the participants and may not be used
by community agencies to replace existing staff or positions.
Wages. Wages for the position are set by the employer and will be consistent

with other similar positions within the agency’s salary schedule. The agency
may establish a salary range which would allow some flexibility based on the
applicant’s qualifications and experience.
Benefits. The agency/employer must provide benefits to the participant as they

would for any new employee. Mandatory benefits as outlined in the
Employment Standards Act apply.
Prospects for Permanent Employment. The work experience must be of value

to the participant. It is expected that the experience will lead to ongoing
employment within the agency or the development of job skills consistent with
the local competitive job market.

2. Training and Development

It is expected that participants will receive sufficient training from the
agency/employer to carry out the responsibilities of the position, and that they
will be included in staff training events. In exceptional cases, a participant
(employee) may need special training to meet the job requirements (e.g. a
specific course through the community college or other local training facility).
To support the participant, the Social Service Employment Program may cover
these training costs up to a maximum of $500. This amount may be claimed
within the 5% approved for salary increases (i.e. training costs plus salary
increases may not exceed the 5% approved for salary increases on the budget
schedule).

8

3. Support and Follow-Up
If the agency/employer is not able to offer the participant ongoing employment,
it is expected that the agency will support the participant’s efforts to find other
work (towards the end of the work experience) by allowing reasonable time off
for interviews and job search without loss of pay. When warranted by the
employee’s performance, the agency/employer may also provide job leads and
letters of reference. Participants who are unsuccessful in obtaining employment
may be referred to appropriate job placement and/or other employment
services in the community.
A letter will be sent to the employer and employee when the SSEEP term is near
completion (around the 9th month).
2_

The letter to the employee advises that it is now time to begin to actively search
for permanent employment by applying for permanent vacancies within the
employing organization or in the community.
The letter to the employer requests the employer to advise the employee about
permanent employment opportunities within the organization, to provide a letter
of reference, and to allow the employee reasonable time off, with pay to attended
interviews.

The employee is required to complete the evaluation form enclosed with the
letter and return it to the Employment Team.
The employer should complete the client evaluation with the employee and leap
it on record at the agency. (This form should not be returned to the
Employment Team).

9