by Tammy Borowiecki, Director, Professional Development
*Updated for 2017*
This is the time of year members are considering applying for a professional designation, so I thought I would summarize the application process in simple terms.
The four designations - Chartered Mediator (C.Med), Chartered Arbitrator (C.Arb), Qualified Mediator (Q.Med) and Qualified Arbitrator (Q.Arb) - are awarded by the ADR Institute of Canada (ADRIC). These designations allow members to convey their level of experience and skill in a way that is recognized internationally. You can find out more on our Designations page.
ADRIA administers the first part of the application process for our members and sends the applications and recommendations to ADRIC for final approval. Applications are accepted in March and September each year.
To apply for a Qualified Arbitrator (Q.Arb) designation you need to have completed a 40-hour approved arbitration course and passed the exam.
ADRIA runs the National Introductory Arbitration course in Calgary twice per year and in Edmonton three times per year. On the last day of the course, you will view an arbitration hearing video and are provided with written evidence. You have 30-days from the last day of this course to write an Award on this case. The exam is pass/fail. A pass fulfills the requirements to apply for a Q.Arb designation.
No practical experience is needed to apply for a Q.Arb designation however you still need to go through the application process - a designation is not automatically issued simply by completing the course.
To apply for a Chartered Arbitrator (C.Arb) designation you need to have completed and passed an approved Arbitration course as described above, plus you must have practical experience in arbitration. Specifically, you must have chaired at least 10 fee-paid arbitrations and provide at least 2 awards that you have written for review by the Designation Committee.
To apply for a Qualified Mediator (Q.Med) designation you need education, practical experience and reference letters.
The educational requirement is 80 hours of ADR training of which 40 hours must be a single, pre-approved mediation course. The other 40 hours can be a combination of courses, but must be in ADR and must be training, so you can't just take a psychology course or legal course or go to a conference.
ADRIA runs the National Introductory Mediation course in Calgary and Edmonton three times per year. Other pre-approved courses are offered at Mount Royal University and the Justice Institute of BC. If you are unsure if a course would qualify towards your designation, please contact the ADRIA office.
For the practical experience requirement, you need two real (actual) solo mediations (paid or unpaid), or two supervised mock mediations, or one of each.
For the real mediations, you are required to provide a 300-500 word summary of each mediation following the guidelines in the Q.Med application form.
For the supervised mock mediations, the supervisor must be on ADIRA’s roster of supervisors who have been approved by the designation committee. The supervisor must complete a review form and submit their approval to the office. The supervised mock mediations can be arranged through ADRIA for a fee of $350 (plus GST) each or you can schedule them privately as long as you use a supervisor on the roster.
For the references requirement you need two professional letters of recommendation and one personal letter of recommendation.
To apply for a Chartered Mediator (C.Med) designation you need education, practical experience, reference letters and a skills assessment.
The educational requirement is 180 hours of ADR training, including the same 40-hour pre-approved mediation course requirement as for the Q.Med. The other 140 hours can be a combination of ADR courses.
For the practical experience requirement, you need 15 solo, fee-paid mediations.
The skills assessment is a one-hour role-play observed by three assessors approved by the designations committee. Two of the assessors will act as the role-players and one assessor will observe and take notes. Approval by at least two assessors is required to pass the skills assessment. This assessment is conducted separately and apart from any classroom evaluation occurring as part of the students’ mediation training and must be booked through ADRIA. It is recommended that you schedule your assessment after you have met all of the other requirements for a C.Med designation as the assessment must be completed within two years of applying for your designation. The fee for this assessment is $475 plus GST.
Applicants who have their Qualified Mediator (Q.Med) designation and who passed the Chartered Mediator assessment as part of that application process, do not need to complete a new assessment for their Chartered Mediator (C.Med) application.
The designation application fee is $200 plus GST.
After you have been granted a designation, there is an annual fee to maintain your designation. The fee is $99 plus GST for Q.Arb and Q.Med designations and $178 plus GST for C.Arb and C.Med designations. The fee is payable to ADR Institute of Canada (ADRIC) due annually on January 1st.
You must remain a full-member in good standing with the ADR Institute of Alberta (ADRIA) to retain your designation. Your membership renewal with ADRIA is due yearly from the time you obtained membership. Full membership renewal with ADRIA is $295 plus GST.
In order to be granted a designation, you are required to have professional liability insurance also known as Errors and Omissions insurance. ADRIC has negotiated a special rate with Marsh Insurance for ADR professionals. Rates start at $235 per year for Arbitrators and $145 per year for other ADR practitioners, including mediators.
You are also required to demonstrate Continuing Education and Engagement (CCE) in your field. Information on the Continuing Education and Engagement Program requirements can be found in your ADRIC member portal. Every three years, you are required to complete and submit a final report along with an administration fee of $94 plus GST.
Designation applications are accepted at the ADRIA office from September 1st through 30th, and then again March 1st through 31st, each year. Full details of the application process and the all the necessary forms are on our Designations page.
Our next Separation & Divorce training is in Edmonton on September 14-16 & 18-19. Register here.
Planning is well under way for the Alberta celebration of International Conflict Resolution Day on October 19th, 2017.
We are asking all conflict resolution professionals who support dispute resolution practices in our province to host an event to mark the day.
You may have your own idea about how you would like to celebrate, or you can use our one-hour workshop "Why We Jump to Conclusions and How to Avoid It". Currently, we are in the process of finalizing our training material; however, we wanted to gauge interest of those wishing to facilitate a session (please see workshop description attachment) and send a SAVE THE DATE so you can prepare well in advance of the big day. We will be sending a final call out to facilitators in August/September.
We will holding a Train-the-Trainer workshop on Tuesday, October 3, 2017, from 1:30pm-3:30 pm in person in Edmonton (Commerce Place, 16th Floor, 10155-102 Street) or via live meeting web conferencing. If you are interested in attending, or obtaining a training package (power point, etc.) when it is finalized, please contact Tara Erickson at firstname.lastname@example.org for more information. Please note: If you are interested in facilitating a workshop but do not have a venue or audience, please let us know and we may be able to set you up with a corresponding contact in your area.
You will find details about how to host an event and additional ideas on our website: www.conflictresolutionday.ca/get-involved. If you choose to host an event, please let us know so that we can promote your event on our website. Please provide your event details at http://www.conflictresolutionday.ca/events.html
We hope you will promote Conflict Resolution Day through your websites, social media, and newsletters. You can also connect with us through our Twitter page at @CRDayAB.
And finally, our website will have a page of alternative dispute resolution organizations and resources for the public to use. Please let us know if you would like to be included on this list by sending your organization's name, location, website address (or email or phone number), and a one line description of the services available to the public. You can also send this to Heather Ehlers at email@example.com or reach her by phone at (780) 415-6243.
We encourage you to share this invitation with any organizations within your network that support dispute resolution practices.
As a way of thinking and being, restorative practice is an emerging social science founded in Justice, that provides a framework for building community where people feel connected, safe, and are thriving.
Belonging is perhaps the single most important feature in violence prevention. How schools, workplaces, communities create a sense of belonging, a sense of community, is the main premise for developing an effective violence prevention strategy.
Restorative practices and dispute resolution training are beneficial for workplaces, schools, boards of directors and anywhere that people connect and interact within a community.
A restorative response (conversations, circles, conferences) is specifically designed to help an individual stay connected, even when they have made a mistake or a have been a victim of wrongdoing. By “making things right”, restorative practices seek to knit wholeness back into a community which has been torn; it seeks to repair relationships so students/staff/family can focus on their school/work/life goals, and fully reconnect as a member of the community.
Rooted in Indigenous worldview or pedagogy, circles provide a safe environment for people to share their views and experiences with one another to promote understanding and advance the process of Canadian reconciliation. Circles are universal. The principle of inclusion (egalitarianism) assures participants from diverse cultural-ethic backgrounds feel welcome and safe to be their authentic self. According to Desmeules (2017), Restorative Justice offers a portal for First Nations, Métis, and Inuit communities to reclaim traditional ways of knowing (relatable to any historically oppressed population) to address hurtful/harmful behaviour to oneself/others, by reconciling underlying historic injustices with the aim of restoring safety and well-being.
In celebration of National Aboriginal Day, the President's Aboriginal Advisory Committee members at Portage College will undertake restorative justice training.
The two day training is designed in partnership with the International Institute of Restorative Practices—Canada and in alignment with the United Nations Declaration on the Rights of Indigenous Peoples and Canada’s Truth and Reconciliation Commission Calls to Action.
The President’s Advisory Committee’s function is to advise the President & CEO on the College’s history of indigenization, its current activities relative to indigenization, and possible further indigenization activities. The Committee is tasked to develop and initiate an Inclusion and Indigenization Plan that is broad-based, engenders respect, trust, and institutional growth.
Portage College has an interesting history approaching its 50th anniversary in 2018. With funding cuts, a group of Aboriginal students faced with the pending closure of their school decided to challenge the government by staging a sit-in. Through struggle, activism and community collaboration, the programming was restored and the College steadily grew to the institution it is today.
You can learn the full history of Portage College, directly from the stories of people involved, on their YouTube channel:
We interviewed Dr. Trent Keough, President & CEO of Portage College, about this internal training initiative.
How are restorative practices used at Portage College?
Last year an employee attended a course by Gayle Desmeules from True Dialogue on resolving conflicts on campus, conflict mediation, restorative justice, and this resonated with how we dealt with conflicts on campuses in the past and how we want to journey forward within our organization and look at ways to incorporate with student life.
We want those in conflict to take ownership, as well as have understanding how their actions impacted others, empathy to correct behavior voluntarily, as opposed to applying strict punitive actions to the individuals involved.
We want to develop future citizens that accept and recognize their role in society with accountability.
We want our institution to view the world as a community and recognize the impact of others. It’s a structured way to pause, bring people together and reflect to create a plan for reparation and to move forward together.
What barriers exist to indigenizing? Why is it important?
In comparison to many post-secondary schools in Alberta and Canada we live in respect for Indigenous culture. We could always do more and better though.
When you look at our history and our relationship with Métis and Cree Peoples, you quickly realize that we were gifted from them to the communities we serve. We have a high proportion of Indigenous students in our institution, it fluctuates in the last 50 years but there’s a consensus we’ve historically recognized that we are on Treaty 6 Territory. That Indigenous culture has impacted the way in which we behave. For many institutions its: How can we Indigenize? We on the other hand are looking at shining a spotlight on how Indigenous cultures have changed our organization and our culture over time. We see this as an opportunity to say: Where are the subtleties of Indigenization in our organization? Where are the pieces that are overt? It’s an opportunity for us to self-explore.
How does this training fit into the Truth and Reconciliation Commission of Canada Calls to Action and the United Nations Declaration on the Rights of Indigenous Peoples?
This training is taking place because we established the President’s Indigenous Advisory Committee, which has a cross section of people that work at the college. It is by mandate 85-90% populated by Indigenous persons. This group is leading, assessing and evaluating how well Portage College has done with Indigenization: how well we have embraced, celebrated and used Indigenous worldview in our curriculum, political and economic outlooks.
The real sensitivity for us is that Indigenization isn’t about reverse colonization. It isn’t forcing people to think otherwise. It’s giving them the opportunity to think otherwise in a celebratory manner and a respectful manner. While we recognize that Indigenous cultures in this country historically and currently experience persecution and oppression, this is an opportunity for all Canadians to own the cultural heritage of Canada.
We’re looking at how can we incorporate Indigenous world views into our organization so that it increases our success, magnifies and recognizes the presence of Indigenous people within our organization and the communities we serve.
It’s about inclusion and we already see the enthusiasm for our institution being genuinely interested in exploring this topic in a healthy and helpful way. We have been shaped by working with Indigenous peoples. We need to reflect how they have influenced our practices over the years.
What are you hoping participants take away from this training?
A genuine openness to understand Indigenous world-view, understand the principles of restorative justice, and to ground our team in a set of principles that are formational.
It’s a learning and team building exercise that is acutely important as we go forward with our Indigenization program. This group is going to make critical decisions regarding which elements of Indigenization the college will focus on for the next three years.
Anything that increases awareness to individual student needs, whether they are Indigenous or not, benefits everyone. When we incorporate restorative justice best practices into conflict in this organization, it applies to everyone.
Want more information?
Learn more about Indigenous Cultural Awareness Training at Portage College.
Learn more about Restorative Practices training at ADRIA.
Want to bring dispute resolution training to your organization? Check out our Corporate and Group Training options.
Thank you to Gayle Desmeules, Dr. Trent Keough and Jaime Davies for their contributions to this article.
You can find these and other resources in the Bell Let's Talk Toolkit.
Educate yourself, show kindness, and strive to be a better listener and friend. Be part of the conversation to eliminate stigma around mental health once and for all.
We spoke with Joanne Munro about her favorite parts of being an instructor for our upcoming course,Separation & Divorce Module 1: Case Development & Screening. Below you can read her thoughts on the importance of the course for mediators and what students can expect to take home as practical skills.
“Mediators who work with clients who are separating and/or divorcing need to be aware of and know how to manage complications such as high conflict, mental health challenges, domestic violence, and the emotional intensity involved when couples and families are dealing with major life changes.
“I have been practicing in this field privately and for Alberta Justice Solicitor General’s Resolution Services for the past eight years. ADRIA approached me and two experienced colleagues to design a course for mediators from the perspective of what mediators new to this field need to know. So we started with a blank piece of paper and had the freedom to develop a practical and comprehensive 10-day course.
“Module 1 will provide mediators with an overview of the legislation governing separation and divorce, ethical considerations, and how to manage a mediation from initial intake through case development, screening and determining whether to proceed. Mediators will have ample opportunity to practice what they’ve learned.
Students will leave equipped with practical skills. They will have:
“What is great about this course is that students will receive copies of pertinent legislation, templates, samples agreements and a myriad of other resources that took the course authors years to accumulate. We only wish we had been given these resources when we started out in the field!
“I enjoy helping students learn how to mediate high conflict individuals/couples, helping them understand the need and how to screen all clients for domestic violence to optimize safety for those involved, and having robust discussions around ethical dilemmas. I recommend this course for all mediators who want to get into the field of separation and divorce mediation.”
You can find more information about our Separation & Divorce Module 1: Case Development & Screening course and upcoming course dates on our website. You can learn more about Joanne's work on her website.
By: Robyn Jacobsen
The main reason is that the problems we have to solve today are more complex than they have ever been.
Solving them requires a variety of skill sets, perspectives, and approaches, and a lot of pieces need to come together smoothly for resolution to be successful.
Training programs like the Consensus Decision Making program offered through ADRIA provide a solid foundation for practitioners to build their skills and start to develop the experience they need to successfully manage collaborative, consensus processes.
Collaboration means working together towards solutions. Consensus is the way the group reaches agreement. Consensus usually means that everyone involved agrees to the final solution. A collaborative, consensus approach creates durable solutions to complex issues, while ensuring that everyone can live with the outcome and there are no winners or losers.
This way of doing business is more than just consultation. It provides a forum for participants to have meaningful discussions and to engage in conflict in a constructive way. Participants can discuss and test ideas without prejudice and then build solutions together – the reason participants engage in consensus processes is to produce something better than they can get on their own. Everyone has a unique piece of the puzzle and everyone’s interests are addressed, creating shared ownership and buy-in to the final agreement.
An implicit benefit of consensus processes is that mutual understanding and respect develops as people search together for the solutions. Participants place a huge amount of importance on the trust and relationships they are able to build through these processes.
Working as a facilitator and a mediator of collaborative, consensus processes that are designed to take into account everyone’s interests and find solutions that everyone can agree to is a dream come true, and a passion!
All these years later, I have built extensive experience as a facilitator, planner, advisor, strategist and project manager for a wide range of collaborative dialogues and complex, multi-dimensional issues.
I have recently started my own consulting practice based in Edmonton that provides facilitation and process design services. I focus on designing collaborative processes, consensus building, and interest-based approaches. I have had the amazing opportunity to work with government, industry, and non-government organizations in the resolution of complex public policy issues in Alberta. My role in these discussions requires an integrative and collaborative approach to develop solutions that everyone can live with.
Robyn Jacobsen has 8 years' experience acting as a facilitator, planner, advisor, strategist and project manager for a wide range of collaborative dialogues. Robyn designs and hosts processes for groups who want to meet and work together in a more collaborative way.
This summer I became the new Manager of Marketing & Communications at ADRIA. My background, besides in communications, was in public legal education. I had seen the impacts of dispute resolution and believed in healthy conflict resolution, but it was still mostly uncharted territory for me.
In fact, I don’t think I really understood the impact of training in conflict resolution until I had the privilege of taking ADRIA’s Communications in ADR course. I didn’t fully know what to expect from a course at ADRIA. I had heard from students, instructors and other members that the course was transformative – but I didn’t truly understand what that meant until I was immersed in it.
The Communications in ADR course was more rewarding than I could have imagined; it is unlike any other course I’ve taken.
No matter your learning style, ADRIA courses will reach you.
The class consists of a bit of lecturing, some videos and other visuals, a few activities (even a bit of homework!) and a lot of group work and role playing. It was very hands-on! The emphasis was placed on practicing the skills as we were learning them as well as observing our classmates and giving them feedback.
The instructors are phenomenal.
They were relatable and made me feel comfortable; this is so important when you’re in a hands-on class. I felt comfortable taking risks and making mistakes because I knew they’d be there to support my learning and engagement.
They also had a wealth of knowledge and were able to answer any questions we had – about the course material, about becoming a mediator, or about the industry in general. Their passion for the field was palpable.
The courses give you knowledge and skills that you will use in your professional AND personal life.
I was surprised by how much personal development I gained throughout the course. There was so much self-reflection; sometimes I was thinking about conflict in the workplace and often I was thinking about my interpersonal relationships. I had a new perspective and new skills I wanted to adapt in the whole of my life, not just professionally. The training is robust.
I was able to put what I learned to use immediately.
Before the course was even through, I was picking up skills and was already using them. Through the hands-on learning, you are practicing the skills with your classmates immediately. In the evenings, I was practicing the skills with my family. I saw places where I could make changes and improvements in my life that very day.
If you’re looking to enhance your communication skills, make a career change, or you want a leg up in the workforce, check out the Communications in ADR course. Communications in ADR is a prerequisite for our other courses and forms the foundation of further learning in conflict resolution.
If you’ve already completed it, check out some other course options for the next step in your dispute resolution studies!
And more! (check out the full listing of benefits of membership)
All the details and fine print are below:
New member credit is applicable to anyone who was NOT an ADRIA member on 31 October 2017. A $100 credit towards any training program offered by ADRIA will be applied to any new membership account opened and paid for between 1 November 2016 and 31 December 2016. This credit cannot be transferred or combined with organizational or group discounts and must be expended before 31 December 2017.
Referrals from Current Members:
Referral credit is applicable to any current Full, LINK or Associate ADRIA member. To qualify, you must send an email to firstname.lastname@example.org identifying the referred candidate. Upon the paid enrollment of this candidate as an Associate or Full ADRIA member before 31 December 2016, a $50 credit towards any ADRIA membership renewal, conference or training expenditure will be applied to the referring member account. This credit cannot be transferred, and must be expended before 31 December 2017.
Your source for ADR information and expertise.Alberta's association of mediators and arbitrators.
Our main office is located in Edmonton:Room CE 223A - Ralph King Athletic CentreConcordia University of Edmonton Campus7128 Ada BoulevardEdmonton AB T5B 4E4
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