Parkview Pulse: Celebrating 60 Years of Excellence

Parkview Pulse: Celebrating 60 Years of Excellence!

January 2025

60 Years of Care Honoring Our Past, Celebrating Our Present, Inspiring Our Future

Inside the First Bi-Monthly Edition of The Parkview Pulse

Here’s what you’ll discover in this exciting new issue:

A word from the CEO

From My Desk to Yours: A Message from the Administrator

Celebrating 60 Years of Experience

Mark Your Calendars: Celebrations & Events

6-7

Welcome to the Team!

Parkview Village: At A Glance

Your HR Insider

Building a Culture of Kindness- Education on Workplace Harassment

A closer look at our updated Team Code of Conduct.

11-12

Employee Experience Survey Says…

Coffee & Conversations: Family Council Edition

The Ratcliff Award: Inspiring Excellence

The Heart of Parkview: Employee of the Month Spotlight

A Message from the IPAC Lead & Behavioural Support Lead BSO

Wellness and Savings: Your Perkopolis, GoodLife, My Inconfidence Benefits

16-17

Bonus!

17-18

What’s to come in 2025...

Our Mission, Vision, and Values

A word from the CEO A New Year of Growth and Opportunity

A s we welcome 2025, I’m excited to reflect on the progress we’ve made at Parkview and the opportunities ahead. Over the past year, our efforts to strengthen operations, enhance resident care, and support our dedicated team have been transformative. Your hard work and commitment are at the heart of everything we do. We are actively exploring new funding opportunities to support our mission and address the needs of our community. From grants to partnerships, these efforts are aimed at creating lasting impact—whether it’s expanding programs, improving facilities, or supporting innovative initiatives that benefit both residents and staff. Listening to staff feedback has been a priority, and your insights have been invaluable in shaping our goals for 2025. One recurring theme has been the need for better communication, more professional development opportunities, and enhanced recognition. In response, we’re reintroducing the Ratcliff Award for continuing education, launching the Employee of the Month program, and upgrading staff spaces to ensure a better working experience. These initiatives reflect our commitment to fostering a positive and empowering work environment. In 2024, we completed several capital improvement projects, including new beds, high-back chairs, and infrastructure upgrades that enhance comfort and safety for residents and staff. Our Environmental Services (EVS) and Infection Prevention and Control (IPAC) teams have worked tirelessly to keep us safe and in compliance with regulatory standards, ensuring a healthy environment for all.

This year also marks Parkview’s 60th anniversary, a momentous milestone that celebrates our rich history and legacy of care. We’re planning special events and activities to honor this occasion while looking ahead to the future with a refreshed website and branding. These efforts, combined with our ongoing improvements and investments, aim to ensure that Parkview remains a leader in senior care for decades to come. The Parkview Pulse newsletter is a new initiative designed to keep everyone informed and connected. I hope it will serve as a platform to celebrate our achievements, share important updates, and foster open communication. Together, we can continue building on the strong foundation we’ve established and work toward our shared vision for Parkview. Thank you for your dedication and support as we embark on this new chapter. I’m excited to see what we will achieve together in the years ahead!

Best Regards, Hamlet

From My Desk to Yours: A Message from the Administrator

W elcome to the Inaugural Issue of Parkview Pulse!

It is with great excitement and pride that I welcome you to the first issue of Parkview Pulse! As we step into 2025, we celebrate a momentous milestone—the 60th anniversary of the Mennonite Home Association of York County. This year, we’ll honor Parkview’s rich history, remarkable growth, and the incredible community of residents, families, and staff who have shaped us into the organization we are today. Parkview’s journey began in 1964 with the formation of the Mennonite Home Association of York County. By 1965, the organization had opened a 63-bed care home on Rupert Avenue. In 1971, the home expanded with an additional 49 beds to meet the growing demand for care within the community. By 2006, we had outgrown the original location, leading residents and staff to relocate to our current home on Weldon Road. Our commitment to supporting older adults extended further with the creation of Parkview’s independent living communities. In 1984, the Parkview Village Retirement Community Association of York Region was established, offering a 124-unit rental apartment building. This was followed in 1989 by the Parkview Village Cluster Homes for Seniors Association of York Region, introducing a life lease model with apartments and bungalows. These independent living options provide not only housing but also an investment in a secure and vibrant community.

At the heart of our growth and success is our unwavering mission: to enrich the lives of seniors by providing high-quality, cost- effective housing and facility-based care. We strive to create an inclusive environment that respects diversity and promotes dignity, ensuring every senior feels valued and supported throughout their aging journey. This mission fuels our vision of a vibrant, inclusive community where every senior is empowered to thrive and live life to the fullest. Our goal is to redefine seniors’ living by offering a place to call home that celebrates diversity in contemporary settings with quality care and support. Parkview Pulse was created to keep you informed and engaged as we celebrate our 60th year. This bi-monthly newsletter will highlight team achievements, upcoming events, and initiatives that make Parkview such a special place. On alternate months, we’ll continue connecting through our online platform, Teams Connect. Thank you for your dedication, compassion, and commitment to the Parkview community. I look forward to celebrating this milestone year with all of you as we continue to build on the incredible legacy of Parkview Services for Seniors. Together, we’ll ensure our mission and vision guide us in enriching the lives of those we serve.

Christine Ramdeyol, MBA, RN, BScN, GNC(c) Home Administrator

60 Years of Care Honoring Our Past, Celebrating Our Present, Inspiring Our Future T his year, we are thrilled to celebrate an incredible milestone—our 60th anniversary! To mark the occasion, we’re launching the “60 Reasons Why…” campaign. Each quarter, we’ll shine a spotlight on the amazing people who make our home so special: our residents in the first quarter, our incredible staff in the second, the families who support us in the third, and the community that surrounds us in the fourth. Let’s celebrate together all the reasons we have to be proud and grateful! Throughout the year, we will find meaningful ways to incorporate these themes, highlighting the contributions, stories, and memories that make Parkview Services for Seniors such a vibrant and caring place.

Stay tuned for updates and opportunities to get involved!

January CELEBRATING TAMIL HERITAGE MONTH, LUNAR NEW YEAR, HOT CHOCOLATE DAY, AND ALZHEIMER'S AWARENESS MONTH D ear Team, This January, we have an exciting mix of celebrations and meaningful acknowledgments to share as we begin the new year together. MARK YOUR CALENDARS: CELEBRATIONS & EVENTS

Alzheimer’s Awareness Month

Tamil Heritage Month

J anuary marks Alzheimer’s Awareness Month, a national initiative led by the Alzheimer Society of Canada. This month is dedicated to increasing understanding of dementia and its impact on Canadians. While January highlights this cause, the realities of living with dementia extend far beyond the month. At Parkview, we’re committed to fostering awareness and creating meaningful experiences for our staff and residents. On January 29th, our team will be hosting a ‘Dementia Sensory Experience’, offering an immersive opportunity to better understand what it’s like to live with dementia. We’ll also provide education on the different types of dementia, equipping staff with valuable knowledge to enhance care and empathy. We encourage all staff to participate in this enlightening experience.

T his month, we acknowledge Tamil Heritage Month, a time to recognize the vibrant language, culture, and contributions of the Tamil community in Canada. This is an opportunity to reflect on the rich history and traditions that Tamil Canadians bring to our society, including Pongal, the harvest festival that symbolizes gratitude and unity.

MARK YOUR CALENDARS: CELEBRATIONS & EVENTS

Lunar New Year

Hot Chocolate Day

H appy Lunar New Year! As we welcome 2025, the Year of the Wood Snake , we celebrate a time of wisdom, growth, and renewal. In the Chinese Zodiac, the Snake symbolizes transformation and adaptability, shedding its skin to signify fresh beginnings. Paired with the wood element, which represents strength and resilience, this year emphasizes steady progress and positive change. Let’s embrace the spirit of the Wood Snake as we celebrate with joy and hope for a prosperous year filled with happiness, growth, and success!

WELCOME TO THE TEAM! WE ARE DELIGHTED TO EXTEND A WARM PARKVIEW WELCOME TO THE NEWEST MEMBERS OF OUR TEAM: Ufuoma Iku Charriemayne Ligsay Sofia Roulston Soumen Das Haroon Alexander Bilal Syed E ach of you brings unique skills, talents, and experiences that will enrich our community, and we are excited to have you on board!

To all our staff, please join us in giving our new team members a warm welcome! Let’s make sure they feel at home here at Parkview. Whether it’s a friendly smile in the hallway, a quick chat in the breakroom, or offering a helping hand - small gestures can make a big difference in creating a positive and inclusive environment.

Anastacia Balsdon Waldon Hutchinson Sandra Watson Charlotte Ciehanskie Faydel Swaby

PARKVIEW VILLAGE: AT A GLANCE A t Parkview Village, we continue our commitment to fostering a vibrant and engaging environment for residents. With a variety of activities and programs each month, there’s always something to keep residents active, connected, and enriched. From weekly worship services and physiotherapy exercises to our knitting club, crafts, hobbies, and games, our programs bring joy and foster a sense of belonging. Each month, we ensure newcomers feel welcome and celebrated, and birthdays are marked with special monthly parties to make residents feel cherished. Friday evenings are a community favourite, with residents enjoying movie nights in the cozy Auditorium. We’re thrilled to announce that the Seniors Active Living Centre (SALC) Grant has been approved for Parkview Village! This funding will allow us to enhance the programming and offerings at the café, creating a vibrant space for relaxation and connection. Stay tuned for more details as we approach the café launch event in March.

Fresh Finds: Hulshof Farm Market When: Every Friday, 10:00 am – 12:00 pm Where: Village Administration Lobby S top by to explore fresh organic fruits, vegetables, and delicious treats! This is a great way for staff to stock up on healthy, local produce while supporting community farming.

Comfort at Your Feet: ‘Nelly’s Shoes’ Visit

When: February 19th, 11:00 am – 3:00 pm Where: Village Board Room D iscover a range of comfortable footwear perfect for both residents and staff. Whether you’re on your feet throughout the day or looking for casual comfort, Nelly’s Shoes has something for everyone.

A FEBRUARY TO CELEBRATE

W e’re excited to celebrate Family Day on February 17th—a special occasion to honor the love and connections within the Parkview family. The day will feature fun and engaging activities for residents, staff, and

their families, fostering a sense of community and togetherness.

Here’s to another month of connection, celebration, and shared experiences at Parkview Village!

Your HR Insider

Trivia Question Which four planets in our solar system have rings? Answer:

W e’ve had productive discussions with our SEIU Services and RN groups, focusing on key challenges like scheduling and filling vacancies. Here’s a brief update on staffing across departments compared to November 2024: The PSW department has no full-time vacancies, and part-time vacancies have decreased to 10. Cedar unit staffing has improved, with four PSWs now covering day and evening shifts. In the RPN department, there are no full-time vacancies, and part-time vacancies have been reduced to four. Environmental Services continues to show stability, with no permanent vacancies in Housekeeping or Laundry, though Laundry has one new temporary vacancy. RN staffing remains steady, with no vacancies in full-time or part-time positions. In the Dietary department, there has been a slight increase in part-time and temporary vacancies. Life Enrichment and Administration both maintain full staffing with no vacancies. Remember, our Employee Referral Bonus Program is a great way to help grow our team! Reach out to your department lead for details.

Did you know?

Stouffville was originally settled by Ancestral Huron- Wendat people in the 1500s. In 2003, a large 16th-century Huron village was discovered in Stouffville.

Building a Culture of Kindness Education on Workplace Harassment, Bullying, and Incivility

T hank you to everyone who participated in the recent five days of on-site education focused on workplace harassment, bullying, and incivility. These sessions fostered meaningful conversations and provided valuable insights that have helped shape two proposed versions of our Team Code of Conduct. Both versions are attached for your review. I encourage you to take the time to carefully review the drafts and share your preference or suggestions for any sections you believe should be added or removed. Please feel free to email your feedback to me directly or share it with your department leader. You will also have additional opportunities to provide input during group discussions led by your department manager before the final version is finalized and shared.

The post-session survey indicated overwhelmingly positive feedback from participants, with constructive suggestions highlighting the need for more interactivity, continued focus on these critical topics, clarity on supervisor responsibilities, and guidance on outcome reporting. These insights will guide us as we continue to strengthen our collective commitment to a respectful and supportive workplace. The conversations during these sessions were both inspiring and thought-provoking. They underscored the importance of working together harmoniously to create an environment where every team member feels valued and supported. This collaboration is essential for us to fulfill the reason we are here—providing exceptional care to our residents. Thank you for your dedication and for being part of this important step toward a stronger, more cohesive future for our team. Your input is invaluable as we move forward together.

“There is no exercise better for the heart than reaching down and lifting people up” – John Holmes

Team Code of Conduct

Version 1

1. Be Respectful Speak politely and use a friendly tone with each other.

5. Focus on Resident Care Always put the residents’ needs first and treat them with care and kindness. Example: When conflicts arise, ensure that residents remain the priority by keeping interactions calm and professional around them. Follow the rules and do your best to provide high-quality care. Example: Adhere to policies and procedures when providing care to residents to maintain safety and quality. Be patient, understanding, and supportive in all you do. Example: Show compassion when residents or coworkers are experiencing difficulties, demonstrating patience and empathy. 6. Include Everyone Greet and acknowledge everyone on the team, no matter who they are. Example: Say “Good morning” to all team members, including new staff, to foster a welcoming environment. Help new staff feel welcome and supported as they learn the ropes. Example: Offer to assist new staff during orientation by showing them how tasks are done and answering their questions. Speak in a language everyone understands while at work. Example: Use English when communicating in group settings to ensure inclusivity and understanding among all team members. 7. Take Responsibility Follow the workplace rules and own up to mistakes when they happen. Example: If you miss a deadline or make an error, take responsibility by saying, “I made a mistake, but here’s how I’ll fix it.” Stay aware of how your actions affect others and aim to improve. Example: Consider how being late or leaving tasks incomplete might burden your coworkers and work to change those habits. Set a good example for your team by being respectful and fair. Example: Show professionalism and fairness in all interactions, setting a positive tone for the team. 8. Give and Receive Feedback Positively Share feedback kindly and focus on solutions, not blame. Example: Instead of saying, “You always do this wrong,” try, “Here’s a way we can do this more effectively next time.” Celebrate successes and recognize when someone does a good job. Example: Acknowledge a coworker’s hard work by saying, “Great job handling that situation today—it made a big difference.” Support new staff by being patient and encouraging. Example: Provide guidance to new team members and encourage them by saying, “You’re doing really well—keep it up!”

Example: Instead of using harsh or directive language like "Do this now," say, "Could you please help with this task?" A polite tone helps build a positive and supportive environment. Do not argue or be rude in front of residents and their families. Example: If you disagree with a coworker about how a task should be done, avoid confronting them in front of residents or their families. Instead, wait until you are in a private setting to discuss the issue professionally. If there’s a problem, talk about it calmly and in private. Example: If you feel a coworker is not pulling their weight, avoid complaining to others or addressing it in public. Instead, approach them privately and say, "I’d like to talk about how we can better share the workload." 2. Work as a Team Include everyone and treat your teammates with kindness. Example: Acknowledge new staff during their orientation and make an effort to include them in conversations or team activities. Avoid favoritism or exclusion based on seniority or personal relationships. Help each other out and share the workload fairly. Example: If you notice a coworker overwhelmed with tasks, step in and offer assistance. For example, if someone is struggling with a large assignment, ask, “How can I help lighten the load?” Join in team activities to build stronger relationships. Example: Participate in team-building exercises organized by the department to promote collaboration and trust among team members. 3. Stay Professional Keep private matters confidential and discuss them in the right place. Example: If you overhear a sensitive conversation, do not repeat it to others. Instead, maintain confidentiality and respect your coworkers' privacy. Don’t gossip—if there’s an issue, talk directly to the person involved. Example: If you feel someone isn’t pulling their weight, approach them directly in a calm manner rather than discussing it with others. Say, “Can we talk about how we can share this task more evenly?” Be on time, take responsibility for your actions, and support your coworkers. Example: Arrive promptly for shifts and team meetings, and be accountable for any mistakes by acknowledging them and taking steps to improve. 4. Handle Conflicts Calmly Talk things through early to prevent problems from getting worse. Example: If you notice tension between colleagues, encourage open dialogue to resolve the issue before it escalates. Communicate clearly and respectfully during disagreements. Example: Use phrases like, “I see your point, but here’s my perspective,” to keep conversations constructive and focused on solutions. Ask for help from a manager if a problem can’t be solved right away. Example: If a conflict continues to disrupt the workplace, involve a supervisor to mediate and resolve the issue.

9. Be Supportive Say hello and acknowledge your coworkers every day.

Example: Greet colleagues with a smile and a “Good morning” to create a positive atmosphere. Offer help when someone is struggling or needs assistance. Example: If a coworker is behind on their tasks, ask, “Is there anything I can do to help?” Avoid leaving people out or making them feel unwelcome. Example: Invite all team members to join in group discussions or breakroom conversations, ensuring no one feels excluded. 10. Work with Leadership Feel free to share your ideas or concerns with management. Example: If you have a suggestion for improving a process, approach your manager and say, “I have an idea I’d like to share.” Expect honesty and openness from your leaders. Example: Trust that leadership will address issues like favoritism or communication breakdowns fairly and transparently. Meet regularly as a team to stay connected and work through challenges together. Example: Attend scheduled team meetings to share updates, address concerns, and maintain strong communication across the team. 11

Team Code of Conduct Version 2

Inclusivity and Fairness Acknowledge and welcome all team members equally, regardless of seniority or background. Offer support to new staff during their onboarding and orientation periods. Promote inclusivity by using a common language (e.g., English) during work hours. Behavioral Accountability Take personal responsibility for following workplace policies and standards. Acknowledge and address mistakes constructively to foster growth. Act as a role model for respectful and ethical behavior. Constructive Feedback and Recognition Provide and accept feedback in a professional and solution-oriented manner. Acknowledge and celebrate team and individual achievements. Support new staff with positive reinforcement as they adapt to their roles. Supportive Environment Greet and acknowledge colleagues daily to build a welcoming atmosphere. Offer assistance to team members in need,

Respectful Communication Use a polite tone and maintain open body language during interactions. Avoid confrontational behavior, especially in the presence of residents and family members. Address concerns or issues promptly and professionally in private settings. Team Collaboration Support inclusivity and encourage mutual respect among team members. Participate in team-building activities to strengthen workplace relationships. Share responsibilities equitably to ensure no one is overburdened. Professionalism Uphold confidentiality and discuss sensitive matters only in appropriate settings. Avoid gossip and address issues directly with the individuals involved. Demonstrate punctuality, accountability, and a willingness to assist colleagues. Conflict Resolution Approach conflicts with a problem-solving mindset and seek early intervention. Utilize effective communication techniques to manage disagreements.

fostering a culture of mutual support. Actively discourage behaviors such as exclusion, favoritism, or undermining.

Engage leadership when issues remain unresolved, ensuring timely follow-up.

Leadership Engagement Ensure leadership remains approachable and open to feedback. Encourage transparency and communication between staff and management. Hold regular check-ins to address concerns and promote team cohesion

Commitment to Quality Care Prioritize the safety, comfort, and well-being of residents in all actions. Follow established policies and procedures to maintain high standards of care. Foster an atmosphere of kindness, patience, and acceptance. .

Employee Experience Survey 2024 Says….

T he recent employee survey provided valuable insights into the overall satisfaction levels at Parkview Home, comparing the results to the previous year. A total of 197 employees were invited to participate, and 126 employees completed the survey, yielding a 64% response rate, a positive increase from 55% in 2023. Of those who responded, 79% indicated they would recommend Parkview Home as a good place to work, a significant improvement from 62% last year. In terms of satisfaction by department, nursing employees reported the highest overall satisfaction, while support service employees were the least satisfied. The survey revealed that while there were still areas requiring attention, poor or fair ratings decreased, reflecting a positive trend in employee satisfaction. The survey also highlighted areas where satisfaction has improved, including the availability of equipment and supplies, and learning opportunities. However, there were still areas with greater than 15% poor or fair ratings, indicating persistent concerns. These areas include courtesy and respect among staff, communication within and between departments, teamwork, supervisor support, and safety equipment responses. In addition, work-life balance, morale, and scheduling fairness were identified as areas that need further attention.

As we review these findings, we will focus on three key areas from the survey that require continued improvement: communication, teamwork, and supervisor support. These areas will be prioritized to enhance the overall work environment and ensure a more cohesive and supportive atmosphere for all staff members. We invite all staff to participate in shaping our action plan to enhance the employee experience. Specifically, you will have the opportunity to share your suggestions and insights through your department manager during departmental meetings. Your input will be instrumental in guiding our efforts.

Random Fun Facts!

S touffville, Ontario is about 4.5 kilometers long and 2.7 kilometers wide. It's part of the town of Whitchurch- Stouffville, which is 206.22 square kilometers in area.

Did you know... There is a Parkview Home pet that lives on the second floor? Her name is Tawny! She has big ears and loves to be pet! 13

Coffee & Conversations Family Council Edition T he Family Council is pleased to announce a Coffee Chat event aimed at recruiting new members and fostering connections among residents’ families, staff, and the leadership team. This informal gathering provides an excellent opportunity for staff to engage with residents’ families, gain insights into their perspectives, and strengthen our community relationships.

Event Details: Date : Tuesday, January 30, 2025

Time : 10:00 AM – 11:00 AM Location : Founder's Hall

W e encourage all staff to attend and support this important initiative. Your participation will contribute to building a collaborative and welcoming environment for our residents and their families.

Thank you, and we hope to see you there.

The Ratcliff Award Inspiring Excellence W e are pleased to announce the return of the Ratcliff Award, a wonderful initiative to support continuing education. Stay tuned for more details, including the program guidelines and instructions on how to apply, which will be shared in the coming weeks. Thank you for your dedication to growth and learning—we’re excited to offer this opportunity to support your professional development!

The Heart of Parkview Employee of the Month Spotlight

A t Parkview, we take pride in recognizing the outstanding contributions of our staff through the ‘Parkview Employee of the Month’ program. Nominations are open to residents, family members, co-workers, managers, and community partners, providing everyone the opportunity to acknowledge the dedication and hard work of our team members. Nomination forms can be found in staff rooms, reception areas, and near the punch clock in the basement. Completed forms should be submitted in the secure lockboxes located in the front lobbies of Parkview Home and Parkview Village. Nominations remain open year-round, with submissions collected on the first Friday of each month for review. A dedicated committee consisting of representatives from residents, families, management, and front-line staff, will evaluate nominations based on alignment with Parkview’s values. The selected winner will be announced in the second week of the month via "Team Connect" or the "Parkview Pulse." Winners will be honored with a framed photo displayed in the lobby, recognition in our newsletter and social media, and a $50 gift card as a token of appreciation. Honorable mentions will also be celebrated, ensuring we acknowledge the remarkable efforts of all nominees. Join us in recognizing the exceptional work of our team— submit your nominations today!

A Message From Parkview Home’s IPAC Lead

W hen visiting a resident at Parkview Home, if you encounter signage on their door indicating specific precautions, it is important to promptly consult with the nursing staff regarding the necessary precautionary measures that must be followed during your visit. These measures are in place to ensure the safety and well-being of our residents and visitors, and it is essential to adhere to them accordingly. The nursing staff will supply you with the necessary information and guidelines to follow, ensuring a safe and thoughtful interaction with the resident. Signage like this can include:

Droplet contact signage typically indicates that additional precautions are required to prevent the transmission of infections that can be spread through respiratory droplets or direct contact with contaminated surfaces.

Contact signage indicates that specific precautions need to be followed to prevent the spread of infections that can be transmitted through direct contact.

Please follow-up with the nursing team on which PPE would be appropriate in that case and how to correctly don or doff your PPE.

A Message From the Behavioural Support Lead (BSO)

A s we support our aging population with complex health challenges, the Behaviour Support Ontario (BSO) program plays a crucial role in enhancing the quality of life for those in long-term care. Designed to help individuals experiencing complex behaviours due to dementia, mental health conditions, or other health issues, the BSO program provides expert guidance to manage distress and improve well-being. In long-term care, the program ensures each resident’s needs are met with respect, dignity, and compassion. Our team works with families, caregivers, and staff to create personalized care plans, helping residents feel safe and supported. The BSO program also empowers caregivers by providing the tools and knowledge needed for a positive caregiving experience. At its core, BSO is about person-centred care, ensuring individuals with complex needs are treated with respect and

Wellness and Savings Your Perkopolis & GoodLife Benefits

Perkopolis: Your Exclusive Discounts and Perks! D id you know that as a valued member of the Parkview team, you have access to Perkopolis? This program offers incredible savings on entertainment, lifestyle, and services, including discounts on attractions, events, and more! This is just a friendly refresher to remind you to take advantage of all the perks available through Perkopolis. From exclusive discounts to enhanced benefits, there’s something for everyone to enjoy.

Ready to dive in?

Use the QR code to access Perkopolis and sign up using your Employee ID. If you’re already registered, simply scan the QR code to explore the latest offers and start saving today!

Experience the perks—you’ve earned them!

GOODLIFE FITNESS EXCLUSIVE CORPORATE MEMBERSHIP BENEFITS

R eady to start your fitness journey? Scan the QR code below to sign up and unlock your exclusive membership benefits!

P arkview employees, here’s your chance to make fitness part of your routine with exclusive perks through our corporate partnership with GoodLife Fitness! As part of your benefits, you will enjoy: Waived enrollment fee (regularly $99+tax). Corporate rates extended to two family members. Access to state-of-the-art cardio equipment and free weights. World-renowned Group Fitness classes (available with select memberships). Professionally trained staff to help you achieve your fitness goals. Showers and 24-hour locations (at select clubs). GoodLife On Demand and access to GoodLife Rewards.

Make this year your healthiest yet with GoodLife Fitness!

Feeling the January Blues? Cold days, snow, and ice making you miserable?

B enefits Note: As of January 1, 2025, Parkview’s Blue Cross premiums have increased. The only change that will affect employees will be in the portion of dental premium that is paid by staff. New rates are: Union Family coverage = $49.04/pay period Union Single = $16.16/pay period

R egister now to get started:

myinconfidence.ca In crisis? Prefer to connect by phone? Call 1-800-933-0103 (toll--free 24/7/365)

T4s will be available to view and download by February 15, 2025.

Bonus! Spot the Difference

Your Daily Game Break Starts Here!

Word Search

PARKVIEW HOME VILLAGE CELEBRATION

STOUFFVILLE JANUARY MAGAZINE

Did you know...? T he oldest human artifacts found in Whitchurch Township date to 1500 BC and were found in the hamlet of Ringwood (now part of urban Stouffville)!

Bonus! Chuckles & Giggles: Let’s Get Laughing!

I only know 25 letters of the alphabet .. I don’t know “Y”

What is orange and sounds like a parrot? A carrot!

Teacher: “What do you mean , you ate your homework? Why would you do this?” Student: “Because you said , it would be a piece of cake!”

I made a pencil with two erasers . It was pointless

Parkview Village Café

L ooking for a cozy place to grab a delicious bite?

Visit Parkview Village Café, open every Tuesday and Thursday from 9 AM to 1 PM!

Indulge in our delicious daily lunch specials, refreshing drinks, and of course, sweet desserts!

Whether you're stopping by for a quick snack or a leisurely meal, we’ve got something to satisfy every craving. Bring your friends, bring your family— everyone’s welcome at the Parkview Village Café!

We can’t wait to serve you!

What’s to come for 2025...

A s we step into 2025, we are filled with optimism and a renewed commitment to excellence, collaboration, and care. Here’s what lies ahead for our Parkview Home team:

Celebrations and Acknowledgments Each month, we will honor significant events and milestones, fostering a workplace that reflects our values of inclusivity and respect for all cultures and traditions. Strengthening Our Foundation The development of a robust HR program will be a cornerstone of our efforts to stabilize staffing, enhance the quality of care, and promote job satisfaction and engagement for all team members. 60th Anniversary Celebrations Our journey continues as we commemorate this special milestone, creating moments of connection and reflection with our community and one another.

Your Voice Matters

The insights shared during our "Incivility" forum have been heard. In 2025, we will create more opportunities for open dialogue and ensure your

feedback leads to meaningful, visible changes.

Mentorship Program

We are excited to share that a mentorship program is currently in development. This initiative will support personal and professional growth, creating stronger connections and shared learning opportunities among our staff.

Let us embrace the opportunities ahead with a shared vision and purpose. Together, we will make 2025 a year of growth, achievement, and pride for Parkview Services for Seniors.

Our Mission, Vision, and Values

Mission

P arkview Services for Seniors enriches the lives of seniors by providing high quality, cost-effective housing and facility- based care. Our mission is to create an inclusive environment that respects diversity and promotes dignity, ensuring every senior feels valued and supported throughout their journey of aging.

Vision

W e envision a vibrant, inclusive community where every senior is empowered to thrive and live life to the fullest. We aspire to redefine seniors’ living by providing a place to call home that celebrates diversity in contemporary settings, with quality care and support

Values Service We serve each person with dedication, patience, kindness, compassion and respect We honour the uniqueness of each person and strive to offer safety, comfort, belonging and opportunity to all who call Parkview home We care about the whole person including the physical, emotional, social and spiritual aspects of health and well-being Learning We share our skills and knowledge so each of us can grow to our full potential We are open to learning new ideas and innovative practices that will challenge and change us

Improvement We expect the best of ourselves and commit to work together to develop that in each other We are proactive and adapt to the ever- changing environment in which we work Integrity We are committed to honesty, fairness and transparency Accountability We accept responsibility for the people we serve by:

making wise decisions taking informed actions using resources efficiently

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