LABOUR STRATEGY

City of Brandon 2012

Agenda• Labour Strategy

• Employee Relations Strategy• Performance Management• Organizational Structure• Vacancy Management• Human Resource Planning• Safety Focus Culture• Union Relationship Strategy• Communication

• Roadmap for Growth - Update• Other Updates.

Labour Strategy• The core of our business and our budget is

human resources• We are a service based organization and

everything we do involves our staff• Our residents interact with us more than ever

and expect increased services and value for their money

• Our residents demand information and an understanding of process and controls

• Our role is to strategically balance our human resources to meet the demand, while at the same time find more effective and efficient ways to provide these services.

Overview

Labour Strategy• I was asked to set up a meeting to provide

you with the highlights of our 2012 strategy• This strategy has been a work in progress for

months and will continue to evolve going forward

• Through Council, our job as administration is to execute the day to day business of this organization and be accountable to its success.

Overview

Labour Strategy• June 2011 – we created a leadership team to

build and implement an Employee Relations Strategy.

• Why?........to correct:• Inconsistent application of collective

agreements • Out-dated and non-relevant policies• Inconsistent application of city policies• Managers without the proper education and

training to effectively manage employees• Managers avoiding conflict and not being

held accountable• Different Union stances sometimes require

clarification.

Employee Relations Strategy(Where we are at today)

Labour Strategy• The Management group have now all completed a

week long course on ‘Managing Employees in a Unionized Environment’

• Improved communication through new initiatives (Communication audit of facilities)

• Upcoming Education and Training - discipline training

• Upcoming policy training for our new Code of Ethics and Attendance Support Policies rollout

• Monthly progress reports at Department Head meetings to provide the group with ongoing activity.

Employee Relations Strategy(accomplishments)

Labour Strategy• In my experience this is a must in any

organization to set, manage and monitor goals• Ability to create a team atmosphere with a

common vision• Ability to build a strong and capable team• Most importantly, an ability to hold people

accountable• Success Factors is the system and tool we have

decided to use for 2012 and going forward.

Performance Management

Labour Strategy

• To provide a snapshot of the organization as a whole or by department

• Manage employees and plan for the future• Provide a base and a control system when

making decisions• Ability to show annual comparative data that

is accurate and easily understood• We will have a process for senior

management to identify future retirement candidates for succession planning puposes.

Organizational Structure

Labour Strategy• An important process in any growing and

changing organization• Provides a control process to determine

needs throughout the organization• Allows for vacancies to be discussed and

reviewed to determine needs• HR Department owns and initiates the

process as positions become vacant• The review process includes the General

Managers, HR Director and City Manager for all division managers and supervisors excluding Protective Services.

Vacancy Management

Labour Strategy• In Protective Services the review process

involves the Chief, Deputies, Inspectors and City Manager for all officer positions

• There is a paper trail of decisions and HR is always current

• The City Manager will be up to speed at all times and will be required to sign off on these changes. Vacancy

Management

Labour Strategy• Necessary for planning future growth,

succession planning, and retirements• This process allows us to pin point coaching

opportunities, training and development, and mentoring

• It allows planning for the future and a clear outlook by department

• This will become a priority over the next few months as I expect retirements and unexpected changes to occur and we need to be prepared.

Human ResourcePlanning

Labour Strategy• An important part of our business and culture

and has become a priority • We are responsible to protect employees• We must reduce our current WCB rates• We need to find a way to change and

improve our safety culture at every level of the organization

• Safety is now the first agenda item at every monthly Department Head meeting.

Safety Focus Culture

Labour Strategy• Labour/Management meetings across all

departments on a regular basis• Union Executive/Senior Management meetings

with all unions• Recognize that sometimes only an arbitrator can

make decisions that bring closure to an issue• Working with our Unions on policies and

procedures to ensure two way communication during implementation

• Our goal is to develop and maintain good working relationships with all unions, with each having respect for the other’s roles.

Union Relationship Strategy

Labour Strategy• Council Updates• Council Briefs• The Buzz• Department Head meetings monthly• GM/HR bi-weekly meetings• One on One meetings• Department meetings monthly• PSA/Press releases internal first• City Manager updates (New)

Communications

Roadmap for Growth

Roadmap

Roadmap for Growth

Roadmap

Green – Progressing on ScheduleYellow – Progressing; Schedule ModifiedRed – Project Under ReviewBlack – Project Complete

Roadmap for Growth

Roadmap

Project Project Champion Project Leader Status Details

Infrastructure1 IWWTF Phase III (Q1-12) Ted Snure Patrick Pulak G Details2 Black Farm Development (Q1-12) Ted Snure Angie Veilleux G Details3 Cityworks (Q1-12) Rod Sage Jaime Hart / Andrew Wilson G Details4 North Hill Sewer Servicing (Q1-12) Ian Christiansen Patrick Pulak G Details5 Diking Upgrades (Q1-12) Ian Christiansen Steve Hayward G Details6 Storm Water Drainage Plan (Q1-12) Ian Christiansen Steve Hayward Y Details7 Elimination of Combined Sewers (Q1-12) Ted Snure / Ian Christiansen Patrick Pulak G Details8 Greywater Recovery Strategy (Q1-12) Ian Christiansen Patrick Pulak G Details

Communications1 Website Upgrades (Q1-12) Scott Hildebrand Todd Burton G Details2 Communications Strategy (Q1-12) Scott Hildebrand Allison Collins G Details3 Branding & Logo Strategy (Q1-12) Scott Hildebrand Allison Collins G Details

Rural & Community Outreach1 Regionalization & Shared Services (Q1-12) Dean Hammond Vivianne Lockerby G Details2 Elton / Cornwallis Annexation Strategy Director of Planning Angie Veilleux / Dan McPherson G Details3 RM & AMM Annual Conventions (Q1-12) Mayor Shari Decter Hirst Council b Details

Affordable Housing1 Define Affordable Housing (Q1-12) Sandy Trudel Sandy Trudel G Details2 350 Units of Affordable Housing (Q1-12) Sandy Trudel Sandy Trudel G Details3 Affordable Housing First Policy (Q1-12) Sandy Trudel Sandy Trudel G Details4 Inclusionary By-law (Q1-12) Sandy Trudel Director of Planning G Details5 Secondary Suite/Boarding House By-law (Q1-12) Sandy Trudel Director of Planning G Details6 Developer / Government Strategy (Q1-12) Sandy Trudel Director of Planning Details7 Derelict Building Strategy (Q1-12) Con Arvisais Heather Ewasiuk G Details8 City Infill Opportunities (Q1-12) Angie Veilleux Community planners Details

Economic Development1 2017 Canada Games Bid (Q1-12) Dean Hammond Erin Brown G Details2 Hotel Tax Strategy (Q1-12) Dean Hammond Sandy Trudel b Details3 Economic Development Strategy (Q1-12) Sandy Trudel ED Team G Details4 Airport Strategy (Q1-12) Rod Sage Tim Sanderson G Details5 Highway 10 Lobbying (Q1-12) Mayor Shari Decter Hirst Council Y Details6 Smart City Strategy (Q1-12) Sandy Trudel ED Team Details7 Tourism Strategy (Q1-12) Scott Hildebrand Sandy Trudel Details

Downtown Hub1 Pedestrian Mall (Q1-12) Renaissance Brandon Braden Pilling G Details2 Building Equivalency Standards (Q1-12) Ted Snure Director of Planning Details3 Renaissance District Secondary Plan (Q1-12) Renaissance Brandon Board Braden Pilling b Details4 Entertainment Complex Options (Q1-12) Ted Snure Director of Planning G Details

(Note, this info links to individual project tabs, you do not enter data here)

Roadmap for Growth

Roadmap

Environment1 Large Complex Sanitation Strategy (Q1-12) Rod Sage Ian Broome G Details2 Greenspace Master Plan (Q1-12) Rod Sage Perry Roque R Details3 Household Hazardous Waste Strategy (Q1-12) Rod Sage Ian Broome G Details4 City Wide Recycling Strategy (Q1-12) Rod Sage Ian Broome G Details5 Organics / Composting Strategy (Q1-12) Rod Sage Ian Broome G Details6 Green Development Strategy (Q1-12) Director of Planning Angie Veilleux Details7 Green Purchasing Strategy (Q1-12) Dean Hammond Vivianne Lockerby G Details

Culture & Heritage1 Two Culture Events (Q1-12) Rod Sage / Perry Roque Esther Bryan / Hope Roberts G Details2 Culture (Q1-12) Rod Sage / Perry Roque Esther Bryan / Hope Roberts G Details3 Brandon Museum Permanent Facility (Q1-12) Scott Hildebrand b Details4 Sculptures on the Streets (Q1-12) Rod Sage / Perry Roque Esther Bryan R Details5 Establish Brandon Arts Council (Q1-12) Rod Sage / Perry Roque Esther Bryan G Details

Recreation1 Recreation Master Plan Update (Q1-12) Rod Sage Perry Roque / Bryce Wilson R Details2 WC Golf Course Strategy (Q1-12) Rod Sage Perry Roque / Bryce Wilson G Details3 Veteran's Way Rec Plan (Q1-12) Angie Veilleux Community planners G Details4 Establish Rec. Department (Q1-12) Rod Sage Perry Roque R Details5 Community Center Strategy (Q1-12) Rod Sage Perry Roque / Esther Bryan G Details6 School Facilities Use Strategy (Q1-12) Rod Sage Bryce Wilson / Perry Roque B Details7 Relocate Skating Oval (Q1-12) Rod Sage Perry Roque / Lois MacDonald G Details8 Close Walkway / Bike Path Loops (Q1-12) Rod Sage / Perry Roque Bryce Wilson Y Details

Supporting Projects1 Overhaul Budget Process (Q1-12) Dean Hammond Val Rochelle G Details2 Employee Relations Strategy (Q1-12) Scott Hildebrand Vicki Fifi G Details3 Pay Admin Review (Q1-12) Scott Hildebrand Sandra Wallace / Vicki Fifi b Details4 Performance Management Strategy (Q1-12) Scott Hildebrand Vicki Fifi G Details5 Organizational Sustainability (Q1-12) Scott Hildebrand Vicki Fifi G Details6 Critical Hires (Q1-12) Scott Hildebrand Vicki Fifi b Details7 Analysis of Royal Red Permanent Facilities (Q1-12) Council Scott Hildebrand / Dean Hammond Y Details8 Brown Block Demolition (Q1-12) Ted Snure Senior building inspector b Details9 Secure Brandon Inn (Q1-12) Ted Snure Renaissance Brandon b Details

10 Riverbank Corridor Long-Term Funding Ted Snure Brandon Riverbank Inc G Details

THANK YOU