Effective Leadership

The Effective Leadership pillar focuses on ensuring we have the leadership skills and knowledge to build a high-performance organization that supports employee growth and the effective delivery of municipal services.

During some of the preliminary meetings employees who are on the Effective Leadership pillar team were asked to rank the five deliverables and results were clear, our employees see a need for an effective frontline leadership program!


This project is one that will be designed BY EMPLOYEES, FOR EMPLOYEES. We have already received some great feedback, but we need more, and we want to hear from YOU!

The Effective Leadership pillar focuses on ensuring we have the leadership skills and knowledge to build a high-performance organization that supports employee growth and the effective delivery of municipal services.

During some of the preliminary meetings employees who are on the Effective Leadership pillar team were asked to rank the five deliverables and results were clear, our employees see a need for an effective frontline leadership program!


This project is one that will be designed BY EMPLOYEES, FOR EMPLOYEES. We have already received some great feedback, but we need more, and we want to hear from YOU!

  • Frontline leadership program for current and aspiring leaders

    Developing a concise and effective frontline leadership program for current and aspiring leaders is one of the five deliverables under the Effective Leadership Pillar of the HCMP.

    Some of the features that this could include are:

    • CGS-specific tactical training (administrative and key leadership related learning, e.g. performance management, coaching, etc.)
    • Resources/tools for each learning module
    • Regularly scheduled and fixed roster of learning modules
    • Internally delivered


    This is a project that will be designed BY EMPLOYEES, FOR EMPLOYEES. Do you have some ideas around what a robust leadership program should include? If so, we want to hear from you.

    Complete the survey or email us at hcmpproject@greatersudbury.ca.

  • Simplify the current competency framework and use of the PPD tool

    Developing a framework around making professional development and evaluation conversations meaningful, is the focus of this deliverable.

    Some of the features that this could include are:

    • Revised tool
    • 4 to 5 competencies (with one or two key competencies all must have that is imposed by ELT based on high level org needs)
    • Supervisor's choice for the remainder of the competencies, driven by upcoming work
    • Clear lines to the Executive Leadership Team's goals and how your work contributes to the organizational goals


    This is a project that will be designed BY EMPLOYEES, FOR EMPLOYEES. Do you have some ideas around what this deliverable focuses on? If so, we want to hear from you. Email us at hcmpproject@greatersudbury.ca.

  • Workforce planning into multi-year process to enhance succession pipeline

    Ensuring that CGS has a framework in place that facilitates the early identification of positions that may be vacated, then triggering succession and backfilling activity, is the main focus of this deliverable.

    Some of the features that this could include are:

    • Process and report to supervisor and the next level of supervisor of potential vacancies due to factors like internal opportunities or potential retirees
    • Process for candidate pool, starting from the immediate backfill of the vacated position, all the way to the final backfill replacement


    This is a project that will be designed BY EMPLOYEES, FOR EMPLOYEES. Do you have some ideas around what this deliverable focuses on? If so, we want to hear from you. Email us at hcmpproject@greatersudbury.ca.

  • Ensure delivery of a learning strategy

    Providing a workplace that is responsive based on the learning needs our employees is the primary focus of this deliverable.

    Some of the features that this could include are:

    • Through a consistent evaluation process, identify the learning needs of employees
    • Responsive and changing roster of learning opportunities
    • Content is delivered by an internal staff member of CGS who is familiar with and understands CGS culture


    This is a project that will be designed BY EMPLOYEES, FOR EMPLOYEES. Do you have some ideas around what this deliverable focuses on? If so, we want to hear from you. Email us at hcmpproject@greatersudbury.ca.

  • Enhance learning capabilities through LMS

    The primary focus of this deliverable is to provide access to self-paced learning opportunities, for all employees, that will employer them to capitalize on their skills. It will also allow supervisors to assist their employees' development by providing learning opportunities for specific skills that will bolster their abilities...all while within a self-paced learning environment.

    Some of the features that this could include are:

    • Specifically curated learning modules purchased and posted to LMS (Learning Management System)


    This is a project that will be designed BY EMPLOYEES, FOR EMPLOYEES. Do you have some ideas around what this deliverable focuses on? If so, we want to hear from you. Email us at hcmpproject@greatersudbury.ca.

Page last updated: 16 May 2022, 11:35 AM