Workforce Capacity

As part of the Human Capital Management Plan (HCMP), CGS has developed a series of exciting short courses to empower you with the knowledge you need to deliver quality services. The courses are designed to help create a shared understanding of our mission, vision, and values and to support you as you contribute to the continuous improvement of our organizational culture.

When will the courses be rolled out?

All but one of the courses will be added to our learning management system (LMS) by the end of June.

How long do I have to complete the courses?

We want to give you lots of time to complete the training, so you’ll have one year from the roll out of each course to complete the training. The sooner the better though! When you receive a notification that the course is available, go and check it out!

What topics are being covered under the core training?

1. Mission, Vision, Values (MVV)
2. Municipal 101
3. Supporting Mental Health in the Workplace
4. Diversity, Equity and Inclusion:
5. Indigenous Awareness
6. Growth Mindset
7. Customer Service: A Refresh (employees will be required to complete this training 3 years after they complete the 2-day customer service training)
8. Collaborative Relationships In the Workplace: Will be delivered in-person.

To ensure all the topics being covered under this deliverable properly align. The following objective statement and criteria were established and approved.

Objective statement:

Empower CGS employees with the knowledge they need to deliver quality services with a shared understanding of the organizational mission, vision, and values.

Criteria, the topic must:

• Be relevant to all employees; and,
• Provide and enhance their knowledge of the organizational mission, vision, and values; and,
• Contribute to the continuous improvement of organizational culture; and,
• Address emerging and existing key areas of opportunity for improvement (i.e., silos, lack of learning culture, issues of racism or inclusion, lack of understanding of municipal government, etc.).

This is a project that will be designed BY EMPLOYEES, FOR EMPLOYEES. Do you have some ideas around what core training all Employees should have? If so, we want to hear from you.

Email us at hcmpproject@greatersudbury.ca.

Ensuring CGS had a robust organizational onboarding program for all new employees that introduces them to the organization in a consistent and welcoming manner is the focus of this deliverable.

The Organizational Onboarding Program will include:

• A guide to onboarding a new employee, which includes:
  • Information on pre-boarding
  • Information on a buddy program
  • A check-list
  • Template communications
• Online (LMS)/self-directed learning, all new employees are required to complete any assigned LMS modules within 2 weeks of start date.
• In-person orientation sessions, which will be delivered in two phases.
  • Phase 1: Will be 1-1.5 days in length and held the first Thursday of every month in Council Chambers. The session will include presentations on the following information:
    • Welcome from the CAO
    • Municipal 101
    • Videos from GMs outline business
    • Wellness
    • Privacy and Access
    • Recognition Program
    • Overview of employee development
    • Collaboration
    • Overview of customer service standards
    • Overview of The City Online (CITYLinks, myHR Toolbox, and Working at the City page)
    • Overview of Policies
    • Social Club
  • Phase 2: Will be prescheduled and held monthly, new employees can attend a session that works best for their operations between 3-6 months of their start date. The session will include presentations on the following information:
    • Employee development opportunities
    • Performance planning and development programs
• A requirement for all new employees to attend the 2-day customer service training within 3 months of start date.
• A check-list for new employees
• A new hire survey

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

Email us at hcmpproject@greatersudbury.ca.

Check out the myCGS page to learn about different programs and resources available to you.

The Working at the City page has been updated and now includes a 'For Current Employees' section.

Marketing a Employee Value Proposition, branding CGS as an employer of choice, so that CGS can retain our current talent and attract new talent is the main focus of this deliverable .

Some of the features that this could include are:

• Defined "brand" for working at CGS
• Video (like a commercial)
• Policy revision and/or development

This is a project that will be designed BY EMPLOYEES, FOR EMPLOYEES.

Formulating a strategy for difficult to recruit roles is one of four deliverables under the Workforce Capacity Pillar of HCMP.

Some of the features that this could include are:

• Criteria to define difficult to recruit
• Headhunt
• Change to the recruitment policy
• Changes to vacation allotment

This is a project that will be designed BY EMPLOYEES, FOR EMPLOYEES. Do you have some ideas around how to recruit for difficult to recruit roles? If so, we want to hear from you.

Email us at hcmpproject@greatersudbury.ca.