Workforce Capacity

The Workforce Capacity pillar focuses on ensuring we have the right employees at the right time, who have access to the appropriate information, understand the larger picture and how they fit in.

During some of the preliminary meetings employees who are on the Workforce Capacity pillar team were asked to rank the four deliverables and results were clear, our employees see a need for us to market an employee value proposition!

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 Workforce Capacity pillar focuses on ensuring we have the right employees at the right time, who have access to the appropriate information, understand the larger picture and how they fit in.

During some of the preliminary meetings employees who are on the Workforce Capacity pillar team were asked to rank the four deliverables and results were clear, our employees see a need for us to market an employee value proposition!

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!

  • Market an Employee Value Proposition

    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. Do you have some ideas around what an Employee Value Proposition should include? If so, we want to hear from you.

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

  • Formulate Strategy for Difficult to Recruit Roles

    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
    • Employee referral program
    • Change to the recruitment policy
    • Change to rules around working from home and 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.

  • Strengthen Core Training Requirements Aligned with Corporate Priorities

    Strengthening core training requirements aligned with corporate priorities is one of four deliverables under the Workforce Capacity Pillar for HCMP.

    Some of he features that this could include:

    • Specific roster of mandatory enterprise-wide training that all Employees will be required to complete


    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.


  • Develop a General Onboarding Program

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

    Some of the features that this could include are:

    • 2 "levels" of orientation
    • 2 phases of orientation
    • Regularly scheduled orientation sessions
    • Comprised of in-person and LMS
    • In-person is a hosted experience
    • CAO/GM or designate in-person greeting
    • Videos from GMs outline business
    • Road map for all orientees
    • Standard for all operational orientation


    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.

Page last updated: 16 May 2022, 11:34 AM