Council & City Manager’s Office

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Operational Services

The Council & City Manager’s Office service area provides corporate leadership in the overall management of the City’s operations by overseeing and directing the administrative and operational functions of all departments. This service area includes the City Manager, Deputy City Manager, and the Human Resources department. Pursuant to the Municipal Government Act, the City Manager is responsible for exercising general control and management over the entire municipality, providing oversight of Council and Committee of Council recommendations, and ensuring policy directions of Council are implemented. The Council & City Manager’s Office liaises with municipal, regional, provincial, and federal government officials, as well as organizations, businesses, residents, and community groups to formulate policies and to represent our community position.

HUMAN RESOURCES

OVERVIEW

Human Resources is committed to helping employees and departments achieve their best. Using the Guiding Beliefs as a compass, they work with leaders, teams, unions, employees and partners to ensure the City’s workforce is healthy and vibrant. HR contributes to the City’s success by investing in continuous learning, innovation and best practices. They work to develop and promote organizational systems and tools to enrich the culture, navigate change and achieve business goals.

DEPARTMENT BUDGET

2022 Budget $ Change 2023 Budget 2024 Budget 2025 Budget 2026 Budget

Revenue - - - - - -

Operating Expenses 1,674,200 86,812 1,761,012 1,918,740 1,913,229 1,939,759

Net Required 1,674,200 86,812 1,761,012 1,918,740 1,913,229 1,939,759

Adjustments for 2023 Budget include increased legal costs and contractual obligations.

SERVICE OVERVIEW

HR Services Performance & Discipline

• 24-hour initial response time from advisors to managers. • 1 week per instance.

Policies & Procedures — Administrative Attraction, Recruitment & Retention

• 1 month to develop a policy.

Labour Relations

• 8 weeks recruitment from posting to offer letter.

Policies & Procedures

• Negotiations when contracts end (2–3 years). • 1 job evaluation per week. • Cost of Living Allowance (COLA) once a year. • Total compensation review once every 2 years. • Position reviews weekly. • Organization structure – as needed.

Training & Development HR Reporting

• As required based on position and accordance to OH&S. • Quarterly.

Records Management

• As per bylaw C-1348. • Wellness Committee meets once a month.

• Culture Action Group – pending. • Employee and Family Assistance Program (EFAP) – yearly review. • Emergency Response Plan (ERP) – daily.

Strategy

Health & Wellness

• Ongoing.

Duty to Accommodate

• As needed.

Occupational Health & Safety Compliance

• Certificate of Recognition, Annual Review, 3 year re-certification. • Disability Management (Return to work, Long Term Disability, WCB), as needed. • Incident Investigations - Hazard identifications and control, as needed. • Worker’s Rights, as needed.

KEY INITIATIVES AND PROJECTS

Council Strategic Plan Alignment

Enterprise Resource Planning (ERP) Innovative Efficiencies & Economic Readiness Corporate Culture Strategy Development & Implementation Innovative Efficiencies & Economic Readiness Human Asset Management Strategy (Currently In Progress) Innovative Efficiencies & Economic Readiness External Relationships Enhancement Innovative Efficiencies & Economic Readiness