2015 Financial Annual Report

CITY OF SURREY OVERVIEWS

HUMAN RESOURCES DEPARTMENT

The Human Resources Department provides a broad range of services to attract, retain and motivate a qualified and diverse workforce, as well as to support open communication and respectful workplace relationships throughout the City. The department has the responsibility of the following divisions/sections:

OCCUPATIONAL HEALTH & SAFETY The Occupational Health & Safety (OHS) section strives to make the workplace safe and healthy for all employees. The section works with managers, staff, unions and community partners to prevent workplace accidents and illnesses, to keep employees well, and to help employees return to work after an injury or illness. LABOUR RELATIONS, COMPENSATION & EMPLOYMENT The Labour Relations, Compensation and Employment team advises staff on collective bargaining, collective agreement interpretation and administration, workplace policies and practices, employee relations, job classification, compensation programs, and benefit and pension administration. The Employment team collaborates with and provides support to management and staff in employee recruitment and administration. The team also partners with community organizations to provide information on employment opportunities, and seeks new and innovative opportunities to source talent.

HUMAN RESOURCES INFORMATION SYSTEMS Human Resources Information Systems (HRIS) leverages new and emerging HR technologies to streamline workflow, maximize the accuracy, reliability and validity of workforce data, and facilitate the collection of data and key metrics. HRIS also supports the City’s intranet. COMMUNICATIONS Our Employee Communications Program is aimed at engaging employees by informing, involving and inspiring them to support and achieve our organizational priorities, goals and initiatives. Communications also oversees content on the City’s intranet, including governance. ORGANIZATIONAL DEVELOPMENT Organizational Development’s responsibilities include the design, development and delivery of staff training, and the support of staff with planning and implementing ongoing organizational/business changes.

2 0 1 5 A C C O M P L I S H M E N T S

• Continued to offer diversity and inclusion events for City staff. • Supported the SFU Part-Time MBA Program. • Partnered with Surrey School Board on the Student Mentorship program.

• Remained a Top Employer in BC for the eleventh consecutive year. • Awarded 2015 Canada’s Top Employer for Young People. • Awarded 2015 Canada’s Best Diversity Employer. • Achieved a best in class workplace accident frequency rate.

• Continued to optimize the ‘onboarding’ process for new hires. • Continued to convert paper communications, records, etc. to electronic files to minimize the environmental impact. • Continued to support sustainable commuting options for staff.

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