Annual Report 2014

City of surrey Overviews

Human Resources Department

Human Resources (HR) provides a broad range of services and programs to both internal and external clients, including labour and employee relations, recruitment and retention, performance coaching, employment services, compensation and benefits, occupational health and safety, diversity, wellness, training and development, organizational change support, and managing the Human Resources Information Systems (HRIS). The Department administers programs for City staff (exempt, CUPE, firefighters, volunteers, volunteer firefighters and retirees) and supports open communication and respectful workplace relationships throughout the City. Human Resources staff also partners with other City departments to attract, retain and motivate a qualified and diverse workforce. The Department includes the following sections:

OCCUPATIONAL HEALTH & SAFETY The Occupational Health & Safety (OHS) team 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.

HUMAN RESOURCES INFORMATION SYSTEMS Human Resource 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. RCMP SUPPORT SERVICES Reporting to the General Manager, Human Resources, RCMP Support Services includes operational communications (emergency 911 and non-emergency call taking and dispatch), records management, court liaison, finance, information technology, facilities management, fleet management, training and development, communications, and cellblock operations. Support Services also delivers various community services and programs including victim services, youth intervention, restorative justice and crime prevention.

ORGANIZATIONAL CHANGE Organizational Change’s responsibilities include the design,

development and delivery of staff training, and the support of staff with planning and implementing ongoing organizational/business changes.

LABOUR RELATIONS & COMPENSATION 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.

2 0 1 4 A c c o m p l i s h m e n t s • Led and supported a successful move of 800 staff to new City Hall while supporting excellent customer service, with no business disruptions. • Continued to develop and implement new initiatives in HR, while dedicating significant resources to the new City Hall project. • Worked on the strategy, planning, development and launch of the Emerging Leaders Program. • Increased employee development through enhanced career training (e.g. refined process, consistent application).

• Increased the number of filled jobs by 10% with a continued focus on filling jobs with the most qualified candidate. Continued to reduce recruitment costs by using electronic media and non-traditional recruitment methods. • Completed Phase 1 of Workforce Planning with P&D and expanded the initiative in RCMP Support Services. Re-launched the Personal Development Program.

• Surpassed all occupational health and safety goals, to remain among the safest municipalities in BC. • Implemented a revised compensation process for unionized jobs, resulting in no new disputes in 2014. • Set the ground work for significant Human Resources Information System upgrades in 2015. • Introduced a new employee communication tool called CityConnect with additional capacity being scoped.

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