Financial Annual Report 2016

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 6 A C C O M P L I S H M E N T S • Launched a new Occupational Health and Safety (OHS) Policy and conducted a Workplace OHS Responsibilities Survey. • Achieved an accident frequency rate 8% lower than the Local Government sector average. • Awarded 2016 Canada’s Top Employer for Young People. • Recognized as a Metro Vancouver Dream Employer.

• Completed a major upgrade of Human Resource Information System (HRIS) to support future goals. • Reached a 5-year collective bargaining agreement with CUPE 402.

• Successfully concluded the first cohort of the Emerging Leaders Program, a model in leadership development. • Anchored all developmental initiatives to a competency-based learning model. • Expanded our organizational course selection, ensuring skill development is aligned with excellent customer service. • Developed and launched new intranet to drive employee engagement, streamline communications and promote collaboration within the workplace.

13