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In an effort to serve our community better, we’re modernizing some of our corporate services.
Modernizing our services will ensure that:
Our organizational structure aligns with our corporate goals;
We are viewed as an employer of choice;
We offer our diverse staff a sense of belonging for all;
We have a highly engaged, collaborative and dedicated work force;
We communicate proactively with staff, Council, community members and all other stakeholders;
We have creative ideas as well as the tools and means at our disposal to execute them, and;
We are highly regarded and viewed as leaders in our community.
In short, we want to be the best we possibly can be!
1. Attrition Management Plan
Prior to filling a vacant job position, the department will review whether the existing role has the financial and operational justification to be replaced or restructured.
Purposeful workforce strategy planning
Opportunity to review staffing complement
Consistent process for all departments
More operational efficiency and effectiveness
2. Corporate Climate Adaptation Strategy
A plan to mitigate our impacts on climate change and prepare for the future, as well as improve the management of energy in our facilities.
Implementing Climate Adaptation Plan and Single-Use Reduction Strategy
Increasing resiliency in Huron
3. Corporate Communications
Dedicated staff committed to increasing corporate awareness, promoting transparency, and providing proactive communication strategies both internally and externally.
Templates and brand assets
Media relations
Graphic design
Engagement support
Crisis communications
4. Equity, Diversity and Inclusion
Striving to be an employer of choice with a visible commitment to valuing the diversity of staff and of the residents in our community, where individuals feel included and have a sense of belonging.
Human rights and employment law
Inclusive human resource practices
More education, resources and training
Commitment towards advancing equity and inclusion
5. Human Resource Information System (HRIS)
A software solution that maintains, manages, and processes detailed employee information and human resources-related policies and procedures, such as payroll, file management, and more. Follow the timeline here.
Interactive system
Employee portals
Record keeping and reporting
6. Huron County Connects
This virtual engagement tool is available to all departments wishing to engage with the community directly on their projects.
Informed community members
Photo, graphic, and video content
Surveys, FAQs, comment boards, etc.
7. Job Evaluation Assessment and Reimplementation
An audit of our current practices and applying those findings to relaunch the program for continued relevance and a more supportive job evaluation process.
New Terms of Reference
Job Evaluation Committee
More clarity, consistency and transparency
8. Service Delivery Review
Consultants conducted a complete review of the way the County delivers its services, looking at opportunities for improvements and more efficiencies. Read the reports here.
Strengthening our business management functions
Holistic delivery of corporate services
Leveraging technology
Strategizing and collaborating better
9. Staff Surveys
Ensuring the Corporation hears and takes into consideration employee feedback through anonymous staff surveys.
Engagement surveys
COVID-19 staff surveys
10. Work from Home Policy and Procedures
A set of standards that enables staff to work remotely by leveraging business technology tools and resources.
In an effort to serve our community better, we’re modernizing some of our corporate services.
Modernizing our services will ensure that:
Our organizational structure aligns with our corporate goals;
We are viewed as an employer of choice;
We offer our diverse staff a sense of belonging for all;
We have a highly engaged, collaborative and dedicated work force;
We communicate proactively with staff, Council, community members and all other stakeholders;
We have creative ideas as well as the tools and means at our disposal to execute them, and;
We are highly regarded and viewed as leaders in our community.
In short, we want to be the best we possibly can be!
1. Attrition Management Plan
Prior to filling a vacant job position, the department will review whether the existing role has the financial and operational justification to be replaced or restructured.
Purposeful workforce strategy planning
Opportunity to review staffing complement
Consistent process for all departments
More operational efficiency and effectiveness
2. Corporate Climate Adaptation Strategy
A plan to mitigate our impacts on climate change and prepare for the future, as well as improve the management of energy in our facilities.
Implementing Climate Adaptation Plan and Single-Use Reduction Strategy
Increasing resiliency in Huron
3. Corporate Communications
Dedicated staff committed to increasing corporate awareness, promoting transparency, and providing proactive communication strategies both internally and externally.
Templates and brand assets
Media relations
Graphic design
Engagement support
Crisis communications
4. Equity, Diversity and Inclusion
Striving to be an employer of choice with a visible commitment to valuing the diversity of staff and of the residents in our community, where individuals feel included and have a sense of belonging.
Human rights and employment law
Inclusive human resource practices
More education, resources and training
Commitment towards advancing equity and inclusion
5. Human Resource Information System (HRIS)
A software solution that maintains, manages, and processes detailed employee information and human resources-related policies and procedures, such as payroll, file management, and more. Follow the timeline here.
Interactive system
Employee portals
Record keeping and reporting
6. Huron County Connects
This virtual engagement tool is available to all departments wishing to engage with the community directly on their projects.
Informed community members
Photo, graphic, and video content
Surveys, FAQs, comment boards, etc.
7. Job Evaluation Assessment and Reimplementation
An audit of our current practices and applying those findings to relaunch the program for continued relevance and a more supportive job evaluation process.
New Terms of Reference
Job Evaluation Committee
More clarity, consistency and transparency
8. Service Delivery Review
Consultants conducted a complete review of the way the County delivers its services, looking at opportunities for improvements and more efficiencies. Read the reports here.
Strengthening our business management functions
Holistic delivery of corporate services
Leveraging technology
Strategizing and collaborating better
9. Staff Surveys
Ensuring the Corporation hears and takes into consideration employee feedback through anonymous staff surveys.
Engagement surveys
COVID-19 staff surveys
10. Work from Home Policy and Procedures
A set of standards that enables staff to work remotely by leveraging business technology tools and resources.
