| PRIORITY DRIVER |
| WORK LIFE BALANCE |
| Champions |
| Natalie Blake, Michael Tolensky, and Anil Wijesooriya |
| Project Description & Goals |
| The purpose of this initiative is to help communicate with TRCA staff about the alignment of TRCA’s revenues and expenditures through the budgeting process; provide planning tools and track hours worked to support a practical work life balance for our employees. |
| Scope |
In Scope:
- Introduction of Workforce Planning
- Budgeting communication
- Tracking of time in Ceridian
|
| Deliverables |
- Communication strategies re: Budgeting communication, Workforce Planning and Time Tracking
- Introduction of workforce planning methodologies, supports and tools for managers
|
| Progress Made to Date |
NOVEMBER 2020:
- Identified staff to help develop project plan
- Developed a comprehensive budget and performance measurement framework document for staff to better understand TRCA’s revenues and expenditures (see attached memorandum and presentation)
DECEMBER 2020:
- Review has commenced on unfunded and unfilled vacant positions in TRCA’s complement.
JANUARY 2021:
- Review on-going related to unfunded and unfilled vacant positions in TRCA’s complement
- Review commenced to ensure a true reflection of complement data across all divisions. Following this data review a clear process will be established for tracking and communicating complement data.
- Workplan completed that links deliverables between complement review, workforce planning model and full cost accounting review.
- Meeting with divisional staff to discuss potential supports and tools for managers.
FEBRUARY 2021:
- Complement review on-going across all TRCA divisions.
- Best practice research ongoing on workforce planning, discussion held with a municipal partner to assess their workforce planning program and tools.
MARCH 2021:
- Complement review continues to be on-going for all TRCA divisions.
- Initial draft of workforce planning model has been prepared — to be discussed and refined with working group in April.
- Workforce planning deliverables have been integrated into budget process and hiring plans for 2021/2022.
MAY 2021:
- Divisional complement review in Restoration & Infrastructure is 75% complete, with the remainder of divisions to be completed in short order.
- V1 of workforce planning model completed using PowerBI — next step will be to refine with the working group.
SEPTEMBER 2021:
- SBPP providing ongoing support and education on funding awareness for staff, including attending divisional and business unit meetings on a monthly basis.
- Complement review completed.
- R&I Business case and accompanying FAQs (which include a new interactive funding visualization) are 75% complete in draft and will be brought forward to SLT in October.
DECEMBER 2021:
- This work will now shift to be operationalized with HRBP’s working with each division on resource planning and optimization of contract and complement opportunities.
- Summary R&I business case presented at R&I quarterly all-hands meeting. Recent discussions with our partners, along with the review of our complement, have assisted in identifying several new full-time positions for 2022. We are continuing to work with our partners to identify longer term multi-year commitments.
|
| Measurements of Success |
- Improved employee engagement scoring on work-life balance in 2021
- Implementation of workforce planning tools to support managers by June 2021
|
| Dates |
- Project Start Date: October 2020
- Anticipated Project Completion Date: June 2021
|
