2. Match the candidate to the job not candidate vs. candidate
3. Trust your gut – measure your “fit” into your organizational culture.
4. Take the time to do recruitment right. 79,207 Seventy-Nine Thousand, Two Hundred & Seven ------
5. Reference/background checks – Value? Honesty ? Social Media
Different cohorts among the age pyramid of the Canadian population in 2006
Within the next ten years, the County of Renfrew can lose approximately 27% of its current staff due to retirement Within the next fifteen years, the County of Renfrew can lose approximately 64% of its current staff due to retirement
Within the next ten years, the County of Renfrew can lose approximately 31% of its management staff due to retirement Within the next fifteen years, the County of Renfrew can lose approximately 83% of its management staff due to retirement
Management is a set of processes that keep a complicated systems of people and technology running smoothly. Leadership is an influence process. It is working with people to accomplish their goals and goals of the organization.
Do not fear employee empowerment or “self directed leaders”
In the wake of the removal of mandatory retirement we will see a move to, and increase in, the use of employment contracts with non- union employees. (Phased in)
1. What is your organization culture ?2. How do you respond to the needs and expectations of 5 generations?3. Do you have a leadership training model that adapts to the evolving environment?4. How do you approach discipline?5. How do you approach employee growth?
Level 1: CAO & Director levelLevel 2: Managerial and Supervisory levelLevel 3: Operational and Administrative level
Non-threatening, open declaration of interest by employee Broad, includes all employees
Support is required by County Council to consciously shift the County of Renfrew to a “learning organization”. General acceptance is required by all management and elected officials that one of the greatest opportunities for our employees to learn is to be exposed to both Committee and County Council meetings.
March 20, 2006 Presentation to F&A Committee and County Council: Succession Planning.December 6, 2006 Payroll insert to all employees introducing the concept of succession planning and a fact sheet clarifying what the program intentions are. “Declaration of Interest” submissions were introduced with a deadline of January 31, 2007 for submissions.January 31, 2007 Receipt of 78 Declaration of Interest statements from County of Renfrew employees. Interests range from lateral to vertical career progression.
February – November 2007 Audit of received Declarations of Interest. Research on in-house training programs available.December 21, 2007 Payroll insert notice to all employees about program status. Suggestion of a “next wave” opportunity for new or existing employees.December 27, 2007 Individual letter sent to each of the 78 employees who submitted a Declaration of Interest inviting them to participate in a special meeting with the CAO, HR and their Department Head.
February & March 2008 Individual employee meetings. 15 minutes per employee. Overview their education and interests. One key question.2009 – 2012 Continued promotion of succession planning. Notification to all new hires – declaration of intent.
The requirement to re-enforce with our existing employeeswho are satisfied with their current job and responsibilitiesthat their relationship with us is considered a win/win.
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