14. 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
15. 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
16. 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.
17. Do not fear employee empowerment or “self
directed leaders”
18. 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)
19. 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?
21. Level 1: CAO & Director level
Level 2: Managerial and Supervisory level
Level 3: Operational and Administrative level
22. Non-threatening, open declaration of interest
by employee
Broad, includes all employees
23. 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.
24. 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.
25. 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.
26. 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.
27. The requirement to re-enforce with our existing employees
who are satisfied with their current job and responsibilities
that their relationship with us is considered a win/win.
