HUMAN RESOURCE REQUIREMENTS CHECKLIST By December 31, 2014: Requirements Done Review Status of Existing Employees Provide Council with the status of existing municipal staff including information on: employees with similar jobs employees that are full-time, part-time, seasonal union information (same union, different union, no union, etc.) Evaluate the roles of employees with emphasis on allocating employee resources to best meet the needs of the new municipality. Consideration can be given to: employees’ current employees’ skills and abilities the immediate work requirements of the new municipality upcoming potential retirements, natural attritions workplace location Create a temporary organizational chart based on current staff and immediate work requirements. The chart should be flexible enough to accommodate any changes that may be required. Reporting relationships for employees should be clearly indicated. Within the first two weeks of January, 2015: Requirements Done Appoint Chief Administrative Officer (CAO) Appoint a CAO for the new municipality at the first Council meeting if a CAO is not already designated in the amalgamation regulation that forms the new municipality. The CAO can be appointed on an interim basis or as a permanent position. Municipal Employee Code of Conduct Review municipal employee code of conduct that is in effect and consider changes that may be required. Provide staff with a copy of the municipal employee code of conduct that is in effect for the new municipality for their review and to ensure that staff is familiar with the code. Within the first month (January 2015): Requirements Done Identify Designated Officer Positions Review by-laws that establish designated officers in the former municipalities (e.g., fire building inspector, assistant CAO, etc.) and consider any changes that may be required. Re-appoint designated officers, if required. Review Current Collective Agreements Advise Council of any contracts expiring at the end of 2014. Existing collective agreements that do not expire to amalgamation remain in effect until new agreements are negotiated. Review Human Resource Policies Review existing human resource policies / practices that employees of the new municipality that are in effect immediately, including: rates of pay pay periods hours of work vacation carry-over number of sick days years of seniority grandfathering of benefits health and dental insurance benefits group life benefits policy for on-call employees Adopt any necessary changes to human resource policies to enable consistency for the employees of the new municipality.
HUMAN RESOURCE REQUIREMENTS CHECKLIST By December 31, 2014: Requirements Done Review Status of Existing Employees Provide Council with the status of existing municipal staff including information on: employees with similar jobs employees that are full-time, part-time, seasonal union information (same union, different union, no union, etc.) Evaluate the roles of employees with emphasis on allocating employee resources to best meet the needs of the new municipality. Consideration can be given to: employees’ current employees’ skills and abilities the immediate work requirements of the new municipality upcoming potential retirements, natural attritions workplace location Create a temporary organizational chart based on current staff and immediate work requirements. The chart should be flexible enough to accommodate any changes that may be required. Reporting relationships for employees should be clearly indicated. Within the first two weeks of January, 2015: Requirements Done Appoint Chief Administrative Officer (CAO) Appoint a CAO for the new municipality at the first Council meeting if a CAO is not already designated in the amalgamation regulation that forms the new municipality. The CAO can be appointed on an interim basis or as a permanent position. Municipal Employee Code of Conduct Review municipal employee code of conduct that is in effect and consider changes that may be required. Provide staff with a copy of the municipal employee code of conduct that is in effect for the new municipality for their review and to ensure that staff is familiar with the code. Within the first month (January 2015): Requirements Done Identify Designated Officer Positions Review by-laws that establish designated officers in the former municipalities (e.g., fire building inspector, assistant CAO, etc.) and consider any changes that may be required. Re-appoint designated officers, if required. Review Current Collective Agreements Advise Council of any contracts expiring at the end of 2014. Existing collective agreements that do not expire to amalgamation remain in effect until new agreements are negotiated. Review Human Resource Policies Review existing human resource policies / practices that employees of the new municipality that are in effect immediately, including: rates of pay pay periods hours of work vacation carry-over number of sick days years of seniority grandfathering of benefits health and dental insurance benefits group life benefits policy for on-call employees Adopt any necessary changes to human resource policies to enable consistency for the employees of the new municipality.