2022employeeengagementactionplan

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Corporate Employee Engagement Action Plan

2022

City of Kawartha Lakes Facilitated by Office of Strategy Management

The Process:

Data Collection

Share Results

Action Plan

Implement

Employee Groups Surveyed:

Corporate

Leaders

Inside Workers

Outside Workers

Paramedic

VictoriaManor

Fire

Recognition: Guidance teams were formed for each employee group to inform survey questions, promote participation, analyze results and build the corporate action plan for recommendation to the senior management team. Thank you for your work and dedication to making the employee experience even better at Kawartha Lakes. Teamwork!

Results: Corporate Engagement

16%

20%

Non Union = 101

5% 7%

Inside Worker = 185

40%

23%

18%

Outside Worker = 102

24%

18%

28%

Paramedic = 49

65%

27%

19%

41% 0% Disengaged

20% Indifferent

36%

22%

16% 40%

31%

20% 60%

Almost Engaged

Corporate Employee Experience Score:

22% 80%

100%

Engaged

Would you recommend Kawartha Lakes to a qualified friend or family

member as a great place to work?

- 13.3

Highlights of Actions:

Senior Leaders People Leaders Employee Communications People Program Updates

• Champion Corporate Employee Engagement • Get to know me videos • Visiting SMT meetings • Implement High Quality Connections • Share Engagement Results with your team

• Interactive platform for multi directional communications to share ideas and access corporate news and successes.

• Corporate Recognition Program • Corporate Learning and Development • DEI+Belonging Program

Corporate Action Plan 2022

City Potential

Actions 1.

2.

3.

4.

Learning and Career Development

Recognition

5.

6.

7.

8.

9.

10.

11.

12.

13.

14.

Promote and celebrate organizational milestones in the Strategic Plan.

Director/Chief quarterly messages to promote corporate wins, program updates.

Build a system to push employee ideas up to SMT to make it better.

All departments will share Employee Engagement Results with all staff, gather additional insights from staff to prepare and submit a departmental action plan to be implemented in 2022 Develop Peer to Peer Recognition Program on Employee Website. Leverage Co Worker Relationships and Work Life Balance in Outside Worker Groups by maintaining current structure of the day – ability to connect and support each other daily.

Schedule of monthly department to department acts of recognition and appreciation Leader learning and tools – Recognition.

Friday update to include new staff, transfers, departing.

Set an effective budget for May Recognition and implement fairly across all departments.

Promote and support the Education Policy Implement High Quality Connections across the corporation and set training plans and budgets for all groups.

Build a library of corporate training offerings and external resources (KL Library, Coursera, Udemy etc.) and publish it on the Employee Website Develop and implement succession planning.

Employee Engagement results will be used to inform individual leader learning and development goals for 2022

Empl Group

Implementation Partners and Tools SMT, OSM, CAM

Inside Workers Outside Workers

SMT, CAM SMT Directors/Chiefs/OSM HR, OSM, SMT

Inside Workers, Leaders, Outside Workers

Inside Workers, Leaders, Outside Workers

SMT OSM and HR HR and CAM SMT SMT SMT and OSM HR, OSM, KL Library, CUPE National HR OSM, Directors/Chiefs

Department Relationships Work and Life Culture Executive Leadership Paramedic Services Fire and Victoria

15.

16.

17.

Implement regular updates between department leaders on strategic plan goals to build awareness and partnerships.

Build and implement ‘who to call’ list for each department with staff photos.

Leverage Outside Worker Relationships

SMT Leaders

Implement a ‘Disconnect from Work’ policy

SMT and CAM HR and Guidance Team

Leaders 18.

19.

Connect the corporate recognition program to strategic values.

Complete a culture assessment through the lens of Diversity, Equity, Inclusion.

Goal is for each person to feel a sense of belonging.

20.

Get to know me videos for each Director and Chief posted on employee website Visiting monthly SMT meetings – different department hosts. Include visits to Outside Worker sites.

21.

22.

23.

Department Action Plan developed in 2021 is updated and includes these areas of focus: • Communication • Recognition • Learning and Career Development • Manager Relationships with Staff Execute an Employee Engagement Program with staff through leaders.

Leaders DEI+B Team Inside Workers, Outside Workers

Paramedic Services

SMT and HR DEI+B Team SMT and CAM SMT Paramedic Guidance Team and OSM

Fire Victoria Manor

“To achieve goals you’ve never achieved before; you must do things you’ve never done before” - Stephen Covey