Improving
our Workplace
One ACTION
at a Time
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By Maria Moraca
Achieving excellence doesn’t
happen overnight. It happens over time and is
achieved through commitment, effort and action.
The Region of Peel continues to move forward on
the road to excellence, reaching milestones and
making many improvements along the way. Implementing
the first B.E.S.T. Action Plan is strengthening
and changing the Region’s workplace.
Employee participation goes a long way
Based on the B.E.S.T. Survey results, members
of the Employee Satisfaction Improvement Team
(ESIT) have identified 47 actions or recommendations
for improvement. One by one, these actions will
be implemented in three phases across all departments
to help employees feel committed and satisfied
in their jobs and at work.
“Whether you voiced an opinion in last year’s
survey or are helping a colleague implement an
action this year, everyone’s participation
is valued and goes a long way,” says CAO
Roger Maloney.
Each B.E.S.T. action is assigned an owner –
a member of EMT – who is responsible for
deciding on how the recommendation can be successfully
implemented. Members of ESIT monitor the status
of all actions and keep employees informed as
actions are put into place.
“By filling
out the B.E.S.T Survey, Regional employees provide
the direction for change in our workplace,”
says Roger. “The next step is to act on those
ideas.”
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Bringing
Your Ideas to Life
A satisfied employee
is a committed and productive employee.
The B.E.S.T. Survey results reveal nine
factors that influence whether employees
feel satisfied and committed in their jobs.
Here are just a few of the actions underway
to increase satisfaction and commitment
at work. Please check Pathways for more
details.
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One of the strongest
motivators of employee satisfaction is career
advancement. Two plans of action are already
completed and aimed at making the Region
an even more attractive place to work.
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The
Talent Management Advisory Committee |
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 Action
4
A communication strategy has been developed
to plan how best to communicate information
about Talent Management to employees
and what it means for them. |
Action
5
The Talent Management
Advisory Committee (TMAC), a team comprised
of 16 employees from all departments, is meeting
to discuss how this new initiative will benefit
Regional employees and help to establish the
Region as a progressive and high performance
organization. |
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COLLEAGUES
Regional employees
feel that work relationships can impact
how they perform their jobs and they believe
that it is important to get along with colleagues.
The Region is committed to helping employees
maintain positive working relationships
with co-workers.
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 Action
24
On their first day on the
job, new employees are partnered with
a co-worker to help make the transition
into the workplace easier. While this
partner system has been applied in some
divisions for many years – such
as Family Health – the Region is
looking to apply this system consistently
in all departments to enhance the orientation
experience and get new and existing
employees talking. |
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Action
25
In September, the
Region’s annual United Way Employee
Campaign will kick off with events taking
place at more than one work facility,
responding to requests from employees
to begin rotating major events and giving
all locations a chance to play host
to one of the most popular Regional
Corporate events. |
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COMING
THIS FALL —
Your opinion counts
The 2003 B.E.S.T.
Survey will be distributed to employees
this fall. As new initiatives are put into
practice and others continue to be developed,
the Excellence Team will call on employees
for feedback on developments that have occurred
since the release of the first survey in
September 2002.
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Senior
Management
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 Action
30 |
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Senior Management including
Commissioners, Directors, and Managers
are meeting face-to-face with
their employees, responding to questions
at staff days and visiting work sites
to talk about the B.E.S.T Action Plan.
More actions continue to be applied
across the Region. Employees can find
out more about the B.E.S.T. Action
Plan by visiting Pathways or contacting
their department ESIT member.
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THREE
PHASES OF PROGRESS
When will the
47 action items be put into practice?
Phase One
– 35 actions are now underway and planned
for implementation by December 2003
Phase Two
– 6 actions will begin in early 2004
Phase Three
– 6 final actions will begin in late
2004 and 2005
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ESIT Representatives
Corporate Services
Ava Macintyre 905-791-7800, ext. 4462
Executive Office
Arlene Appleton 905-791-7800, ext.
4313
Finance
Ed Zamparo 905-791-7800, ext. 4281
Health
Helen Banna 905-857-0975, ext. 33
Paulette Whyte 905-791-7800, ext.
2780
Housing and Property
Melanie Kozlow 905-453-1300, ext.
3521
People, Information and Technology
Bruce Goldie 905-793-9200, ext. 8304
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Planning
Shelley Partridge 905-791-7800, ext.
4354
Public Works
Nancy Cotton 905-791-7800, ext. 3286
Simon Hopton 905-791-7800, ext. 4682
Social Services
Juliet Ledford 905-793-9200, ext.
8435
Lori O’Connor 905-791-1585, ext.
3819
Judy Muench 905-791-1015, ext. 6830
Excellence Team
Aileen Baird 905-791-7800, ext. 7701
Tracy Coffin 905-791-7800, ext. 7704
Joanne Pattison 905-791-7800, ext.
7702
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