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2 0 1 6 A C C O M P L I S H M E N T S
• Launched a new Occupational Health
and Safety (OHS) Policy and conducted a
Workplace OHS Responsibilities Survey.
• Achieved an accident frequency rate 8%
lower than the Local Government sector
average.
• Awarded 2016 Canada’s Top Employer for
Young People.
• Recognized as a Metro Vancouver Dream
Employer.
• Successfully concluded the first cohort of
the Emerging Leaders Program, a model
in leadership development.
• Anchored all developmental initiatives to a
competency-based learning model.
• Expanded our organizational course
selection, ensuring skill development is
aligned with excellent customer service.
• Developed and launched new intranet
to drive employee engagement,
streamline communications and promote
collaboration within the workplace.
• Completed a major upgrade of Human
Resource Information System (HRIS) to
support future goals.
• Reached a 5-year collective bargaining
agreement with CUPE 402.
The Human Resources Department provides a broad range of services to attract, retain and
motivate a qualified and diverse workforce, as well as to support open communication and respectful
workplace relationships throughout the City. The department has the responsibility of the following
divisions/sections:
OCCUPATIONAL HEALTH & SAFETY
The Occupational Health & Safety (OHS) section strives to make the
workplace safe and healthy for all employees. The section works with
managers, staff, unions and community partners to prevent workplace
accidents and illnesses, to keep employees well, and to help employees
return to work after an injury or illness.
LABOUR RELATIONS, COMPENSATION & EMPLOYMENT
The Labour Relations, Compensation and Employment team advises
staff on collective bargaining, collective agreement interpretation and
administration, workplace policies and practices, employee relations,
job classification, compensation programs, and benefit and pension
administration. The Employment team collaborates with and provides
support to management and staff in employee recruitment and
administration. The team also partners with community organizations
to provide information on employment opportunities, and seeks new
and innovative opportunities to source talent.
HUMAN RESOURCES INFORMATION SYSTEMS
Human Resources Information Systems (HRIS) leverages new
and emerging HR technologies to streamline workflow, maximize
the accuracy, reliability and validity of workforce data, and facilitate
the collection of data and key metrics. HRIS also supports the
City’s intranet.
COMMUNICATIONS
Our Employee Communications Program is aimed at engaging
employees by informing, involving and inspiring them to support
and achieve our organizational priorities, goals and initiatives.
Communications also oversees content on the City’s intranet,
including governance.
ORGANIZATIONAL DEVELOPMENT
Organizational Development’s responsibilities include the
design, development and delivery of staff training, and the
support of staff with planning and implementing ongoing
organizational/business changes.
CITY OF SURREY
OVERVIEWS
HUMAN RESOURCES DEPARTMENT
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