HUMAN RESOURCES

The HR Division supports the strategic direction of the organization by proactively developing and promoting a culture of collaboration through problem solving, respect and transparency.

Our Vision
Lead by example using progressive approaches that inspire others.

Our Services
The Department provides guidance and consultation related to people, programs and practices in the following areas:
(Click on the title of each service for a description)

Compensation/Job Evaluation

Employee Relations

Labour Relations

New Employee Orientation

Occupational Health & Safety

Payroll, Benefits &Pension

Performance Management

Recruitment & Retention

Strategic Analysis & Planning

Succession Planning

Training & Development

RELATED LINKS:
 
 
EMPLOYMENT OPPORTUNITES
 
 


Contact us:
Human Resources Division
City of Vernon
3400 30 St
Vernon, BC  V1T 5E6
(250) 545-1361
www.vernon.ca

 

 

Compensation

HR administers both Job Evaluation Plans at the City which provide a pay structure that is non-discriminatory in nature.  Positions are measured for internal relevance and are also reviewed with the external market periodically.

  • Administer the City’s salary plans
  • Create new job descriptions in conjunction with Division Managers
  • Revise current job descriptions in accordance with appropriate guidelines
  • Chair Exempt Peer Review Committee and CUPE Joint Job Evaluation Committee
  • Participate in provincial salary reviews
  • Reply to all external information requests regarding position review
  • Conduct salary research
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Employee Relations

HR is responsible for administrative related to employees including

  • Retention of employee records
  • Development of organizational policies for employees
  • Administration of the Secretary Relief Pool
  • Coordination of Staff Awards/Rewards

 

Labour Relations

From hire through termination, HR is responsible for providing labour relations assistance and for liaising with legal counsel as required.

  • Establish and maintain a positive and respectful union/management relationship
  • Collective bargaining
  • Develop and maintain a contingency plan
  • Participate on Joint Labour Management Committees
  • Collective Agreement interpretation and application
  • Grievance management
  • Workplace conflict resolution

 

Occupational Health & Safety

This function is responsible for providing support and advice to all levels of the organization and for ensuring workplace compliance with provincial safety legislation.

  • Ensure compliance with WorkSafe BC Workers Compensation Act and Occupational Health and Safety Regulation
  • Recommend and administer the City’s Safety Management System
  • Coordinate and provide support and advice to the City’s Safety Committees
  • Conduct worksite safety inspections
  • Coordinate and/or deliver safety training
  • Provide support and advice to the Joint Occupational Health and Safety Committee
  • Manages employee injury claims
  • Administer the Modified Return to Work program
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New Employee Orientation

HR develops and maintains an Orientation Program that facilitates the acquaintance of new employees to the philosophy, culture and policies of the organization including Code of Conduct, Whistle Blower and Harassment policies.

 

Payroll, Benefits & Pension

The City’s Direct and Indirect pay are managed and administered through this Department.

  • Process bi-weekly pay
  • Meet statutory reporting and remittance obligations related to employee pay
  • Remit benefit premium payments to various carriers and services providers (eg) medical, dental, extended health, life insurance, disability
  • Provide employees with information on benefits and the Municipal Pension Plan
  • Liaise with benefits and pension service providers
  • Monitor sick leave, vacation and special leave

Performance Management

Performance Management isn’t just about conducting annual performance reviews.  Performance should be acknowledged and managed on an ongoing basis.  Providing feedback to employees and the tools for development assists the employee, the Division and the City in meeting strategic goals and objectives. 

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Recruitment & Retention

Our aim is to attract and retain the best staff at all levels within the Management/Exempt, CUPE, IAFF, Excluded and Student employee groups.

  • Post & Advertise new or vacant positions
  • Conduct Testing (eg) Key Stroke, Typing, Word, Excel, Lifeguard Wet Test, Psychometrics
  • Develop Interview Questions
  • Arrange and conduct pre-interviews/Interviews
  • Conduct Reference checks
  • Detailed selection follow-up (Criminal Record Check, Drivers Abstract, Security Clearance, Certifications, Photo ID)
  • Review Seniority (internal hires)
  • Prepare Employment Offers
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Strategic Analysis & Planning

HR works with the organization to develop policies, procedures and systems for hiring, development and utilization of “human resources” that support the organization’s future goals and objectives.

  • Policy development
  • Staffing and Succession Plan development
  • Training Plan development
  • Compensation Plan development and maintenance
  • Evaluate and recommend competitive benefit program alternatives

 

Succession Planning

This function is currently being researched and developed in order to assist Division managers in creating established succession plans that support stable service delivery to internal and external customers during employee transitions.

 

Training & Development

The City has a vested interest in enhancing current skills and providing training and development to meet forecasted needs.

  • Coordinate City-wide training
  • Coordinate Lunch & Learns
  • Coordinate Exempt/Management Labour Relations training
  • Targeted training as requested

RDNO Greater Vernon Water Coldstream City of Vernon, BC City of Vernon, BC