RECO staff will work closely together, aligning collective efforts and providing more opportunities for innovation and improvement Ensure a qualified, skilled, stable, and sustainable workforce Objectives for 2017–19 2017 Accomplishments Enhance employee engagement to keep staff informed and effective • Employee Engagement Steering Committee and sub-committees will continue to meet; Committee and sub-committees will empower staff to develop their own proposed solutions to make RECO even better • Hold twice-yearly town hall meetings for all staff, an opportunity to provide input and learn about new RECO initiatives • Continue to hold regular seasonal and team-building events for staff • Continue to share and manage knowledge through updates to internal intranet site • Continued work with the Employee Engagement Steering Committee. Gathered feedback from staff around three key topics: organizational vision, professional development, innovation • Increased training budgets for staff development • Structured the HR team to include an HR training and development administrator as point-of-contact for recruiting, training, coaching, counseling and career development • Conducted three town hall meetings for staff • Held regular team-building events for staff • Continued to leverage the internal intranet portal to share information around the organization • Encouraged use of internal instant messaging systems to promote knowledge sharing and information exchange • Ensured staff remained engaged and up-to-date with developments, including implementation of RECO’s CEO succession plan Attract, retain and motivate proficient employees by rewarding individual achievement, contribution and excellence, and provide incentives to further enhance performance, thereby improving service standards • Continue to provide regular performance feedback and annual performance reviews • Provide new opportunities for professional growth and career advancement; cross-training where appropriate • Conduct third-party compensation review • For all staff, will continue to conduct ongoing customer service and systems training, Accessibility for Ontarians with Disabilities Act (AODA) training and IT security training • Provided regular performance feedback and annual performance reviews • Provided professional development and enhanced training for all staff related to their positions • Selected a vendor to do a compensation review and analysis to determine if RECO’s salaries are competitive with the market, with report to come in 2018 • For all staff, conducted ongoing customer service and systems training, AODA training and IT security training • Restructured the organization to introduce new career progression opportunities How we will measure success Measuring success • Conduct employee engagement survey (through a third party) and assess results against previous years; improve response and engagement levels • Maintain or improve employee turnover rate • Increased investment in professional development and job training • Executed recommendations from 2016 employee engagement survey to improve organizational vision, professional growth and innovation • Nine per cent turnover rate of staff • Continued to provide professional development opportunities and job training 40/ RECO 2017 ANNUAL REPORT/REPORT ON OBJECTIVES