Recreation and Parks Training and Development

1. Recreation and ParksTraining and Development A Model for Taking the Lead in Operational Training for Today and Tomorrow Presentation to Ontario Parks Association, September 2010

2. Leading Operational Training for Today and Tomorrow Development of this Training and Development Model can be compared to planning and participating in a Race.

3. Leading Operational Training for Today and Tomorrow • Recreation and Parks services is driven by legislative requirements, industry standards and City of Mississauga policies, procedures, best practises • 82 Legislative Acts affect Parks Services (with numerous corresponding regulations) • Our emphasis is on due diligence and to develop a standard/base of common knowledge in the workplace • We focus on “job specific” training and not to conflict with Human Resource training or professional development • Outputs of this unit reflect CSA - Controlled Self Assessment – imperative that we assess risks of all types and ensure training • We support HR training initiatives that need to be rolled out when/where feasible

4. Leading Operational Training for Today and Tomorrow • Controlled Self Assessment (CSA) • Need for programs that : • “Say What You Do” • “Do What You Say” • “See That It’s Done” • Legislative Compliance/Organizational Capacity

5. Leading Operational Training for Today and Tomorrow Strategic Priority Recruitment and Engagement Strategy: Objectives: • Develop and sustain a skilled and knowledgeable workforce • Ensure that skilled and talented staff are valued, supported and committed

6. Leading Operational Training for Today and Tomorrow T&D Model – Developmental Process • Establish Advisory Committee • Develop requirements • Conduct a needs analysis of workforce comparing training requirements and level of compliance – core, essential, special interest • Approval of requirements through levels in division • Identification and approval of a training plan • Immediate training needs • Long term needs

7. Leading Operational Training for Today and Tomorrow T&D Model – Developmental Process Cont’d • Develop training modules • Establish tracking system for requirements (People Soft Data Base/SAP) • Implementation of Training (conference style, ad hoc, electronic learning, self directed) • Inputting of data • Sustain training needs • Training and compliance tied into PMP (technical knowledge) • Audits conducted on training compliance

8. Leading Operational Training for Today and Tomorrow • Training Needs Identified = Increased accountability and responsibility • Training Sessions Offered = Staff feel supported – efficiency in training • Resources Identified = Staff feel supported and lends for training flexibility (on-site) • Program Identity = Fosters pride in training Essential Components Creating Success

9. Leading Operational Training for Today and Tomorrow • Internal Instructors = Utilizes workforce knowledge, ability for custom designed practical training sessions • High Satisfaction Level = Increased staff morale > leadership roles = Repeat participation in sessions • Cost Avoidance = Savings to the Corporation • Innovative = Motivating for staff • Training Conducted = Quality Services for staff and public Essential Components Creating Success continued

10. Leading Operational Training for Today and Tomorrow Guiding Principles • Strong Consultation process and staff involvement to determine requirements, develop content, deliver training • Effective Advisory Committee with minimal effort for greatest gain • Build on strengths of previous work • Recognition Program • Decisions based on majority, exceptions inevitable • Inter-departmental Cooperation • Inter-municipal Cooperation

11. Leading Operational Training for Today and Tomorrow Results • Support training of 2,676 full and part-time staff ensuring customer confidence, contributing to a safe workplace, and ensuring due diligence • Training conducted in 124 courses with 3,199 participants in 2009 • 6 conferences and an average of 28 ad hoc sessions per year • An average of 168 staff are utilized as instructors annually • 2010 – 187 summer staff in Parks • Training done at central location and depots, on-line, self-directed learning • Evaluation of training yields high satisfaction level (96.5% rate sessions as acceptable or exceeding expectations) • Cost Avoidance estimated at $403,518per year

12. Leading Operational Training for Today and Tomorrow Developed Protocol • Requirements > Approved by Supervisors, Managers, Recreation and Parks Leadership Team • Modules Developed > Approved by Advisory Committee > Supervisors & Managers > Health and Safety Committee for Equipment > sometimes to RPLT • Training Dates/Topics > feedback from Adv Committee • Training > Supervisors Signature Required • Documentation > Sign-off form signed by instructor, employee, supervisor • Parks Supervisor also retains a binder on site with records

13. Leading Operational Training for Today and Tomorrow Cost Avoidance Summary Per Year (T&D Only) Perceived External Costs $650,996 Fixed Costs $247,478 Net Cost Avoidance $403,518 Cost Per Participant $77 External Costs Based on $200/participant except ORFA and CPO Fixed Costs – FT Salaries & ORFA Partnership and Operational Expenses for Training Does not include ongoing support for external training with organizations (PRO, CPRA, OLA, OPA, etc.)

14. Leading Operational Training for Today and Tomorrow Four Segments of Training for Seasonal Staff: • Introductory/Sign-On Session • Independent learning – must complete quiz and sign-off • City Wide Training • Site Specific

15. Leading Operational Training for Today and Tomorrow 1. Introductory/Sign-On Session • Introduction by Health and Safety Specialist and Parks Supervisor • Hiring documentation (forms, criminal record search, etc.) • Receive Independent Learning Package

16. Leading Operational Training for Today and Tomorrow 2.0 Independent learning Receive handout of 20 resources when signed-on: • Employee Health and Safety • Vehicle Safety Guidelines • Employee Safety Guidelines • Respectful Workplace Policy • Back Owner’s Manual • Reporting Workplace Accidents • SunSmart • Your Safety Matters • We’re Working Together • WHMIS

17. Leading Operational Training for Today and Tomorrow 2.0 Independent learning cont’d • Lateness and Absenteeism Policy • Guidelines for Inclement Weather • Fact Sheet on Engine Idling • Young Worker Awareness • West Nile Virus Info Sheet • Standard of Behaviour Policy • Conflict of Interest Policy • Cell Phones and Electronic Devices • Combatting Distracted Drivers • Workplace Violence Policy

18. Leading Operational Training for Today and Tomorrow 2.0 Independent learning cont’d • Read material • First day of work complete quiz • Employee and supervisor sign-off • Sign-off form sent to HR and kept on-site

19. Leading Operational Training for Today and Tomorrow 3.0 Seasonal Staff City Wide Parks Training One Day for New Staff, Half Day Returning Staff • Parks 21-Two Way • Fuelling city vehicles • MTO Hours of work • Bill 118, MOL • Respectful Workplace • Accessibility • Bill C-45 • WHMIS

20. Leading Operational Training for Today and Tomorrow 4.0 Site Specific Training with sign-off • Refresher on Safety Matters • Basic Equipment Operation • String Trimmer • Backpack Blower • Rototiller • Zero Turn Kubota • Conventional Kubota • Additional specific equipment (Mad Vac, Garbage Truck, Tractor, etc.)

21. Leading Operational Training for Today and Tomorrow Continuous Improvement • Fall 2010 review • Training Manual update • Handouts, independent learning for staff • Greater consolidation of training city-wide • Improved resources for supervisory staff/lead hands

22. Leading Operational Training for Today and Tomorrow You too can reach the finish line if you set your goal, make an action plan, follow-through, are resourceful, celebrate successes, exercise patience and persevere.