Inventory of service activities delivered to clients in 2020, a report by Sam Kemble
A Word from the Executive Director
2020, Workforce Delivery Inc’s eighth year of operation has been a challenging yet remarkable year. We diversified our client base and service offerings during the year, added capacity, strengthened our balance sheet, and improved our processes. We supported organizations to meet extraordinary and complex challenges through various service offerings.
We are inspired by our clients’ character, understanding and compassion towards their employees, union partners, and stakeholders, all during a year that could strain any relationship. We are grateful to continue serving industries and enterprises in Canada.
We wish all well, as we approach the New Year.
This year we bargained collectively with various Building Trade unions in Saskatchewan, CUPE in Edmonton, Unifor in Windsor, UFCW in Edmonton. Also, we engaged in First Nation Mutual Benefits Agreement Negotiations West of Edmonton.
We continue to deepen our service and experience in general industrial relations through grievance administration, progressive discipline support, collective agreement interpretation, group lay-off and bumping-process support, coal-to-gas transition supports, recall list administration, temporary layoff supports, arbitration case management, contracting out, severance liability including in a temporary layoff context, right to refuse unsafe work in a COVID-19 context, pension plan and health benefits and insurance administration, and common employer and successor employer analysis.
We engaged in robust alcohol and drug policy development and costing models, participated in public policy creation and review through the Edmonton Chamber of Commerce, and developed several policies and practice documents in employment administration.
Ongoing training and workshops were developed and delivered covering performance management, labour and employee relations, anti-harassment, bullying and violence. Work continues to migrate these modules to an online delivery format for broad and safe accessibility.
Significant time has been invested in enhancing our craft recruitment process, including modules for equity hiring and onboarding. We supported clients to develop a 48-hour rule hiring process to coincide with hiring hall scenarios. Cost models have been developed and simulated for craft sourcing, recruitment and onboarding for numerous multi-year projects. Our firm provided direct recruitment support for a plant south of Edmonton, a shutdown near Regina, road construction in Calgary, a pipeline in BC, a plant west of Edmonton, an institutional project in Terrace, recruitment for project administration in Northwest BC, a manufacturing facility south of Edmonton, several residential projects in the Greater Vancouver area, an infrastructure project in Lloydminster, and a roadbuilding project in the Greater Vancouver area.
We have adopted a positive bias into our recruitment process that prefers Indigenous, BIPOC and women candidates.
2020 brought with it the need to support clients with Covid-19 response measures, including service for essential service employees, implementing masking, hygiene, and physical distancing policies while restructuring work arrangements through staggering shifts and rotating site presence protocols. Various sick and other leave provisions required interpretation within a pandemic context. We also ensured rights and obligations to refuse unsafe work was properly adhered to within a COVID-19 context. The pandemic also brought unique factors requiring considered review of human rights and employment statute protected accommodations, including leave and work accommodations. Many employers also found it necessary to navigate both the in and the out of work from home transitions.
We are grateful for the opportunity to be of service during such challenging and dynamic times.
Operations / Execution
We increased capacity in forecasting and costing analysis and conducted field execution productivity studies, developed project costing studies, conducted labour posture comparison studies for construction and maintenance. We engaged in front end engineering and design (FEED) support for the workforce delivery and management component for major capital projects and developed and supported wall-to-wall craft recruitment models.
Justice and Social
Within our social justice portfolio, we provided Jordan’s Principle policy, advice and advocacy. We developed Treaty-based education agreements and policies.
Together with a group of expert volunteers, we are about to release an employer mental health and wellness practice document.
We commenced service to the Board of the Colbourne Institute for Inclusive Leadership.
As a firm, we are taking an aggressive approach to positive bias recruiting to ameliorate disadvantaged and historically disadvantaged groups’ inequities.
WFD Internal Capacity
In 2020, the firm increased recruitment, project controls, human resources and data science capacity.
Investments were made in achieving a CPHR Certification, investigative report writing training, first aid training, and Principles of Health and Safety Management.
We afforded access to professional coaching to staff to increase career development and the strength of our team.
We created an operational contingency reserve for our own operations to de-risk the potential for Covid-19 to impact our staffing levels. We also adopted an accounting policy to carry a fully funded severance liability on our balance sheet.
Throughout 2020 we continue to develop apps for release in 2021, including a force ranking app – 90% complete, a witness credibility app – 70% complete, a quantum of discipline review app – 70% complete. Also, we rebuilt our workforce applicant tracking and onboarding system – 70% complete.
In the ongoing interest of advancing awareness and education in the field of human resources and employee and industrial relations, we maintained our educational Blog, Podcast, and Video Channel (hosted on YouTube).