Human Resources Governance Policy
Target audience: Employees
The Ontario Trillium Foundation is dedicated to building a high-performance culture that enables staff and volunteers to perform at their best.
This policy aligns with OTF’s Memorandum of Understanding with the Government of Ontario and sets the guiding governance principles that will enable the Senior Leadership Team to develop and implement a Human Resources Policy Framework that supports operational needs, employment equity and building of high-performance teams.
The CEO is accountable to the Chair and the Board for the management and supervision of the Foundation’s employees, providing leadership, guidance and management to the Foundation staff, including human and financial resources management, within the approved business plan.
The CEO is responsible for developing and implementing an HR Policy Framework that supports operational needs, building high performance teams and equity in employment.
3.1 Guiding Principles
The Policy Framework will align with the following principles:
- The Foundation is committed to equity in employment and the creation of a work environment in which all employees and volunteers can expect fair and equitable treatment regardless of age; ancestry, colour, race; citizenship; ethnic origin; place of origin; creed; disability; family status; marital status (including single status); gender identity; gender expression; record of offences; sex (including pregnancy and breastfeeding); and sexual orientation.
- OTF recruits, develops, and retains employees who are:
- Professional, ethical and competent
- Knowledgeable, innovative and responsive to change
- Engaged, motivated to learn and continuously improve
- Committed to quality service and pursue excellence
- Reflective of provincial diversity at all levels
- OTF is committed to become an employer of choice in the broader public sector. To this end, OTF takes a business-integrated approach to HR / Talent and Engagement to drive business decisions through people, data and insights.
- The Foundation is committed to fostering and sustaining an inclusive and accessible workplace free from discrimination and harassment through compliance with the Ontario Human Rights Code, Employment Standards Act, the Occupational Health and Safety Act, related regulations and other relevant legislation.
- The Foundation will align its compensation with the Broader Public Sector and comply with the Broader Public Sector Executive Compensation Act, 2014 (as amended).
3.2 Policy Framework
The Policy Framework will align the following HR functions to support operational need, high-performance, employment equity and Diversity Equity and Inclusion:
- Accountability – policy direction related to roles, responsibilities and related delegation of authority for HR decision-making
- Organizational Culture – strategic direction related to leadership and establishment of an inclusive, high-performance, accessible workplace
- Employment – policy direction related to the employment lifecycle (attraction, recruitment, appointment, and separation)
- Compensation – policy direction related to organizational design, job evaluation, classification, and within the parameters set by the Board, pay, benefits and RRSP
- Talent Management – policy direction related to:
- Employee support, development and assistance
- Employee engagement and retention
- Succession planning
- Training and Development
- Performance Management
- Health, Safety and Wellness – policy direction related to health, safety and wellness within the work environment
3.3 Parameters of Human Resources Policy Development
All Human Resources policies will be aligned to the Strategic Framework of the Foundation:
- Policies that are driven by legislation, legal or statutory obligations, competitive best practice, alignment with the Broader Public Sector and those that impact the risk or financial obligations of the Foundation are approved by the Board of Directors
- All other HR operational policies are approved by the Senior Leadership Team
- The process of policy development should, wherever possible, be inclusive and invite feedback
- Policies are intended to provide some structure while providing flexibility and should allow for Management discretion
- Policies will be reviewed regularly, at least every two years, to ensure consistency and applicability
- As part of the annual budgeting process the Board determines the allocation for salaries and benefits, in accordance with good management practices and in alignment with the Broader Public Sector.
Employees of the Foundation are appointed by the Foundation and are not public servants for the purposes of Part III of the Public Service of Ontario Act, 2006. Employees are public servants for the purposes of Parts I, IV, V and VI of the Public Service of Ontario Act, 2006. Employees receive benefits as determined by the Board in accordance with good management practices, in alignment with the Broader Public Sector, and are not entitled to benefits under the Public Service of Ontario Act, 2006.