2024 Annual Report Draft

Organizational well-being and sustainability

Human resources Training initiatives for City staff Human Resources implemented training initiatives in 2024. By investing in the development and well-being of employees and leaders, we are striving to ensure that the City succeeds at being an employer of choice. Building leadership capacity The HR Leadership Principles program provided tools and strategies to enhance leaders’ abilities to manage performance, resolve conflicts and foster a respectful workplace. Fostering workplace well-being The Work to Wellness program addressed workplace mental health, equipping managers and supervisors with the skills to recognize and respond to mental health challenges. This aims to improve employee well-being, reduces absenteeism and create a supportive organizational culture. Enhancing conflict resolution skills Conflict resolution training empowered leaders and employees to address workplace disputes constructively. With content for leaders and employees at all levels — including frontline supervisors, executive teams, staff and elected officials — the training enhanced participants’ ability to manage conflicts effectively. The training sessions provided employees with actionable knowledge, such as understanding the collective agreement, respectful workplace policies and wellness strategies, fostering a culture of continuous improvement and long term organizational resilience. HR has also laid the foundation to continue this development by revitalizing our Attendance Management program, scheduling coaching, customer service training, ongoing civility and respect training and further leadership opportunities for 2025.

Health and safety The City continues to have a robust Occupational Health and Safety program and holds a WorkSafeBC Certificate of Recognition. The graph below illustrates the City's injury frequency and lost time injuries from 2013 to 2024, compared to the average lost-time injuries for industry (municipalities).

Recruitment activities

While recruitment activity has steadily increased over the past five years, this growth is not solely due to turnover. Approximately 17 per cent of job postings in 2025 so far, and 15 per cent of job postings in 2024 and 2023, were the result of retirements and resignations, with the remainder reflecting internal movements, service enhancements and growth-related staffing needs. Despite these demands, HR staff continued to find recruitment efficiencies using existing resources, ensuring responsible stewardship of public funds while meeting evolving organizational requirements.

69

City of Courtenay | 2024 Annual Report