The alignment of COC Values to the ‘Be Olympic’ brand that was completed in 2017 became much more visible in 2018, including signage in our new Toronto office. These values became the basis for our new peer recognition program, GOING THE EXTRA MILE (GEM), in which employees are encouraged to recognize each other for going above and beyond and demonstrating one or more of our values.
Further steps were taken in 2018 in the implementation of our Total Rewards Framework including the development of a gender neutral and pay equity compliant Job Evaluation (JE) Plan. Job descriptions for all positions were updated and evaluated using the new JE plan with only a few changes required to job grades and compensation. We also completed pay equity reviews and plans for our Ontario and Quebec employees with no issues identified.
The Performance Management Framework was enhanced in 2018 based on internal feedback to provide additional focus on our COC Values. 2018 individual objectives included specific objectives for PyeongChang 2018 for both Mission Team and Home Team staff that were aligned with our overall Games objectives and evaluated immediately after the Games.
Working with an internal working group, we selected a new approach and partner for measuring Employee Engagement and a new employee engagement survey was implemented in the fall with 93% participation. Although it was difficult to compare the 2018 survey results to previous years’ surveys due to the change, the results showed improvement in many dimensions and identified areas where more work needs to be done. 82% of our employees agreed or strongly agreed that “taking everything into account, I would say this is a great place to work.” Priorities for Action were developed, building on some of the actions that had been developed in 2017.
HR Policy work continued in 2018. A new Accessibility policy was finalized and implemented with mandatory web-based training to further our focus on diversity and inclusion. Our Leaves of Absence and Smoking and Substance Abuse policies were updated to align with and support changing provincial and federal legislation.
Leadership continued to be a strong focus in 2018, to support the Succession Plan Framework that was developed in 2017. We continued to benefit from programs provided through our COC sponsors. Two senior leaders were accepted into Queen’s University Smith School of Business International EMBA program that will conclude in late 2019. Twelve employees participated in Smith’s Executive Education program. Three managers received the Workplace Mental Health Leadership certificate through Queen’s/Morneau Shepell. Eleven leaders participated in the Smith School 360 Feedback Assessment in late 2018 with the results available in early 2019 to inform their personal development plans. All COC staff participated in a half-day workshop on “Building Resiliency” at the annual staff retreat to help them understand the importance of focus and purpose in their work and personal lives.
Talent Acquisition continued to keep the HR team busy in 2018 with 21 permanent positions filled, including the addition of a General Counsel and Corporate Secretary, and seven short term contract positions, including three employees for the Olympic Experience in Montreal that opened in the summer. Twenty-four intern positions were also filled across three cohorts – continuing to provide students from several post-secondary institutions the opportunity to fulfill the mandatory work experience component of their program and a valuable learning opportunity and work experience with the COC.
Total permanent COC staff as of December 31, 2018 was 86 plus nine open positions for a total approved workforce plan of 95. This increased by one from 2017 with the addition of a resource to support the improvement of our information technology security.
Based on feedback from the Mission Team, PyeongChang 2018 was the best IT-supported Games to date. With cybersecurity front and centre globally during the Games, we were able to deliver and secure reliable IT infrastructure for Team Canada personnel in PyeongChang. Additionally, through strong planning and collaboration, the IT Team is ready to ensure a successful Pan American Games for the COC by being thoroughly prepared to support and service all operational venues.
Preparation has also begun to ensure a successful Olympic Games at Tokyo 2020.
The IT Team facilitated the COC’s seamless transition into a new Toronto office, ensuring that the new space was fully operational for staff on the first day following the move. This transition included an upgrade of our phone system to integrate with VOIP capabilities, ensuring that staff are accessible wherever in the world they may be.
The IT Team partnered closely with the respective areas of the business in 2018 to ensure planned technology improvements drove our effectiveness and efficiency further across the organization. The IT department actively manages a strategic roadmap to ensure our projects deliver on business objectives. Finally, we will continue to provide support excellence to our colleagues across Canada with the resources and security needed to deliver on our priorities.
Our security posture is our priority and we will continue to focus on exploring industry trends and opportunities.