Goal 4: Organizational Performance, Modernization and Employee Wellness
Actions taken to date
- Increased awareness with Watch Commanders for overall fiscal responsibility
- Adopted use of new technology (Health IM app to assist in better triaging and response to calls where Mental Health is a concern)
- Proactive update of mobile data terminals (MDTs)
- Added an electric bike for efficient bike patrol
- Participation in Provincial projects such as Digital Evidence Management Systems (DEMS), Health IM and electronic ticketing
- Closer collaboration with District of Central Saanich and Capital Regional District Emergency Operations
- Developed an internal "Continuous Improvement Team" to address employee needs
- Improving internal communications through regular watch briefings and staff updates
- Enhanced training cadre
- Creation of S/Sgt. and D/Sgt. position to encourage promotion opportunities and succession planning
- Performance Appraisal program up and running
- Regular annual learning plans completed for each employee
- Enhanced professional development opportunities
- Leadership training
- Women in Leadership training
- Created a Professional Standards position to enhance accountability and professionalism around matters of conduct
- Hosted annual Fitness Challenge for employees
- Ongoing improvements to gym facilities
- Ongoing renovations to improve workspace
- Transitioned 40% of vehicle fleet to electric vehicles and adopted use of an electric patrol bike
- Respectful Workplace Training required for all new employees within six months of starting with the CSPS and all staff attended training in 2021/2022
- Conducted an internal climate assessment to identify areas of strength and areas of focus in 2021, have been working to implement recommendations
- Provide resources and learning opportunities in the Chief’s bi-weekly update to all staff
- Adopted rainbow “name plates” as a tool to support approachability with the LGBTQ+ community
- Participated in the Saanich Peninsula Accessibility Committee
- Staff are invited to participate in the District offered Blanket Exercise (recommended learning from Truth and Reconciliation Report)
- Promoting a culture of inclusion and equity
- Adopted core competencies regarding teamwork, adaptability, developing self and more to support an inclusive and diverse workplace culture
- Adopted an Equity Statement
Upcoming Actions
- Adopt a Workplace Accommodation Policy, Internal Discipline Policy and Mental Health Policy
- Review policies to ensure language and intent is inclusive and promotes equity
- Ensure training on diversity, equity, inclusion, and accessibility (DEIA) and respectful workplace topics
- Create and promote a resource hub accessible to all employees to enhance knowledge and understanding of diversity and inclusion
- Continue to participate in the Saanich Peninsula Accessibility Committee
- Participate in the District’s Accessibility working group to adopt the actions
- Review recruitment policies to make improvements, as needed, to ensure accessibility, diversity and inclusion focus
- Continue to support and develop the Critical Incident Stress Management (CISM) team and encourage members to participate in the debriefs as needed
- Promote Peer Support program
- Create department fitness challenges
- Create mediation group
- Work with facilities to develop a calming area that can be used to decompress after a stressful call/experience
- Promote and encourage annual mental health checkups with professionals
- Increased extended health benefits related to mental health care
