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04 01 2015 SpCouncil Agenda The Township of Oro-Medonte Special Council Meeting Agenda Council Chambers Wednesday, April 1, 2015 2:00 p.m. - Open Session Page 1.Call to Order - Private Prayer/Moment of Reflection: 2.Adoption of Agenda: a) Motion to Adopt the Agenda. 3.Disclosure of Pecuniary Interest: 4.Reports of Municipal Officers: 2 - 49a) Donna Hewitt, Director, Corporate & Strategic Initiatives and Shawn Binns, Director, Recreation and Community Services re: Customer Survey 2014 Results. 5.Questions from the Public Clarifying an Agenda Item: 6.Confirmation By-Law: 50 a) By-Law No. 2015-054: Being a By-Law to Confirm the Proceedings of the Special Council Meeting held on Wednesday, April 1, 2015. 7.Adjournment: a) Motion to Adjourn. Page 1 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... Page 2 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... Statement. Planning; services; Value services; Strategic Α/ƚƩƦƚƩğƷĻ of delivery on place for with 9ǣĭĻƌƌĻƓĭĻͼ ΑźƓƦǒƷ owners satisfaction changes business ͻ/ǒƭƷƚƒĻƩ owner or & benchmarksregarding: residents improvements business forward importance & resident move for ofof Suggestions to DegreeDegree Continue Establish : Purpose 2015 31, 2 March Page 3 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... Services Development ΑЋЉЉБΉЋЉЉВ statistical) on survey study focus (non out initial + respondents wide mail Township on Targeted Building 81 2015 31, 3 March Page 4 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... program Professionals graduate Teaching Students ΑƚǞƓƭŷźƦ Program post Α/ƚƌƌĻŭĻ College Environment Response results Oversight/direction Analyst effective ΑDĻƚƩŭźğƓ Anonymous Learning Research Cost 2015 31, 4 March Page 5 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... Emergency; Corporate; Guide; & Hall; Fire etc.) Finance; Services Fire Development; River Moonstone Community Water; Campbell email computer; LC; Office; Recreation; Messenger, Economic HNP Newmarket, & Admin. Recreation at by available completion Transportation; Development; in LC; website, (Barrie, Survey in HNP line; insert line at: Practices Methodology: on on Communications Law; as boxes line : on Accessible Promoted foci Included Limited Municipal Print/On Drop Best Service 2015 31, 5 March Page 6 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... 33 44 27 4628 line) population on 246 paper; with municipality consistent (24 surveys throughout Profile: ages completed Respondent Respondent Balance 270 2015 31, 6 March Page 7 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... to population. the statementspopulation cannot Led response each to sections given applicable: opportunity if statements indicate not rates. surveyowner the this make these were in about not completion toeveryoneequal business the to about Respondents means opportunity Difficult was complete made an service (43) Not had Low be low 57% to 39% each led 68% survey of 37% rate 47% the completion 53% of 51% Length fatigue 46% 76% section: Average survey 90% 100%80%60%40%20%0% Page 8 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... Very ΑЎ ΑЎ Important 1 rating Important Not Scale Analysis: 1 2015 31, 8 March Page 9 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... Satisfied rating); Very Satisfied; highest as: defined Neutral; 75%) 5 rating; (>75%) (50% Dissatisfied; Ratings lowest (<50%) 5 of 5 out of Α!ǝĻƩğŭĻ 5 (1 out Dissatisfied; of 3.75 ΑЎ out ΑѢЌ͵АЎ ΑЋ͵Ў 1 ΑѡЋ͵Ў rating Evaluation Green Yellow Very Red Analysis: Scale 2015 31, 9 March Page 10 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... 2015 31, 10 March Page 11 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... years) 3 last in service used had 24% (Only 2015 31, 11 March Page 12 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... important, Importance: satisfied are are services vs. residents Satisfaction Overall, and 2015 31, 12 March Page 13 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... ServiceSatisfactionImportance 3.424.45Financial3.914.15Communications3.584.123.274.04Water3.763.78Corporate3.363.65 Prevention4.024.81Recreation3.564.07 2.954.1Economic3.363.9 Laws Transportation Development By Municipal & Fire 2.82.93.03.13.23.33.43.53.63.73.83.94.04.14.24.3 Financial Water /ƚƒƒǒƓźĭğƷźƚͶ Prevention &Recreation Fire Satisfaction Transportation Economic By Municipal Corporate laws Development 54.84.64.44.243.83.63.4 Importance Page 14 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... repaving/repairs/reconstruction; signs; work; needs; facilities; wayfinding/community drainage Development: ƭĻƓźƚƩƭ͸ recreational road network; & Continue/increase on ditching focus Infrastructure: trails Additional Community IncreaseIncrease Expand Need 2015 31, 14 March Page 15 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... related jobs; Council & development residents: education; business content; services; with law communications commercial by increase internet closures, Development: gas; and speed natural road & Communications: website industrial line high information, on to ImproveImprove Simplify Economic Access More 2015 31, 15 March Page 16 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... interactions; others); & line (building delivery/front residents; processes increases. to positive responsiveness permitting environment; spending/tax Service: consistent Streamline Improve Control Customer Protect Need : Other 2015 31, 16 March Page 17 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... Presentation 2015 1, April Council Page 18 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... various the at be satisfaction across to recommendations engagement survey. and 9ǣĭĻƌƌĻƓĭĻͼ engagement internal enhance the from ͻ{ĻƩǝźĭĻ 2009 of to objectives dimensions recommendations of organization. results of PMP. promise tangible against various into our Corporation. incorporated the contrast develop provide deliver review of : Purpose levels ToToToToTo 2015 1, 2 April Page 19 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... way that it at look good employee not may and a ğĬƚǒƷͶ should in things happy employee employees think all we work these them is engagement, people engagement of at KeepingKeeping while part satisfied mood Some a And be 2015 1, 3 April Page 20 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... intellectual apply this organization, in to Canada him/her emotionaland of job, ǞƚƩƉͼ͵ influences Board his/her his/her Conference heightened turn, as: for has defined to in effort that, employee the a is be engagement from discretionary workers can an review Engagement that co or a connection ͻ9ƒƦƌƚǤĻĻ additional manager, on Based area. 2015 1, 4 April Page 21 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... of demands demographic, public the contradictory under social, resources choices/personalization; problems; complex often scarce and address environmental changing allocate to pressures To the want Accountability to and microscope. Responding Customers economic Increased citizens; Demands 2015 1, 5 April Page 22 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... focused ΑŅǒƷǒƩĻ for: need measures a is there lagging this Collaboration and of Creativity Flexibility all Leading Amidst 2015 1, 6 April Page 23 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... strength The view influenced member. (Department) alignment intangible cultural, individual externally individual, about each often ƷĻğƒ͵ͼ narrow is team and is the and Engagement the motivational is about vs. of member Internally Jackson strength System forces. Also each Phil ͻŷĻ of 2015 1, 7 April Page 24 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... 2015 1, 8 April Page 25 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... 2015 1, 9 April Page 26 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... satisfaction. of 32% levels point. Regional and customer employee or , scores burnout 1 increased the the beyond and 2012). less by and satisfaction explained satisfaction Service 125% Porath, extend , customer performance were Public workforce customer (Spreitzer& scores BC engagement the satisfaction satisfied better between within . organization engagement. employee customer Chain 16% conducted and correlation objectives demonstrated Value identified: motivated in in the Sector and increase variation engagement/satisfaction to satisfaction the and ağƩƭƚƓΑtǒĬƌźĭ commitment Peel a point onof goals the also benefits research of of 2 employee to every have Municipality 20% Alignment Heintzmanand That greater For Studies the Recent But 2015 1, 10 April Page 27 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... program Professionals graduate Teaching Program post Students ΑƚǞƓƭŷźƦ Α/ƚƌƌĻŭĻ College Environment Response Analyst results Oversight/direction ΑDĻƚƩŭźğƓ effective Anonymous Research Learning Cost 2015 1, 11 April Page 28 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... 2 Indicates Disagree top 5 is a Disagree) action inon included response average. Strongly for or unsatisfied Agree. Not Agree a is Mathematical of purposes. 1 where position (Neither Strongly as interpreted scale 2 likely planning bĻǒƷƩğƌ is : bottom aĻğƓ point 5 and the AgreeStrongly 2) Agree 5 (top Satisfied 4 Neutral or Disagree DisagreeNeither Agree 3 2 2) Unsatisfied (bottom Disagree Strongly 1 Page 29 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... 2015 1, 13 April Page 30 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... Engagement Organization Supervisor Immediate Leadership Senior The Me Improvement Development Performance/Feedback Communication Safety Environment setting Recognition Continuous Motivation being Autonomy & Learning Integrity & Health Goal Well Page 31 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... supervisor, ENGAGEMENT SATISFACTION and immediate Α{ƷƩźǝĻ head PERSPECTIVES department organization themes Α{ƷğǤ EMPLOYEEEMPLOYEE job, Say My 12 Part employees Services, workers, FluidSurveys DEMOGRAPHICS SURVEY of time Inside/outside employees Years time/Full Roles, using ONLINE 81 15 Page 32 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... years is les 16 (3.88) engaged( are and 59% Season/Contract 5 less years than unusual engagement Management three 41% are more are 20 (3.75) HIGHLIGHTS ENGAGEMENT the 41% than not employees ofhave benchmark), this lowestless benchmark employee isis that Workers but engagedEngaged but Employees the thecategories ENGAGEDENGAGED service ENGAGEMENT engagedengaged workers Overall of is aboveabove Inside Least Most STAY 59% of LESS 4.22 OVERALL 4.10 3.70SEASONAL/CONTRACT4.324.244.094.22 3.873.784.003.753.833.83 3.943.763.933.88 3.893.82 4.013.793.963.924.194.063.944.063.683.433.733.614.164.054.104.10 4.06 STRIVE 3.92 CATEGORIES 3.88 3.83 3.82 3.78 3.75 3.70 STAY 3.61 STRIVE 3.89 STRIVE SAY EMPLOYEE STAY STAFF YEARSYEARSYEARSYEARSYEARSWORKERS MANAGEMENTUNITSEASONAL/CONTRACTWORKERS STAY 3.423.72 3.633.603.653.72 WORKERS SAY SERVICE BARGAINING ALL 510152020 TO OVER TOTOTO INSIDEOUTSIDE INSIDE/OUTSIDE ROLE 0 61116 OF MANAGEMENT3.81 UNIT3.84 3.833.94 SAY YEARS 3.94 3.93 STRIVE 3.76 STAY WORKERS WORKERS YEARSYEARS YEARS YEARS SAY YEARS BARGAINING STAFF OUTSIDE 1520 20 STAY SAYSTRIVE 10 INSIDE 5 OVER TOTO TOTO ALL 1116 06 Page 33 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... 17 EMPLOYEES OF SUBGOUPS DIFFERENT JOB THE MY ACROSS THEMES OF STRATIFICATION Page 34 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... 18 EMPLOYEES OF SUBGOUPS SUPERVISOR DIFFERENT THE ACROSS IMMEDIATE THEMES OF STRATIFICATION MY Page 35 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... 19 EMPLOYEES OF (SL) SUBGOUPS HEAD DIFFERENT DEPARTMENT THE ACROSS THEMES OF MY STRATIFICATION Page 36 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... 20 EMPLOYEES OF SUBGOUPS ORGANIZATION DIFFERENT THE ACROSS THEMES MY OF STRATIFICATION Page 37 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... overall Development, 21 above and with or outside service Environment, benchmarks Recognition Improvement unsatisfied satisfied of than and years HIGHLIGHTS satisfied somewhatCommunications, Learning highest Motivation, most Continuous 5 Performance/Feedback under THEMES less Seasonal/Contract Safety, seem (3.75) categories with workers years setting, & benchmark Employees and Autonomy Integrity, workers 20 Health Inside Most Goal over OF 80%85%75%87%84%74%70%83%81%81%79%75%84%69%83%79%67%72%72%83%80%71%74%76%70%82%78%69%65%70%78%75%73%73%79%69%77%79%71%58%62%81%76%71%68%76%62%74%69%69%52%69%78%67%68%67%55%66%83%73%60%57%63%75%64%70%6 6%71%58%80%70%56%58%57%81%63%67%65%73%60%72%67%46%69%69%88%68%63%64%62%59%81%69%56%53%64%69%58%68%61%70%57%65%64%67%52%52%63%63%60%58%56%57%64%61%53%49%48%78%59%58%57%64%51%64%61%55%55%47%56%61%53% 20INSIDEOUTSIDE 20InsideOutside 3.973.993.874.234.093.803.734.123.943.983.973.873.903.784.063.973.663.783.873.913.883.863.854.003.753.963.963.683.763.783.903.983.753.833.833.783.953.913.713.663.823.913.843.813.713.453.714.013.763.5 53.613.883.783.673.753.703.783.613.833.723.583.623.803.833.663.733.693.673.584.013.763.463.513.863.813.613.753.583.713.503.673.593.183.663.813.963.633.543.583.643.453.873.753.343.553.283.633.683.503. 563.563.453.843.653.333.473.473.783.473.623.523.723.393.633.573.483.413.453.533.533.513.483.443.433.663.553.243.393.403.813.463.50 SUMMARY (MEAN) 2) 20Over 20Over (TOP to SUMMARY SUMMARY to 1516 1516 to to 11 1011 CATEGORY CATEGORY 10 to to 56 56 to to ThemeALLMGMTBUS/C0 AllMgmtBUS/C0 by by THEMES THEMES ENGAGEMENT ENGAGEMENT IMPROVEMENTIMPROVEMENT DEVELOPMENTDEVELOPMENT /FEEDBACK /FEEDBACK COMMUNICATIONSCOMMUNICATIONS SAFETYSAFETY PERFORMANCEPERFORMANCE ENVIRONMENTENVIRONMENT SETTINGSETTING CONTINUOUSRECOGNITIONCONTINUOUSRECOGNITION MOTIVATIONMOTIVATION AUTONOMYAUTONOMY &BEING&BEING INTEGRITYINTEGRITY LEARNINGLEARNING && Theme HEALTHHEALTH GOALGOAL WELLWELL Page 38 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... 22 21% 19% 15% !\[ 9Ͷ͵͵ 11%11%11%11% 9% 6%6% 4% : e s EMPLOYEES u a taxpayers) processes STABILITYDAILYWORK/EFFORTOPPORTUNITIES ENVIRONMENTMEDONTEDIFFERENCEWORKPLACEBALANCE c e WITH b CONDITIONS, service, LIFE organization, p ORO WORK i A THE MAKING h WORK WORKING TEAM IN LEARNING s IN customer I WORK PEOPLEVARIETY n OTHERS, (manager, WORKING w AND POSITIVE o THE JOB CHANGE T LIVE ENJOY HELPING WAGES,BENEFITS, e VALUED h PROGRESSIVE t t ARE a g EFFORTS n AND i WHAT k POSITIVE r MY o w e u l a v I Page 39 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... 23 but discussion : e use e solution, s requirements o t optimize e seniority k i l or d l u the information o replacing, w I just to , e contribute resource c rewarded, n e i r e p of needs x e implemented addressed, r dissemination e through t and t monetarily e workspaces some b involved a e t required, n follow o times being d or e the or M be valued of Cramped o not r 31 recognized to in O Α\[ğĭƉ ΑaƚƩĻ f Appearswant included NEEDED o Issues IMPROVEMENTS not p i h s TALK Α9ƒƦƌƚǤĻĻƭ Departments n are ENVIRONMENT EQUIPMENTΑ w always o not IMPROVEMENTS ISSUES T COMMUNICATIONS Ideas THE e h t are t not a WALKING g they ADDRESSING UP n i INCLUSION otherIs k r EXISTING BOTTOM o times EFFORT w WORK e k NOT with a NO at m o T Page 40 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... 24 of years 20 to 6 with stability employees frequently service and basis conditions daily and frustrated public more workers a on considered by working with recognized motivated are inside but work benchmark benefits, Medonte management, experience contribution they are are they peopleand wages, above Oro customers operational when CONCLUSIONS of positive ( is the opportunities, concern Township Engagement appreciate like ENGAGEMENT Engagement a their they of make and the ͻƦƚĭƉĻƷƭͼ part, helping ideas Employee for and to the continue most working effort their Employees Appreciate EMPLOYEE are the Employee service) Overall the There Want Enjoy Value Will Like For Page 41 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... 25 (desire hygiene Improvement Α!ƌƌ Performance/feedback Continuous Autonomy, Recognition, Development, Communication, Motivation 3.75) and Learning N (3.75) Setting, O CONCLUSIONS I to T Integrity, change) C A 3.70 F S Safety, I benchmark Goal T benchmark A ( S about Environment, E bubble E being, and Y O L bring P factors Health M Well E L the to Above L Below A R E On V O Page 42 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... 26 preforming satisfied not as but not engagement Leadership workers deteriorates are years inside organization 20 Head/Senior employee progressively and than 6 between satisfied overall Department the S R but O T within service C more in E job S required N CONCLUSIONS O My I are T of outwardly should at C A on years workers F S drop I sector well T A S it E Inside/Outside Significant with E as off Y Outside Perceptions O key well L Starts P those M is E as It C I F I Role C Age E P S Page 43 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... 27 60% below Factors CONCLUSIONS 60% t o above h s p a Factors n S 9 0 0 2 Page 44 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... 28 of Council. service. identified to understanding commitment results. of and level competencies Management overall high of an growth. lack lack a effectively. skewprovide a they in is from career which ͻŭğƦƭͼ there indicate to support resources duties areas feels for and opportunities VFF staff weakness all their and of in and administrative leadership higher 23% perform support 2009. of and observations/variation: significantly areas have staff to with since the training not between of Admin lack dissatisfied focus do 25% CONCLUSIONS staff. they they scored lack of and of correlation feelfeel 21% they ΑğƩĻğ and staff fighters are staff, staffstaff feel departments staff outside t significant PMP work. o staff outsideoutside outside high h fire s FT the p all Volunteer of FT FT a a is through n ofofofofofof quality S Other other There 9 35%47%40%67%20%33% 0 0 2 Page 45 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... 29 significantly EE. progress concern 2009 for largest standards over improved good a benchmark remains staff making remain levels industryoutside improved been 3.75 leadership 60% leadership 2009 Management 2009 3 have TOP in ΑĬĻƓĭŷƒğƩƉ to MEAN improvement 89% significantly than obstacles/opportunities closer average strategies using benchmarks senior is 61% and better ΑАЎіͲ which benchmark was Communication average in and and of included 3 much Perceptions Tactics Recognition 20092014 2 Supervisor TOP Significant TOP Different Overall Doing 20142014 2009 Fire 91%82%93%83%92%96%89%89%90%86%85%89%89% PURPOSES 4 CONCLUSIONS 1 COMPARISON 0 2 o t 9 IMPROVEMENT 0 DEVELOPMENT FOR /FEEDBACK 0 2 3 TOP g COMMUNICATIONS n SAFETY i r PERFORMANCE ENVIRONMENT SETTING CONTINUOUS RECOGNITION a MOTIVATION AUTONOMY BEING & p INTEGRITY LEARNING & OVERALL m HEALTH GOAL WELL o C Page 46 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... Down ΑǞĻ͸ǝĻ eats and communication ΑƚƦ leadership ͻ/ǒƌƷǒƩĻ teams Policy quality to cultureEngage structured attributable with Kaizen /ğƌŭğƩǤ͸ƭ desired internally Implement planning. BPI, likely and of LEAN, City strategy done and externally. space the communications right? be as to Αĭƚǒƌķ with such tied them process. and conjunction be policy reviews doing down Αƭŷƚǒƌķ issues poor through Plan we top process structural of in strategic Are Master up locations symptoms perhaps And bottom equipment, IT address things? become the work Departments,expectations all organic Rounding in are right technologies aggressively and to field Integrity Communications strategy scheduling and the workstations, ex. communication focussed doing between organization Autonomy, to and new closer different we competencies constructive, of departments, practices Are workload, ISSUES Corporate use linked Recognition, here. the structured for for ĬƩĻğƉŅğƭƷͼ͵ of opportunities opportunities management be progress levels ENVIRONMENT of review to leadership more or LEADERSHIP roles COMMUNICATIONS role Commitments. regular all Performance, teams be for to at good the all Continue to strategy program ElevateElevate change Ensure Within ReviewReviewReview Needs made SENIOR WORK 2015 1, 30 April Page 47 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... through ΑƦǒƭŷ acquired excellence HRM leadership strategic service and and of culture knowledge PMP through a drive by progress supported and effectiveness staff competencies Staff plan time good etc. and strategic be role Council seasonal/part practices benefits, making to governance strategic ΑƓĻĻķƭ organizational the betweenare organization enhance best wages, culture ΑǞĻ more evaluate Governance promote processesservice to improvement of GOVERNANCE a values the on in terms to received customer ͻŭğƦƭͼ Council of take on to responsibilities cranny and Council opportunities in to well ͻĭƩĻķƚͼ address continuous competitive new HR promote and RESOURCES are role with TRANSFORMATION new LEAN nook processes VS. new tool to roles, with the Kaizen, to Implement every Continue a for Continue OPERATIONS Remain Develop Elevate Develop Training Clarify Look BPI, New into HUMAN 2015 1, 31 April Page 48 of 50 4.a) Donna Hewitt, Director, Corporate & Strategic Initiativ... benchmark done! gets peer measured, a up set to gets order What in measure objectives. participate performance to PMP want into FUTURE municipalities tangible MANAGEMENT recommendations benchmark THE a as survey other IN SURVEY if internal a Incorporate as PERFORMANCE Determine this THE UseUse REDO 2015 1, 32 April Page 49 of 50 6.a) By-Law No. 2015-054: Being a By-Law to Confirm the Proc... Municipal Act, 2001, S.O. 2001, C. 25, as amended Page 50 of 50