Public Sector Leadership Series

Date: June 23, 2022
Registration Deadline: June 21, 2022

Public Sector has experienced more changes than ever in the past two years. And supply chain in the public sector has been evolving ever since. We have been leading public sector focused initiatives since the beginning of 2020 and this 1-Day event amplifies some of the pertinent issues that are impacting public sector decisions today such as procurement’s influence on organization effectiveness, move towards digital procurement, sustainable procurement, , the importance of supplier diversity, and more.

Speakers from last year include organizations such as City of Toronto, Metrolinx, City of Vancouver, NIGP, UHN, York Region Police, OECM, City of Ottawa, Treasury Board Secretariat of Canada, GTAA, HP Canada, Ministry of Transportation Ontario, Transport Canada and more. Frank Rochon, CEO of Supply Ontario also delivered his keynote speech, which you can watch here.

Some of the topics covered included:

  • Procurement’s Influence on Organizational Effectiveness
  • How have Government Agencies Dealt and Learnt from COVID: Improving Citizen Experience
  • Sustainable Procurement
  • Sustainable Goods Movement
  • Impact of Trade Agreements/Trade Agreements in a COVID world

TOPICS TO BE ADDRESSED AT THE UPCOMING EVENT INCLUDES: Digital Procurement I Data-driven Transformation I Supplier Diversity Sustainability & ESG I Indigenous Procurement

Here’s the agenda and speakers for Leadership Series 3.0: Public Sector. Join us: https://lnkd.in/e4Th4C38

We are delighted to have Clinton Lawrence-Whyte, Director General, Procurement Assistance Canada, Public Services and Procurement Canada | Services publics et Approvisionnement Canada and Nick Xenos, Executive Director, Centre for Greening Government, Treasury Board of Canada Secretariat | Secrétariat du Conseil du Trésor du Canada as our first set of confirmed speakers.

The agenda for the day includes:

  • Leadership Panel: Reshaping Public Sector Supply Chain and Procurement by Balancing People, Processes & Technology
  • Ethical & Social Procurement: Leading on Social Value to Foster Economic, Social, and Environmental Well-Being
  • Circularity and Net Zero: Making Circular Economy a Reality
  • Vendor Performance Management: Drive Better Value, Better Performance and Lower Costs 
  • Indigenous Procurement: Best Practices and Lessons Learned

Sign up for more information on this event.

For registration enquiries: Katie Cheshire at [email protected]
For sponsorship enquiries: Kim Sforza at [email protected]

Share

You’re Invited: Everything DiSC Showcase!

Today, organizational culture cannot be an afterthought. It must be focused on—intentionally and continually—to ensure recovery and results. That’s where Everything DiSC® on Catalyst™ comes in. Sign up for the Everything DiSC on Catalyst Showcase to learn about how DiSC can benefit your business.

In this 60-minute interactive, virtual event, participants will:

  • Discover the value of strong organizational culture and its connection to success
  • Explore the Everything DiSC on Catalyst learning experience
  • View a live demo of the Catalyst platform
  • Participate in a live Q&A with the showcase presenters

 

Everything DiSC on Catalyst helps people:

  • Better understand themselves
  • Appreciate and value difference in perspective and approach
  • Readily and consistently adapt to the unique needs of each person or situation they encounter

 

The Everything DiSC showcase will be on June 7th, 2022 at noon EST. Sign up here: https://forms.gle/jv3uK3E3nzCRdZECA

Share

Canadian Construction Procurement

This one-day course will provide an overview of the project and procurement models used in construction, the procurement processes, an evaluation of the contracting options and trends emerging for the future for construction in Canada.

The course is designed for those both new to Construction Procurement and for those wanting to learn best practices in order stay ahead of the curve in this complex area of procurement.

Date & Time: May 31 & June 1, 2022 | 10:00 AM – 2:00 PM EDT

WHO SHOULD ATTEND?
  • Procurement/Sourcing Managers with or without procurement construction experience
  • Owners, Project Managers/Property Managers and who want to learn about how improve procurement for your construction projects

Individual Member Price: Early Bird (until April 25, 2022) – $536 + HST | Regular: $595 + HST

Individual Non-member Price: Early Bird (until April 25, 2022) – $806 + HST | Regular: $895 + HST

Group Price (for a team of 4 or more): 20% off regular price for members and non-members. (Cannot be bundled with other offers)

CPD: 5 CPD Points

REGISTER HERE

If you are thinking of a corporate training session (for a team of 10 or more) with the above topic or any other topic that is relevant for your organization, please review this Supply Chain Canada Training Brochure – Public Sector.

Share

Accessing Municipal Compensation Information Just Got Easier

INTRODUCING THE MUNICIPAL COMPENSATION DATABASE

Every municipality needs to undertake periodic compensation reviews to keep their compensation current and attract talent.

Municipalities generate vast amounts of compensation data that other municipalities need, but there is no easy way to access or share it.

Engaging third-parties to conduct a review is expensive and the day the report is presented, the data is already outdated.

Conducting your own compensation reviews is not efficient and results in a duplication of work.  How many times last year, were you asked your salary and benefits information, by comparator municipalities conducting their own compensation reviews?

The Ontario Municipal Administrators Association (OMAA) and muniSERV have once again partnered to bring a new tool to Ontario municipalities to address these issues.  Along with support from the Ontario Municipal Human Resources Association (OMHRA), the Municipal Compensation Database (MCD) was developed under the guidance of a joint CAO/HR Advisory Committee.

The MCD is a cloud-based platform to collect and aggregate current municipal compensation and human resources information.  It revolutionizes the ease at which municipalities share and access compensation and human resources data, when and how they need it.

Benefits for Municipalities:

  • Single source access to improved municipal salaries & benefits data and HR information
  • Comprehensive, Convenient, Collaborative and Confidential
  • Easy access 24/7 right from your desktop or device, from any location
  • Access to real-time, statistically valid information
  • Includes Council Compensation, Job Descriptions and Organizational Charts
  • Enhances efficiency – eliminates duplication
  • Guarantees measurable cost savings
  • Real-time reports created in a matter of minutes

The Province of Ontario encourages municipalities to work together and share services and the MCD fits the bill.

Learn more and participate in the Municipal Compensation Database, or to request a demo, email [email protected] or call 705 538 0176 or 905 459 9200.

By: Susan Shannon, CEO, muniSERV.ca

 

Share

How To Manage Your RFP Process

Join our panel discussion to learn about how to assess your situation and determine the best process to use to achieve your goals. We will explore different perspectives from practitioners, vendors, consultants and others.

Date and Time: May 17, 2022 | 4.30 pm to 6.00 pm EDT

Price: Members: $10 + HST | Non-members: $15 + HST

Panelists:

Victoria Mirlocca: CPPB, C.Mgr., C.I.M., NIGP-CPP, CMM II, Procurement Manager, Client Relations & Category Management
Lori Jackson, BSc., CPPO: Buyer, York Regional Police
Hugh Lawson: Director, Business Development, Canada
Chris McLeod: CEO, NVision Insight Group Inc.
Sandra Lisi, Director Purchasing, Client Services, City of Toronto
Greg Dadd, Principal, Procurement and Fairness Advisory Services, Industry & Public Sector Group

REGISTER HERE

If you are thinking of a corporate training session (for a team of 10 or more) with the above topic or any other topic that is relevant for your organization, please review this Supply Chain Canada Training Brochure – Public Sector.

Share

Leadership Series 3.0: Supplier Diversity

DESCRIPTION

The term diversity has evolved over the last decade, but never quite as fast as it has in the last 2 years. While a few years back supplier diversity primarily referred to suppliers from underrepresented groups like women owned businesses, or small-scale businesses or minority owned businesses, today the realm of diversity has expanded to far more communities such as the Indigenous People, LGBTQ, communities with disabilities and more. It is no longer a choice, but an imperative for an organization to be consciously selective of their suppliers and give back to the customers by paving way for underserved communities to shine. This day will tackle how supplier diversity strategy not just helps the suppliers but also your supply chain operations and customer expectation management.

Non-member registration will include a membership until April 30, 2023 (for ON residents and new members only

AGENDA

8:45 AM Welcome and Opening Remarks

9:00 – 10:15 AM Leadership Panel:  Gaining Competitive Advantage and Operational Resilience Through Supplier Diversity

10:15 – 10:30 AM Networking Break/Breakout Rooms

10:30 – 11:30 AM Driving Diversity and Sustainability Initiatives Through Supply Chain

11:30 – 12:00 PM Lunch Break

12:00 – 1:00 PM Session TBD

1:00 – 1:15 PM Networking Break/Breakout Rooms

1:15 – 2:15 PM Establishing an Effective Supplier Diversity Program

2:15 – 2:30 PM Break

2:30 – 3:30 PM Session TBD

3:30 PM Closing Comments

PRICE
$149
$199
TEAM OF 4+(PP)$125
Click here for more information
Click here to register
Share

What is Boolean Logic?

Girl encircled by search icons and AI

What is Boolean Logic?

Have you ever wondered how a computer can do something like balance a check book, or spell-check a document? If you want to understand the answer to this question down at the very core, the first thing you need to understand is something called Boolean Logic.   [i]

Why do you need to understand Boolean Logic?

Well, as the use of artificial intelligence (AI) increases, it will be important for us all to understand it.  I am no expert on it by any means, but here’s my take on what I understand to be the very basic fundamentals of it, in the simplest and broadest of terms.

The term “Boolean” refers to a system of logic developed by the mathematician and early computer pioneer, George Boole.

A Boolean search is a query technique that utilizes Boolean Logic to connect individual keywords or phrases within a single query.
Boolean searching allows the user to combine or limit words and phrases in an online search in order to retrieve relevant results.  Boolean searching includes three key Boolean operators: AND, OR, and NOT which are used to limit, broaden and define the search results.
When these “operators” are used between two keywords, the search will result as follows:
  • A Boolean search for “Cats AND Dogs” will retrieve all documents that contain both words
  • A Boolean search for “Cats NOT Dogs”, will retrieve only documents that contain the word “Cats”
  • A Boolean search for “Cats OR Dogs”, will retrieve documents that contain either the word “Cats” or the word, “Dogs”
Wildcard Characters (? and *) are also used in Boolean Logic. 
  • “?” matches a single character (i.e. the search string “re?” will match both rest and rent)
  • “*” matches multiple characters (i.e. the wildcard search “res*”, will match rest, rested and resting.[ii]
Quotation marks require words to be searched as a phrase, in the exact order you type them. For example, when searching for posts about Asset Management, using the quotation marks will search for the phrase exactly as it appears (i.e., “Asset Management”).  It would not return  documents that contain both the words, Asset and Management, in any other combination.
There are other elements to Boolean Logic, but I don’t want to get you too far into the weeds.  
The main thing I wanted to achieve with this article is; a) to provide an introduction to Boolean Logic, for those of us who are new to it and, b) for you to understand that combining Boolean strings with AI-powered search filters to conduct a search, utilizes a search engine to its fullest, most comprehensive potential for optimum search results.
Susan Shannon, CEO
muniSERV.ca

[i] How Boolean Logic Works, by Marshal Brain, Science Direct

[ii] Gnowit Guide to Boolean Logic – Boolean Primer

Share

Considerations for Employees who are Working Remotely – Part 2

cartoon of people on a zoom call

Part 2 – Clearly outline when the employee is considered to be in the physical work environment and when they are not.

In our last article we noted that Covid-19 changed the way many organizations do business and organizations have had to learn how to navigate the many challenges of remote work: lack of face-to-face supervision, keeping employees engaged and motivated and managing the work environment are just some of the challenges with remote work. During the pandemic, many employers shifted to a full or hybrid remote work arrangement, but with COVID restrictions being lifted and life slowly returning to the pre-pandemic norm, what was just a temporary measure necessitated by the COVID pandemic is becoming a more permanent arrangement by choice.

Whether you choose to adapt to a fully remote workforce or a hybrid remote work arrangement, employee’s activities while working remotely should be subject to the same standards that are applied at the organization’s offices regarding confidentiality, security, quality, and access to business documents just to name a few. In addition, an employer must continue to comply with applicable employment legislation and continue to ensure the health and safety of employees to minimize the risks of workplace injuries while working remotely. To help minimize liabilities, employers who are considering implementing a permanent remote work arrangement should ensure that they establish and implement a clear remote work policy along with a well drafted remote work agreement between the employer and the employees.

In Part 1 we talked about these key areas to consider when creating a remote work policy; Availability and Hours of Work, Physical Environment & Security.  Here are some additional areas to consider when creating a remote work policy. 

Client Confidentiality

Some employer’s client information may be particularly sensitive. Customers have a right (both legal and moral) to expect their confidential information to be protected. Employees who are working remotely should be reminded of their obligation to take appropriate precautions to ensure that confidential information not be exposed to third parties, including family members, visitors or any other persons residing, working or simply present at the remote work location.

Health and Safety

The remote work location is an extension of the physical office. While the Ontario Health and Safety Act appears explicitly to not apply to work performed by the owner or occupant in or about a private residence, the employer should practice due diligence and it would still be considered best practice to direct employees to observe all applicable health and safety policies when working remotely.

Remote work may also be conducted in locations other than the employee’s home. This could be highlighted in the policy and employees reminded that they could consult with their health and safety representative (if applicable) in respect of best practices in setting up a remote-work location. Employers continue to be responsible to take every reasonable precaution to protect the well-being of their employees. And in the context of a “distributed workplace” employers should be clear about the employer’s and employee’s shared responsibility to ensure a safe workplace.

Injuries sustained at the employees’ homes would be treated as a workplace-related injury, so it is imperative that organizations continue to manage health and safety for employees who are working from home. To minimize the health and safety risks associated with working from home employers should ensure that the remote-work policy covers the following:

  • Define the workplace. Where does the workplace extend to and how does the workplace extend into the employee’s home?
  • Clearly outline when the employee is considered to be in the physical work environment and when they are not.
  • Be clear about break times and ensure that employees understand that breaks are time away from work.
  • Employees should be made aware that just as they are expected to maintain a safe work area free of safety hazards while in the office environment, they are required to do the same in their home workspace.

Confusion of expectations and disconnections between employees and employers from not having a clear remote work policy can result in undue risk to both parties. An effective remote work policy should establish the guidelines and expectations for performance while working remotely, along with providing a framework for monitoring and addressing situations of non-compliance. By doing so the employer may enjoy a competitive edge, even during trying and difficult times, as they provide employees the opportunity to continue to contribute to the organization’s ongoing success in an evolving understanding of how work gets done.

By Adrian Johnson, ASSOCIUM Consultants

Through our collaborative approaches, innovative HR products and customized advisory solutions we impact four leadership priorities: managing risk, driving productivity, strengthening talent capabilities and supporting your bottom line.

Let’s connect to find out how ASSOCIUM Consultants can help your organization.

 

Share

Considerations for Employees who are Working Remotely – Part 1

Office items on a desk

Part 1 – Your remote work policy should outline the importance of protecting confidential information in remote work settings.

Covid-19 changed the way many organizations do business and organizations have had to learn how to navigate the many challenges of remote work: lack of face-to-face supervision, keeping employees engaged and motivated and managing the work environment are just some of the challenges with remote work. During the pandemic, many employers shifted to a full or hybrid remote work arrangement, but with COVID restrictions being lifted and life slowly returning to the pre-pandemic norm, what was just a temporary measure necessitated by the COVID pandemic is becoming a more permanent arrangement by choice.

Whether you choose to adapt to a fully remote workforce or a hybrid remote work arrangement, employee’s activities while working remotely should be subject to the same standards that are applied at the organization’s offices regarding confidentiality, security, quality, and access to business documents just to name a few. In addition, an employer must continue to comply with applicable employment legislation and continue to ensure the health and safety of employees to minimize the risks of workplace injuries while working remotely. To help minimize liabilities, employers who are considering implementing a permanent remote work arrangement should ensure that they establish and implement a clear remote work policy along with a well drafted remote work agreement between the employer and the employees.

Below are some key areas to consider when creating a remote work policy:

Availability and Hours of Work

A remote work policy should clearly outline availability expectations. One of the disadvantages of working remotely is that employees are in various locations. This sometimes makes it difficult to have spontaneous meetings or pop by someone’s desk for a quick meeting or chat about business. A solution for this may be to incorporate schedule requirements including structured, periodic check-in times with employees. While there has been much written recently about the value of flexibility for employees who can have greater control over their schedules while working remotely, it may still be necessary to set parameters for hours of work and set rules for overtime. So, regardless of the flexibility of work schedules, the employer may want to set expectations for employees to be accessible during particular hours and to be available to respond promptly to any time-sensitive calls, emails, or other communications from the organization’s clients or other third parties critical to the organization’s purposes.

Physical Environment

If there is a preference for a physical working environment for your employees, outline these expectations in your policy. Ensure your employees know what the requirements are for a physical working environment whether it be in the employee’s home or alternative location. If necessary, the employer may require employees to provide addresses and locations from which they are working remotely and update these when necessary. Employers may wish to establish expectations for dependent care arrangements and personal responsibilities to ensure that employees are able to meet their job responsibilities without interruption or distraction.

Security

Security is a big concern with remote work. Your remote work policy should outline the importance of protecting confidential information in remote work settings. Your policy should set guidelines for working remotely to secure records and prevent unauthorized disclosure of confidential business information.

Employers should consider the processes for storing business documents, especially sensitive and/or highly confidential files, on the organization’s secure servers and not on the employee’s remote hard drives.

Your organization might consider specific policies mandating secure internet connections or virtual private networks with a strict exclusion of public wi-fi. And there should be a policy and process for reporting a security breach if the employee has any reason to believe that business information has been accessed by any unauthorized person(s).

And, of course, if budgets permit, it may be prudent to provide remote-work employees with secure computers and other hardware, owned by the organization. Related policies could then restrict the processing or storage of any of the organization’s information on the employee’s personal equipment.

This is a two-part conversation, so watch next week for Part 2 of our article, where we’ll cover, Client Confidentiality and Health & Safety considerations. 

————-

Through our collaborative approaches, innovative HR products and customized advisory solutions we impact four leadership priorities: managing risk, driving productivity, strengthening talent capabilities and supporting your bottom line.

By Adrian Johnson, ASSOCIUM Consultants

Let’s connect to find out how ASSOCIUM Consultants can help your organization.

 

Share

UCaaS is critical for any authority service improvement

what is UCaaS?

Unified Communications as a Service (UCaaS)  is a network of cloud-based telephone system that controls the flow of calls coming in and out of your organization. We replace your on-premises PBXs, as well as your SIP, PRIs, and POTS lines. UCaaS enables you to use a variety of hosted programs and services (including instant messaging, video conferencing, file sharing, and email) over the Internet from any location and at any time.  In addition, UCaaS provides security, allows flexibility, and integrates well with your other software applications including MS Teams. UCaaS systems are updated frequently by the provider ensuring that your communication methods will always be up-to-date in our ever-evolving world.

Why UCaaS is critical for all customer-guided corporations?

 
GUARANTEES YOUR BUSINESS CONINUITY & SECURITY

Experteers can easily answer this for all municipalities and companies who care about their customers.

First of all we have to emphasize about the importance of continuity in all circumstances, UCaaS provides the best option to avoid your business any hiccups along the road because of any reasons. UCaaS is available on any communication device, laptop, or PC anywhere at anytime to be able to efficiently communicate with your customers.

Security is another crucial requirement for all connected networks, voice calls, video conferencing, and instant messaging are parts of all departments communications to enable them to work properly and deliver services. Experteers, as part of security provider, enable first layer of security by having all our servers in Canada, maintaining 100% availability by having four communication centers in main four cities in Canada in Montreal, Calgary, Vancouver, and Toronto, and to maintain the second layer of security by having all SOC certified centers.

INCORPORATES THE LATEST FEATURES

When you have UCaaS, you’ll be able to use all the latest functions and features without any additional cost. You’ll also have the assurance that your information is kept safe and secure in a reliable data center. Having the ability to keep your communications up-to-date allows you to remain competitive and helps to increase your overall performance.

 

OFFERS FLEXIBILITY AND SCALABILITY

UCaaS allows organizations to add and remove users (for example, temporary employees) without any significant infrastructure changes or capital investments. UCaaS also provides seamless work experiences for your employees since they are cloud-based and accessible from any location – great for those working remotely.

 

PROMOTES PRODUCTIVITY

By using a UCaaS system, your productivity increases. All of your employees have unified communications support that is sharable amongst all departments, and UCaaS integrates well with your other software applications (like CRM). UCaaS keeps communication lines open and provides ways for your employees to log into various devices to access their information (such as voicemails).

 

LAST BUT NOT LEAST

SAVES YOU MONEY

When switching to UCaaS, there are minimal upfront hardware costs – you only need phones. You will also have the ability to choose the services you need (and not waste money on the ones you do not). UCaaS allows you to concentrate on growing your business by decreasing your dependence on capital investments.

 

UCaaS

 

We at EXPERTEERS are helping municipalities, utility companies, and medical centers increase employee productivity by adding a state of the art Unified Communications Solution, enhancing collaboration and increasing employee efficiency.

  • Enable your team to work remotely (hybrid)
  • Train employees more efficiently with sentiment analysis
  • Monitor key performance metrics with automated reports
  • Boost company performance through detailed analytics & collaboration
  • .. and more

Let us help you improve your client experience, call us at EXPERTEERS to learn how we can help enable your business for success in 2022.

 

Experteers is a system integrator SI and managed service provider MSP for the following services:

– SASE / SD-WAN: to secure all ur networking between all branches.

– NGFW: Next Generation Fire Wall centralized to keep all networks secured in almost real-time updated system.

– NMS: Network Managed System to keep your visibility on all network elements and servers to improve your systems availability.

– Cyber-Security on all endpoints and servers

EXPERTEERS CORPORATION

WWW.EXPERTEERS.COM

Share