Consulting and Project Management

Canada Labour Relations Board

Retained to conduct a Workplace Climate Review, involved developing a questionnaire and conducting extensive interviews, to determine the general state of morale throughout the Ottawa, Montreal and Toronto offices.
Retained to design and deliver a series of focus groups with employees and Governor-in-Council appointees to gather information regarding the improvement of the working climate and solutions to problems identified in the Workplace Climate Review. Presented findings with recommendations to executive.

Canadian Egg Marketing Agency

As part of a team of four consultants engaged to overhaul existing Human Resource practices, prepared and executed a compensation survey.
Designed survey instrument, identified and engaged participants, compiled and analyzed reported and relevant published data; presented results to CEMA with recommendations for salary adjustments; presented compensation plan with recommendations.
Retained to conduct organizational research to determine the effectiveness of an existing performance management process; designed an improved on-line performance management system incorporating the input received through focus groups; prepared procedure, comprehensive handbook, conducted training sessions.

Carleton University

Conducted a review of personnel related systems to determine if systemic discrimination against women was evident. Researched hiring, promotional and training practices and procedures, assessing any evidence of gender bias, along with findings on a seventeen-point discrimination complaint.

Citizenship and Immigration Canada

Six month project involving management of several human resource projects, i.e. professional development plans, recruiting competitions; performance service standards.

Digital Equipment of Canada/Compaq Canada Inc.

Retained to develop an anti-harassment policy for the Kanata worksite. This policy was adopted for national distribution.

Encourage Youth Corporation

Retained to assist with the start-up of Canada’s first strict discipline facility for young offenders. Developed Human Resource component of tender bid.
Designed and conducted recruiting campaign, hiring 35 non-unionized correctional workers within three weeks; reference checking, offer negotiation and closure. Designed and delivered orientation and team building training sessions, conducted Myers-Briggs Type Indicator analysis of the organization; conducted employment equity survey
Wrote all human resource policies and procedures, job descriptions, standard operating procedures, profit sharing plan, designed compensation system. Researched and implemented a computerized human resource information system.

Frontec Logistics

Retained to establish and manage a recruiting department to hire approximately 150 unionized and non-unionized employees for remote Arctic North Warning System outposts and Ottawa corporate offices; recruited to the stringent confines dictated by a Department of National Defense Employment Equity program.
Trained and managed the activities of four recruiters on cross-Canada recruiting expeditions; wrote and directed national advertising campaigns; negotiated and issued all offers of employment. Interviewed candidates for head office hires, primarily ex-DND employees experienced in logistical support.

Label Innovation Inc.

On call HR manager: consulted to management on employment standards, compliance with legislation, ongoing Human Rights and employee relations’ issues, including outplacement. Wrote the Human Resources policy manual and employee handbook. Delivered team building and anti-harassment training.
Designed Job Evaluation System and collected Job Description data on approximately 25 positions, created compensation scales and HR-related administrative processes.
Recruited for various technical, sales and specialist positions.

Market Fresh Ltd.

Wrote the organization’s first employee handbook for distribution to employees engaged in retail and prepared food work; developed new policies and amalgamated existing policies.
Designed performance management plans for non-unionized hourly and management personnel; conducted focus group meetings, trained management in conducting performance reviews.
Conducted salary research on a national, provincial and municipal basis. Recommended graded, incremental salary plan and benefits coverages for all hourly paid positions (approximately 800 employees).

Ministry of Corrections – Ontario Provincial Government

Retained to assess the feasibility of re-integrating a former respondent, who had been found guilty of harassment, after a one-year absence from his workplace. Interviewed former complainant, former respondent and former co-workers to determine the nature of any concerns; complied responses in anonymous format; analyzed data, assessed working climate and made recommendations regarding re-integration options for management.

National Museum of Science and Technology

Conducted a Workplace Climate Review to determine if remedial measures put into place regarding founded allegations of harassment had been effective. Designed and facilitated Change Management Planning session involving employees from the conflicted work unit.

Ontario Association of Architects

Working with in-house committee, wrote a harassment policy and procedure to be used by OAA internally and as a sample for the member architectural firms throughout Ontario.

Transport Canada

Retained to write a new departmental harassment policy and procedure for national distribution, chairing the department’s first working group committee comprised of union and management representatives.

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	Consulting and Project Management Canada Labour Relations Board Retained to conduct a Workplace Climate Review, involved developing a questionnaire and conducting extensive interviews, to determine the general state of morale throughout the Ottawa, Montreal and Toronto offices. Retained to design and deliver a series of focus groups with employees and Governor-in-Council appointees to gather information regarding the improvement of the working climate and solutions to problems identified in the Workplace Climate Review. Presented findings with recommendations to executive. Canadian Egg Marketing Agency As part of a team of four consultants engaged to overhaul existing Human Resource practices, prepared and executed a compensation survey. Designed survey instrument, identified and engaged participants, compiled and analyzed reported and relevant published data; presented results to CEMA with recommendations for salary adjustments; presented compensation plan with recommendations. Retained to conduct organizational research to determine the effectiveness of an existing performance management process; designed an improved on-line performance management system incorporating the input received through focus groups; prepared procedure, comprehensive handbook, conducted training sessions. Carleton University Conducted a review of personnel related systems to determine if systemic discrimination against women was evident. Researched hiring, promotional and training practices and procedures, assessing any evidence of gender bias, along with findings on a seventeen-point discrimination complaint. Citizenship and Immigration Canada Six month project involving management of several human resource projects, i.e. professional development plans, recruiting competitions; performance service standards. Digital Equipment of Canada/Compaq Canada Inc. Retained to develop an anti-harassment policy for the Kanata worksite. This policy was adopted for national distribution. Encourage Youth Corporation Retained to assist with the start-up of Canada’s first strict discipline facility for young offenders. Developed Human Resource component of tender bid. Designed and conducted recruiting campaign, hiring 35 non-unionized correctional workers within three weeks; reference checking, offer negotiation and closure. Designed and delivered orientation and team building training sessions, conducted Myers-Briggs Type Indicator analysis of the organization; conducted employment equity survey Wrote all human resource policies and procedures, job descriptions, standard operating procedures, profit sharing plan, designed compensation system. Researched and implemented a computerized human resource information system. Frontec Logistics Retained to establish and manage a recruiting department to hire approximately 150 unionized and non-unionized employees for remote Arctic North Warning System outposts and Ottawa corporate offices; recruited to the stringent confines dictated by a Department of National Defense Employment Equity program. Trained and managed the activities of four recruiters on cross-Canada recruiting expeditions; wrote and directed national advertising campaigns; negotiated and issued all offers of employment. Interviewed candidates for head office hires, primarily ex-DND employees experienced in logistical support. Label Innovation Inc. On call HR manager: consulted to management on employment standards, compliance with legislation, ongoing Human Rights and employee relations’ issues, including outplacement. Wrote the Human Resources policy manual and employee handbook. Delivered team building and anti-harassment training. Designed Job Evaluation System and collected Job Description data on approximately 25 positions, created compensation scales and HR-related administrative processes. Recruited for various technical, sales and specialist positions. Market Fresh Ltd. Wrote the organization’s first employee handbook for distribution to employees engaged in retail and prepared food work; developed new policies and amalgamated existing policies. Designed performance management plans for non-unionized hourly and management personnel; conducted focus group meetings, trained management in conducting performance reviews. Conducted salary research on a national, provincial and municipal basis. Recommended graded, incremental salary plan and benefits coverages for all hourly paid positions (approximately 800 employees). Ministry of Corrections – Ontario Provincial Government Retained to assess the feasibility of re-integrating a former respondent, who had been found guilty of harassment, after a one-year absence from his workplace. Interviewed former complainant, former respondent and former co-workers to determine the nature of any concerns; complied responses in anonymous format; analyzed data, assessed working climate and made recommendations regarding re-integration options for management. National Museum of Science and Technology Conducted a Workplace Climate Review to determine if remedial measures put into place regarding founded allegations of harassment had been effective. Designed and facilitated Change Management Planning session involving employees from the conflicted work unit. Ontario Association of Architects Working with in-house committee, wrote a harassment policy and procedure to be used by OAA internally and as a sample for the member architectural firms throughout Ontario. Transport Canada Retained to write a new departmental harassment policy and procedure for national distribution, chairing the department’s first working group committee comprised of union and management representatives. Home \| Projects \| Workplace Harassment \| Our Clients \| Contact Us