The action plan is progressing at the CS des Rives-du-Saguenay

The leaders of the Commission scolaire des Rives-du-Saguenay are in the process of carrying out the many corrective measures imposed by the Ministry of Education in May 2018 to improve the work climate inside the school walls. . In addition, they decided to do even a little more.
T he action plan put forward at CS has eight specific objectives to be modified, changed or achieved. Within these objectives, leaders have established about 70 specific actions.

The objectives have been achieved largely, others are in progress, some analyzes are underway, while others will be evaluated in the coming months. Some measures will be completed by the end of 2019, while others will be completed by June 2020.

The development of this action plan follows the Ministerial Order of June 2018, after employees of the Ministry of Education, Recreation and Sports conducted their investigation. Recommendations were then submitted to the Minister.

This ministerial inquiry followed the bumpy situation of the last two years when CS hired executive director Chantale Cyr before dismissing her 20 months later. Ms. Cyr would have had difficulties with the chair of the Council of Commissioners, Liz Gagné. In fact, the Quebec Labor Court is currently holding a trial in connection with Chantale Cyr’s complaints of psychological harassment and unlawful dismissal.

“The action plan takes into account all the elements that the department has requested in its ministerial order. But we went further, especially on the management and policies of the CS des Rives-du-Saguenay, “says Claudie Fortin, Communications Manager.

“In May, we will deliver our final report to the ministry. Everything that needs to be done should be. It must be said that we have put almost everyone to contribute to its realization, “she adds.

Among the specific goals to be improved, managers want to make the climate of the CS a place where every employee can evolve into benevolence. So far, they have implemented the violence prevention and harassment policy. The presence of vigils in the various environments is progressing.

With respect to the objective of making the decision-making process transparent, honest and informed, the three main measures were carried out, while another is under analysis.

The various stakeholders have defined the mandate and responsibilities of the person in the position of director general of the CS des Rives-du-Saguenay and are to carry out the policy of evaluation of his performance. Leaders also analyze the delegation of functions and powers of the DG.

In order to ensure a common understanding of the roles, functions, powers and expectations of the committees, they also completed in advance the accountability tools, as well as the annual management plan, as well as the statutory report on strategic decisions, budget and organizational situation.

Staff has also worked to ensure that public funds are fair, equitable and transparent, and offer programs such as reception, coaching and continuing education.

Among the additions, the CS is working on a development and succession plan in place on collaborative management, as well as the organizational development vision and a work training program for Human Resources staff.

Finally, the CS has amended and improved the Code of Ethics and Professional Conduct for Commissioners and the Code of Ethics for Staff and Volunteers

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