ELDER ABUSE, A GROWING ISSUE IN OUR AGING COMMUNITIES

As our population ages, many families find the need to hire caregivers to assist with the care of their loved ones when they become ill, incapacitated or otherwise in need of regular assistance.  Although there are many wonderful caregivers, there are just as many who are not.  Some studies suggest that up to 10 percent of the elderly population that receive caregiving suffer some form of elder abuse. Unfortunately, many instances go unreported, so elder abuse might be even more common.

“Elder abuse” refers to any knowing, intentional, or negligent act by a caregiver or any other person that causes harm or a serious risk of harm to a vulnerable adult.  Elder abuse might include any or all of the following: 

  • Physical Abuse – Inflicting, or threatening to inflict, physical pain or injury on a vulnerable elder, or depriving them of a basic need.
  • Emotional Abuse – Inflicting mental pain, anguish, or distress on an elder person through verbal or nonverbal acts.
  • Sexual Abuse – Non-consensual sexual contact of any kind.
  • Exploitation – Illegal taking, misuse, or concealment of funds, property, or assets of a vulnerable elder.
  • Neglect – Refusal or failure by those responsible to provide food, shelter, health care or protection for a vulnerable elder.
  • Abandonment – The desertion of a vulnerable elder by anyone who has assumed the responsibility for care or custody of that person.

Signs of abuse can be hard to spot, but here are a few to look for if you think something is going on:

Signs of Physical Abuse

  • Unexplained signs of injury, such as bruises, welts, or scars, especially if they appear symmetrically on two sides of the body
  • Broken bones, sprains, or dislocations
  • Report of drug overdose or apparent failure to take medication regularly (a prescription has more remaining than it should)
  • Broken eyeglasses
  • Signs of being restrained, such as rope marks on wrists
  • Caregiver’s refusal to allow you to see your loved one alone could signal that the caregiver is trying to keep you from seeing visible marks and bruises.

Signs of Emotional Abuse

  • Threatening, belittling, or controlling caregiver behavior that you witness
  • Behavior from your loved one that is common in abuse victims such as rocking, sucking, or mumbling to oneself

Signs of Sexual Abuse

  • Bruises around breasts or genitals
  • Torn, stained, or bloody clothing

Neglect

  • Unusual weight loss, malnutrition, dehydration
  • Untreated physical problems, such as bed sores
  • Unsanitary living conditions: dirt, bugs, soiled bedding and clothes
  • Being left dirty or unbathed
  • Unsuitable clothing or covering for the weather
  • Unsafe living conditions (no heat or running water; faulty electrical wiring, other fire hazards)
  • Desertion of the elder at a public place

Financial Exploitation

  • Significant withdrawals from your loved one’s accounts

  • Sudden changes in the their financial condition
  • Items or cash missing from the their household
  • Suspicious changes in wills, power of attorney, titles, and policies
  • Addition of names on signature cards
  • Unpaid bills or lack of medical care, although there  is enough money to pay for them
  • Financial activity your loved one couldn’t have done, such as an ATM withdrawal when the account holder can’t go out on his/her own
  • Unnecessary services, goods, or subscriptions

Governments are trying to solve the issue of elder abuse with recommendations of cameras in the elder’s room.  This approach however  robs the person of their privacy which is abuse in and of itself.

Focus Investigations offers services to investigate suspected elder abuse through the use of comprehensive background checks, caregiver “spot checks” and short or long-term surveillance.   If you notice anything suspicious or you have a feeling something is not right with your loved one, contact us and let us help.

www.focusinvestigations.net

 

 

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Managing Gossip in Your Workplace

By: Monika B. Jensen

Gossip is widespread in the workplace. At times, it appears as if employees have nothing better to do than gossip about each other. They chat about their organization, their coworkers, and their bosses. They often take a half truth and flip it into an entire hypothetical reality. Speculating on the team’s future, who will let go, who is seeing who and what employees are doing in their personal lives.
Employees are capable about gossiping about everything, and they do in a workplace that fails to bring about a stop to the chatting employees.

A certain amount of gossip is likely to occur in any place of work; employees are curious to know what is going on and like to chat about work matters. The essential point is to determine when the gossip is inappropriate. In which case, if it is not addressed, it may lead to low employee morale or a toxic work environment.

As a manager, the need to stop the gossiping occurs when it becomes disrupting to the workplace and the business of work, it is hurting employees’ feelings, it is damaging interpersonal relationships, or injuring employee motivation and morale.
Since research shows that gossip is disruptive in the workplace, what can we do to address it? Let us look at a few different approaches as a team and as an individual to addressing gossiping in the workplace.

When you deal with gossip as a team considers putting a ban on gossiping. Some workplaces have adopted an official ban on workplace gossip by having employees sign a pledge. Although extreme it may be effective. To discourage gossiping encourage employees to speak to each other about issues that are causing them problems before they bring it to their supervisors or other parties’ attention.

In the age of social media, it becomes easier to spread rumours and gossip about others. This can cause tremendous harm to the culture of the workplace. Organizations, today need to deal with social media and keep an eye on emails, personal blogs and Facebook discussions among employees. Finally confront rumours promptly. Providing factual information about layoffs, problematic situations or surplus of employees serve them better than to leave them speculating on their own. It is important to discuss the impact that gossip may have in the workplace. Talking openly the differences between active communication and gossip. In today’s workplace, verbal harassment has legal ramifications. Employers have a duty to take action against verbal harassment when they become aware of it.

So in dealing with gossip as an individual, always share information.

Be generous with the non-confidential material. This has proven to put a check on the gossip mill. Interestingly closed doors can set off alarms even if the intent is innocent.

Let people know that you may be interrupted at any time unless in a private meeting. Be sensitive about appearances.

Often rumours and gossip form around cliques in the workplace. Try to avoid forming groups and reach out to new people to keep the loop open. If all else fails, walk away. Gossip loses its momentum when there is no audience.

Find a way to tactfully suggest a more efficient channel for complaining or remove yourself from the discussion. If you start to focus on the positive qualities of your colleagues, you will automatically have nice things to say about each other.

Workplaces that have the highest levels of gossip seem to be the ones where employees are not engaging in work duties. Stay busy. If your day is full of tasks which you find thought-provoking and rewarding you will be less likely to get distracted by trivial activities.

We spend long hours at our job, make a point of cultivating relationships and activities outside your workplace. Having strong relationships outside the office provides sources of emotional support and objective advice often.

Unfortunately lurking at the extreme end of the gossip spectrum is workplace bullying. What may seem harmless rumors to some, may amount to intimidation and harassment for the targeted employees. Complications of physical and meth health issues arise and need to be addressed in the proper forum.

Finally become a role model. Do not indulge in any gossip yourself. Become a leader in this area. Do not feel the need to chat to feel connected, liked or to be informed about your team. Taking a stand to prevent random gossiping creates a better workplace for everyone.

Monika B. Jensen

Principal, Aviary Group

905-683-9953

[email protected]

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Merry Christmas & Happy Holidays from muniSERV – Municipal Newsletter

This December Newsletter includes lots of free tools for municipalities:

  • Free Webinars from Juice Inc.,
  • Free Public Sector Procurement Assessment Tool from NECI (National Educational Consulting Inc.),
  • Interesting articles and,
  • Introduction to our newest Professional Members

See our December Municipal Newsletter

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What does Bill 132 (Sexual Violence and Harassment Action Plan Act) mean to you and your workplace?

One in four women and one in ten men say they have experienced some form of sexual harassment in the workplace. Of the reported cases of workplace sexual harassment, 55% were committed by co-workers; 39% of which involved a supervisor or manager. 8% of those who are sexually harassed at work report the harassment.

Recently there have been some changes made to Bill 168 – Violence in the Workplace, which gives employers’ statutory obligations. Bill 132, Sexual Violence and Harassment Action Plan Act, which received royal assent on March 8, 2016, requires all employers to have policies and programs including an investigation procedure. The essential changes brought by Bill 132 include: an employer is required to create a workplace harassment program; the program must include reporting and investigating tools for incidents of workplace harassment and violence; the employers must ensure that all complaints are investigated, and investigations are completed in a timely fashion and a new power to the Ministry of Labour (MOL) to order an independent workplace harassment investigation at the employer’s expense.

September 8, 2016, now looms for companies as the date for compliance with Bill 132. The amendments stand to change dramatically how workplace harassment is addressed in Ontario. The new OHSA obligations and expectations have been set and are accompanied by expanded government oversight. Harassment in the workplace is already a challenging issue that could engage multiple forums, with complaints possibly being advanced through a grievance, civil claim, complaint under the Human Rights Code, and, depending on the severity of the conduct, the criminal justice system.

Also, and particularly, the Bill amends the OHSA to require an employer to conduct an investigation of a workplace harassment complaint that is “appropriate in the circumstances.” The phrase “appropriate in the circumstances” is not defined. Further, the Ministry of Labour has not published any guidance material to communicate what factors will be considered by inspectors when determining whether an investigation meets this standard. Assuming that the inspectors could be evaluating investigations against expected best practices which would include such things as an impartial investigator, a collection of all relevant information, and procedural fairness to the alleged harasser could create challenges for employers as the appropriateness of an investigation may be evaluated in hindsight.

Consequences of flawed investigations would impair or prejudice the employer’s ability to establish just cause for termination or discipline. There would also be an issue of due diligence under the OHSA and Human Rights Code. Consequences would include aggravated, punitive or Code damages; penalties from the Ministry of Labour under the OHSA and reinstatement in unionized workplaces. Some of the critical mistakes some employers are making include: failing to act at all; taking the complaint seriously; failure to train investigators; inability to plan, improper or inadequate files; and retention of evidence.

Many situations happening in the workplace may prompt the necessity for an investigation, such as allegations of discrimination or harassment, workplace bullying, inappropriate use of the internet or social media, policy breaches, or statutory violations. Often, employers attempt to resolve minor issues informally through discussions with the employees involved. When the allegations are more serious, employers may depend on managers to conduct internal investigations. However, in many situations, having an organization deal directly with the problem is not necessarily the best approach – informal discussions may rapidly collapse, and basic investigative steps may be overlooked by inexperienced managers, making matters worse. A vital skill for any employer is identifying when a formal investigation by an external investigator is appropriate.

Note: meeting the requirements of Bill 132 could lead to mistakes that can be costly to your organization.

Be prepared. Be proactive.

Contact Monika Jensen, Principal Aviary Group at [email protected]  or (905) 683-9953 if you need a complaint investigated or mediated.

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Embracing Civility for a More Satisfying WorkPlace

Complaints of harassment, discrimination, bullying and now violence and disrespectful workplaces have become a standard concern for managers and Human Resources specialist. As we cope with the many arising situations, I have found the word incivility is becoming frequently used. So what does incivility mean? To define it, let’s look at how the Institute of Civility describes it. Civility is about more than merely being polite. Civility requires a profound self-awareness being characterized by true respect for others. Civility involves the tremendous hard work of remaining present even with those with whom we have inherent and perhaps fierce differences. It is about continuously being open to hearing, to learning, to teaching and to changing. It pursues mutual ground as a start point for discussions when differences may occur, while at the same time be aware that differences are heartening. It is persistence, grace, and strength of character.

Recently research has expanded our practical understanding of incivility by identifying behaviours which employees have deemed disrespectful. The most frequently occurring forms include: neglecting to turn off cell phones; talking behind someone’s back; doubting someone’s judgement, using demeaning or disparaging language, gestures or behaviours; communicating with the intent to belittle or degrade, eye rolling, giving the silent treatment and using sarcasm; gossip and slander; paying no attention or ignoring someone; taking credit for someone else’s work or ideas; intimidation by intentionally using fear to manipulate others. It may also include yelling, invading personal space, throwing things, slamming things and losing one’s temper; and sabotaging by setting someone up to fail or intentionally creating a situation to make another person look foolish or incompetent. Also may include hate-ism by deliberately pointing at a victim based on age, gender, race or sexual orientation are instances of profiling because of an “ism.”

Many examples include blaming others rather than accepting responsibility; checking email or texting during a meeting; using email to send a difficult message to avoid facing the person, which may be misunderstood and misinterpreted; not saying “please” or “thank you”; not listening and talking over or down to someone.
The cost of incivility is high. It is not only about money! There is research to support impacts on performance through lost time and absenteeism, lack of creativity, less helpfulness and less likely to assist another employee. The impact of teams is on the level of energy, emotional engagement, and performance. The conduct reaches into our physical health; impacts our customers and commitment to the organization and willingness of employees to stay with their companies. All affecting the bottom line of productivity.
So how do we address these issues? I would like to explore some recommendations for your consideration. It starts with us as individuals. Managing ourselves. How? If you throw a ball at the wall…it comes back. It works with people too. If you are, mean…it comes back! People will be mean to you.

How can you be kind and patient all the time when life is so stressful—and just plain hard? You do it by embracing civility! Civility requires self-awareness.

With self-awareness you can:
 Control your attitude
 Manage your moods
 Choose behaviours that do not negatively impact your life or disrupt those around you

Can you…
 Feel and express annoyance, irritation or frustration without hurting others— and then let it go?
 Accept and even appreciate that other people have needs and opinions which are different from your own?
 Encourage and enjoy the successes of others?
 Recognize when someone else feels irritated, upset or frustrated and keep yourself from reacting impulsively in response?

As leaders, we need to model. The Russian novelist, Leo Tolstoy wrote: “Everyone thinks of changing the world, but no one thinks of changing themselves.” Employees look to leaders for guidance and someone to aspire too. What are they seeing? Watch your language and put away your smartphones when engaging with your staff. Be mindful of the perils of emails and other electronic communication. Pick up the phone or set up a face to face meeting instead. Take immediate and corrective action when warranted. Rude and disrespectful behaviours emerge quickly and sometimes without warning. As the leader, you need to respond at the moment. By delaying a reaction or action, it sends out mixed messages to the offender as well as the entire team. Take all complaints seriously, realizing that coming forward by the individual is difficult, and they need to know they are supported.

We attend seminars and workshop on harassment prevention, Creating Respectful Workplace and Violence in the Workplace. I have put together a workshop on “How Embracing Civility can Create More Satisfying Work Environments”. The agenda is:
• Why Civility Matters
• It Starts with You!
• Do What You Say and Say What You Mean
• Good Fences Make Great Neighbours
• Working in the Salad Bowl
• Eliminate Gossip and Bullying
• You Can’t Always Get What You Want
• Taking It to the Extreme
• Paving the Path to Civility

Contact Monika Jensen, Principal, Aviary Group, at [email protected]  if you are interested.

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Announcing muniSERV’s New Look – Great News for Both our Municipal & Professional Members!

Announcing the Launch of our Newly Redesigned muniSERV.ca

MORE PARTNERSHIPS!

New “Find a CAO” database in Partnership with OMAA – connects municipalities looking for CAOs to the CAOs looking for interim or long-term CAO work

New RFP, Bids and Tenders Partnership with “bids&tenders” – provides our members with access to hundreds of opportunities daily

 

MORE FEATURES FOR MUNICIPALITIES!

Free suite of tools to quickly & easily find the consultants, CAOs and services you need in one convenient location.

Municipalities JOIN FOR FREE and in less than a minute have access to the full suite of tools.
Find & Sell Surplus Equipment
Post RFPs & CAO Job Ads
muniBLOG
Events Calendar
Municipal Innovations
And More!

JOIN NOW

 

MORE BENEFITS FOR CONSULTANTS!

Boost your visibility – Search Engine Optimized (SEO) profile for online visibility Access to exclusive new marketing opportunities Extend your reach nationally – muniSERV is a 100% Canadian owned & operated company Access to hundreds of RFPs daily Special benefits & discounts to OMAA Sponsors/Associate Business Partners 

JOIN NOW

 

NEW CAO JOB SEEKER DATABASE!

Exclusive opportunity to showcase your expertise directly to municipal decision-makers

For as little as $9.99/month, get found by Canadian municipalities & find work

Extend your reach nationally – muniSERV helps you find CAO work

Special benefits & discounts for OMAA members

JOIN NOW

See our full muniSERV newsletter 

 

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Municipality Newsletter – June 2015

 
June 10, 2015 – In This Issue:

FORGET ABOUT THE JARGON – SAY IT IN PLAIN LANGUAGE

Dr. Sandra Folk is founder of the Language Lab, an organization that teaches executives and their employees how to write and present targeted, efficient communications.  She can be reached at [email protected].

Have you ever had a conversation with a person who made a comment that made perfect sense to him, yet mystified you. I recently experienced this kind of confusion during a conversation I had with a business colleague, who talked about his “financial footprint.” ……

FREE WEBCAST – LEADING A PEAK PERFORMANCE CULTURE

 

With Jim Clemmer – The Clemmer Group

When – June 17 – 1:00 to 2:00pm EDT

 

Who should attend?       

  • CEOs, CAOs, General Managers, and Divisional VPs
  • Senior HR executives
  • HR leaders
  • Members of the senior executive team
  • Anyone leading and driving leadership and organizational culture transformation

Register Now!

Bring your entire team – seats are limited, so register now. Don’t miss this exclusive online event.

Is Your Culture Boosting or Blocking Performance?

Jim Clemmer will deliver a fast paced and information-packed 60 minute webcast, outlining the major learning he and his colleagues gained through thirty years of working with hundreds of organizations and the latest research on culture change.

 Join this webcast to learn…
  • How “Soft” Leadership and Culture Produce Hard Results: What’s your team or organization culture?
  • Bolt-on Programs versus Built-in Processes: Which best describes your culture change activities?
  • The Peak Performance Balance: Managing Things and Leading People: How’s your team or organization’s balance?
  • Six Core Components for a Peak Performance Culture: Are you using a programs-and-pieces or an integrated approach?
  • The Five Stage Commitment Continuum: Do your leaders role model your culture change?
  • Bringing Alive Vision, Core Values, and Purpose/Mission: How alive is yours?
  • Leadership is an Action, Not a Position: How energized and engaged is everyone throughout your team or organization in the culture change effort?
  • Getting (Re) Started: How do you sustain peak performance?

 

Jim Clemmer Wrote the Books on Leadership and Culture Development

Jim and The CLEMMER Group associates have strengthened thousands of managers in hundreds of organizations in boosting leadership skills and culture development for peak performance. Highly customized services include assessments, training design and delivery (or training internal trainers), culture/skill development for higher health and safety, defining/revitalizing vision and values, executive coaching, service/quality improvement, employee engagement, career and succession planning, strategy development and execution.

 

FEATURED CONSULTANTS
muniSERV provides a searchable database of Canadian consultants and professionals that assist municipalities. Here’s some of our reputable consultants.
 
 
   

OSUM, FONOM, OMAA & AORS
 

As some of you know, over the past 3 months we have been out at three municipal conferences – Ontario Small Urban Municipalities, Federation of Northern Ontario Municipalities, the Ontario Municipal Administrators’ Association – and the Association of Ontario Road Superintendents’ Tradeshow.

It has been busy times, but we enjoyed meeting and chatting with you – plus you gave us some great ideas for features you would like to see on muniSERV that would assist you in your day-to-day work. We truly value your opinions and we’re already busy investigating how we can make some of them happen.

Acquiring these suggestions was very timely because we are working on a refresh of the muniSERV website throughout this year, which will include the development of a separate new landing page for municipalities. This will provide us with more space for more of the features you’ve asked for.

Even if you didn’t get talking to us at any of these conferences or the tradeshow, we would still like your opinion on any features you might like to have incorporated into this new “municipal page”. So please feel free to send us your comments and suggestions for this new page directly to me [email protected]

 
ACER TABLET CONTEST CLOSES JUNE 30TH
Just a reminder – There’s still time for you to register your municipality to be eligible to win the ACER Tablet.  If your municipality is already registered, get one of your municipal friends to register and we’ll enter your municipality in the draw too!  It takes less than 5 minutes to Register your municipality and start uploading your RFPs, Bids & Tenders for FREE!
 
HAVE A SAFE AND WONDERFUL SUMMER!
 

 STAY INFORMED:

Like us on Facebook, follow us on Twitter and LinkedIn and join the discussion on our muniSERV LinkedIn Group

 Susan Shannon

muniserv.ca
 1-855-477-5095

We’re always working to improve muniSERV.ca. Please share with us any comments you may have. 

 

Since muniSERV is made to assist any department in your municipality, please share this newsletter with the other members of your staff.  
Gray

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Municipality Newsletter – April 2015

 
April 13, 2015 – In This Issue:

WORKING SMART – THE ART OF DELEGATION
We all tend to take on too much ourselves – we’re human. But sometimes the best way to work smart is to determine the things we’re good at and delegate those we’re not so good at. See the 5 phases of delegation that will get you working smart!   
 

SPECIAL OFFERS ON TRAINING & EDUCATION FOR PUBLIC SECTOR FROM muniSERV’S PROFESSIONAL MEMBERS

 

#1 – 18th Annual Customer Service Conference – 40% SAVINGS FOR PUBLIC SECTOR & NON-PROFIT ORGANIZATIONS
 
Each year, Customer Service Professional’s Network (www.myCSPN.com) hosts a conference for customer service professionals.  Conference delegates include leaders from municipalities, various levels of government and corporations. 
 
This year we have 24 dynamic speakers, including David Forget, Manager of Quality Service and Special Projects at the Town of Ajax, and Jacqueline Spencer, Director of Retail Customer Care of the Central Region at ServiceOntario. 
 
 
 
#2 – There’s still time to register for this free webinar:
Leading Local Government Teams for High Performance

 

In the dynamic environment of local government, leaders need broad perspectives, expansive vision, and acute awareness of the trends and developments shaping their organizations. As a leader in local government, you must have the skills to guide, coach, and inspire your staff – sometimes simultaneously – while encouraging others to communicate, accept responsibility, and problem solve.

 

Are you clear about the results you are looking for and the desired behaviours essential for the success of your city? Based on of a recent workshop at the Local Government Managers Association of British Columbia CAO Forum, this webinar aims to help you reflect on your leadership and increase the overall performance, motivation, and effectiveness of those you work with.

You will learn:

  • How to more effectively communicate your expectations to staff to ensure you get what you want

  • How organizational culture impacts performance and what you can to do shift it

  • What you need to do to create an inspiring workplace and motivated people

This webinar is suited for anyone in a local government leadership role, from middle or senior level. Please share this with others who would find it valuable.

The webinar is on Thursday, April 23 at 11:00am (PST)/ 2:00 p.m. (Eastern Daylight Savings Time). You can register here.

Presenters:

Rob Cooke (@robcooke2) is an executive coach and leadership advisor. He brings over 30 years’ experience helping leaders and their teams accelerate performance and his clients emphasize that he brings an exceptional depth of business and leadership wisdom. Most often Rob is supporting leaders to enhance the performance of their direct reports, establish clarity of direction, build collaboration across business units, shift culture, enhance the effectiveness of communication and deal with personal workload stress.

Peter Weeber is the highly regarded CAO for the District of Mackenzie. He brings great insight into many of the challenges facing today’s local government leaders. He has been working in local government and as a private sector manager for 17 years. Prior to becoming a CAO, Peter worked as Fire Chief and Emergency Program Manager for the City of Terrace. Peter is one of the very few Fire Chiefs that have made the transition into the CAO realm and offers a unique perspective of challenges of providing community services with limited resources.  

 

 

 

FEATURED CONSULTANTS
muniSERV provides a searchable database of Canadian consultants and professionals that assist municipalities. Here’s some of our reputable consultants.
 
 
                       

 

WE’RE HEADING TO MUNICIPAL CONFERENCES – COME SEE US
We always have fun activities and great prizes for you just for stopping by the booth at one of the two conferences we’re attending. Bring one of your municipal friends with you and when they register their municipality, you’ll get an extra entry ticket for our main prize – an ACER tablet! 
 
We’ll be at the OSUM (Ontario Small Urban Municipalities) conference April 29th – May 1st, in Belleville.  Drop by and see us at Booth 43.
 
We’ll also be at the FONOM (Federation of Northern Ontario Municipalities) conference May 6th – 8th, in Sudbury. Hope to see you there!
 
 LOADING YOUR BID DOCUMENTS IS QUICK, EASY & FREE!
Haven’t uploaded a bid document yet because you’re not sure how?

 

It’s easy. Here’s how:

Step 1. Go to Homepage www.muniSERV.ca

Step 2. From the Municipalities dropdown menu, select Post RFP, Bid or Tender.

 

 

 

Step 3. Select your province and your municipality.

Step 4. The site will then open to your page where you can fill in the details, upload the document, select the closing date, etc.

AND YOU’RE DONE!  We will then review it and approve it – usually right away. 

 

  

STAY INFORMED:

 

Like us on Facebook, follow us on Twitter and LinkedIn and join the discussion on our muniSERV LinkedIn Group

 

 Susan Shannon
1-855-477-5095

We’re always working to improve muniSERV.ca. Please share with us any comments you may have. 

 

Since muniSERV is made to assist any department in your municipality, please share this newsletter with the other members of your staff.  
Gray

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Municipality Newsletter – March 2015

 
March 11, 2015 – In This Issue:

10 CRITICAL ERRORS YOU MUST AVOID IN DEVELOPING A SUCCESSFUL STRATEGIC PLAN
We thought we’d share this article by SmartDrive, from January 2014.  It serves as a good reminder of the common, critical mistakes that can doom strategic plans.   
 

FREE WEBINAR – LEADING LOCAL GOVERNMENT TEAMS FOR HIGH PERFORMANCE
 
Leading Local Government Teams for High Performance

 

In the dynamic environment of local government, leaders need broad perspectives, expansive vision, and acute awareness of the trends and developments shaping their organizations. As a leader in local government, you must have the skills to guide, coach, partner and inspire your staff -sometimes simultaneously – and make it easier for others to communicate, accept responsibility and problem solve.

 

How are you doing leading your team to high performance? Are you clear about the results you are looking for, the deliverables you expect and the desired behaviours essential for the success of your organization? Based off of a recent workshop at the Local Government Managers Association of British Columbia CAO Forum, this webinar aims to help you reflect on your leadership style and how you can support your organization and your team increase their performance, motivation, and overall effectiveness.

 

Please register here for this free 1-hour webinar.

 

 Date:      April 23, 2015

Time:     2:00 – 3:00 (Eastern Daylight Savings Time, Canada)

                              

 

Presenter: Rob Cooke (@robcooke2) is an ICF-Certified Executive and Leadership Coach. He helps middle and senior level leaders who are smart, ambitious, and represent the future leadership of their organizations. He works with these leaders and their teams to accelerate performance and clarify desired outcomes.

  

A LITTLE ABOUT US…
Why muniSERV?
 

For those of you who do not already know me, for most of my career I was a municipal CAO in Ontario. I know municipalities often need to engage the services of consultants and professionals.  And I also recall how frustrating it was to find the number of professionals I needed to fill quote requirements and comply with procurement policies. Often my only option was to ask a neighbouring municipality, “Who did you use?”. There simply was no one place to find the consultants and professional services I needed.

 

So, muniSERV.ca was created to help municipalities and professionals connect.  The main features for municipalities are the searchable database, which is categorized into the service offerings of our professional members, and the free RFP upload feature.

 

How does muniSERV work with our procurement policies?

 

muniSERV does not conflict with your procurement policies.  In fact, using muniSERV actually enhances your procurement processes, because it broadens your servicing options and enhances your ability to acquire more quotes – and ultimately, more competitive quotes. 

 

Something you may not be aware of too, is that recently we’ve been hearing from our professional members, that they are no longer subscribing to other RFP sites due to policy changes that have now made getting access to your bid documents, quite restrictive for them. This may result in you getting fewer responses and makes posting your bid documents on muniSERV instead of, or in addition to, your own municipal website and/or other RFP sites you may be using, an even more attractive alternative for you.

 

 

NOW 180 CANADIAN CONSULTANTS AND PROFESSIONALS STRONG!

We strive to continually bring you the best selection of consultants we can and word is spreading. In the past 3 weeks we’ve had 20 new professional members join muniSERV!

 

These new members offer a wide variety of consulting and professional services – including fire and life safety expert opinions, service delivery reviews, business continuity plans, IT and social media training, project management and executive coaching, to name just a few. Please continue to check out the service offerings of our 180 professional members to find the services you need.

 

 

STAY INFORMED:

 

Like us on Facebook, follow us on Twitter and LinkedIn and join the discussion on our muniSERV LinkedIn Group

 

FEATURED CONSULTANTS
muniSERV provides a searchable database of Canadian consultants and professionals that assist municipalities. Here’s some of our reputable consultants.
 
 
 

             

 
 
 

 

 Susan Shannon
1-855-477-5095

We’re always working to improve muniSERV.ca. Please share with us any comments you may have. 

 

Since muniSERV is made to assist any department in your municipality, please share this newsletter with the other members of your staff.  
Gray

PARTNERS
 
                      
                       
 
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Municipality Newsletter – December 2014

 
December 10, 2014 – In This Issue:

HOW ARE YOU USING SOCIAL MEDIA IN YOUR MUNICIPALITY?
Municipalities are often skeptical about the usefulness of social media. However, the number one reason social media has not taken off, or is in decline according to GovLoop, is really all about the money for governments.  Read the full article – Learn More

TELL US
 

muniSERV.ca has just celebrated its first anniversary – and what a great year it’s been!

Municipal Members: We have welcomed registered municipal members and decision-makers from across Canada – 85% from Ontario, 7% from Alberta, 4% from PEI and the remainder split evenly between BC, Nova Scotia and Newfoundland. Thank you!  And please continue to spread the word and encourage other municipalities to use and join muniSERV.

 

Professional Members: We have welcomed hundreds of professional members to muniSERV, offering hundreds of consulting and professional services to municipalities. The number of professional members continues to grow almost daily – so check the site often.

 

If you’re having trouble finding a consultant that offers a specific service that is not in our database yet, just let us know and we’ll use our contacts to look for you.

 

Here’s what Luis Moreno, Manager/Lead Business & Technology Training – Strategic Learning Consulting, Ministry of Health & Long Term Care had to say about muniSERV. “Thanks Susan, this is a great service to us the consulting community.”

 

What’s Next?

 

We’re working on a number of new features and tools for our muniSERV members. During 2015 we will be introducing a pre-qualification screening program for our consultants and professional members so you won’t have to spend time investigating if they have insurance, WSIB, etc. You’ll be able to simply let us do that for you.

 

Other features we’re working on include the introduction of automation features that will match your RFPs, Bids, etc. directly to the consultants/professionals who offer that service. (Don’t forget you can always upload your solicitation documents for free!)

 

Here’s what Wendy Macke, of the Township of Georgian Bay had to say. “I’ve been using muniSERV for postings and its great…..easy and free!”

 

We are also concentrating on improved member communication, (i.e. developing newsletters, surveys, focus groups, etc.) and we are working on collaborations with some of our professional members to develop webcasts and training sessions on topics of interest to our municipal members.  Check out our Partners listed at the bottom of the newsletter too.  These valued partnerships will make it possible for us to continue to find new ways to serve you better. 

 

So, TELL US what you think, and if there are any features you would find useful and would like to see added to muniSERV, let us know!

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AND THE WINNER IS….

We attended the MFOA and OMAA conferences this fall and were overwhelmed by the positive response to muniSERV.ca.  We wanted to thank those municipalities who registered by November 30th, by giving away a ASUS 7″ tablet for their municipalities. A random draw was held on December 1st –  And the winner is …. muniSERV.ca

 

COLLABORATING WITH OTHERS TO ASSIST MUNICIPALITIES
Forming new relationships to benefit you

 

We’re pleased to announce muniSERV’s recent collaboration with Cambridge Solutions Inc. – RFP Project Management Solutions and QCsolver – Vendor Performance Management Systems.

 

We love the products they offer because we know that many municipalities simply do not have the dedicated, experienced in-house staff necessary to undertake RFP and vendor performance management processes, that if not done correctly, can expose the municipality to risk. 

 

This collaboration is important to municipalities because muniSERV.ca, Cambridge Solutions Inc. and QCsolver all have the same mission – that is to provide low cost, and often no cost tools to municipalities, to save them time and money – plus help them mitigate risk. 
 

muniSERV will continue to work with QCsolver and Cambridge Solutions in 2015 to bring great new service offerings to our Municipal Members.  If you’d like to learn more, or find out how we can work together to assist with RFP and Vendor Performance Management processes, contact us at [email protected]

 

Learn more about QCsolver and Cambridge Solutions

 

FEATURED CONSULTANTS
muniSERV provides a searchable database of Canadian consultants and professionals that assist municipalities. Here’s some of our reputable consultants.
 
 

      

Cambridge Solutions Inc. – RFP Project Management Solutions

 

Do you have a project approved but you don’t have the staff in-house to design the RFP, manage the project, and then ensure bidders meet the RFP criteria? Cambridge Solutions Inc. can take care of any component of the RFP project management process you like. You determine the level of involvement you need and they will suggest a RFP management solution that works best for your municipality. Learn More.

 

 
Susan Shannon
1-855-477-5095

We’re always working to improve muniSERV.ca. Please share with us any comments you may have. 

Please also feel free to share this newsletter with any of your municipal or professional colleagues too.  

 

Happy Holidays and All the Best in 2015! 

 

 

PARTNERS
 
                      
                       
 
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