People & Governance

Policy Statement 1: A broader range of penalties on a progressive hierarchy or range of penalties should be introduced to manage egregious council member conduct and a model code should be developed in consultation with the sector to ensure consistency across the Province.   

Policy Statement 2: The roles of Chief Administrative Officer (CAO) and head of council as Chief Executive Officer (CEO) must be clarified to distinguish between administrative and political responsibilities. Similarly, the roles and responsibilities of staff and council should be clarified to distinguish between providing strategic oversight and implementing administration/operations.

Key Activities:  

• Continue to monitor trends and issues across the Province 
• Advocate to the Province for amendments to the Municipal Act to make changes regarding managing egregious conduct, supported by the findings of successive municipal judicial inquiries

Policy Statement 1: The Province should support the next generation of municipal leaders, providing graduating students with valuable work experience by reinvesting in an expanded Municipal Management Internship Program (MMIP) delivered by AMCTO.  

Key Activities:  

• Monitor data on recruitment, retention, and retirement of municipal administrators in Ontario 
• Continue to make the case for reinvestment of Provincial dollars to supporting the MMIP including the return on investment 
• Investigate other opportunities to fund the program, and models of program administration to best suit the needs of the municipal sector

Policy Statement 1: To ensure adequate representation of the Management/Non-union group of pension holders, OMERS must appoint an additional representative on the OMERS Sponsorship Corporation (SC) and the Administration Corporation (AC) to look after Management/Non-union interests.  

Key Activities:  

• Continue to monitor Sponsorship Corporation and Administrative Corporation initiatives 
• Plan for the next triennial review of SC/AC Board composition to ensure OMERS understands the necessity of including management/non-union representation on its governing bodies