a sh total rewards road map presentation

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by Atoosa sheikholmolooki2 views·Updated Dec 6, 2022
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  1. Hello charmaine, this is
  2. lisa and I'm going to talk about Ontario education workers.
  3. So I am going to summarize um what happened very quickly and shortly.
  4. So on october 30th Ontario educational workers put a notice of strike,
  5. they were asking for higher wages and better
  6. service at schools for students who need more equipment
  7. and assistant and personal care to attend classes
  8. or play based learning that is for kindergarten.
  9. They were asking for both of them,
  10. They were not willing to sacrifice one for another.
  11. At first the government was not really willing to help. Then
  12. day after they legislated them back to work, they did not go back to work.
  13. They tried to make some changes, they increase their wages for $1 friendly.
  14. They promised to hire more than 1800 educational workers,
  15. more than $600 million got invested in the
  16. hiring process of process of more educational workers.
  17. So let's dive into the road map that we're supposed to choose um for this
  18. topic,
  19. I personally believe that it was very hard to
  20. choose just three steps that match this topic.
  21. The most, all of these steps that you can see here on the left.
  22. Um They are all internally connected and they are something that they match.
  23. Like if you don't have the second step, you can have the third step,
  24. but I try to take out the ones and mentioned the ones
  25. that I thought are mostly relevant to the topic that I chose.
  26. So here we go.
  27. Um the first one that I chose was understanding your
  28. Organization and people I chose chapter
  29. three behavioural framework and conversation.
  30. The reason I chose this step is because I think this
  31. is just like a cornerstone of this whole roadmap thing.
  32. I believe that if you don't understand your organization,
  33. if you don't understand your people, you can't, you won't be able to process,
  34. you won't be able to determine your compensation.
  35. You won't be able to implement it or design it. Not at all.
  36. So you have to know your organization, you have to learn, Who are they?
  37. What are they understand them?
  38. And then try to design something that drags out the behaviors
  39. you want to see in your co worker in your employees.
  40. So if you want to talk about what happened here, they went on a strike,
  41. they stopped going to work.
  42. They did not show to work, which is, which usually happens, right?
  43. So people show up just to get paid and do the
  44. a membership behavior.
  45. But here all that the only membership behavior did not even happen.
  46. They were legislated back to work. They did not go to work. Why?
  47. Because they were not happy with the way they were compensated.
  48. So we really need to be able to know and understand like for example,
  49. I used to be a teacher
  50. and the amount of work that you need to do outside classroom is massive.
  51. You have to prepare
  52. your classroom lectures, if you have some activities, you have to make them,
  53. you have to print them.
  54. They're not ready out there for you to just take your classes right?
  55. You have to design them.
  56. That takes time.
  57. That takes your personal time do I?
  58. As a person who is designed in this compensation, understand this or not.
  59. That's the question we should know,
  60. we should raise. I believe
  61. The second step I chose is step three
  62. determining or compensation value evaluating the market.
  63. It's very very connected to the first one that um the behaviors show up or no.
  64. Um I would say that we need to know who is working in the market.
  65. Like for educational work is there mostly women?
  66. It's a female oriented industry,
  67. more than 70% are women and more than 80% of them are having a second job
  68. as someone who has to prefer for classes if you have a second job, if you're a mom
  69. and if you're a single parent things get very very complicated
  70. for you and you probably won't be able to deliver the
  71. um stuff that you want to have in your classes, you have to go to your second job,
  72. you have to feed your Children, You have to act as both parents for their Children.
  73. So it's very, very important to know your market know if women are working for,
  74. you know if they're having a second job.
  75. These things are very important when you're designing your compensation.
  76. And lastly I would lose the last step because the first one was the ground stone.
  77. The base stone, the last one is kind of like something that wraps everything up.
  78. And if you design something but you don't evaluate it, you don't change it.
  79. You don't manage it and adapt it to the changes that are happening.
  80. I believe you're failing
  81. because if we made a tentative agreement 20 years ago and we're
  82. not revising it and we're not putting the inflation in it.
  83. We're not increasing the rates. Like why do teachers get paid 39,000 years?
  84. That's just like very, very low. Did you really adjusted it to be evaluated?
  85. Are they happy with it? Definitely not. They went on a strike.
  86. So I believe we failed in order to just go back and see
  87. what we have done wrong if we start first and to the last step
  88. and we don't do this very very last step and don't go back
  89. and see why we're seeing these behaviors and try to fix them again.
  90. That's what we're we're missing something.
  91. Okay, thank you so much for listening to me. It was a very short time to