Organizational Effectiveness

At Fleming we believe that engaged employees truly make a difference in the lives and learning environment of our students. We are committed to developing skills and a working environment based on the fundamental elements of our core promise:

Learn –A college and employee priority on continuous learning and regular professional development to enhance skills, professional capabilities and personal growth. A leader priority on developing the capacity to lead through a balance on people and results.

Belong – Leaders and team members fostering teamwork and collaborative relationships characterized by effective communications, conflict resolution, critique, decision-making and accountability.

Become – All employees contributing to a high level of employee engagement

In Human Resources, attention is given to both organizational effectiveness and professional development as ways to contribute to the development of the dynamic environment described above.

Simply put organizational effectiveness is an ongoing, systematic effort to increase an organization’s viability through effective change. It deals with the organization as a whole and considers how specific elements such as departments and schools, teams and employee groups contribute to a total working environment that supports organizational success.

Professional development encompasses both formal and informal methods of acquiring new capabilities and reenergizing both of which strengthen individual and team personal and professional growth.

Organizational Competencies:

Fleming College’s Strategic Plan

Fleming College’s Business Plan

Our Working Environment:

Our college, leaders and all employees are striving for and contributing to a strong working environment where employee engagement becomes a hallmark of Fleming college. Employee engagement surveys in the Fall of 2008 and Spring of 2011collected feedback in seven areas:

  1. The Character of the College
  2. College Goals/Vision
  3. Communication and Collaboration
  4. College as a Place to Work
  5. Leadership
  6. Individual Workplace Wellness
  7. Training and Development

Design teams will be developing solutions to the following priorities as identified in the 2011 Employee Engagement Survey:


  • Effective & timely feedback methods including a focus on informal feedback, formal performance feedback, effective conflict resolution and recognition strategies
  •  Effective communication, collaboration & decision making including developing an overall communication strategy, enhancing collaboration, modelling employee (Grid) behaviours and leadership competencies and ensuring key messages are communicated to staff in a timely manner

Longer Term

  • Consistency/fairness will include the solutions developed to address the first two themes as well as the development and follow-through of toolkits to help with consistency and understanding of collective agreement situations and the creation of a leadership development tool
  • Innovation will continue to be emphasized, supported and fostered in the work we do

HR Consultants Workload Breakdown – For more information about the HR Consultant team and their workload breakdown, please refer  to The HR Team link above.

For more information regarding organizational effectiveness please Sherry Gosselin at

Return to Top