Human Resources Committee

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Role

The role of the Human resources committee is to assist  the Order’s Board of Directors with its responsibilities related to the hiring, evaluation, compensation and succession of members of the management team and other staff. 

Responsibilities

The committee’s responsibilities relate to the following:

Compensation allowance of the Chair of the Order

  • Reviewing the compensation allowance (compensation or professional fees where applicable) of the Chair of the Order, and making a recommendation for approval by the Board

Appointment, erformance evaluation and compensation of the President and CEO

  • Establishing the profile of expertise, competencies and experience required for appointing the President and CEO, and making a recommendation for approval by the Board
  • Preparing a position description for the President and CEO, and making a recommendation for approval by the Board
  • Recommending to the Board the hiring and employment terms or, where applicable, the termination of the President and CEO
  • Evaluating the objectives of the President and CEO at the beginning of each year, and  making a recommendation for approval by the Board
  • Evaluating the performance of the President and CEO each year, and making a recommendation for approval by the Board

Appointment process, performance evaluation and compensation of the other members of the management team and non-union staff

  • Reviewing significant changes to management’s organizational structure (in particular to position descriptions and reporting lines in the management team), and making a recommendation to the Board as needed
  • Advising the President and CEO on the appointment process of the other members of the management team
  • Reviewing the salary ranges for non-union job grades (non-union staff and members of the management team), and making a recommendation for approval by the Board
  • Receiving the annual report on actual salaries awarded to the other members of the management team and ensuring an appropriate follow-up
  • Reviewing the performance evaluation policy for the other members of the management team as well as the financial parameters of the budget for bonuses, and making a recommendation for approval by the Board
  • Receiving the annual report on the performance evaluation of the other members of the management team and the actual bonuses awarded to them, and ensuring an appropriate follow-up
  • Reviewing and monitoring proposed changes to fringe benefits granted to non-union employees and the other members of the management team that are different from those provided for under the collective agreement of union employee, making a recommendation for approval by the Board and ensuring an appropriate follow-up
  • Reviewing proposed changes to the supplementary pension plan for senior staff of the Ordre des comptables professionnels agréés du Québec, and making a recommendation for approval by the Board

Compensation of union staff and general human resource practices

  • Reviewing proposed changes to the collective agreement and the pension plan for employees of the Ordre des comptables professionnels agréés du Québec, and making a recommendation for approval by the Board

General human resource practices

  • Ensuring the implementation of human resource policies, including with respect to hiring, training and skills development, to ensure that the Order is able to attract, motivate and retain the quality staff needed to achieve its strategic objectives
  • At least once a year, reviewing management’s assessment of significant human resource risks, and making inquiries on the state of work relations
  • Examining the results of employee surveys each year

Development and succession plan for members of the management team

  • Establishing together with the President and CEO, the personal development plan of the latter each year, and making inquiries of the President and CEO about the development and succession plan for other members of the management team

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