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16 <br />•.hIgh SchoolS.–.the.MRC.participates.in. <br />the.Centre.de.formation.en.entreprise.et. <br />récupération.program..The.program.works. <br />with.young.high.school.students.who.are. <br />not.planning.on.continuing.their.education. <br />and.provides.them.experience.working. <br />with.skilled.trades.workers.and.in.some. <br />manual.labour.jobs.. <br />These.partnerships.allow.students.to.get.. <br />a.feel.for.what.it.means.to.be.a.municipal. <br />public.servant.and.learn.from.the.best.. <br />mentors. <br />going to council, finding the <br />budget, and recruitment <br />This.is.what.Mr..Carrière.had.to.say.about.the. <br />challenges.in.implementing.these.initiatives: <br />“When it came to convincing council <br />to implement a youth recruitment <br />program, the process was fairly <br />smooth. At the MRC d’Argenteuil, <br />like most municipal entities, staff <br />recruitment is a prerogative of the <br />Director-General and this reduces <br />institutional barriers to implementa- <br />tion. In other words, as long as the <br />program remains within the budgetary <br />constraints, council will undoubtedly <br />agree. If the program requires more <br />money and an addition to the budget <br />needs approval, it is important to <br />focus on the financial, organizational, <br />and community returns brought about <br />by the investment.” <br />A.common.hurdle.when.implementing.. <br />such.programs.is.the.initial.hesitancy.from. <br />directors.who.are.worried.about.the.resources. <br />and.staff.required.to.support.the.training.and. <br />work.of.these.young.professionals..These. <br />programs.also.require.a.reorganization.of. <br />supervisor.workloads.so.that.proper.training.. <br />and.mentoring.is.provided..Lastly,.there. <br />needs.to.be.a.commitment.for,.and.follow-. <br />through.of,.proper.integration.and.supervi- <br />sion.to.ensure.that.there.are.benefits.for.. <br />all.involved.. <br />benefits <br />The.efforts.and.commitment.of.the.MRC.. <br />to.incorporate.youth.within.its.organization. <br />has.resulted.in.the.following.successes.that. <br />continue.to.impact,.influence,.and.shape.the. <br />organization.today. <br />.•.By.working.with.youth.and.young.profes- <br />sionals,.the.MRC.has.a.significant.return.on. <br />investment..Most.programs.need.minimal. <br />financial.funding.and.in.return.the.MRC. <br />gains.access.to.current.knowledge,.new. <br />perspectives,.and.innovation.while.. <br />benefitting.from.young.energy.. <br />•.Recruiting.and.retaining.young.employees. <br />facilitates.transition.of.other.staff.to.senior. <br />positions.if.supported.internally..This.prop- <br />agates.a.strong.corporate.culture.of.. <br />organizational.stability. <br />•.In.addition,.the.data,.research,.and.other. <br />work.completed.by.young.professionals. <br />through.educational.partnerships.are.used. <br />to.support.the.decisions.of.the.MRC.. <br />d’Argenteuil’s.council. <br />•.Early.investment.in.employees.results.in. <br />higher.retention.rates,.as.these.employees. <br />become.committed.to.the.organization. <br />and.its.values.. <br />•.Young.professionals.who.begin.their.. <br />professional.careers.with.the.MRC.become. <br />passionate.community.members.and.ad- <br />vocates.for.municipal.programs.and.issues. <br />because.of.the.strong.corporate.culture. <br />•.Municipalities.need.to.ensure.that.there.is. <br />an.understanding.among.senior.staff.and. <br />management.of.the.role.and.importance. <br />of.young.professionals.to.the.organization.. <br />This.will.result.in.a.management.team.that. <br />is.committed.to.making.these.programs.a. <br />core.component.of.the.organization.