Amélio for cities and municipalities
Blue collars, white collars, firefighters, recreation staff: one city to keep engaged.
From the municipal garage to city hall: do your blue-collar crews feel heard, are your managers holding up under the eyes of elected officials, and will your next generation be ready before the retirements hit?
A city is a dozen organizations under one roof
The garage, the fire station and city hall don’t run on the same clock. Yet the same elected officials and the same residents judge the results of the whole organization.
If you only measure engagement “on average,” you miss what matters. Read it department by department.
What an engaged team changes
Compared with less engaged teams, the most engaged teams are absent less, get injured less and keep their employees longer.
What Amélio brings to light, department by department and season by season
Click a department
At the garage, the fire station, the arena or the office
From the garage to council, then from council back to the garage
Follow a survey in public works. Within a few weeks, what blue-collar crews experience reaches management, and concrete actions make their way back to the field.
A few minutes, on their phone, no email or computer needed
The QR code is posted at the garage. Blue-collar crews answer during their break, in the language of their choice. Responses are confidential: no one can tell who said what.
What it changes: the people you never hear from in meetings finally share their view.
The engagement survey →
Every department side by side, with its strengths and priorities
Executive management sees right away where things are going well and where action is needed. If public works stands out on how decisions are communicated, it’s visible at a glance, and the overview can be presented to council as is.
What it changes: decisions rest on facts, not on rumors or the complaint of the week.
The engagement diagnostic →
Two or three simple actions, not a 40-page report
The foreman sees the team’s results and receives concrete actions, with coaching that helps carry them out. No HR expertise required.
What it changes: the manager knows what to do Monday morning, and does it.
Coaching for managers →
You see whether it worked, with numbers to back it up
The next survey measures the impact of the actions, department by department. Employees see that their input led somewhere, and management can show it to council.
What it changes: employees keep responding, because they saw results.
Organizational health and psychosocial risks →
Fewer surprise departures, managers who know how to act, and residents better served by teams that stay.
EngagementPerformance
Before you evaluate an employee, look at their team’s climate
Amélio puts each person’s performance next to their team’s climate. You evaluate the right thing and act on the real cause.
See performance management
Every service to residents depends on a team.
Snow removal, permits, recreation: service quality depends on every team. An annual review that helps no one grow is costly, even if nobody leaves.
Reliable service for residents, in every season
Hold short, well-prepared check-ins with every employee, in public works as at city hall, and adjust priorities before service suffers.
See one-on-one meetings
Successors ready before the retirements
Everyone sees where they stand, from getting started to expertise, and which skills they still need to build to step up.
See the growth pathMunicipal teams whose residents see the difference.
Amélio connects performance management to each team’s engagement results.
Sector specialists who rely on Amélio
Kolegz, an HR creativity firm, supports organizations of every size and sector, including several municipalities. In its mandates, it uses Amélio to get a fast, accurate diagnosis of engagement.
“We then support them in taking action. It was a real success.”Marianne Lemay · president and founder of Kolegz Read the Kolegz story →
From the big city to the regional municipality
Thousands of employees, dozens of trades
Boroughs, central services, multiple bargaining units: you need to measure broadly while giving every manager a read on their own team.
- Results by department, division and work site
- Comparisons between blue-collar and white-collar staff
- Integration with your HR system
- Action plan tracking from one survey to the next
A small team where everyone knows each other
With a few dozen employees, everyone wears several hats and people hesitate to speak frankly. Without confidentiality, no one opens up.
- Grouped results to protect every respondent
- No results shown under 5 respondents per group
- Simple recommendations you can apply without a dedicated HR department
- Recognition cards to highlight invisible work
Teams spread across a large territory
Land-use planning, property assessment, waste management, regional fire protection: your people work far apart, sometimes for several municipalities at once.
- Results by team, site or territory
- Text message collection for crews on the road
- Regional overview for the administrative committee
- Automated coaching for team leaders
Incivility, overload, on-call duty: risks to measure, not to guess
Occupational health and safety requirements increasingly call on employers to identify and prevent psychosocial risks (in Quebec, Law 27 makes it mandatory). For your employees who deal with the public, it’s a daily issue. Amélio measures these factors by department, tracks your actions and helps you document your approach.
What municipal leaders ask us
Our blue-collar crews don’t have email addresses. How do they respond?
Through a QR code posted at the garage, by text message, at a kiosk or with a personal user code. The survey takes just a few minutes on a phone.
We have several unions. Is that an obstacle?
No. The survey is confidential and aims to improve the workplace. If you inform the unions from the start and walk them through the process, they buy in more easily. Clear results can even become common ground for discussion, as a large unionized organization supported by Kolegz experienced.
Will elected officials have access to employee responses?
No one has access to individual responses. Results are presented in groups, and no results are shown for a group of fewer than 5 respondents, not even to account administrators. You decide which reports are presented to council.
Our teams change with the seasons. How do we account for that?
You choose when to run your surveys and which groupings make sense, for example by department or by team. Onboarding and exit surveys also let you track your seasonal staff’s experience.
See the five other questions
We already run an organizational survey. Why change?
The survey is the easy part. The hard part is getting every department to act. Amélio gives every foreman and department head their team’s action plan, with automated coaching to carry it out. After an election or a new collective agreement, a pulse survey shows you whether things are moving forward.
Where is our data hosted?
In Canada, on secure Azure servers, with encryption in transit and at rest. Amélio is SOC 2 Type 2 certified and aligns with privacy laws, including GDPR and Quebec’s Law 25. All the details are on our data security page.
We’re a small municipality without an HR department. Is this too much for us?
No. Reports and recommendations are designed for managers who aren’t HR specialists. If you’d like help, our team also offers organizational development consulting.
Our purchasing follows municipal procurement rules. Is that an obstacle?
No. Depending on the contract value and your procurement rules, the purchase can be made by direct award or through a call for tenders. Either way, our team provides the documentation your file requires: data security, hosting in Canada, SOC 2 Type 2 certification and privacy compliance.
Amélio measures engagement. What about our employees’ performance?
Amélio also includes a performance management module to deliver reliable service to residents and prepare your next generation: a skills-based growth path, development plans, reviews and one-on-one meetings. Because it’s connected to engagement results, managers evaluate each person in the context of their team, rather than with an isolated score. See performance management.
- Adoption of the minutes
- Snow removal plan follow-up
Measure our teams’ engagement, department by department
See how Amélio adapts to your departments, your schedules and your collective agreements.
See Amélio for my municipality →Not ready for a meeting yet? , a 5-minute video.