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In 2024-25, the TDSB continued its transformation journey, with People & Culture advancing efforts to build a strategic, modern, and effective human resources department that meets the evolving needs of the system.

During this period, the department finalized its operating model and successfully completed Phase One of its transformation, achieving several key milestones:

• Establishing a streamlined HR structure aligned with organizational priorities
• Enhancing service delivery and responsiveness through the introduction of the Business Partner function, the creation of centres of excellence and the initial introduction of business processes mapping as a work tool to assist with continuously improving service delivery
• Strengthening collaboration with school and departmental leaders to ensure HR supports are tailored and impactful
• Achieving targeted savings in replacement costs of approx. $10 million
• Achieving a 4.5 months decrease in average time to recruit teaching staff.

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Integration of elementary, secondary & support staff offices

The Elementary, Secondary and Support Staff Offices have been de-siloed so that staff can work in an enterprise format that is more collaborative and integrated, to provide strategic and consistent services to the system.

Communities of expertise

The Accountability & Investigation, Labour Relations, Partner Resources, and Health, Wellness & Abilities departments have undergone significant transformation this year, with a strong emphasis on supporting and collaborating with TDSB leaders. These changes were designed to ensure that departmental alignment, processes, and metrics can effectively meet leadership needs.

A key milestone was the implementation of the Procedure on , which, along with an enhanced focus on employee health, wellness, and abilities, contributed to substantial operational improvements. Collectively, these efforts resulted in budgetary savings exceeding $10 million.

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Attendance management strategy

Following the release of the Attendance Support Programs procedure in June 2024 and its subsequent update in 2025, the TDSB is now fully prepared to implement its comprehensive attendance support strategy.

This includes the development of an , the launch of an Attendance Dashboard for managers to track staff attendance, targeted training for Administrators and Business Managers, and clear communication to staff about the importance of regular attendance at work. The formal system is scheduled to begin in the 2025-2026 school year.

Technology advancement

People & Culture also continued its modernization efforts by piloting several key digital tools aimed at improving service delivery and operational efficiency. The Inquiry Management System, a ticketing platform, was successfully introduced to streamline and standardize responses to system-wide inquiries, ensuring a modern, consistent, and responsive experience.

Additionally, the Attendance Support Dashboard was piloted to equip administrators and business managers with actual data on absences and trends, reinforcing the importance of meaningful attendance at work.

In tandem, the Operations and Analytics team undertook a comprehensive review of data capture and flow processes across the department. Their work has led to significant improvements in data integrity, accessibility, and usability, laying the groundwork for more informed decision-making and agile workforce management.

A major milestone was the introduction of Staffing+, a tool designed to optimize staffing processes and enhance transparency. Building on research conducted in the previous year, the department also began transitioning to an employee and manager self-service model, supported by the implementation of new software solutions. This shift empowers staff with greater autonomy, reduces administrative burden, and improves access to human resources services.

In January 2025, the TDSB transitioned its applicant tracking system, which has allowed for a more streamlined and effective recruitment process for both the TDSB and interested applicants. The new system also supports mass virtual hiring events, streamlined communication tools for the hiring manager and applicants.

These efforts, along with conducting regular Faculty fairs and job fair recruitment events, have led to an overall improvement in recruitment timelines,听including a 4.5-month decrease in the average amount of time needed to recruit teaching staff.

听Collectively, these advancements reflect a broader commitment to digital enablement and operational excellence, positioning People & Culture as a strategic partner in driving system-wide transformation.

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