Tailored for Your Municipality
Tailored to Your Municipality
Every Canadian municipality has unique collective agreements, organizational structures, payroll complexities, and operational requirements. Civic HR & Payroll provides a robust, compliance-ready foundation — then adapts to your specific bargaining units, pay grids, shift patterns, and benefits plans. No two deployments are identical because no two municipalities are identical. With a full source code licence, your customization options are limitless.
The Journey
From Fragmentation to Clarity
Discover
Map your processes, pain points, and integration landscape
Configure
Build workflows, forms, and routing rules on existing modules
Deploy
Phased rollout with role-based training and hypercare support
Evolve
Quarterly reviews to refine and expand as your needs grow
Philosophy
Our Approach to Customization
Civic CRM is built on the principle of configuration over customization — empowering municipalities to tailor the platform without costly custom development.
Approach 01
Configuration Over Customization
Most municipal-specific requirements are addressed through configuration — not custom code. Collective agreement pay grids, overtime rules, shift premiums, vacation entitlements, seniority rules, leave policies, benefits plans, OMERS enrollment rules, and reporting templates are all configurable through the administration console. This keeps total cost of ownership low and ensures you can update settings when agreements are renegotiated.
Configuration Patterns
How Municipalities Tailor Civic CRM
From bilingual interfaces to ward-based routing, explore configuration patterns designed for Canadian municipalities. Filter by base module to find relevant patterns.
Implementation
Your Customization Journey
A structured, transparent process that takes your municipality from requirements gathering to a fully tailored deployment. Click each phase to explore.
Phase 1 of 6
Discovery & Agreement Mapping
2–3 weeks of structured workshops with HR, payroll, benefits, IT, and department supervisors to document collective agreements, pay grids, overtime rules, shift patterns, benefits plans, OMERS enrollment criteria, and integration requirements.
Phase 1 · 2–3 weeks
Discovery & Agreement Mapping
2–3 weeks of structured workshops with HR, payroll, benefits, IT, and department supervisors to document collective agreements, pay grids, overtime rules, shift patterns, benefits plans, OMERS enrollment criteria, and integration requirements.
Phase 2 · 4–6 weeks
Configuration & Build
4–6 weeks of platform configuration — collective agreement pay grids, overtime/shift premium rules, leave policies, benefits plans, OMERS parameters, position registry, organizational hierarchy, workflows, integrations (AD, Financial Core, time clocks, CRA, benefits carriers), and report templates.
Phase 3 · 2–3 weeks
Data Migration & Parallel Payroll
2–4 weeks of historical data import from legacy systems with validation checks. Parallel payroll runs (2–4 pay periods) comparing new system results against legacy system output line-by-line. Discrepancy investigation and resolution.
Phase 4 · 2 weeks
User Acceptance Testing
2 weeks of role-based testing by HR, payroll, benefits, supervisor, and IT champions using real-world scenarios including edge cases: retro pay, collective agreement boundary conditions, statutory holiday calculations, OMERS contribution verification, and WSIB workflows.
Phase 5 · 2–3 weeks
Training & Phased Go-Live
Role-based training for HR staff, payroll clerks, benefits administrators, supervisors, and IT. Phased go-live starting with employee self-service, then time management, then full payroll cutover. Dedicated support during the 90-day hypercare period.
Phase 6 · Ongoing
Continuous Optimization
Quarterly business reviews to assess adoption metrics, payroll accuracy trends, self-service utilization, and identify workflow refinements. Collective agreement renegotiation support — updating pay grids and rules as agreements are renewed. Source code access ensures optimization never requires vendor engagement.