Product Experience
Every role. One platform.
From front-counter staff handling resident requests to the CAO reviewing council-ready reports — every role has a purpose-built journey. Explore how Civic HR & Payroll works for your team.
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See Civic HR & Payroll handle a complete resident service request — from intake through resolution and council reporting.
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Explore the Interface
Click through the actual Civic HR & Payroll interface. Navigate between the dashboard, resident profiles, service requests, and reports to see how everything connects.
342
Active Employees
+3% vs last month99.94%
Payroll Accuracy
+0.3pp vs last month8
Open Vacancies
-25% vs last month91%
Self-Service
+12pp vs last monthRecent Activity
Bi-weekly payroll PP-2026-04 approved
Finance · 2 min ago
New hire onboarding started — Parks & Rec
HR · 8 min ago
WSIB Form 7 submitted — Public Works injury
Health & Safety · 15 min ago
Vacation request approved — Fire Services
Fire · 22 min ago
Flight risk alert — 2 elevated in Engineering
HR Analytics · 30 min ago
Role-Based Journeys
One Platform, Every Perspective
Select a role to explore their complete journey through Civic CRM — from day-one onboarding to daily workflows and strategic outcomes.
HR Manager
From Requisition to Retirement
Follow the complete employee lifecycle — from position requisition and recruitment through onboarding, performance management, and separation. Collective agreement compliance, OMERS enrollment, and mandatory training tracking at every step.
Requisition
Position vacancy identified
Department requests to fill a vacancy. Position details — title, classification, pay grade, union/non-union, FTE value — are pre-populated from the position registry. Approval workflow routes to the appropriate budget authority.
The Position Management module (spec 1.2) provides a comprehensive position registry with position number, title, department, location, classification, pay grade, union/non-union designation, and FTE value. When a vacancy occurs, the position record drives the requisition — pre-populating job details, pay range, and reporting relationship. The approval workflow (spec 2.1) routes through budget authority with delegation support. Funded vs. unfunded position budget tracking prevents unauthorized hiring.
Recruit
Post, screen, interview
Job posted internally first per collective agreement, then externally if unfilled. AI resume screening with bias mitigation (name-blind, demographic-blind) ranks candidates. Interview scheduling, panel composition, and evaluation scoring tracked in the ATS.
The Recruitment module (spec 2) manages the full hiring pipeline. Internal postings are required first per collective agreement provisions (spec 2.1). AI Resume Screening (spec 10.1) uses machine learning to match candidate qualifications to job requirements with bias-mitigation features including name-blind screening and demographic-blind scoring. The Applicant Tracking System (spec 2.2) manages applications, shortlisting, interview scheduling, panel composition, evaluation forms with scoring rubrics, and reference check tracking. Candidate ranking provides explainable scoring factors.
Onboard
New hire integration
Offer generated with position, start date, pay rate, and conditions. On acceptance, onboarding checklist triggers: IT setup, building access, orientation, mandatory training (AODA, WHMIS), benefit enrollment, OMERS enrollment, and department orientation.
The Onboarding module (spec 2.4) provides a structured, digital onboarding experience. Offer letter generation (spec 2.3) includes position details, start date, pay rate per collective agreement step, and pre-employment requirements (vulnerable sector check, driver's abstract, medical clearance). The digital onboarding portal allows new hires to complete forms, review policies, sign acknowledgements, and enroll in benefits and OMERS. Day-one readiness tracking ensures IT setup, building access, and orientation are complete. Probation period monitoring (spec 2.4) tracks per collective agreement terms.
Manage
Ongoing employment
Performance reviews (annual, probationary, mid-year), training and development tracking, certification management with expiry alerts, attendance management, and grievance tracking — all linked to the employee master record.
The Performance & Development module (spec 7) manages review cycles with competency and goal-based assessments, manager evaluation with employee self-assessment, and review completion tracking with overdue alerts. The Training & Development module (spec 7.2) tracks internal and external courses, mandatory training compliance (AODA, WHMIS, OH&S), certification expiry dates, and training budget per department. Attendance management (spec 3.4) monitors patterns with configurable triggers for review. Labour relations tracks grievances, arbitration decisions, and collective agreement terms.
Develop
Succession & retention
Flight risk prediction identifies at-risk employees with retention action recommendations. Succession planning for critical positions. Total compensation statements demonstrate full employment value. Development plans tracked against career progression goals.
The AI-Powered HR Intelligence module (spec 10) provides flight risk prediction (spec 10.2) using tenure patterns, compensation relative to market, performance trajectory, and engagement indicators. Succession Planning (spec 11.3) identifies critical positions, potential successors with readiness assessment, and development plans. Total Compensation Statements (spec 11.2) show the full picture — salary, overtime, benefits, OMERS, WSIB, EI/CPP employer portions, professional development, vacation, and sick leave value. The 9-box grid maps performance against potential for structured talent discussions.
Separate
Exit & transition
Separation processing — resignation, retirement, termination, layoff — with final pay calculation, ROE generation, benefits cessation, OMERS Form 143, exit interview, and knowledge transfer documentation. All records retained per municipal retention policies.
Separation processing handles all exit scenarios: voluntary resignation, retirement (with OMERS Form 143 submission), termination (with ESA compliance for notice and severance), and layoff (with seniority-based recall per collective agreement). Final pay calculation includes outstanding vacation, banked overtime, and any retroactive adjustments. Record of Employment (ROE) is generated for EI purposes. Benefits cessation is processed with COBRA-equivalent notification where applicable. Knowledge transfer planning (spec 11.3) ensures institutional knowledge is documented before departure. All employee records are retained per municipal records retention schedules.
HR Journey
0 / 6
Step 01
Requisition
Position vacancy identified
Department requests to fill a vacancy. Position details — title, classification, pay grade, union/non-union, FTE value — are pre-populated from the position registry. Approval workflow routes to the appropriate budget authority.
The Position Management module (spec 1.2) provides a comprehensive position registry with position number, title, department, location, classification, pay grade, union/non-union designation, and FTE value. When a vacancy occurs, the position record drives the requisition — pre-populating job details, pay range, and reporting relationship. The approval workflow (spec 2.1) routes through budget authority with delegation support. Funded vs. unfunded position budget tracking prevents unauthorized hiring.
Step 02
Recruit
Post, screen, interview
Job posted internally first per collective agreement, then externally if unfilled. AI resume screening with bias mitigation (name-blind, demographic-blind) ranks candidates. Interview scheduling, panel composition, and evaluation scoring tracked in the ATS.
The Recruitment module (spec 2) manages the full hiring pipeline. Internal postings are required first per collective agreement provisions (spec 2.1). AI Resume Screening (spec 10.1) uses machine learning to match candidate qualifications to job requirements with bias-mitigation features including name-blind screening and demographic-blind scoring. The Applicant Tracking System (spec 2.2) manages applications, shortlisting, interview scheduling, panel composition, evaluation forms with scoring rubrics, and reference check tracking. Candidate ranking provides explainable scoring factors.
Step 03
Onboard
New hire integration
Offer generated with position, start date, pay rate, and conditions. On acceptance, onboarding checklist triggers: IT setup, building access, orientation, mandatory training (AODA, WHMIS), benefit enrollment, OMERS enrollment, and department orientation.
The Onboarding module (spec 2.4) provides a structured, digital onboarding experience. Offer letter generation (spec 2.3) includes position details, start date, pay rate per collective agreement step, and pre-employment requirements (vulnerable sector check, driver's abstract, medical clearance). The digital onboarding portal allows new hires to complete forms, review policies, sign acknowledgements, and enroll in benefits and OMERS. Day-one readiness tracking ensures IT setup, building access, and orientation are complete. Probation period monitoring (spec 2.4) tracks per collective agreement terms.
Step 04
Manage
Ongoing employment
Performance reviews (annual, probationary, mid-year), training and development tracking, certification management with expiry alerts, attendance management, and grievance tracking — all linked to the employee master record.
The Performance & Development module (spec 7) manages review cycles with competency and goal-based assessments, manager evaluation with employee self-assessment, and review completion tracking with overdue alerts. The Training & Development module (spec 7.2) tracks internal and external courses, mandatory training compliance (AODA, WHMIS, OH&S), certification expiry dates, and training budget per department. Attendance management (spec 3.4) monitors patterns with configurable triggers for review. Labour relations tracks grievances, arbitration decisions, and collective agreement terms.
Step 05
Develop
Succession & retention
Flight risk prediction identifies at-risk employees with retention action recommendations. Succession planning for critical positions. Total compensation statements demonstrate full employment value. Development plans tracked against career progression goals.
The AI-Powered HR Intelligence module (spec 10) provides flight risk prediction (spec 10.2) using tenure patterns, compensation relative to market, performance trajectory, and engagement indicators. Succession Planning (spec 11.3) identifies critical positions, potential successors with readiness assessment, and development plans. Total Compensation Statements (spec 11.2) show the full picture — salary, overtime, benefits, OMERS, WSIB, EI/CPP employer portions, professional development, vacation, and sick leave value. The 9-box grid maps performance against potential for structured talent discussions.
Step 06
Separate
Exit & transition
Separation processing — resignation, retirement, termination, layoff — with final pay calculation, ROE generation, benefits cessation, OMERS Form 143, exit interview, and knowledge transfer documentation. All records retained per municipal retention policies.
Separation processing handles all exit scenarios: voluntary resignation, retirement (with OMERS Form 143 submission), termination (with ESA compliance for notice and severance), and layoff (with seniority-based recall per collective agreement). Final pay calculation includes outstanding vacation, banked overtime, and any retroactive adjustments. Record of Employment (ROE) is generated for EI purposes. Benefits cessation is processed with COBRA-equivalent notification where applicable. Knowledge transfer planning (spec 11.3) ensures institutional knowledge is documented before departure. All employee records are retained per municipal records retention schedules.
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