Canadian Urban Transit Research & Innovation Consortium Reviews

Thank you for your comments. At CUTRIC we value each and every employee and work to ensure employees engage in lifelong learning opportunities as the industry evolves and changes. We also strive to provide staff with regular check-in, feedback and growth opportunities throughout the year and in different formats, as follows: 1. CUTRIC runs regular bi-annual and annual check-ins and performance evaluation sessions in which staff are able to provide feedback directly to management. 2. In normal/non-pandemic periods, CUTRIC runs regular bi-annual staff retreats in which staff have the opportunity to highlight concerns and new value propositions. 3. CUTRIC runs communications, management and leadership workshops with Reach Capabilities on a regular annual basis to ensure staff have access to training in how to communicate openly and transparently, how to negotiate difficult conversations and how to understand fellow staff members who may have different personality, cognitive or connative skills and traits. 4. CUTRIC runs annual Team-based and Staff-based SWOTs to assess internal and external strengths, weaknesses, opportunities, and threats and it uses these SWOTS to form its business plan, team growth and human resources plan, and governance plans each year. 5. CUTRIC runs a manager's training program that helps managers identify different sources of leadership learning and training materials to help them grow in their own professional capabilities. CUTRIC will, from time to time, pay for staff to attend leadership training courses like the APTA Young Leaders Program and the WTS Leadership Training programs.