People Strategy 2020 - 2022

Our promise to employees

At the CMPA, our employees are at the heart of everything we do. They are at the forefront of serving our members, and it’s their great work that underlies all of our successes and innovations. We know that, to keep serving our members well and to positively impact the healthcare system, we must continue to value and invest in our people.

The CMPA’s new 2020 – 2022 People Strategy sets out the commitments we are making to our employees. We promise to support our employees’ well-being, foster their ongoing learning, and encourage their career growth. The Strategy commits us to building a workplace that encourages people to bring their best selves to work every day and make a difference in the healthcare system.

The Strategy is organized around four main objectives that underpin the culture we will continue to nurture at the CMPA. Our aim is to:

  1. Create a compelling employee experience that emphasizes acceptance, inclusion, and support
  2. Be a learning organization that provides employees with ongoing opportunities to learn, collaborate, challenge, and reflect
  3. Develop, support, and value leadership, so that CMPA leaders have the skills and competencies to inspire and empower employees to perform to their best potential
  4. Build the workforce of the future, so that employees are ready for opportunities to develop new skills and competencies they need now and in the future.

At a glance

The goal of the People Strategy is to continue to nurture and build a culture at the CMPA that is diverse and inclusive, encourages continual learning, and is supportive and high-performing. The four objectives below lay out how we’ll achieve this.

Create a compelling employee experience

Employees feel included, accepted, and supported at work

Employees are at the core of the People Strategy. We value and appreciate their engagement and contributions. We know that employee needs and expectations are changing, and that we must adapt accordingly. Our aim is to provide employees with a challenging career, promote inclusion, acceptance, and diverse ways of thinking, and enable a flexible work environment while supporting overall well-being.

CMPA’s promise to you

We will continue to build a future where:

  1. Everyone is treated fairly and with respect.
  2. Diversity and inclusion are promoted as organizational strengths.
  3. Employees feel connected to the CMPA’s purpose, and recognized for their individual contributions.
  4. Flexible work arrangements support employee well-being and changing lifestyle needs.
  5. Our workplace recognizes and supports a holistic approach to employee health and wellness tailored to individual needs.

You will see:

  1. A set of organization-wide employee value statements that guide how we work, make decisions, and treat each other.
  2. Flexible work arrangements that reflect employees’ personal needs and the needs of the organization.
  3. Integrated employee health and wellness programs that enhance overall well-being.
  4. Organizational commitments to diversity and inclusion supported by an action plan, education, policies, and programs.
  5. A Corporate Social Responsibility Strategy that helps us make positive impacts on the communities in which we operate.

Be a learning organization

Learning is continuous, facilitates collaboration, and supports an adaptive workforce

Learning organizations continually transform themselves by facilitating the learning of their employees. At the CMPA, we nurture a culture of learning that encourages employees to express their ideas, empowers them to take reasonable risks, and recognizes them for their diverse contributions. We drive continuous improvement and innovation through collaboration and knowledge sharing, and strive to ensure all employees have the tools, learning, and knowledge they need to reach their full potential and achieve their career goals.

CMPA’s promise to you

We will continue to build a future where:

  1. Employees receive regular performance feedback that is two-way and multi-source, with a strong emphasis on coaching and skills and career development.
  2. Our ongoing learning programs are flexible, individualized, and relevant to professional development.
  3. Our Career Framework helps employees identify potential career paths and build rewarding careers.
  4. Collaboration and purposeful knowledge sharing are practiced across teams to problem solve and help employees develop new skills.
  5. Our employees feel confident to learn, contribute, and challenge the status quo.
  6. There is regular reflection on successes and failures so that learning is applied to future actions.

You will see:

  1. New performance management processes and tools that focus on the future and promote ongoing feedback, coaching, and development.
  2. Career Framework resources for leaders and employees to help support career growth and development.
  3. An organizational learning program to promote continuous improvement and facilitate the learning of all CMPA employees.
  4. An organizational change model to help us adapt to continuous change.
  5. A change and learning evaluation framework to help us assess how we’re doing and learn from our experiences.

Develop, support, and value leadership

We develop, support, and value inspiring and collaborative leaders who empower individuals and teams to perform to their best potential

CMPA leaders play a vital role in promoting the CMPA’s culture, creating the employee experience, and ensuring our employees’ success. Leaders need to be adaptable and nimble, and emphasize inclusion, teamwork, collaboration, and empowerment. We strive to strengthen the skills and competencies of our current and emerging leaders, and create an environment where everyone has the opportunity to develop and practice leadership skills.

CMPA’s promise to you

We will continue to build a future where:

  1. All employees and people leaders understand the role and expectations of a “CMPA leader.”
  2. Our leaders are highly effective in enabling change, and committed to supporting, empowering, and developing employees.
  3. Our emerging leaders are identified based on the leadership needs of the organization.
  4. All of our leaders are accountable and recognized for their successful performance and leadership behaviours.

You will see:

  1. A leadership vision and strategy that:

    • defines leadership needs to achieve organizational objectives
    • addresses organizational barriers to effective leadership 
    • updates the needed leadership competencies
    • integrates the leadership vision into all HR processes, including recruitment, succession planning, performance management, rewards, and recognition.
  2. A corporate-wide approach to identifying, supporting, and developing current and emerging leaders.
  3. A succession plan that identifies a pipeline of emerging leaders.

Build the workforce of the future

Proactive talent planning ensures our diverse workforce has the skills and competencies they need now and in the future

The CMPA is always changing in response to changes in our members’ needs. At the same time, technology and changes in the healthcare environment are transforming our workplace. We need to understand the impacts of these changes on our workforce, and proactively plan to meet the opportunities they present. Going forward, we will continue to identify the emerging skills, competencies, and attributes our employees need to succeed today and in the future, and address any predicted skill gaps through ongoing learning and development. Talent acquisition will reflect our commitment to building the workforce of the future and help us introduce diverse talent with additional skills as new needs arise. Our overall approach to talent planning will be strategic and proactive, and ensure we can continue to thrive in a rapidly changing environment.

CMPA’s promise to you

We will continue to build a future where:

  1. Future-oriented talent planning is embedded into operational and strategic planning.
  2. Our leaders and human resources staff are skilled in talent planning and workforce analytics.
  3. There is an enhanced corporate understanding of the skills we have today and the skills we need in the future, and action plans are in place to close skills gaps.
  4. We attract, recruit, and develop a diverse and highly skilled workforce.
  5. Our employees understand the new skills they need to develop and have access to the learning and tools needed to move into new roles that might arise.

You will see:

  1. Tools to guide talent planning, including resources to help us understand the environment, forecast future needs, identify gaps, and implement action plans. 
  2. Workforce analytics training for leaders and human resources staff to support talent planning.
  3. New social and technology platforms and external partnerships to reach a broader and diverse pool of talent.


To protect the professional integrity of physicians and promote safe medical care in Canada.


The CMPA is valued as an essential component of the Canadian healthcare system.