In recognition of the importance of promoting professional development opportunities for members, the Canadian Association of Municipal Administrators established the CAMA Scholarship Program. Through the Scholarship Program, CAMA provides eight scholarships for the registration fee (in the amount of $725.00) for the Annual Conference (two to young professionals pursuing a career in local government; two to members working in municipalities located north of the 60th parallel; two to members from smaller municipalities, and two to new Chief Administrative Officers.  Individuals are only eligible to receive a scholarship once to provide an opportunity to others to access this scholarship. The scholarship is not transferable and must be used in the same year that it was awarded.

New this year is an additional category for new Chief Administrative Officers that have been working as a CAO for less than five years.

For further details and an application form please visit the CAMA website. The deadline is November 30th, 2022.

Please don’t hesitate to contact Ms. Jennifer Goodine, CAMA Executive Director at 1-866-771-2262 if you have any questions.

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Service Line Warranties of Canada (SLWC) works in conjunction with cities and towns to educate and protect homeowners by offering optional coverage plans in the event of a service line failure of outside water and waste lines, as well as in-home plumbing issues.  To contact us visit the CAMA website.


Virtual National Forum for CAMA Members: “The Evolving Landscape of Public Procurement: ESGs - Do They Matter?" Hosted by CAMA's Platinum Partner, The Canoe Procurement Group of Canada

There is still time to register for this forum with speaker Tyler Hannemann, Manager of Supplier Relations, being held on Wednesday, November 2nd, 2022 from 2:00 p.m. to 3:00 p.m. EST. This opportunity is free to you and your employees so please share this information. For more information and to register visit the CAMA website.

2023 CAMA Annual Conference

The Board and Program Sub-Committee are working on the final touches to the Conference Program which will be launched in mid-January 2023 along with the on-line registration. The hotel room block for the May 29-31, 2023 CAMA Conference at the Deerhurst Resort is open. If you haven't booked your room yet visit the Conference website for details.

Expression of Interest for the 2023 CAMA Awards of Excellence Jury

The 2023 CAMA Awards of Excellence Program will be launched in January 2023 and this year's Jury is chaired by Vincent Lalonde, Board Representative for British Columbia and City Manager for the City of Surrey. We are seeking five additional CAMA members to sit on the Jury and the Expression of Interest will be sent out soon. Watch your inbox for this opportunity! 



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In the newsletters you’ll learn about new and innovative products and services provided by their Professional Members. 


You’ll also get notice of any upcoming Webinars – most of which are free. These webinars offer educational training for your staff and/or an opportunity to participate in free informational demos, without any sales pressure.


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CAMA's Human Resources Toolkit is designed to provide information regarding several different human resource topics with support through samples and links. Today's featured topic is Investigations.

Employers have a duty to resolve workplace incidents and issues fairly and in a timely manner. To do this, the best course of action is often an investigation. The extent of the investigation will be determined based on the severity of the issue or incident. When interviewing the employee, it is best to ensure they are aware that they are entitled to union representation if they so choose. If an employee waives union representation it should be documented with the employee’s signature and maintained in the investigation file.

The employer holds the burden of proof in determining culpability. Often, the best way to determine culpability is through an investigation. Workplace investigations are conducted pursuant to the “balance of probabilities” test. The "balance of probabilities" is described as being "more probable than not", or more technically, the chance of the proposition being true is more than 50%. If the weight of the evidence indicates that the incident probably occurred, the employee’s behaviour is culpable and subject to discipline. For consistency and legitimacy purposes, the appropriate level of discipline should be determined based on severity of the incident/issue and historical disciplinary action for same or similar occurrences.

If the organization does not have a trained, unbiased employee, the investigation should be conducted by a third party. A union is not entitled to have a say in who is chosen as an investigator. However, it is important to consider the previous history that an investigator has with the organization and the possibility that the union will oppose the selection of the investigator. This consideration can prevent impediments to an investigation before it gets started.


By Tim Rahschulte, Ph.D. | Chief Executive Officer

The Professional Development Academy

Recently, a few friends of mine had an opportunity to take a vacation. The destinations of choice were Arizona, Florida, and Hawaii. You can immediately recognize these as desired destinations for many people looking to escape the coldness and cloudiness of other places in the world. Certainly, there are many other places in the world people escape to when looking to get away. These locations normally share one common element: weather.  Simply put, weather affects comfort. Weather influences moods and the way people feel.

The word climate is often used to classify different weather conditions. That same word, climate, is also used to describe workplace conditions.  In other words, how does the office feel?  Is there a positive climate or a negative climate?

Just like weather systems and geographical locations, you, too, bring weather with you when and where you show up in the world. That positive or negative climate in the workplace isn’t just happenstance. It exists because people make it happen. It’s a by-product of the people who are part of that system. Leaders bring the weather. Everyone brings weather. What kind of weather do you bring? Said another way, what shows up when you do?

This is a self-check question—and an important one. Think about your day, the meetings you attend, the people you meet, and the work you do. Think about how you show up. Do you have a smile on your face or a frown?  Are you a solutions collaborator or the person who always raises issues?  Are you a problem solver or passive-aggressive? Are you “we” focused or “me” focused? Do you share and facilitate collaboration or roll your eyes in disgust?

How you show up matters because it’s a representation of your attitude.  More importantly, when you’re a leader, people are always watching you. You’re always influencing, while others are always judging. Whether you want to or not, you’re affecting those around you.  We’ve all likely heard the sentiment that we can’t create every situation, but we can choose how to act in every situation. Tracey Arnish, the chief talent officer at SAP, has said, “Life is about perspective. The only thing you can control is how you choose to show up.”  Indeed, and how you do that affects everyone in your path.

Next time you walk through the doors of your agency or into a meeting room, ask yourself what’s showing up.  Ask, “What kind of weather am I bringing?” Your attitude, conviction, and demeanor can be the difference between success or failure. And it will influence everyone around you. So always consider the impact of your weather and the climate you create.


Shara Lavalle, Chief Administrative Officer/Clerk, Township of Conmee, ON

Stéphane Thiffeault, Chief Administrative Officer, The Corporation of the County of Lambton, ON

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Canadian Association Municipal Administrators

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