CITY PLANNING

STRATEGIC

2013
PLAN 2018

City Planning

Chief Planners Message

Creating a vibrant city is a delicate balance of art and science.

To be successful requires thoughtful deliberation, collaboration,
and a willingness to listen and learn as much as an ability to
share knowledge and build capacity. As city builders, it is our role
to be out front leading the discussion and debate. That is both
our place and our responsibility. By providing good information,
analysis, and input, we can broaden the conversations this
city has about its priorities, introduce new ideas that generate
creativity, and advance an agenda that is rooted in ensuring a
high quality of life for all.
This Strategic Plan is an affirmation of who we are and why we
are here. It is about reaffirming our commitment to the Citys
Official Plan and its vision for an attractive and safe city that
evokes pride, passion and a sense of belonging. It is also about
adding clarity: clarity about what matters most, how we will work,
and who we will work with to meet our goals and objectives
as a Division. Most of all, it is about exploring opportunities,
challenging assumptions and taking risks.
A series of key cultural shifts identified at the outset of the
strategic planning process help shape this Strategic Plan. These
key cultural shifts call on us to:
Reinvent engagement to broaden participation in city
building;
Shift from a reactive to a proactive planning culture, by
focusing on area-wide and strategic initiatives;
Create, support and elevate a culture of innovation;
Embrace new collaborations both within the municipal
organization and outside it; and
Inspire and continually pursue a culture of best

practices.

Ultimately, we must better deliver, package and express what

we do, its value and relevance to everyone, and its importance
to Torontos success. We must be more nimble in how we work
and embrace new ways to bring our diverse constituency into our
thinking and conversations about the future. By embracing these
key cultural shifts, I believe we can strengthen our impact as a
Division and ensure that we continue to remain effective in our
advancement of a city building agenda.
This Strategic Plan is our playbook for moving our Division
forward. I am looking forward to sharing the journey ahead with
all of you. Planning a great city, TOgether!

Jennifer Keesmaat
Chief Planner & Executive Director

Contents
What We Do
The City Planning Division is helping to build Torontos future - how the city will look, how it will feel, how it will
move, and the opportunities it will provide to its residents.

Vision, Mission and Charter

The foundation of this Strategic Plan is the Vision of the City of Torontos Official Plan. The Official Plans Vision
will be supported through the City Planning Divisions own Mission Statement and Charter.

Role of the Strategic Plan

Strategic planning is fundamentally about pursuing change. A successful strategic plan guides and shapes
change in an identified timeline by setting clear expectations and measures.

06
10
24

Drivers for Change

An assessment of the opportunities and challenges facing the Division generated seven drivers for change to be
built upon and addressed through the strategic plan process.

Strategic Objectives
Two Strategic Objectives provide the city building organizational agendas for the Strategic Plans directions and
actions for improvements.

Strategic Directions and Actions

Five Strategic Directions form the backbone of the Strategic Plans action framework.

26
30
36

W H AT W E D O

What We Do
Cities are places where people can live, learn, work, visit and play. They should offer a wide range of services - schools,
parks, health care, stores, restaurants and transportation, to name just a few. Cities that are vibrant and attractive are where
residents, visitors and businesses want to be. Toronto is such a place.
The City Planning Division is helping to build Torontos future how it looks, how it feels, how it moves and the opportunities
it provides in terms of jobs and services to its residents. City Planning works with stakeholders and other City Divisions to set
goals and policies for responsible development. City Planning provides support and advice to City Council to help ensure
that Torontos growth contributes to the kind of communities, neighbourhoods and city Torontonians want.

To make this happen, City Plannings work program is arranged in

two services:

City Building & Policy Development

Activities to improve the built and natural environments, integrate land use and transportation, optimize the Citys
waterfront assets, enhance access to community services and facilities, build a foundation for a strong and diverse
economic base, conserve heritage resources, design Special Places as part of public realm infrastructure and guide
revitalization while ensuring the creation of sustainable neighbourhoods.

Development Review, Decision & Implementation

Activities associated with application review to ensure desirable development through public consultation and
a timely review process, while ensuring the implementation of Council policies and applying relevant provincial
regulation and plans.

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Urban Design

PROGRAMS
Application Review
Business Performance & Standards
Civic Design
Committee of Adjustment
Design Review
Community Policy

Environmental Planning
Graphics & Visualization
Heritage Preservation
Official Plan & Zoning By-law
Outreach and Engagement
Public Art

Research & Information

Strategic Initiatives
Transit Planning
Waterfront Renewal

W H AT W E D O

To deliver these activities, the City Planning Division is organized into four districts Etobicoke York, North York, Toronto &
East York and Scarborough with work focused in the following functions:
Community Planning provides advice to Council on development applications after consulting with members of the
public and City Divisions, and after reviewing and analyzing all parts of a development project. This includes the work of the
Committee of Adjustment focusing on applications for minor variances and consents.
Urban Design promotes a high quality design for our streets, parks and open spaces; guides how buildings are located,
organized and shaped; and leads heritage conservation projects and programs.
Transportation responsible for transportation planning initiatives including transit, travel demand forecasting and leading
district transportation studies, including environmental assessment work.
Strategic Initiatives, Policy & Analysis develops leading-edge planning policy based on extensive research in land use,
housing, community services and the environment. Research outputs are also used to help inform the work undertaken by
other City Divisions.
Waterfront Secretariat leads and facilitates all City activities related to the transformation of Torontos waterfront, and
coordinates with intergovernmental partners, including Waterfront Toronto.

The City Planning Division is helping to build

Torontos future how it looks, how it feels, how it
moves and the opportunities it provides in terms
of jobs and services to its residents.

10

VISION, MISSION & CHARTER

Vision, Mission & Charter

The foundation of this Strategic Plan is the Vision of the City of Torontos Official Plan. This aspirational statement captures the
kind of city we are striving to become and the policies contained within the Official Plan help in part to move Toronto towards the
Vision. The Official Plans Vision will be supported through the City Planning Divisions Mission Statement and Charter.

The City of Torontos Official Plan Vision

The Official Plan envisions an attractive and safe city that evokes pride, passion and a sense of belonging a city where people of
all ages and abilities can enjoy a good quality of life. A city with:

Vibrant neighbourhoods that are part of complete communities;

Affordable housing choices that meet the needs of everyone throughout their life;
Attractive, tree-lined streets with shops and housing that are made for walking;
A comprehensive and high quality affordable transit system that lets people move around the city quickly and

conveniently;

A strong and competitive economy with a vital downtown that creates and sustains well-paid, stable, safe and fulfilling
employment opportunities for all Torontonians;
Clean air, land and water;
Green spaces of all sizes and public squares that bring people together;
A wealth of recreational opportunities that promote health and wellness;
A spectacular waterfront that is healthy, diverse, public and beautiful;
Cultural facilities that celebrate the best of city living; and
Beautiful architecture and excellent urban design that astonish and inspire.

City Planning Mission

The Mission Statement is a call to action as well as an affirmation of the important work that we undertake as a Division. It
highlights the Divisions leadership role in implementing the Official Plan:
As leaders and partners in an innovative culture, we build a great city through excellence in planning and
influential policy. We implement Torontos Official Plan for a sustainable, connected city of neighbourhoods
where life and business flourish.

City Planning Charter

The Mission Statement above forms the heart of the City Planning Divisions Charter, which is the mandate for the Division that
staff can commit to action. It is articulated through the following Charter Statements - We Plan TO...

Our Vision, Mission and

Charter are captured
through our City Planning
call to action statement:
Planning a Great City,
TOgether!

12

CITY PLANNING CHARTER

We Plan TO:

By taking a leading role

in City Building.
The Vision of the City of Toronto is articulated through the Official Plan. As
a Division, we have a responsibility to lead the pursuit and promotion of that
Vision as the stewards of the Plans implementation.

14

CITY PLANNING CHARTER

We Plan TO:

By creating policy that

balances a citywide vision
and neighbourhood
interests.
Toronto is a city of diverse cultural, economic and built contexts. Creating strong policy that
addresses the citys many facets requires us to take an integrated and proactive approach to planning
across the city, to support the Official Plan and to guide investment at the neighbourhood level.

16

CITY PLANNING CHARTER

We Plan TO:

By facilitating a culture of
continuous learning.
Toronto has long been recognized as an urban planning innovator, a distinction that is owed to the skills, talents
and professionalism of the staff of the City Planning Division. To maintain and expand our capacities, we must
continually empower and invest in ourselves to achieve our collective potential.

18

CITY PLANNING CHARTER

We Plan TO:

By embracing innovation.

Climate change, infrastructure deficits, economic uncertainty, social disparity all among the key
challenges cities face over the coming decades, but also ones addressed through new approaches to
planning and development. Supported by a culture of inquiry, experimentation and innovation, we will
pursue new practices in support of the Official Plans Vision.

20

CITY PLANNING CHARTER

We Plan TO:

By continually working to
broaden participation in
City Building.
As a Division, we facilitate broader, more meaningful engagement
within and outside City Hall to respond to the pace and complexity of
change across the city.

22

CITY PLANNING CHARTER

We Plan TO:

By pursuing partnerships
with other Divisions,
Council and the public.
We work collaboratively with Council, other City Agencies and Divisions, and every community across
Toronto. Finding more effective, resourceful and consistent ways of identifying and pursuing these
collaborations is a key factor in successfully building the City of Toronto.

24

R O L E O F T H E S T R AT E G I C P L A N

Role of the Strategic Plan

Strategic planning is fundamentally about pursuing change. A successful strategic plan guides and shapes change in an identified
timeline by setting clear expectations and measures.
The strategic planning process has identified the key assets of the City Planning Division that are essential to maintain and
enhance as we move forward. At the same time, it has been imperative to identify gaps, areas in need of change, and strategies to
establish a more focused, high performing culture.
Our key deliverables have included:

developing a clear mission, and setting a series of interim goals to focus Divisional priorities;
ensuring that the key building blocks of the Division leadership, communication and collaboration are solidly in place;
assessing current programs and procedures to undertake work more effectively and efficiently;
utilizing and developing staff competencies to ensure the best use of Divisional talent;
identifying new opportunities and challenges, and to assess their impact; and
creating mechanisms to engage with new and existing partners and stakeholders to better serve the City of Toronto.

Throughout this process, we have sought to explore, understand and reaffirm the Divisions purpose and role in implementing the
Official Plan. In doing so, four key questions rose to the fore:

How will the Division organize itself and its work program to implement the Official Plan?
How will the Division build capacity and take leadership to be stewards of the Official Plan?
How will the Division support communication and collaboration within City Hall?
How will the Division engage external stakeholders?

This Strategic Plan seeks to answer these questions and identifies clear actions to guide the Division over the next five years. To
achieve our Strategic Objectives will require our collective energy and passion for city building. We will need to work collaboratively
with both internal and external partners in an ongoing effort to continue to bring the Vision and values of the Official Plan to life.

OFFICIALPLANVISION
MISSION&CHARTER

DRIVERSFORCHANGE

STRATEGICOBJECTIVES
ACitywideAgendaforCityBuilding
ADivisionalAgendaforEstablishing &NurturingLeadership

STRATEGICDIRECTIONS
1.SettingPrioritiesandImprovingProcesses
2.EnhanceandStrengthentheCapacityoftheDivision

3.Clear,ConsistentandCompellingCommunication
4.PursingDeepCollaborations
5.MeasuringSuccess

ACTIONS
Strategic Plan Framework

Drivers for Change

A series of interviews and workshops with over 200 staff and managers from within and outside the City Planning Division were
undertaken, along with a review of previous organizational evaluations, to assess the opportunities and challenges facing the
Division. The assessment produced seven emerging themes to be built upon and addressed through the Strategic Plan. They are
summarized below:

Collaboration and
Building Alliances

Effective Ongoing
Two-Way Communication

Capacity Building and

Growing Leadership

The City of Torontos

Strategic Plan

DRIVERS FOR
CHANGE

3
4

Connecting the Mission Statement

to Priorities and Programs

A Dedicated and
Talented Team

The Need for a Shared

Mission Statement

27

DRIVERS FOR CHANGE

The City of Torontos Strategic Plan:

The Strategic Plan of the City of Toronto outlines a variety of commitments to city building, social development
and good governance that are highly aligned with the objectives of the Strategic Plan. By improving public
participation, enhancing customer service and promoting organizational excellence, the City Planning Division can
advance the strategic objectives of the City of Toronto.

A Dedicated and Talented Team:

Toronto has a dedicated, highly skilled and well-experienced city building team that works within one of the more
complicated governance and regulatory environments in North America. While this is readily acknowledged by the
administration and staff themselves, looking forward, staff strongly desire to be valued, challenged and supported
in their leadership and involvement in the implementation of the Official Plan.

The Need for a Shared Mission Statement for the City

Planning Division:
The Official Plan is the Vision for the future of Toronto. While the City Planning Division is seen by many as the
lead Division for the implementation of the Official Plan, this role and follow-through needs to be clarified and
focused. It also requires an articulation of how to do this, through a clear and direct Mission Statement.

Connecting the Mission Statement to Priorities and

Programs:
An understanding of what the Division is pursuing needs to be translated into the actual priorities and work
programs for our staff. This includes taking a more focused approach to balancing resource allocations between
city planning and development management functions. It also means staff should have more effective technical
and administrative tools to carry out their roles.

29

DRIVERS FOR CHANGE

Capacity Building and Growing Leadership:

Change in City Planning is dependent upon the fundamental ability to assert belief and take ownership of our
Divisions role in implementing the Official Plan. Organizational development and professional training, evaluation,
mentoring and succession planning must become the foundation for growth and change in the Division.

Effective Ongoing Two-Way Communication:

Communication within and between the Division and outside City Hall is highly variable, at times outstanding and
effective, at other times absent. There is also variability in the effectiveness of the communication in delivering the
key messages of the Official Plan and the Divisions role in implementing the Official Plan. The Strategic Plan is an
opportunity to identify target audiences and to develop key messages to ensure communication is effective and
two-way with the intended audiences.

Collaboration and Building Alliances:

The Official Plan requires the involvement of all Divisions for its successful implementation. However, various
Divisions are often operating, or seen to be operating, independently in fulfilling the Vision and directions of
the Official Plan. There is also an expectation that the City Planning Division, being the natural steward for
coordinating and integrating the Official Plans implementation, play a stronger leadership role. Success in doing
so will be based upon effective collaboration with other Divisions within City Hall and with the various public and
private interests that make up our external stakeholders.

Strategic Objectives
This Strategic Plan recommends a series of direct practical strategies and actions that will set the course for the City Planning
Division. However, change will only be created when people, both within and outside the Division, understand and believe in
why it needs repositioning and enhancement. Simply put, this is the belief in the leadership role that the Division has to play in
realizing the aspiration for the great city embodied in the Official Plan. The following two strategic objectives provide the city
building and organizational agendas for all subsequent strategies and actions:
A Citywide Agenda for City Building
A Divisional Agenda for Establishing and Nurturing Leadership

The strategic objectives provide

the city building and organizational
agendas for all subsequent strategies
and actions for improvement.

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S T R AT E G I C O B J E C T I V E S

33

S T R AT E G I C O B J E C T I V E S

A Citywide Agenda for City Building

The City of Toronto has the benefit of a strong, contemporary policy framework in the form of the Toronto Official Plan. Yet, when
speaking to people within and outside the organization, there is an inconsistent acknowledgement of this strong policy direction.
This is due to:

A lack of understanding and reticence by some to fully embrace the policy themes for the whole city;
A sense by some that the Official Plan belongs only to the City Planning Division and not to the City government as a
whole; and
Some constituencies believing that the Official Plan addresses issues relevant to the former City of Toronto but less
relevant to other areas of the city.

This suggests a need to re-engage our Divisions city building and citywide development management roles and that the reengagement needs to focus on the integration of urban priorities within the context of the principles of the Toronto Official Plan.
These priorities include: a citywide approach to housing diversity, in particular mid-rise buildings along the Avenues and at transit
nodes; a focus on creating great streetscapes and public places; conservation of heritage resources; and enhancing mobility
options and placing an emphasis on active transportation (walking, cycling and transit).
This re-engagement will be a process of policy articulation that expresses in more specific terms these priorities throughout all
areas of Toronto. Each area, whether older or newer, urban or suburban, will require customized solutions that reflect the diversity
of character and social profile that are the reality of a complex city. The planning process will require both intra-divisional and
inter-divisional involvement and broad public engagement. All of this will inform and build commitment and constituency for
the Official Plan at both a general philosophical level and also at the level of specific proposals for change by both the public and
private sectors.
This will diversify the expression of the Official Plan while at the same time confirming its over-arching principles. As this expression
diversifies and becomes better articulated, support for it will be strengthened at a political level, within the civic organization and
with citizens of Toronto. Through this work, the Division will be confirmed as a leader, integrator and enabler of urban change
across the entire city and in every part of the city.

A Divisional Agenda for Establishing and Nurturing Leadership

The legacy of the Divisions approach to and delivery of foundational plans, policies and development management, along with
the knowledge, skills and dedication of staff, uniquely position us to lead into the future. But, belief in that role will not be sustained
by past success and dedicated staff. It will require enduring leadership, starting at the core, which is within the Division itself, and
emanating out to City Council, across the Toronto Public Service, and to the public. It will require a dedication to capacity building
and organizational growth within the Division; consistent review and improvement of processes and decision-making; focused and
expanded communication to all key groups within and outside City Hall; and an unwavering approach to collaboration.
The following are key directions that will solidify and sustain our City Planning role:
1.

Deliver a Consistent Message About the Future of the city. The Official Plan is the Citys vision and practical guide to
Torontos future.

2.

Offer an Inspiring Message About the Future of the City Planning Division. The Strategic Plan, and specifically the Mission
Statement and Charter are the commitments about what kind of Division we want to be.

3.

Energize Within and Outside City Hall. There are a variety of innovative and engaging ways to connect with people inside
and outside City Hall. Stakeholders need to feel comfortable and valued through engagement, know they are being heard,
and understand how their input will be used and followed up.

4.

Build the Base for Proactive, Inspired and Confident Capacity. The base is comprised of layers, ranging from Council to staff
through to the public, with each requiring tailored approaches to building relationships and capacity.

5.

Be Bold. It takes strong conviction by all of us to act on the Vision, despite the challenges. Part of leadership is creating
aspirations that, even if they falter, will have focused peoples attention and got them moving in the same direction.

6.

Be Realistic. People do not buy into unrealistic goals. There has to be a bridge between words and action. Initiatives that
promote the Mission Statement must advance immediately.

35

S T R AT E G I C O B J E C T I V E S

Strategic Directions
and Actions
The Strategic Directions form the backbone of the Strategic Plans action framework. They are
designed to organize our future activities around a set of priorities, working towards the goal of
achieving the Vision, Mission and Charter of this Strategic Plan. At the outset, we must recognize
the magnitude of our responsibilities within the City of Toronto, set Divisional priorities and identify
ways to improve existing processes to more effectively achieve our Strategic Objectives. Achieving
this will require building on our professional expertise and passion for urbanism by enhancing our
capacity, improving communication and embedding collaboration within everything we do. As we
implement the Strategic Plan, we must measure our progress through clear metrics to identify our
successes and challenges. Each Strategic Direction is accompanied by a short summary analysis of
outcomes and insights derived from the consultation process. Following this summary are more
detailed key initiatives, supported by a series of Actions.

The Strategic Directions form the

backbone of the Strategic Plans
action framework.

KEY INITIATIVES

STRATEGIC
DIRECTIONS

37

SettingPriorities
andImproving
Processes

Enhancingand
Strengthening
theCapacity
oftheDivision

ST RAT E G I C D I RE CT I O N S & AC TI O NS

Clear,Consistent
andCompelling
Communication

PursuingDeep
Collaborations

Measuring
Success

Identicationand
ReportingonKey
Benchmarksand
Indicators
(Action4044)

WorkplanPriority
Settingand
ResourceAllocations

MatchingPriorities
withResponsibilities

Creatingand
Delivering
theMessage

Collaborating
Within
CityHall

(Action12)

(Action910)

(Action22)

(Action3537)

Managing
Motionsfrom
Council

DevelopingtheCity
PlanningDirectorsand
ManagementTeam

Communicatingwith
Council

Collaborating
Outside
CityHall

(Action3)

(Action1112)

(Action2324)

(Action3839)

Approachto
MajorProject
andPolicyReviews

StaffTraining,
Mentoringand
PerformanceReview

Communicating
WithintheCityPlanning
Division

(Action4)

(Action1316)

(Action2527)

Development
Review
Protocols

ImprovingIT
andAdministrative
Support

CommunicatingWith
OtherCityDivisions
andUnits

(Action56)

(Action1718)

(Action2829)

OMBSubmission
SupportandHearing
Preparation

StaffDeployment,
HiringandWork
Programming

(Action78)

(Action1920)

Communicatingwith
Residents,Businesses,
CommunityOrganizations
andOthers
(Action3034)

Succession
Planning
(Action21)

STRATEGIC DIRECTION #1

Setting Priorities
and Improving
Processes

Action1:
Action2:
Action3:
Action4:
Action5:
Action6:
Action7:
Action8:

DevelopanAnnualReporttoCouncil
SetPrioritiesandReportonProgress
EstablishaCouncilRequestProtocol
EstablishanInterDivisionalMajorProjectSteeringCommittee
EstablishanInterDivisionalDevelopmentManagementTeam
ActastheDevelopmentManagementTeamLeader
DevelopanOMBSupportTeam
DevelopanOMBPrecedentFile

Achieving the principles set out in the Toronto Official Plan requires us as a Division to think longterm, but also to be nimble enough to respond to a rapidly changing context. Currently, the staff
resources required to respond to a high volume of development applications, Council and Committee
directed motions and OMB hearings, creates significant work program pressures on the Division. A
number of Actions are recommended throughout this Strategic Plan to help create more opportunities
for a better balance of staff time by setting Divisional priorities and improving the efficiency of
planning processes.
Development Management
The surge in development activity within Toronto has necessitated the City Planning Division to
allocate a significant share of our staff resources to application review. While best practice suggests
that 50-60% of staff time be spent in this area, the share for the City of Toronto is estimated at about
80%. Actions related to improving the efficiency of the development application process would
enable more resources to be focused on strengthening the supporting policy context.
Council Motions
Council and Committee directed motions require the Division to continually reallocate limited staff
resources to emerging issues. Actions related to creating a Council Request Protocol would provide
clarity on existing Council requests that are underway, and provide predictable timeframes for
responding to new requests.
Ontario Municipal Board (OMB)
Although the vast majority of development applications are resolved without an OMB hearing, those
that are appealed usually require significant staff time and resources. Actions related to improving
the efficiency of how the Division responds to OMB hearings would reduce time requirements and
strengthen the Citys planning position on these matters.

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ST RAT E G I C D I RE CT I O N S & AC TI O NS

Workplan Priority Setting and Resource

Allocations
With finite resources it is essential that the Divisions policy priorities be highly
focused, checked and refreshed on a regular basis. Ongoing identification of
priorities must be undertaken and the results communicated internally, and with
other Divisions and City Council to keep expectations aligned and roles clarified.

ACTION 1 | DEVELOP AN ANNUAL REPORT TO COUNCIL

Overall City Planning Division priorities are set through Council policies
and decisions. To keep Council updated on implementation of those
priorities and the ability to manage new requests, an annual report to
Council (or delegated Committee) should be created to outline the
previous years accomplishments, the upcoming years workplan and the
projects that are pending subject to resources.

New Work
Program Requests*

ACTION 2 | SET PRIORITIES AND REPORT ON PROGRESS

Requests from Planning and Growth

Division priorities and resource allocations should be set at the annual

Division Workshop, followed by quarterly check-ins and updates at the
Directors meeting through to management and section meetings at
the District level.

Management Committee alone

* 3 year period

Motions

Managing Motions from Council

It is a normal practice of City Council and its Committees to request new work
program items or reports back from staff to address emerging issues. The Chief
Planner or delegate should acknowledge these requests and report back to
Council within a predictable timeframe with the issues and options for setting
the request as a workplan priority.

ACTION 3 | ESTABLISH A COUNCIL REQUEST PROTOCOL

A protocol for assessing and updating Council on the status of motions
directed to the Division should be established to quickly inform Council
on the resourcing and scheduling implications of adding new work
program items vis-a-vis other Council priorities.

2011

34

Total Number
of Program
Requests

16

Motions

2012

Motions

2013

(Jan - Sept)

Approach to Major Project and Policy

Reviews
The success of almost every major project or policy initiative is dependent upon
collaboration with other Divisions. This collaboration must be systematized and
implemented rigorously.

ACTION 4 | ESTABLISH AN INTER-DIVISIONAL MAJOR

PROJECT STEERING COMMITTEE
Clarify priorities, set directions, allocate resources and problem-solve
for major policy initiatives that cross Divisional boundaries by creating
a quarterly Inter-Divisional Major Project Steering Committee (rotating
Chair). This committee would include the Chief Planner and the senior
managers involved with significant projects or policy initiatives and
would be fully supported with agendas, notifications and minutes.

Development Review Protocols

An efficient, timely and transparent development review process is important
for Torontos growth, competitive edge and quality of life. Integration and
standardization for development review has received a significant emphasis
through Developing Toronto, formerly called the Development Application
Review Project (DARP), that works with staff and the development industry to
continuously improve the services related to development (planning approvals,
building permits, engineering review and inspection). A more systematized
approach to the assessment would increase the value of the process and reduce
the amount of time our staff spend on coordinating assessments and responses
within City Hall.

ACTION 5 | ESTABLISH AN INTER-DIVISIONAL

DEVELOPMENT MANAGEMENT TEAM
Expand the pilot of an integrated and co-located inter-Divisional
development management team for rapidly changing areas of the city,
such as transit precincts, to expedite cross-Divisional requirements as
well as to integrate emerging policy.

3,800+

Development

Applications

Average

per year

=100 Applications

Development

Application

Per

0.5 Hours1

16

Development

Applications

Average every

work day1

1 Calculated using the number of

working hours per year.

41

ST RAT E G I C D I RE CT I O N S & AC TI O NS

43

In 2012

ACTION 6 | ACT AS THE DEVELOPMENT MANAGEMENT

TEAM LEADER
Reaffirm with and communicate to partner Divisions and agencies the
role of Community Planning as the Team Leader in the application
review process, with responsibility to actively project manage proposals
and identify solutions where divisional comments conflict.

OMB Submission Support and Hearing

Preparation
Better hearing preparation and availability of precedents will help reduce the
amount of time preparing for OMB hearings.

3,878

Development
Applications

3,557
Accepted
Decisions

ACTION 7 | DEVELOP AN OMB SUPPORT TEAM

92%

Develop a specialized support team within the Division to assist staff

with the OMB submission and hearing preparation.

ACTION 8 | DEVELOP AN OMB PRECEDENT FILE

Create a repository of OMB precedent briefs, graphics and prior rulings
as a research tool.

ST RAT E G I C D I RE CT I O N S & AC TI O NS

based on

321

Appeals to
the OMB

of Outcomes of

Development

Applications

our recommendations

STRATEGIC DIRECTION #2

Enhancing and
Strengthening
the Capacity of
the Division

Action9:

Action10:

Action11:

Action12:

Action13:

Action14:

Action15:
Action16:
Action17:
Action18:
Action19:
Action20:
Action21:

EstablishanAnnualCityPlanningDivisionWorkshop
UndertakeAnnualWorkshopFollowUp
UndertakeRegularLeadershipReview&Assessment
UndertakeRegularWorkplanandResourcingFollowUp
TailorTrainingandDevelopmentPlansforallStaff
ImplementAnnualTrainingNeedsAssessmentsand
PerformanceReviews
CreateaMentoringProgram
EncouragetheSharingofBestPractices
DevelopanInformationTechnologyPlan
EstablishanAdministrativeSupportTaskForce
EstablishaVacanciesandRecruitmentPortfolio
UndertakeRegularStafngFollowUps
DevelopaSuccessionPlanningandSuccessionManagementPlan

Our Division is responsible for the planning of a very dynamic city that has been experiencing
tremendous growth. It exercises significant influence on the shape and form of the city and
consequently on the daily life of its citizens. There is much for us to be excited, motivated and
energized about, based upon both our past and present successes.
The Actions that follow throughout this section will enhance and strengthen the capacity of the City
Planning Division by building out from our successes. They outline steps that have the potential to:
Develop an organizational culture of good management practices, open and effective
ongoing communication and productive collaboration;
Provide opportunities for each staff member, as well as for the Division itself, to develop to
their full potential;
Increase the effectiveness of the Division - in particular in terms of our capacity to
productively respond to the Official Plans Vision and the City Planning Divisions Mission
Statement and Charter;
Support an environment in which work is both challenging and exciting;
Provide opportunities for staff to influence the way in which they relate to their work and
the Division itself; and
Strengthen our focus on human resources, including filling vacant positions, staff
deployment, work programming and succession planning.

45

ST RAT E G I C D I RE CT I O N S & AC TI O NS

Matching Priorities with Responsibilities

Empowerment, risk taking and a culture where learning is valued and rewarded should
become the key attributes of the City Planning Division. These attributes encourage
staff to grow and change and support them while they do so. They generate energy,
create a sense of shared ownership and result in a more efficient structure of shared
responsibility in the Division. They also form the basis of work planning, individual
objective setting and performance reviews. They should form part of the agenda of
management and staff meetings.

ACTION 9 | ESTABLISH AN ANNUAL CITY PLANNING DIVISION

WORKSHOP
Establish a two day annual Division Workshop chaired by the Chief Planner.
Day one will include all staff and will celebrate the years successes, discuss
progress on implementation of the Strategic Plan and discuss the Divisions
plans and priorities for the coming year. This is an opportunity for the
Chief Planner to hear directly from staff. Day two will include Directors and
Managers to discuss work-plan prioritization and resourcing.

ACTION 10 | UNDERTAKE ANNUAL WORKSHOP FOLLOW-UP

The outcomes of the Workshop should be followed up through the regular
management team meetings of Directors and Managers.

Developing the City Planning Directors and

Management Team
The culture of our Division must empower the Directors and Managers to share
responsibility and to take the initiative to lead the Division. They have to fully
understand they have the opportunity and responsibility to provide leadership in
matters of policy, organizational change, communication and collaboration. This
shared responsibility should become an ethos for the entire Division, thereby creating
the sense of ownership and energy that is needed for both the present and future.

47

ACTION 11 | UNDERTAKE REGULAR LEADERSHIP REVIEW &

ASSESSMENT
All Directors and Managers need to assess their leadership abilities as
part of their annual objective setting and performance reviews, along
with appropriate leadership and management training. Not every
person will have the same willingness or potential for different levels
of responsibility. New leadership assignments should be provided to
appropriate staff who have demonstrated leadership or the potential for
leadership.

ACTION 12 | UNDERTAKE REGULAR WORKPLAN AND

RESOURCING FOLLOW-UP
Structure part of the regular Directors and Managers meetings to
implement and respond to the outcomes of the annual Division
Workshop. This is an opportunity to refresh work planning and resource
allocations in light of new or changing policy or program directions.

ST RAT E G I C D I RE CT I O N S & AC TI O NS

Staff Training, Mentoring and

Performance Review
To build and enhance capacity, particularly in a Division as dynamic as ours, an
emphasis needs to be placed on career-long learning, mentoring and knowledge
building. This must be framed within a rigorous system of mutually agreed upon
training goals and progress assessments.

ACTION 13 | TAILOR TRAINING & DEVELOPMENT PLANS FOR

ALL STAFF
Working with Human Resources, dedicate a Talent Development
Consultant to carry out individual assessments that result in individual
training plans. These recommendations and plans should align with both
the Divisions current and future needs as well as the career aspirations of
the individual.

ACTION 14 | IMPLEMENT ANNUAL TRAINING NEEDS

ASSESSMENTS AND PERFORMANCE REVIEWS FOR ALL STAFF
There is tremendous value in each staff member undertaking an annual
training needs assessment, workplan objective setting and performance
reviews. The training needs assessment is followed up by a training plan
that is reviewed and refreshed regularly.

ACTION 15 | CREATE A MENTORING PROGRAM

Create a formal mentoring program where staff as part of their training
plan, have the opportunity to be mentored by more senior/experienced
staff. Mentorship is a personal development relationship in which a
more experienced or more knowledgeable person helps to guide a less
experienced person. However, true mentoring is more than just answering
occasional questions or providing ad hoc help. It is about an ongoing
relationship of learning, dialogue and challenge.

ACTION 16 | ENCOURAGE THE SHARING OF BEST PRACTICES

Provide regularly scheduled opportunities for staff to present updates on
their projects both from a best practices and informational perspective
- to other staff from within and outside the Division through brunch and
learn or similar type sessions.

49

ST RAT E G I C D I RE CT I O N S & AC TI O NS

51

Improving IT and Administrative Support

Professional staff are spending significant time conducting what are deemed to
be administrative and support tasks. Every effort should be made to introduce
appropriate Information Technology solutions on both an inter- and intraDivision level to streamline as many of these functions as possible. This would
result in efficiencies that would provide more time for planning-related activities.

ACTION 17 | DEVELOP AN INFORMATION TECHNOLOGY

PLAN
Establish a technological committee with representatives from across
the Division to assess Information Technology requirements and to
develop an Information Technology Plan for the City Planning Division.
This Information Technology Plan should be multi-year in nature and
iterative in achievable benefits.

ACTION 18 | ESTABLISH AN ADMINISTRATIVE SUPPORT

TASK FORCE
Establish an Administrative Support Task Force to identify and assess
the administrative support needs of the Division and to develop
recommendations on more efficient and effective ways to support those
needs (even on a temporary basis). This could include consolidation
of administrative support and/or the creation of new administrative
positions to address program needs. The Task Force must work closely
with the staff involved in the IT Plan.

ST RAT E G I C D I RE CT I O N S & AC TI O NS

Staff Deployment, Hiring and Work

Programming
The deployment of staff across the Division should align with the setting of
priorities at the annual Division Workshop. However, new or emerging priorities
from Council as well as ongoing natural turnover and change in the staff ranks will
require close attention to staff deployment, hiring and work programming.
City Planning benefits from talented and motivated staff with highly valuable skills
and experience, which often makes them attractive to other City divisions and
agencies as well as external employers. In addition, staff promotions within the
Division results in a cascading effect with respect to vacancies. Actively managing
vacancies by driving forward recruitment processes and competitions must be an
on-going priority.
Another priority in this area should be making improvements to the way we hire
and promote our staff. During the strategic planning process it became clear that
staff are frustrated with their treatment through the current hiring and promotion
practices. If City Planning is to keep its talented and motivated people, these
frustrations must be addressed.

ACTION 19 | ESTABLISH A VACANCIES AND RECRUITMENT

PORTFOLIO
Give the Talent Development Consultant the responsibility for a vacancies
and recruitment portfolio. Working with Human Resources, the Consultant
will identify barriers and opportunities to prioritize and fill positions,
as well as make improvements to the hiring and promotion practices,
particularly around communications with candidates. Regular updates
should be provided at the Directors meetings.

ACTION 20 | UNDERTAKE REGULAR STAFFING FOLLOW-UPS

In addition to the annual Division Workshop, add an on-going agenda
item to the Directors meetings to assess and strategize program
assignments and responsibilities. The Talent Development Consultant
should also undertake follow up with staff on job competitions and
provide updates to the Directors.

53

ST RAT E G I C D I RE CT I O N S & AC TI O NS

Succession Planning
Both succession planning and succession management are needed for effective
capacity building. Succession planning is a process for identifying and developing
internal people with the potential to fill key positions in the organization.
Succession management is a process of building a series of feeder groups up and
down the entire leadership structure.
By providing opportunities for staff to engage on projects that broaden their skills
and deepen their experiences we will strengthen each individuals abilities and
the pool of talent feeding into our leadership structure. We must also capitalize
on the breadth of experiences in the Division today. There is a significant and
powerful amount of institutional memory held by the senior staff. Every effort must
be made to avoid knowledge gaps and inefficiencies that materialize as new staff
have to initiate and learn anew the content and methods of policy making and
development management.

ACTION 21 | DEVELOP A SUCCESSION PLANNING AND

SUCCESSION MANAGEMENT PLAN
Designate a senior staff person to work with the Talent Development
Consultant to develop a formalized Succession Planning and Succession
Management Plan. The Plan would identify those staff with the skills and
abilities to potentially assume key positions in the future and to establish a
process to support information and knowledge transfer from retiring staff.

79%

OPPI/CIP

Ontario Professional Planners Institute/

Canadian Institute of Planners

Percentage Breakdown of Staff

with Professional Designations By Type

7% OALA/CSLA

Ontario Association of Landscape Architects/

Canadian Society of Landscape Architects

6% CAHP
5% ITE

Canadian Association of
Heritage Professionals

Institute of Transportation
Engineers

3% OAA

Ontario Association
of Architects

STRATEGIC DIRECTION #3

Clear, Consistent
and Compelling
Communication

Action22:
Action23:

Action24:
Action25:
Action26:
Action27:
Action28:

Action29:
Action30:
Action31:
Action32:
Action33:
Action34:

DevelopaCityPlanningPresentationToolkit
PresenttheStrategicPlantoThePlanningandGrowth
ManagementCommittee
DevelopanAnnualReportofTheCityPlanningDivision
GiveRegularStateoftheDivisionUpdates
OrganizeInformationSharingEvents

EstablishLearningPrograms

UndertakeJointProjectsandPolicyinSupportofthe

OfcialPlan
IdentifyPlanningLeads
TaketheOfcialPlantotheCommunity
DevelopClearMessagingfortheCityPlanningDivision
DevelopInformalPlanningDivisionOutreachPrograms
DevelopaPublicInvolvementResourcePage
ContinueChiefPlannerRoundtables

This Strategic Plan lays a course of action that will enable the City Planning Division to more
effectively implement the Toronto Official Plan. However, although the Official Plan has provided
a clearly articulated Vision for the City of Toronto for more than a decade, the knowledge and
integration of that Vision is not widespread.
As such, a key part of successful implementation of the Strategic Plan, and thereby of the Official
Plans Vision, is based on effective communication - clear, consistent and compelling communication.
The communications activities recommended below aim to support greater awareness of the City
Planning Division, its goals and its role in city building by providing strategic direction regarding the
role of communications in implementing the Strategic Plan; providing a basis for the development of
a more detailed communications action plan (including the identification of audiences, key message
development and various tactics); and providing immediate ideas and actions that can begin the
implementation of the Strategic Plan.

55

ST RAT E G I C D I RE CT I O N S & AC TI O NS

Creating and Delivering the Message

A key attribute of effective communication is the development of compelling,
consistent messages messages that are powerful and memorable. During
the strategic planning process, the desire for a tagline for City Planning was
identified as a potentially powerful way to communicate the essence of the
division and its initiatives. The adoption of Planning a Great City, TOgether as
the Divisions new identifier is a direct outcome of this, and one of the Quick Hits
of the Strategic Plan. The tagline is meant to capture the essence of our Vision,
Mission and Charter - what we do.

ACTION 22 | DEVELOP A CITY PLANNING PRESENTATION

TOOLKIT
Develop a communication toolkit for use over at least the next
two years. The toolkit should identify key audiences and messages
and provide stock materials tailored for each group. These must be
graphically innovative and at a minimum should include:
Presentation materials (script, PowerPoint, etc.) on the Official Plan
and the Divisions role in fulfilling the Official Plans Vision (aimed at
audiences inside the Division, within other Divisions, Council and the
public);
A series of easy to understand key diagrams that help explain the
main concepts of the Official Plan;
Presentation materials on the Strategic Plan and Charter (aimed at
audiences inside the Division, within other Divisions and Council);
and
A short video featuring the Chief Planner delivering the same
material as the above noted presentations (aimed at all audiences
with an emphasis on the public). This can be made available online
in its entirety and segments used as part of presentations.

PLANNING A GREAT CITY

TOGETHER

Communicating with Council

Launching our first Strategic Plan provides an opportunity to engage with
Council in a fresh and forward looking manner. This is an opportunity to discuss
and energize both the substantive priorities of the Official Plan as well as our new
Mission Statement.

ACTION 23 | PRESENT THE STRATEGIC PLAN TO THE

PLANNING AND GROWTH MANAGEMENT COMMITTEE
Using the tools noted above, present the Strategic Plan to the Planning
and Growth Management Committee. The presentation should
highlight key actions and next steps that will improve the Divisions
effectiveness.

ACTION 24 | DEVELOP A MOTIONS REPORT

An annual report from the Chief Planner to the Planning and Growth
Management Committee, along with the frequent reports back
on individual work requests, will keep Councillors apprised of the
Divisions current and future priorities and workloads, as well as resource
implications.

Communicating Within the City Planning

Division
One area of work identified through the Strategic Plan process was the need
for further improvement in communications within the Division - the need for
regular, responsive and consistent communication to support organizational
development, best practices and the desired city building outcomes. This
ranges from inter-District information sharing, to District and Unit Meetings to
Managers and Directors meetings.

ACTION 25 | GIVE REGULAR STATE-OF-THE-DIVISION

UPDATES
On a semi-annual basis there should be a State of the Division update
in each District that is led by designated staff. The purpose of these

57

ST RAT E G I C D I RE CT I O N S & AC TI O NS

meetings is to provide a meaningful time to assess divisional progress

and discuss the quarter ahead. The results of these meetings should
be forwarded to the Chief Planners Office and incorporated into the
next years Division Workshop. This feedback is also one additional
opportunity for staff to provide candid opinions to the Chief Planner,
Directors and Managers. Consideration should be given to providing
the opportunity for the staff from other Divisions to participate in these
update sessions. Tools such as staff surveys and e-updates should be
utilized.

ACTION 26 | ORGANIZE INFORMATION SHARING EVENTS

Implement regular information sharing events for staff (inter- and intraDivisional) with an emphasis on sharing development management
and policy initiatives, as well as specific project information. As the
technology to do so is readily available, these could also become
podcasts. These events become ways to highlight and celebrate
staff achievements and allow for recognition by managers and peers.
Consideration should be given to extending invitations for City
Planning Brunch and Learn series to other Divisions.

ACTION 27 | ESTABLISH LEARNING PROGRAMS

Institute learning programs through staff orientation and professional
development to generate a broader familiarity with the Official Plan and
other planning issues and trends. This should form a basic part of the
annual objective setting for staff.

Communicating With Other City Divisions

and Units
From the processing of development applications to the creation of effective,
comprehensive policy, the success of the City Planning Division and its initiatives
is heavily dependent on the participation and cooperation of other City Divisions
and agencies.
We readily acknowledge that the City Planning Division does not bear full
responsibility for the implementation of the Official Plan, but this is not

59

necessarily the perception of staff in other Divisions. It is essential that we

re-commit ourselves to building strong, reliable and mutually respectful
relationships with staff in the other Divisions with whom we regularly work.
Organizations do not relate to organizations. People within them relate to one
another. There is a need to develop trusting and productive relationships at a
personal level as they form the foundation for the work the Divisions share. This
relationship building must start at the Chief Planner and equivalent level and
then move on through the various levels of the Divisions.
The adoption of the Strategic Plan presents an opportunity to reach out to the
other Divisions, which welcome such partnerships as demonstrated through their
active participation in the Strategic Plan workshops.

ACTION 28 | UNDERTAKE JOINT PROJECTS AND POLICY IN

SUPPORT OF THE OFFICIAL PLAN
Through regular inter-Divisional meetings, communication and ongoing
relationships, identify opportunities with other Divisions to partner on
project reviews and develop new joint policy that supports the Official
Plan and other city building objectives. This includes identifying and
resolving areas of policy overlap such as transportation and housing.
This should be an ongoing item at the regular Directors meeting.

ACTION 29 | IDENTIFY PLANNING LEADS

There are already several productive inter-Divisional relationships
in place that provide a basis for regular, responsive and consistent
communication to support organizational development, best practices,
and the desired city building outcomes. However, these relationships
are not consistent. It is recommended that the Chief Planner designate
specific senior staff to engage with other Divisions in a liaison or lead
role. The goal of this interaction both casual and formal is to
establish and nurture the relationships needed for efficient and effective
work between the Divisions.

ST RAT E G I C D I RE CT I O N S & AC TI O NS

61

Communicating with Residents,

Businesses, Community Organizations
and Others
The work we do as a Division is for the citizens of the City of Toronto. There
is no greater voice than that of citizens, especially with the emerging power
and influence of social media. Division staff are already in the community
hundreds of nights each year to discuss and receive feedback on development
applications and area programs. These are key opportunities to share and
show the connection to the Official Plan and its directions for the city. These
are also powerful opportunities to build and energize a broad base of public
support for the City Planning Division. The new Coordinator for Stakeholder
Engagement and Special Projects position should be responsible for
coordinating the following:

ACTION 30 | TAKE THE OFFICIAL PLAN TO THE

COMMUNITY:
Make the Official Plan the foundation of community meetings as
often as possible. Additional information-sharing opportunities
should be undertaken to provide platforms for raising the awareness
about the Official Plan and its link to the local community interest.
Over time the Official Plan subsequently becomes the construct
within which the community is able to discuss and analyze city
building issues and proposals.

ACTION 31 | DEVELOP CLEAR MESSAGING FOR THE CITY

PLANNING DIVISION
Consistently use the tools from the communications toolkit to
provide clear messaging for the City Planning Division at public
meetings by making the Divisions role in city building known in
a consistent and straightforward manner. For example, start all
presentations with the Official Plan Vision.

ST RAT E G I C D I RE CT I O N S & AC TI O NS

ACTION 32 | DEVELOP INFORMAL PLANNING DIVISION

OUTREACH PROGRAMS
Identify opportunities for communicating the Official Plan and
the role of the City Planning Division in the community as part of
ongoing work planning in the Districts. The aim of this should be
a more informal engagement with City Planning staff, ideally not
tied to a particular policy initiative or application. This could include
District office open houses (My Community Planner Afternoons),
school outreach programs or Holding Public Office initiatives that
put planners in public spaces (through the creation of a virtual
office at community events).

ACTION 33 | DEVELOP A PUBLIC INVOLVEMENT

RESOURCE PAGE
Develop a public involvement resource page that staff and the
public can use when undertaking public engagement activities,
referencing best practices while vesting activities within the
requirements of the planning legislation.

ACTION 34 | CONTINUE CHIEF PLANNER ROUNDTABLES

Continue the Chief Planner Roundtable series with key outside
interests to understand issues and to provide updates on substantive
projects from the Division. Outcomes can be communicated to
promote two-way engagement and provide an opportunity to
promote key messages from the City Planning Division.

38,934

Total Twitter
Interactions
between

Sept 2012 to Sept 2013

#feelingcongested
#cproundtable
@TOTower_Renewal

#PiPs
@CityPlanTO
@TorontoCivicEngagement

63

ST RAT E G I C D I RE CT I O N S & AC TI O NS

STRATEGIC DIRECTION #4

Pursing Deep
Collaborations

Action35:
Action36:
Action37:
Action38:
Action39:

UtilizePlanningLeadstoSupportCollaborationandIntegration
CreateProtocolsforMajorProjectCollaboration
SupportMoreFormalizedProgramBasedCollaboration
DevelopNewPublicEngagementStrategies
DevelopCommunityandExternalPartnershipStrategies

Collaboration, which requires the effective exchange of thoughts and information, is inherently
different than communication. Collaboration is a process where individuals or organizations work
together to realize mutually beneficial goals by sharing knowledge, learning and building consensus
on shared objectives. Collaboration requires leadership.
Common perceptions from within and outside City Hall are that City Planning, while the steward of
the Official Plan, needs to become more effective in collaborating with those who share responsibility
for implementing the Official Plan. That responsibility rests with a broad spectrum of City Divisions,
other government agencies, and the various groups and individuals that make up Torontos public
and private interests.

Collaborating Within City Hall

While City Planning is the lead Division in the implementation of the Official
Plan, the multi-dimensional nature of this task makes incorporating input
and feedback from those throughout the Toronto Public Service essential.
For example, the interdependencies between City Planning, Transportation
Services, Engineering and Construction Services, Toronto Building, Economic
Development & Culture, and Parks, Forestry & Recreation represent a significant
future opportunity, but a current challenge. Differing timelines and competing
areas of interest all contribute, at various times and degrees, to challenges in
coordinating and collaborating with other Divisional staff. Given the multi
faceted and broad challenges that the City of Toronto faces, it will be vital
for City Planning to move toward more, and more effective, inter-Divisional
collaboration and partnerships on a range of issues, from development
application review to major policy initiatives.

65

ST RAT E G I C D I RE CT I O N S & AC TI O NS

67

ACTION 35 | UTILIZE PLANNING LEADS TO SUPPORT

COLLABORATION AND INTEGRATION
Require planning leads to engage on an ongoing basis with other City
Divisions and agencies. These roles should be planned as part of the
annual work plan and objective setting exercises for these staff.

ACTION 36 | CREATE PROTOCOLS FOR MAJOR PROJECT

COLLABORATION
Identify and establish a protocol for a multi-Divisional approach to
major project management and implementation. This could include,
but would likely not be limited to the following:
Joint project definition and milestone review meetings;
Policy creation or policy problem solving sessions;
Jointly-hosted public meetings;
Collective responses to Council requests; and/or
Establishment of dedicated and co-located project groups.

ACTION 37 | SUPPORT MORE FORMALIZED PROGRAM

BASED COLLABORATION
Ongoing interaction between Divisions through more routine activities
and various programs is another key opportunity for collaboration.
Currently, policy development and development review activities
rely largely on paper distribution and/or notification to engage other
Divisions. Efforts should be made to establish protocols for early and
efficient interaction within various processes. For example crossDivisional representation at the pre-application stage or initial review
of significant development proposals would allow for the transfer
of knowledge among key contacts for the file, the identification
of key issues or work streams that could impact the proposal and
opportunities for identifying efficiencies on a go forward basis.

ST RAT E G I C D I RE CT I O N S & AC TI O NS

17,544
Number of Community Consultation

attendees in 2012

Collaborating Outside City Hall

To fully implement the Official Plan, it is vital for the City Planning Division and
its leadership to recognize and engage other interests outside City Hall. Whether
they are from the development, design, academic or NGO communities, there
exists a significant supply of human and intellectual capital in Toronto engaged in
thinking about how the city can be improved and re-imagined. This energy should
be harnessed to support the Official Plan Vision, to enable coalition building,
and to build awareness and areas of agreement with opinion leaders so that
they will communicate the City Planning Divisions messaging to their respective
memberships and communities of interest.
The Division has a long history of this type of engagement and collaboration,
though largely on a less standardized basis. Going forward the aim must be to forge
new, formal and ongoing collaborations with key external stakeholder groups. The
new Coordinator for Stakeholder Engagement and Special Projects position should
be responsible for advancing the following actions:

In 2012

295 Community
Consultations
more than one

every weekday

17,544
Number of Community Consultation

attendees in 2012

1 Calculated using the number of

work days per year.

ACTION 38 | DEVELOP NEW PUBLIC ENGAGEMENT

STRATEGIES
Create District level public engagement strategies as part of annual
divisional work planning to identify contacts related to major policy or
project initiatives as well as for ongoing contact with key interests. This
would be in addition to the existing processes for public engagement
associated with the review of development applications.

ACTION 39 | DEVELOP COMMUNITY AND EXTERNAL

PARTNERSHIP STRATEGIES
Create partnership strategies to:
Better engage with agencies and institutions that are active in their
communities and share a common public interest platform, including
schools, community centres, health care agencies, libraries and various
NGOs; and
Identify and pursue partnerships with private and for-profit companies,
universities and organizations to explore joint problem solving, best
practice research and demonstration projects.

1 Calculated using the number of

work days per year.

69

Builders

Professional
Associations

Interest
Groups

Consultants

NGOs
Think Tanks

EXTERNAL
ORGANIZATIONS

Standing
Committees

Task
Forces

Community
Councils

Agencies
Commissions &
Boards

DEVELOPMENT
APPLICANTS

Working
Groups

COUNCIL

Community
Organizations

Councillors

MEDIA

CITY PLANNING

Workers

BUSINESSES
BIAs
Entrepreneurs

Toronto
Community
Housing

Utilities

TTC

Universities/Colleges
Schools
Students

Academics

Residents
Associations

RESIDENTS

Tenants
Ratepayers

City Divisions

Toronto
Parking
Health Care Authority
Agencies

School
Boards

PROPERTY
OWNERS

LOCAL PUBLIC
SECTOR

INSTITUTIONS

Libraries

ST RAT E G I C D I RE CT I O N S & AC TI O NS

Designers
Architects
Technical
Experts

Lawyers

Community
Groups

OTHER LEVELS OF
GOVERNMENT
MPPs, MPs

Conservation
Authority METROLINX

Ministries

Agencies
Commissions &
Boards

OMB

STRATEGIC DIRECTION #5

Measuring
Success

Action40:
Action41:
Action42:
Action43:
Action44:

IdentifyandTrackaSetofOfcialPlanImplementationIndicators
IdentifyandTrackaSetofDivisionalDevelopmentIndicators
CreateandImplementaMonitoringPlan
CreateaStrategicPlanImplementationTeam
ContinueQuickHits

One of the initial steps towards enabling an agenda of change is being able to measure progress
toward stated goals. Feedback from this strategic planning process as well as the outcomes of
previous studies indicate a number of perceptions about the current state of the City Planning
Division and the outcomes of its work. What is missing are clear measurables that can highlight how
and in what areas the Division is meeting or failing to meet its goals.

Identification and Reporting on Key

Benchmarks and Indicators
Success is measured by collecting evidence on what works and what does not
and using that information to make adjustments and decisions that bring an
organization closer to achieving its goals.
The Division should begin a process of identifying and consistently assessing key
performance indicators that can assist in identifying progress in meeting both
planning and Divisional outcomes.

ACTION 40 | IDENTIFY AND TRACK A SET OF OFFICIAL PLAN

IMPLEMENTATION INDICATORS

The Chief Planner and Directors should identify a concise list of Official

Plan implementation indicators to assist in benchmarking how well key

aspects of the Official Plan policies and vision are being implemented.

ACTION 41 | IDENTIFY AND TRACK A SET OF DIVISIONAL

DEVELOPMENT INDICATORS

The Chief Planner and Directors should identify a set of Divisional

development indicators to assist in measuring key organizational

outcomes related to the strategic goals of the Division.

71

ST RAT E G I C D I RE CT I O N S & AC TI O NS

ACTION 42 | CREATE AND IMPLEMENT A MONITORING PLAN

Develop a monitoring plan, information gathering schedule and a
progress report as part of the Divisional Annual Report.

ACTION 43 | CREATE A STRATEGIC PLAN IMPLEMENTATION

TEAM
Create a Strategic Plan Implementation Team reporting to the Chief
Planner with responsibility for coordinating implementation and oversight
of the monitoring plan and related deliverables.

ACTION 44 | CONTINUE QUICK HITS

The beginning of the Strategic Planning process generated four very

well received Quick Hits: Technological Advancement, Planners in Public

Spaces (PiPS), Studio Space and our new Divisional Identifier. The

Strategic Plan Implementation Team should, in conjunction with the

annual Division Workshop, coordinate, refresh and add to the Quick

Hits list to ensure that immediate actions are continually generated and

followed up throughout the year.

Technological Advancement

From Twitter to QR Codes, technology is changing the way we plan. Our

Technological Advancement Working Group is already exploring new

ways to disseminate information, interact with stakeholders and facilitate

analysis.

Planners in Public Spaces (PiPS)

As one of our first initiatives, the City Planning Division launched pop-up

information booths in public spaces and events across the city. PiPS gave

residents the opportunity to engage with planners and learn about the

important work City Planning does, while telling planners about the issues

that are important to them.

Studio Space

The way we work influences our creativity, capacity and performance.

As part of the Quick Hits, we are transforming existing spaces to studio

space through minor interventions that promote collaborative team-based

approaches to planning through a flexible working environment.

PLANNING A GREAT CITY

TOGETHER

Actions: Chief Planners Office

Implementing the Actions outlined in this Plan will require a collaborative effort within our Division. The following charts are
meant to illustrate where the main responsibility for each Action falls. Where this responsibility is shared, the Action appears
more than once.

Action1

DevelopanAnnual
ReporttoCouncil

Action9

EstablishanAnnual
CityPlanning
DivisionWorkshop

Action19

Establisha

Vacanciesand

Recruitment

Portfolio

Action24
Developa
Motions
Report

Action2
SetPriorities
andReport
onProgress

Action13

TailorTraining&
DevelopmentPlans
forAllStaff

Action20

UndertakeRegular
StafngFollowUps

Action25

GiveRegular
StateoftheDivision
Updates

Action3

Action4

EstablishaCouncil

RequestProtocol

EstablishanInter

DivisionalMajor

Project

SteeringCommittee

IMMEDIATELY

IMMEDIATELY

Action14

Action15

ImplementAnnual
TrainingNeeds
Assessmentsand
PerformanceReviews

Createa
MentoringProgram

Action21

Action22

DevelopaSuccession

Planningand

Sucession

ManagementPlan

Action30

Takethe
OfcialPlanto
theCommunity

Action5

EstablishanInter
DivisionalDevelop
mentManagement
Team

Action16

Encouragethe
SharingofBest
Practices

Action23

Developa
CityPlanning
PresentationToolkit

PresenttheStrategic
PlantoPlanningand
GrowthManagement
Committee

Y1,Q3

Y1,Q3

Action31

DevelopClear
Messagingfor
theCity
PlanningDivision

Action32

Develop Informal

PlanningDivision

OutreachPrograms

73

Action33

DevelopaPublic

Involvement

ResourcePage

Action34
Continue
ChiefPlanner
Roundtables

FALL
OVERA1YRPERIOD,Y3

Action42

Createand
Implementa
MonitoringPlan

Action39

Develop

Communityand

ExternalPartnership

Strategies

Action40

Identify&TrackaSet
ofOfcialPlan
Implementation
Indicators

ST RAT E G I C D I RE CT I O N S & AC TI O NS

Action41

Identify&TrackaSet
ofDivisional
Development
Indicators

OVERA1YRPERIOD,Y3

Action43

CreateaStrategic
PlanImplementation
Team

Action44
Continue
QuickHits

ImplementationTiming
QUARTERLY
SEMIANNUALLY
ANNUALLY
ONGOING
LENGTH/START
MONTH(M),QUARTER(Q),YEAR(Y)

Actions: Management
Implementing the Actions outlined in this Plan will require a collaborative effort within our Division. The following charts are
meant to illustrate where the main responsibility for each Action falls. Where this responsibility is shared, the Action appears
more than once.

Action2
SetPriorities
andReport
onProgress

Action4

EstablishanInter
DivisionalMajor
Project
SteeringCommittee

Action5

Action10

Action11

EstablishanInter
DivisionalDevelop
mentManagement
Team

UndertakeAnnual
WorkshopFollowUps

UndertakeRegular
LeadershipReview&
Assessment

Action15

Action16

Action17

IMMEDIATELY

Action12

UndertakeRegular
Workplanand
ResourcingFollowup

Action14

ImplementAnnual
TrainingNeeds
Assessmentsand
PerformanceReviews

Createa
MentoringProgram

Encouragethe
SharingofBest
Practices

Developan

Information

TechnologyPlan

OVERA1YRPERIOD,Y1

Action18

Establishan

Administrative

SupportTaskForce

Action20

Action25

Action26

Action27

UndertakeRegular
StafngFollowUps

GiveRegular
StateoftheDivision
Updates

Organize
InformationSharing
Events

EstablishLearning
Programs

Action29

Action30

Action31

Action34

OVERA6MPERIOD,Y1

Action28

UndertakeJoint
ProjectsandPolicyin
Supportofthe
OfcialPlan

Identify
PlanningLeads

Takethe
OfcialPlanto
theCommunity

DevelopClear
Messagingfor
theCity
PlanningDivision

Continue
ChiefPlanner
Roundtables

75

Action35

UtilizePlanning

LeadstoSupport

Collaborationand

Integration

Action36

CreateProtocolsfor

MajorProject

Collaboration

Action37

SupportMore

Formalized

ProgramBased

Collaboration

Y2,Q1

Action41

Identify&TrackaSet
ofDivisional
Development
Indicators

Action43

CreateaStrategic
PlanImplementation
Team

Action38

DevelopNew

PublicEngagement

Strategies

ST RAT E G I C D I RE CT I O N S & AC TI O NS

Action40

Identify&TrackaSet
ofOfcialPlan
Implementation
Indicators

OVERA1YRPERIOD,Y2

Action44
Continue
QuickHits

ImplementationTiming
QUARTERLY
SEMIANNUALLY
ANNUALLY
ONGOING
LENGTH/START
MONTH(M),QUARTER(Q),YEAR(Y)

Actions: Planning Team

Implementing the Actions outlined in this Plan will require a collaborative effort within our Division. The following charts are
meant to illustrate where the main responsibility for each Action falls. Where this responsibility is shared, the Action appears
more than once.

Action6

ActastheDevelop
mentManagement
TeamLeader

Action7

DevelopanOMB
SupportTeam

Action8

DevelopanOMB

PrecedentFile

Action10

Action14

UndertakeAnnual
Workshop
FollowUps

ImplementAnnual
TrainingNeeds
Assessmentsand
PerformanceReviews

Action26

Action30

OVERA6MPERIOD,Y2

Action16

Encouragethe
SharingofBest
Practices

Action17

Developan

Information

TechnologyPlan

OVERA1YRPERIOD,Y1

Action31

DevelopClear
Messagingfor
theCity
PlanningDivision

Action32

Develop Informal

PlanningDivision

OutreachPrograms

Action18

EstablishAn

Administrative

SupportTaskForce

Organize
InformationSharing
Events

OVERA6MPERIOD,Y1

Action33

DevelopaPublic

Involvement

ResourcePage

Action34
Continue
ChiefPlanner
Roundtables

FALL
OVERA1YRPERIOD,Y3

Action37

SupportMore

Formalized

ProgramBased

Collaboration

Action38

DevelopNew

PublicEngagement

Strategies

Takethe
OfcialPlanto
theCommunity

Action43

CreateaStrategic
PlanImplementation
Team

Action36

CreateProtocolsfor

MajorProject

Collaboration

Y2,Q1

Action44
Continue
QuickHits

ImplementationTiming
QUARTERLY
SEMIANNUALLY
ANNUALLY

OVERA1YRPERIOD,Y2
ONGOING
LENGTH/START
MONTH(M),QUARTER(Q),YEAR(Y)

77

ST RAT E G I C D I RE CT I O N S & AC TI O NS

Acknowledgements
The Strategic Plan process was led by the consulting team of AECOM in conjunction with Beasley & Associates, and input from Kirk & Co.
Their work with the City Planning staff and stakeholders helped gather insight, reveal opportunities and identify paths forward. Special
thanks to City Plannings Graphics & Visualization design team for the design of the document and the identifier. Most of all, thank you
to City Planning staff and colleagues from across the Toronto Public Service for their contributions to the process. We had many excellent
discussions, and your fingerprints are all over this Strategic Plan and its Actions.

@CityPlanTO
www.toronto.ca/planning

City Planning