Greater Toronto's Top Employers (2025) Magazine - Flipbook - Page 112
112
( 2025 )
SPONSOR CONTENT
MPAC knows employees are the heart of the organization
D
uring more than
30 years with the
Municipal Property
Assessment
Corporation
(MPAC), Carmelo Lipsi has
seen many changes within the
organization. He says the most
significant has been the greater
focus on employee well-being.
“We recognize that our employees really are the heart of our
organization. We have become forward-thinking, with importance
placed on putting our people
first,” says Lipsi, vice-president
and chief operating officer. “We’re
always seeking opportunities to
elevate the employee experience
and improve their work-life
balance.”
At MPAC, which determines the
assessed value for all properties
across Ontario, this can mean
wellness programs that include
regular webinars on topics such
as mindful strategies for work-life
balance, how to fit exercise into
your busy life, and support for
caregivers. The organization
also offers hybrid work options
and flexible work schedules. For
example, some employees take
every Monday off or every second
Friday.
“We’ve heard from employees
that having that day is an extreme
benefit,” Lipsi says. “They may run
errands or participate in programs
at their child’s school, or be able
to provide caregiving for their
parents. It gives them flexibility
to do the things that matter to
them. And if these things are
important to our employees, it is
important to us to ensure we can
support them.”
Adriana Kim, property valuation
specialist, appreciates MPAC’s
focus on employee learning and
development. This includes offering temporary assignments and
curated learning and development
programs and defining career
advancement pathways for each
employee. MPAC is launching a
mentorship program in 2025.
The organization also covers
tuition for the required courses
for employees pursuing professional designations and educates
employees on these options.
Speakers from four accreditation
bodies have visited MPAC to
discuss requirements and outline
the process.
“I think it means a lot when
the company wants you to grow
individually and professionally,”
Photo goes here
MPAC prepares a select group of employees for future leadership roles through its valuation and customer
relations succession planning program.
says Kim, who has earned two
designations. “It shows that the
company values people and that
they’re committed to helping you
grow within the organization.”
Kim is also part of MPAC’s
Valuation and Customer Relations
Succession Planning Program,
which is preparing a select group
of employees for future valuation
and customer relations manager
roles.
“With many managers coming
up for retirement in the next five
years, the program aims to ensure
that we are building a diverse
pipeline of future leaders, while
also reinforcing the importance
of ongoing professional growth,”
Lipsi says.
“I think it means a lot when
the company wants you
to grow individually and
professionally. It shows that
the company values people
and that they’re committed
to helping you grow within
the organization.”
— Adriana Kim
Property Valuation Analyst
The 12-to-18-month program
involves four phases, beginning
with a self-assessment. Phase
two is about reflection, where
an employee identifies their
development needs based on that
self-assessment. In phase three,
the employee creates an individual
development plan of what steps
they will take to close any skills or
