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1. 01 Executive summary 03
2. 02 Context and objectives 04
3. 03 Proposed approach 05
4. 04 Scope & deliverables 06
5. 05 Timeline 07
6. 06 Mandate team 08
7. 07 Terms and conditions 09
8. 08 Why us 10
9. 09 Investment and next steps 11
10. 10 Ready to move forward? 12

Plastiformes Beauce is growing fast, and every departure is costly: this mandate delivers a measurable retention strategy grounded in the reality of your production floor.

• Data-driven diagnosis An engagement survey, targeted interviews and a review of your HR indicators to surface the real causes of turnover — not the symptoms.
• A prioritized action plan A costed, sequenced 12-month roadmap your management committee can approve at the presentation.
• Support through to results Twelve weeks alongside your managers to implement the practices and measure progress, without weighing down operations.

With 140 employees and an order book up 22%, your challenge is no longer hiring — it’s keeping them. A 28% turnover rate in production strains delivery times and exhausts your team leads.

• Reduce production turnover Bring turnover below 15% within 12 months by acting on the irritants identified in the diagnosis.
• Equip your team leads Give your eight team leads concrete practices for recognition, feedback and onboarding new hires.
• Structure the employee experience Build a clear journey from onboarding to skills development, aligned with your collective agreement.

A four-step approach, transparent and paced, where each step validates the next — you stay in control of the mandate from start to finish.

• Scoping We align expectations, schedule and access in week one, with your HR committee as the anchor.
• Delivery Survey, interviews and document review run in parallel, with 30-minute weekly check-ins.
• Recommendation Findings and the retention strategy presented to your leadership, with costed scenarios and expected gains.
• Follow-through Twelve weeks of implementation support: Team-lead coaching, adjustments and a progress dashboard.

Three complementary service blocks, from diagnosis to implementation — each delivers a concrete, immediately usable result.

• Organizational diagnosis and engagement survey A bilingual survey of all 140 employees, 12 targeted interviews, turnover analysis and a prioritized findings report.
• Retention strategy and 12-month action plan A costed roadmap: total compensation, recognition, schedules, onboarding journey and tracking indicators.
• Implementation support — 12 weeks Team-lead coaching, rollout of priority practices and a monthly retention dashboard.

A ten-week mandate from kickoff to plan delivery — then twelve weeks of support to turn recommendations into results.

1. Step 01 Week 1 Kickoff Kickoff meeting with leadership and the HR committee: objectives, schedule and internal communication of the mandate.
2. Step 02 Weeks 2-3 Data collection Engagement survey deployed on the floor and in the office; one-on-one interviews with key employees and team leads.
3. Step 03 Weeks 4-6 Analysis Survey data, interviews and your HR indicators cross-analyzed; high-impact levers identified.
4. Step 04 Weeks 7-8 Presentation Diagnosis and retention strategy delivered to the management committee, with a prioritized, costed action plan.
5. Step 05 Weeks 9-10 Transition Implementation planning: owners, deadlines, indicators — and the start of the 12-week support phase.

Two senior advisors who know the manufacturing sector — and who will be on the floor, not just in the reports.

• Mandate lead Catherine Vaillancourt CRHA — Senior Partner Twenty years in organizational development with manufacturing SMEs. Catherine has led more than 60 retention and workplace-climate mandates across Quebec.
• Advisor — diagnosis and data Amélie Tremblay CRHA — Senior Consultant A specialist in engagement surveys and HR analytics, Amélie turns field data into action plans managers actually adopt.

1. 01 Offer validity This proposal remains valid for thirty (30) days from its issue date. Beyond that, terms and rates may be revised.
2. 02 Payment terms Fees are payable net 30 days from invoicing. Expenses are added to fees and billed with supporting documents.
3. 03 Exclusions Any service not described in the scope is covered by a separate agreement. Scope changes are costed before execution.
4. 04 Confidentiality Each party keeps shared information confidential for twenty-four (24) months after the end of the collaboration.
5. 05 Intellectual property Deliverables become the client’s property upon full payment. Pre-existing methodologies and know-how remain their author’s.
6. 06 Limitation of liability The provider’s total liability is limited to the fees actually received for the contested service, excluding indirect damages.
7. 07 Termination Either party may end the mandate with fourteen (14) days’ written notice. Work performed remains billable.
8. 08 Governing law The mandate is governed by the laws of Quebec and falls under the exclusive jurisdiction of the courts of the judicial district of Québec.

For twelve years, Vaillancourt RH conseil has guided Quebec’s manufacturing SMEs through their people challenges: 200+ mandates delivered, a team of eight CRHA advisors, and one conviction — retention is won on the floor, not in policies.