Why this chart exists
The City’s 2026 Annual Organizational Work Plan with appendices is a substantial document of approximately 543 pages. Organizational information is spread throughout the report across departments, services, projects and responsibilities.
Owen Sound Police Services publishes its organizational chart separately under the Police Services Board. Bringing these public pieces together gives residents one visual reference for City administration, elected governance and police governance.
This page makes the current public record easier to examine, compare and clarify.
What the chart combines
The current per-seat chart combines:
- City departments, functions and positions transcribed from the City’s 2026 Annual Organizational Work Plan with appendices;
- the separate December 2025 Owen Sound Police Services organizational chart;
- 2025 Ontario public-sector salary-disclosure records matched to charted City roles where a reasonable match exists; and
- published 2026 compensation for the Mayor, Deputy Mayor and Councillors: $62,360.48, $32,217.12 and $28,015.00 respectively.
The Police Services Board relationship is shown as a governance connection. The Mayor’s voting relationship with the Board appears alongside the City’s ordinary administrative structure, while police reporting remains separate from the City Manager reporting structure.
Current organization charts
The overview chart shows documented departments and reporting layers. The full chart contains 273 charted nodes. Some nodes represent individual positions, while others represent departments, units, teams or groups where the source records provide a grouping rather than an individual seat count.
The full chart preserves the supplied SVG artwork and text. It includes individual positions where staffing counts are available, along with source-record groupings and the separate Police Services branch.
Text summary for mobile and screen-reader users. The chart places the City Manager at the top of the City administrative structure, with governing officials shown in a separate governing-level connection. City departments shown in the overview include Corporate Services, Community Services, Public Works and Engineering, Fire and Emergency Services, and Strategic Initiatives, Communications and External Relations.
The Police Services branch appears under its separate Police Services Board, with the Mayor shown as a Board voting member. The full chart includes individual positions where the source provides staffing counts. It also includes department, unit and team labels where the source shows a group without individual staffing detail. Police examples include Auxiliary Officers, Part-Time Officers, MHCRT, CORE and BCWA.
Evidence lab
Explore the chart
0 of 4 investigations completed
Use the chart as a starting point for investigating how City services are arranged. The MNP Service Delivery Review adds dated observations and recommendations from 2023. Choose an answer, then open the linked source to follow the evidence yourself.
1Trace a serviceStart with a department and ask what the chart can show.
Find Public Works and Engineering in the chart. Which question can the public organization record help you investigate?
Source answer: The chart shows departments, roles, reporting relationships and source-record groupings. Workload, cost, vacancies and service results require additional records.
Follow the evidence: Current charts · 2026 Annual Organizational Work Plan
2Spot the service-delivery clueCompare the Public Works and Community Services branches.
MNP reported a perceived siloed approach to service delivery, with possible duplication particularly between Public Works and Community Services. What is the useful next investigation?
Source answer: Compare the current chart with duties, workflows, handoffs and results. MNP reported a stakeholder perception from its 2023 review; the report does not establish that a department is unnecessary.
Follow the evidence: MNP current-state observations, PDF page 9 · Service valuation data
3Check what MNP actually proposedMatch a recommendation to the right function.
Which change is directly documented in MNP’s organizational recommendations?
Source answer: MNP recommended investigating fleet centralization in Public Works, customer-service centralization in Community Services, and selected management-team changes. It discussed finance-related manager consolidation within Corporate Services. The report does not recommend moving the entire Manager of Corporate Services function to Public Works.
Follow the evidence: MNP organizational recommendations, PDF pages 19–20 · Corporate Services records
4Read a service score carefullyUse the review as a question prompt, not a verdict.
The review lists Roads Maintenance and Winter Control at 6.67 in its overview and 6.75 in its detailed calculation. What is the careful conclusion?
Source answer: The review’s service-value score is a composite measure, not a direct resident vote or a complete performance audit. The local data page preserves both Roads Maintenance and Winter Control values and the reported survey bands.
Follow the evidence: MNP service valuation table · MNP overview, PDF page 70
The chart gives you a map. The review gives you dated questions to investigate. Current duties, workload, costs and service results require current records.
How to read the salary colours
Matched salary labels represent rounded salary paid in the 2025 Ontario public-sector salary disclosure. The continuous colour scale runs from purple and violet at the highest disclosed amounts through blue, green, yellow, orange and red at lower amounts:
- Purple/violet: approximately $191,000–$224,784
- Blue: approximately $157,000–$190,999
- Green: approximately $112,000–$156,999
- Yellow: approximately $78,000–$111,999
- Orange: approximately $44,000–$77,999
- Red: approximately $28,015–$43,999
White represents an unknown, mixed, aggregated or otherwise unreliable individual match. Labels represent salary paid under the disclosure rules. Complete base salary, benefits, pension and employer-cost information require separate records.
For example:
- Kate Allan, Director Corporate Services: $164,781.27
- Suzanne Bell-Matheson, Director of Corporate Services: $115,015.92
- Bradey Carbert, Manager of Corporate Services: $113,528.18
The source identifies separate records, so the chart keeps each record separate and reports each amount individually.
Anomalies in the public records
A few entries in the chart look unusual because the source documents were published at different times, for different purposes and at different levels of detail. The chart combines:
- the City’s 2026 Annual Organizational Work Plan;
- the December 2025 Owen Sound Police Services organizational chart;
- the 2025 Ontario public-sector salary disclosure; and
- published 2026 elected compensation.
These sources are not one synchronized position register. Their dates, job titles, naming conventions and level of detail differ.
Two Directors of Corporate Services
The 2025 Ontario salary disclosure contains two separate records with nearly identical titles:
- Kate Allan, “Director Corporate Services”: $164,781.27
- Suzanne Bell-Matheson, “Director of Corporate Services”: $115,015.92
Bradey Carbert also appears separately as Manager of Corporate Services at $113,528.18.
The chart keeps these records separate because the salary disclosure lists separate people and separate records. The difference in wording may reflect separate positions, a title change, an acting or transitional assignment, or a naming difference between records. The salary disclosure alone cannot show how those records fit into the current reporting structure.
The City’s current position register and reporting chart would be needed to explain whether these were simultaneous positions, sequential assignments or different responsibilities.
Police groupings
The police section contains several group or unit labels rather than individual staffing entries. Examples include:
- Uniform Patrol, described as including part-time and auxiliary officers;
- Part-Time Officers, with staffing not disclosed;
- Auxiliary Officers, with staffing not disclosed;
- Mental Health Crisis Response Team, or MHCRT;
- Community Oriented Response and Enforcement, or CORE; and
- Bail Compliance and Warrant Apprehension, or BCWA.
These entries come from the December 2025 Owen Sound Police Services organizational chart. That source shows units, assignments or functions, while the available material does not provide the number of people in each group, the individual positions within each group or whether members are counted elsewhere in the chart.
The chart therefore preserves the group labels instead of inventing individual seats. The missing detail comes from the level of detail in the police source itself. The Police Services Board and Owen Sound Police Services would need to provide the current staffing establishment and reporting details to expand these groups accurately.
Other reasons entries may look unusual
The chart can also show differences caused by:
- a City organization source from 2026 being combined with salary records from 2025;
- job titles appearing with slightly different wording in different documents;
- salary disclosure records showing salary paid rather than a complete position-cost record;
- some source records providing a number of positions while others provide only a unit or group name; and
- public records showing a role or salary without identifying its current vacancy, occupant or reporting line.
These are source-record differences. They should be explained and verified through current records before drawing conclusions about the organization.
What the chart shows
The chart provides a visual baseline for examining:
- current City departments and service areas;
- reporting relationships;
- management layers;
- repeated or separately counted positions;
- the separate Police Services Board structure;
- available salary-disclosure matches; and
- areas where the public record needs clarification.
What the City would need to provide to complete the chart
To turn this public reconstruction into a complete current organization chart, the City would need to provide a current position register with one row for every approved City position, including:
- position number, job title, department, unit and current reporting line;
- current occupant, vacant status, acting status, temporary status and employment type;
- full-time-equivalent count and scheduled hours;
- base salary, salary band, benefits, pension contributions and complete employer cost; and
- the duties, service responsibility and number of direct reports connected to each position.
The City would also need to identify changes between the 2026 organizational work plan and the current position register, including positions that were created, renamed, transferred, combined, vacant or discontinued.
For Police Services, the Police Services Board or Owen Sound Police Services would need to provide:
- the current approved staffing establishment;
- the number of full-time, part-time, auxiliary, civilian and sworn members;
- the number of people assigned to Auxiliary, Mental Health Crisis Response, CORE, BCWA, Criminal Investigations, Uniform Patrol and other named units;
- each unit’s supervisor and reporting line;
- whether a unit is a permanent department, a team, an assignment, a program or a functional label; and
- whether members of a named group are already counted under another police category.
The City and Police Services Board would also need to publish the date of each chart and register so residents can tell which information is current.
Until those records are available, the chart shows the organization and groupings described in the public documents. It also shows exactly where the public record needs more detail.
Sources and how the chart was built
We built the chart by transcribing the public organization documents, expanding repeated positions where the documents provide counts, matching salary records by employer and job title where possible, and preserving group labels where the source does not provide individual staffing details. Unknown or unmatched information remains clearly identified rather than being guessed.
- Salary paid remains separate from base salary, benefits and total employer cost.
- Unmatched, mixed and undisclosed values remain white.
- Police Services Board governance remains separate from City administration.
Published sources
- City of Owen Sound, 2026 Annual Organizational Work Plan with appendices
- Owen Sound Police Services, December 2025 organizational chart
- Ontario 2025 public-sector salary disclosure
- Owen Sound 2023 Service Delivery Review
- HelpOS current-organization methodology notes
- HelpOS current organization seat register
- HelpOS filtered 2025 salary-disclosure records
- HelpOS published 2026 elected compensation
The chart should be updated when the underlying public records change.