A Strategic Plan for the Great Lakes Commission

Administration program
Our goal: To enhance the Commission's leadership role in regional coordination, policy development and advocacy through efficient, cost-effective and responsive service to its members and the larger Great Lakes-St. Lawrence community.

Objective #1 of 4
A strategic approach to maintaining and enhancing the organization’s regional leadership role.

• Develop, adopt, implement and periodically update a strategic plan consisting of vision and mission statements, goals, objectives and strategic actions.


• Establish internal and external evaluation procedures to measure organizational performance and progress and make necessary adjustments.


• Prepare and regularly update a detailed work plan to guide program and project-specific staff activity.

Objective #2 of 4
An organizational infrastructure that promotes the active involvement of member states, Associate Member provinces, Observer agencies and other Great Lakes-St. Lawrence partners in Commission programs and projects.

• Encourage strong representation from every member jurisdiction in all Commission functions.


• Develop the full potential of the Associate Member program by exploring and pursuing opportunities for state/provincial cooperation and collaboration.


• Establish and support regional task forces, advisory/steering committees and other groups, as needed, to secure input from a diverse array of interests in the Great Lakes-St. Lawrence community.


• Develop the full potential of the Observer program by exploring and pursuing opportunities for member/Observer cooperation and collaboration.


• Enhance the binational focus of the Commission by exploring and pursuing opportunities to support the efforts of other public agencies with a systemwide focus.

Objective #3 of 4
A long-term, reliable funding base to provide the organizational growth and stability required to meet current and emerging priorities.

• Establish member dues at a level commensurate with organizational priorities and needs.


• Seek federal legislative authorization and line item funding for relevant programs and projects.


• Achieve long-term, reliable funding from multiple sources including member dues; federal, state, and provincial grants and appropriations; foundation grants; private sector grants and contracts; donations; and meeting/publication receipts.


• Develop and maintain an anticipatory function to ensure Commission leadership in addressing "cutting edge" issues.


• Capitalize and manage an endowment that provides a flexible source of funds to address Commission priorities.


• Design and implement an investment strategy that maximizes interest income with minimal risk to principal.


• Maintain flexibility in budgeting and staffing arrangements to accommodate fluctuations in financial status without compromising member services.


• Incorporate program development and fund-raising responsibilities into all relevant staff assignments.


• Identify and pursue program development opportunities, including collaborative ventures with like-minded organizations, based on the Commission's mandate and >priorities.

Objective #4 of 4
A staff of competent professionals with the skills required to address the Commission's mandate and all associated program and project requirements, based on the Commission's mandate and priorities.

• Pursue a team-oriented approach to all programs and projects to bring a diversity of relevant backgrounds and expertise to bear on priority issues.


• Assign staff responsibilities to ensure an appropriate balance between baseline coordination, policy development, advocacy and other project-specific activities.


• Establish and maintain creative staffing arrangements (e.g., fellowships, internships, interagency agreements) that provide benefits to both the Commission and the larger Great Lakes-St. Lawrence community.


• Maintain updated Commission-approved personnel policies that clarify employee roles, responsibilities and working arrangements.


• Promote staff retention through a competitive compensation and benefits program, opportunities for promotion and training, and challenging responsibilities that respond to both organizational goals and employee interests.