2003/04 -- 2005/06 Service Plan -- Ministry of Management Services

Summary of Related Planning Processes — Continued

(Human Resource Management Plan)
Goal	Objective	Strategy
Ensuring effective human resource governance and policy frameworks to support our people and enable them to achieve public service goals	People feel valued in their jobs and by the organization	Mechanism(s) to be piloted for one year for employees to identify/express relevant issues
Implementing human resource standards and practices to promote a service and results-oriented workforce	Ministry, division and branch plans that are consistent and aligned Performance targets are consistently met	Employee Performance and Development Planning (EPDP) to be completed by all management staff Employees are provided the resources and training to achieve their performance targets
Creating a supportive work environment that recognizes people’s contribution and efforts	A healthy, happy workforce/organization People want to work for the Ministry	Identify ways to match people’s skills to the job and give interested and qualified employees opportunities to increase their skills through initiatives such as “generic jobs” “growth series,” “bridging positions”, “competency based staffing, “succession planning” and “employee development training”
Fostering learning, development, innovation and growth throughout the organization	Retention of knowledge base/intellectual capital within Ministry of Management Services	Develop succession plans for key people/positions using strategies such as transition planning, job shadowing, leadership training and tracking progress

Performance Measure	Base 2002/03	Target
Performance Measure	Base 2002/03	2003/04	2004/05	2005/06
Percentage of management with completed Employee Performance and Development Plans	10%	100%	100%	100%
Undertake annual employee survey to determine status of organizational health and effectiveness.	—	Establish Baseline	Exceed Baseline	Exceed Baseline