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2003/04 – 2005/06 SERVICE
PLAN
Office of the Premier |
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Human Resource Management Plan
In meeting the government’s strategic priorities, the Office of
the Premier will draw upon the skills, abilities, commitment and
teamwork of the staff who work in the office. Our employees, their
expertise and their knowledge are the fundamental and most valuable
assets we possess to meet future challenges, and to secure our Service
Plan goals, objectives and performance standards.
Accordingly, our Human Resource Management Plan has the following
goals at its core:
- Ensuring that the organization has the structure, staff resources,
performance plans and succession plans to achieve its present
and future performance commitments.
- Acquiring, developing, retaining and sharing critically important
knowledge and skills.
- Providing a motivating and rewarding work environment where
effective communication allows for, and fosters, the achievement
of individual and group goals and objectives.
| Goal |
Objectives |
Strategies |
Performance Measures/
Outcomes |
| Organization Planning
A skilled and competent workforce
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To attract and retain high-calibre
employees
To ensure smooth succession and fulfil long-term planning
requirements
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Recruit qualified people with
appropriate specialties and skills
Provide developmental opportunities and recognize employee
contributions
Develop a succession plan to address potential knowledge
loss
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Detailed human resource management
plans for reporting entities to be completed
Organizational plans in place
Competency-based staffing framework in place
All staff recruitment will be competency based
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| Performance Management
Clear expectations and goals for every employee
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Clearly define the goals of
the Office of the Premier to all staff
Ensure every employee develops personal objectives to support
these goals
Ensure staff have a strong sense of participation in, and
responsibility for, the performance of the office
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Performance management policy
and goals in place
Conduct performance management planning based on clear, competency-based
performance planning framework
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Employees have annual performance
plans linked to service plan goals
Employees’ performance reviewed once per year
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| Employee Learning
Skilled, capable, learning employees
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Ensure that employees have,
or can acquire, the knowledge, technical skills and other competencies
they need to undertake their current position and enable them
to advance their careers in the public service |
Identify cross training or
enhanced skill development requirements
Allocate funding for staff training and development
Each employee has a development plan approved by the employee’s
supervisor
Training and development will be integrated with performance
management
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Employee development plans
completed in time for budget cycles
Provide “Leadership in New Era” training
Staff supported and involved in educational, training and
developmental opportunities
Highly skilled employees performing job duties
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| Public Service Renewal
Renewed public service
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Ensure that employees are flexible,
resilient, motivated and competent, and that they exercise initiative |
Support and contribute to the
public service renewal initiative of the Public Service Employee
Relations Commission (PSERC) |
Employees who are competent,
innovative and motivated
Employees who exercise initiative and operate independently
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| Consolidated Human Resource
Service Delivery System
Renewed delivery model for Human Resource Services
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Ensure a smooth transition
to a new, consolidated delivery model for human resource services |
Support PSERC in the transition
to a more centralized model of human resource delivery |
Effective liaison and coordination
with new government structure |
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