| Goal
1: Workforce Adjustment — To quickly transition
the workforce from today’s business practices to the business
practices of tomorrow |
| Objectives |
Strategies |
| Objective 1.1 —
Ministries are provided with effective change management services
and programs to assist them in achieving workforce adjustment
and redesign of their organizations |
Review and implement workforce
adjustment guidelines and policies.
Manage and provide guidance and support to ministries on
the workforce adjustment process, including the administration
of voluntary exit programs, the placement of surplus workers,
wherever possible and as required, and the involuntary lay-off
of employees surplus to the government’s requirements.
Provide services and advice to executive and ministries
to support the re-profiling of existing organizations and
the implementation of new government organizations.
|
| Goal
2: Public Service Renewal — To rebuild and sustain
a professional public service capable of providing quality
services which meet the needs of British Columbians |
| Objectives
|
Strategies |
| Objective 2.1 —
Effective HR governance and policy frameworks are in place |
Develop and maintain a corporate
HR plan.
Undertake ongoing program evaluation of HR programs and
systems and develop and implement a performance management
framework for the Commission.
Develop and implement an HR information strategy to ensure
access to information to inform HR managers and enhance
decision-making capacity.
|
| Objective 2.2 —
The public service has visionary and proactive leadership |
Establish a Leadership Centre
that concentrates on building a corporate resource of executives
and leaders who have the knowledge, support and services they
need to implement the business and renewal agendas of government.
Keep the leadership resource vibrant through recruitment,
development and succession planning.
|
| Objective 2.3 —
HR standards and practices support a performance-focused workforce |
Implement a simplified, flexible
and timely recruitment and staffing process that is results
based and “merit-driven”.
Establish “core competencies” for all managers and supervisors.
Develop and implement an integrated employee performance
management system that enables ongoing learning and development
and succession management.
|
| Objective 2.4 —
The public service has a flexible and motivating work environment |
Review and simplify current
job evaluation and compensation processes.
Develop a long-term strategic approach to compensation.
|
| Objective 2.5 —
The public service is a learning and innovative organization |
Implement the government
Corporate Learning Strategy.
Continually improve corporate and ministry HR practices
in support of government business goals.
|
| Objective 2.6 —
Progressive employee-employer relations practices are in place
throughout the public service |
Utilize and continue to improve
alternative dispute resolution methods, including identifying
new methods in consultation with employee groups.
Continue to identify new methods of consultation with employee
groups.
|
| Goal
3: HR Organization and Practices — To ensure
that the HR organization for the BC government public service
is efficiently and effectively organized, staffed and supported |
| Objectives
|
Strategies |
| Objective 3.1 —
An effective accountability framework for the management
of HR in the public service is in place |
Establish a clear accountability
framework for HR management in the public service.
Ensure that all programs and services offered by the Commission
support the government’s strategic plan or Corporate HR
Plan.
|
| Objective 3.2 —
The HR organization is responsive and effective and delivers
quality HR programs and services to Ministry clients |
Build and sustain a HR organization
with the appropriate people, tools and systems to deliver
high quality, effective programs and services to clients.
Ensure that managers are supported by preferred practices
that integrate legislation, policy, practices and collective
agreement provisions.
Administer collective agreements in an efficient and consistent
manner to protect the interests of ministries.
Be well prepared to successfully renegotiate expired agreements
with employee groups and negotiate within fiscal mandate
while maintaining management flexibility and competitive
total compensation
|
| Objective 3.3 —
Delivery of HR programs and services is streamlined and efficient |
The HR organization is structured
to deliver services and programs in the most efficient and
cost effective way
Finish review of all HR legislation, policies, procedures
and other regulatory requirements.
Benchmark all HR programs and services to ensure value
and cost efficiency.
Review structure of pension and benefits funding model
and administration of funds.
|
