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2003/04 – 2005/06 SERVICE
PLAN
Public Service Employee Relations Commission |
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Summary of Related Planning Processes
Information Resource Management Plan
The Commission’s IT/IM strategic priorities
are identified in the Information Resource Management Plan (IRMP).
The IRMP identifies system initiatives to meet business goals, objectives
and strategies laid out in this Service Plan. Please note that these
Commission system initiatives are in the assessment phase and subject
to funding approval.
The Commission is reviewing a number of
projects aimed at leveraging of its investment in the PeopleSoft
Human Resource Management System (HRMS). The Commission will take
on a client role as the PeopleSoft application is now operated under
Payroll Shared Services. PeopleSoft projects will be scoped and
implemented by a long-term development partner.
The Commission is looking to standardize
and streamline business practices and implement technology allowing
it to offer services “better, faster and cheaper.” Using these business
drivers, the Commission’s overall IT/IM strategies are aimed at:
- Increasing system integration and eliminate
duplicate information stored amongst many external legacy systems
- Standardizing IT architecture, maintenance
and support requirements, reducing total cost of ownership and
retiring “legacy” applications
- Automating manual and paper-based notification
processes to enhance and improve the workflow among relevant parties
- Addressing corporate business needs by making
use of licenses PeopleSoft functionality not currently implemented
- Reducing the duplicate efforts for transactional
tasks by enabling employees and line managers with Self Service
functionality
Drilling down to specific business functions
addressed in the Service Plan, the following IT/IM system strategies
have been developed:
| Business
Function |
System Strategies |
| Employee Learning |
The Commission is assessing
system options aimed at streamlining the training and enrollment
process by providing employees with the web-based functionality
to search course catalogues, request training and have that
training approved through workflow. In the longer-term, this
system may be linked to a comprehensive learning management
system that includes e-learning and content management capabilities |
| Compensation & Classification |
The Commission is assessing
system options aimed at enhancing government’s ability to analyze,
report and make decisions within the classification process
as well as enhance the ability to design compensation programs.
The Commission is enhancing our E-Classification application
to match new competency profiles and job demands. The Commission
is also assessing web-based applications aimed at providing
managers with the functionality to automatically create real-time
organization charts |
| Recruitment & Selection |
The Commission’s new web-based
workflow management tool will standardize and streamline the
end-to-end staffing process across government. The Commission
is now assessing system options aimed at automating the staffing
process and consolidating all data in one repository. The Commission
is also assessing employee and manager self-service functionality
that will provide applicants and employees the ability to search
and apply for positions online and allow managers to take ownership
over the end-to-end hiring process |
| Performance Management |
The Commission is assessing
system options to centralize performance review information
and implement a standardized framework for assessing performance
and defining career goals that are tied to competencies and
proficiency levels. The strategy will also look at automatic
links with employee learning tools, succession planning and
360 feedback |
| Employee Programs |
The Commission is assessing
third party solutions for web-based Workers Compensation Board
reporting and solutions to automate claims management |
| Benefits Administration |
The Commission is assessing
system options aimed at reducing the time taken by employees
and clerks processing the paperwork for benefits choices, dependents
and beneficiaries information (employee self-service). The strategy
is also looking to automate the process of benefits enrollment,
eligibility checks, printing of enrollment forms and termination
of benefits |
| Human Resource Data Management
& Corporate Reporting |
The Commission is assessing
system options aimed at consolidating all current and historical
data from government HR systems into a corporate warehouse and
providing government with the ability to run reports and analytics
on the standardized workforce data to aid in decision making |
PSERC Human Resource Management Plan
Overview and Highlights
The Commission has developed a Human Resource
Management Plan (HRMP) to support the achievement of the Commission’s
goals. This plan reflects the government and Commission vision,
service and business planning initiatives and the six goals set
out in the Corporate Human Resource Plan: 1) proactive and visionary
leadership; 2) performance focused workforce; 3) flexible and motivating
work environment; learning and innovative organization; 5) effective
people strategy; and 6) progressive employee-employer relations.
Some highlights of the Commission’s plans for
human resource management include:
- the establishment of a Change Team to manage
the transition of HR staff from ministries into the HR organization;
- the development and implementation of a strategic
communications plan;
- the implementation of change management sessions
for all HR staff in the province;
- the engagement of HR staff on project activities;
- the development of a portfolio framework and
assessment process for staff to be considered for new roles in
the HR organization;
- the development of a set of competency profiles
for use in the development of new staff.
[A copy of the Commission’s HRMP can be viewed
at the Commission’s website: www.pserc.gov.bc.ca]
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