Summary of Related Planning Processes — Continued

Human Resource Management Plan

The Human Resource Management Plan (HRMP) is developed with a 3+ year implementation horizon. Therefore, when reviewing the plan please note the following implementation schedule:

Phase I implementation has commenced due to earlier initiatives or will commence by Fiscal year 2002/03 (March 31, 2003)

Phase II implementation will commence by end of fiscal year 2003/04 (March 31, 2004)

Phase III implementation will commence by end of fiscal year 2004/05 (March 31, 2005) and beyond

The HRMP will be reviewed and updated regularly and will tie into the government and ministry vision, service and business planning initiatives.

The HRMP embraces the Six Strategic Goals for the Public Service necessary to achieve the Public Service vision stated as “To achieve excellence in public service.”

1. Proactive and Visionary Leadership
2. Performance Focused Workforce
3. Flexible and Motivating Work Environment
4. Learning and Innovative Organization
5. Effective People Strategy
6. Progressive Employee-Employer Relations

Goal	Objectives and Strategies	Lead	Phase	Performance Measure/Target
Proactive and Visionary Leadership	• Allocate funds and resources to participate in leadership development initiatives (govt wide)	Executive	Phase I	8 staff identified to attend Phase II December 9/10
	• Executive Retreat in Fall 2002 to update service plan, encourage team building.	DM	Phase I
	• Develop a program where ministry leaders are identified and plans for development are written/followed	Executive Sr. Mgrs HRB	Phase II
	• Ensure all managers are provided with orientation to and promote the government vision	Executive Sr. Mgrs	Phase I	Material distributed by DM Office
	• Review and prioritize Ministry Draft HR Plan objectives and strategies by:	Executive Sponsors	Phase I	Ongoing
	• Executive/Ministry Renewal sponsors participating in staff sessions to promote renewal initiatives and Six Goals and prioritize strategies; set performance measures/targets • Finalize HR Plan and implementation plans in place	To be identified following consultation with staff	Phase II	Workforce Adjustment initiatives and New Era project resulted in delays in field consultations on HR Planning projects
Performance Focused Workforce	Performance Management
	• Identify key positions and Recruitment and Retention Strategies	HRB with Branch/Commission leads	Phase I	Workers’ compensation system positions identified & competency docs in place; ESB review of existing competency based hiring practices completed
	• Participate in corporate core competency initiatives		Phase I	MS Division staff; incorporated government wide competency dictionary in recruitment of VC positions
	• Develop ministry specific core competencies on a priority basis		Phase I and ongoing	Workers’ compensation system VC positions completed
	• Performance Planning and Management for Executive, Sr. Mgrs, Staff – tie in to service plans, feedback tools etc.		Phase I	Performance plan and review process in progress with direct reports to DM
Flexible and Motivating Work Environment	• Develop enhanced recognition tools and programs	DM Office	Phase I and ongoing	# of recognition (formal and informal) ceremonies increased
	• Review telework, job share, secondment & flexible work hour practices	Branch Directors/ Executive with HRB	Phase II	workforce adjustment initiatives to be completed
	• Redesign work teams (forums) to include all levels of staff involved in a function to encourage and support innovation and creativity
	• Identify performance incentives		Phase II
	• Review policies and devolve authorities wherever possible	DMO with MSDivision	Phase II	PSA and FAA Act delegation authorities identified and matrix prepared
	• Implement management broad banding	PSERC	Withdrawn
	• Develop and promote on organization productivity/wellness program that values employees and encourages work/home balance	DMO & HRB	Phase II	Post workforce adjustment initiatives being developed Ministry participated in Flu Shot 2002 program Attendance management programs in place to encourage employee awareness and support managers to create a work environment that recognizes employee attendance
Learning and Innovative Organization	• Promote awareness of ministry vision and budget allocations/process; ministry service plans and expectations and develop/communicate and tie into Branch plans	Executive Sponsor; Sr. Managers	Phase I	DMO distributed information and ministry website updates
	• Prepare training needs assessment and training and development plans for staff	Branch Directors/ HRB	Phase I and ongoing	PSLF access and utilization by SDL increased in 02/03
	• Work with other ministries/central agency to develop (or contribute to the development of) interactive computer systems to enable employees to self identify career paths, training needs and related learning opportunities	PSERC	Phase II
	• Create a culture and work environment where employees take responsibility for managing their careers, training and growth opportunities	Branch Directors, ADMs. HRB	Phase II	Workforce stability initiatives/change management training in progress
	• Develop partnerships with public sector, including other levels of government to encourage secondments/learning opportunities	Executive	Public sector Phase I	# of secondments in progress increased (participants include those from FIComm, WCB, ICBC, BC Ferries and Attorney General)
	• Develop partnership with industry and private sector employers to facilitate learning opportunities/job exchanges for staff		Private sector, Phase II
Effective People Strategy	• Promote the corporate hr plan	Executive Sponsor/ Renewal Sponsors	Phase I	DMO distributed information and links on ministry internet
	• Develop and publish ministry hr plan	Executive Sponsor/ Renewal Sponsors	Phase I	As above
	• Integrate ministry/branch HR plans		Phase II	Once workforce adjustment completed and stability created in existing workforce, branch HR plans will be formalized.
	• Develop a communication plan and implementation Renewal Sponsors/teams to promote the hr plan	Executive Sponsor	Phase I
	• Identify and communicate services that will no longer be provided by the ministry and ensure staff understand their new role and expectations of sr mgmt on the implementation of the ministry service plan	Executive and Branch Directors	Phase I and ongoing	Legislative changes during calendar year 2002 resulted in considerable change; communication plans in place for internal and external communication
	• Survey staff and identify potential organizational productivity and hr issues	MSD ADM	Phase I	Completed
	• Develop and implement a performance measurement framework	Executive	Phase I and ongoing	Key ministry staff attended performance measurement courses
Progressive Employee/ Employer Relations	• Provide training to all included and excluded supervisors on collective agreement and terms and conditions for excluded employees to ensure consistent applications	Executive & HRB	Phase I and ongoing	# of employees (spvsrs & mgrs) attended ELS courses throughout the province
	• Promote appropriate dispute resolution methods	Executive & HRB	Phase I and ongoing	Employee satisfaction/ productivity

 

Adjunct Initiative

Workforce Adjustment

• Manage workforce adjustment activities

Executive, HRB, Managers

Phase I

113 FTE reduction to be completed by March 31/03

 

Supporting Initiatives

HR Organization

• Review and design HR Organization and processes

Executive, Managers, HRB

Phase I

Ongoing initiatives due to downsizing and legislative changes