2004/05 - 2006/07 Service Plan -- Ministry of Provincial Revenue

Goals, Objectives, Strategies, and Results — Continued

Goal 5: Highly skilled, motivated and innovative employees.

As an organization committed to on-going excellence the Ministry relies on the strength, skills and commitment of its staff. The Ministry will be nurturing a learning environment, through staff development focused on key competencies and succession planning.

Core Business Area:: Tax Administration and Collection; Debt Administration and Collection and Home Owner Grant; Executive and Support Services

Objective 1:: Foster a work environment that encourages motivated and creative employees.

The Ministry's success in fostering a work environment that encourages motivated and creative employees is measured each year through a combination of analysis of Employee Development and Learning Plans and the annual Ministry of Provincial Revenue Employee Survey. The Ministry intends to maintain already high levels of skills, knowledge and morale.

The Ministry has consolidated its human resources measures under this objective to improve the measurement balance and to take advantage of data from the Ministry's annual employee survey. The Ministry will improve the overall skill level of staff through identification of individual training needs to meet work and career needs. The Ministry is tracking employee's success in achieving training through Employee Development and Learning Plans and through an annual employee survey.

Performance Measures	2003/04 Target	2004/05 Target	2005/06 Target	2006/07 Target
Percentage of employee with Employee Development and Learning Plans.¹	New measure	85%	90%	95%
Maintain the training and development baseline from the 2003/04 Employee Survey.	New measure	73%	73%	73%
Maintain the baseline from the 2003/04 Employee Survey for Employee Morale.	New measure	78%	78%	78%


¹	Targets lower than 100% reflect normal employee turn-over and advancement. It is expected that all employees will have EDLPs in place following completion of their 6 month probationary period.

These measures provide employees with information concerning executive support of their participation in EDLPs. The first measure is derived from the Ministry-specific EDLP system, and remaining measures are derived from the annual Ministry employee survey with results compared to previous surveys.

Strategies:: 1. Ensure all employees have an opportunity for skill improvement and career advancement.; 2. Build a common understanding of Ministry roles, purpose and vision.; 3. Encourage an innovative and creative workplace that supports change.