Appendix 3. Summary of Related Planning Processes

Human Resource Management Plan

The 2004/05 – 2006/07 Ministry Human Resource Management Plan (HRMP) highlights how the Ministry of Public Safety and Solicitor General will continue to work towards developing excellence within the Public Service. It reflects the ministry's ongoing view that people are our most valued asset. In addition, it forms an important linkage with the government's commitment to accountability.

The ministry HRMP has been developed within the framework provided by government's Corporate Human Resource Plan (CHRP) and continues the ministry's commitment to the six goals of Public Service Renewal:⁷

• Effective people strategy;
• Learning and innovative organization;
• Proactive and visionary leadership;
• Flexible and motivating work environment;
• Performance focused workplace; and,
• Progressive employer-employee relations.

The 2004/05 – 2006/07 HRMP builds on the initiatives commenced under last year's plan. A number of key ministry-wide initiatives have been developed over the past year to support each of the six renewal goals. These include:

• Supporting the management of change;
• Performance development;
• Succession planning;
• Employee safety in the workplace;
• Management development; and,
• Learning and Leading Strategy.

These initiatives will continue to be moved forward, strengthened and developed as the ministry advances towards its people management objectives. In addition to continuing to build on these successes, the ministry will focus on developing new initiatives in 2004/05, such as:

1. Strategic Human Resource Planning — Each branch is unique in its business needs. To best align these needs with the management of its people, each branch is encouraged to develop their own human resource strategies to fit their distinct business circumstances.

2. Leadership — Effective, quality leadership is the ultimate enabler of Public Service Renewal, therefore the ministry will continue to work toward developing leadership at all levels of the organization. This includes the continued participation in various leadership initiatives being sponsored by the Deputy Minister.

3. Occupational Safety and Health (OSH) — The safety and well-being of our staff is critical to the ministry; therefore the current OSH program will be both strengthened and expanded as part of our overall human resource strategy.

4. Employee Performance Development Plans (EPDPs) — In order to better become a learning organization, the ministry will continue to focus on the development of EPDPs that are future oriented, encourage individual and organizational learning, development and performance, and align individual employee performance with the goals and objectives of the ministry. The ministry is committed to have all employees complete EPDPs in consultation with their supervisor by the end of the fiscal 2004/05 year.

Information Resource Management Plan

Strategic Direction

The ministry will continue to plan and implement strategic technology solutions to improve the value of information and services to citizens and business. This will be achieved by the following strategies:

• Financial accountability and service plan alignment through branch executive approval and sponsorship for all capital projects;
• Continued application of formal project management methodologies on all projects to minimize risk, ensure value, and achieve more project successes;
• Utilize electronic service delivery to citizens and business where feasible through shared government information technology services or alternate service delivery programs, allowing the ministry to focus on its core business areas;
• Continued focus on sound security policy and procedures for ensuring the protection of justice information and promoting good privacy practices for information-sharing with business partners and government;
• Utilize executive and enterprise reporting tools to measure program performance against service plan and provide improved data for planning;
• Incorporate document management and workflow technologies into applications to better manage information and records; and,
• Focus on data sharing and system integration opportunities across aligned ministries, cross-government, the broader B.C. public sector, and inter-jurisdictional justice partners.

These strategies will enable the ministry to deliver on its service plan, focusing on its core business areas while continuing to deliver valuable services to the citizens and businesses of British Columbia.

Major Projects

Figaro2 — User-requested enhancements will be made to Figaro, an integrated film classification, private investigator and gaming licensing application.

CORNET2 — Corrections Network (CORNET) is a mission-critical application used by the Corrections Branch and the Ministry of Children and Family Development to track information relating to the supervision of offenders in custody and in the community. Redevelopment is required because the current version of Oracle will soon be unsupported, and enhanced functionality is required to meet the changing business needs of the branch.

TOSCA — A case management system for the coroners service will be implemented. This will allow coroners electronic access to yield investigation protocols. It will enable the coroners service to perform enhanced statistical analysis on cases to determine trends and opportunities for prevention. Case reports will also be generated by this system, reducing the average time to complete a case.