Budget 2004 -- Government of British Columbia.
         
Contents.
• Printer-friendly versionAdobe Acrobat Reader link page. (PDF)  
• Premier's Letter to the Minister  
• Message from the Minister  
• Accountability Statement  
• Ministry Overview  
• Resource Summary  
• Core Business Areas  
• Goals, Objectives, Strategies and Results  
• Appendix 1. Strategic Context  
• Appendix 2. Summary of Related Planning Processes  

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• Ministry of Skills Development and Labour Home  
• Budget 2004 Home  
 

Appendix 2. Summary of Related Planning Processes

Information Resource Management Plan

1. Service delivery via the Web.

2. Shared servers for ministry applications.

3. Re-use of designs and functions across ministry development projects.

4. Data standardization.

5. Enterprise data.

6. Electronic information access and protection of privacy.

7. Data sharing.

Major Projects

Project Completion Date Benefits
Employment Standards Branch: Case Management System October 2004

• More effective monitoring and enforcement activities through enhancing support for officers.

• Enhanced management reporting and tracking of performance metrics.

• Improved systems support for the consistent application of ESB regulations.

Migration of ministry business applications to Common Information Technology Services August 2004

• Stable operating infrastructure for ministry business applications.

• Standardization of application maintenance environments.

• Improved vendor support for application maintenance environment.

High-level Requirements Definitions for an integrated workers' compensation appeals system May 2004

• Better integration and reduced data entry effort.

• Efficient and timely processing of reviews, appeals and any resulting implementation activity.

• Timely and accurate reporting on the performance of the system to managers, executives and stakeholders.

 

Human Resource Management Plan

The Human Resource Plan supports the ministry service plan with strategies designed to equip employees to provide excellent services to the public.

Ministry employees have participated in the development of the Human Resource Plan. Their expertise and perspective is key to identifying the factors that are most likely to result in high employee performance.

The plan is guided by government human resource priorities. Therefore, it reflects the same goals that are stated in the Corporate Human Resource Plan:

1. Effective People Strategy

2. Proactive and Visionary Leadership

3. Performance Focused Workplace

4. Learning and Innovative Organization

5. Flexible and Motivating Work Environment

6. Progressive Employer-Employee Relations

The Human Resource Plan is a living document. It will be monitored for its effectiveness and will be updated to address emerging organizational needs or changes in ministry service provision. In this way, the ministry will remain current in its strategies to maintain a high-performing organization.

 

  
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