2002/03 Annual Service Plan Report Public Service Employee Relations Commission

Performance Reporting

Commission Goals, Objectives, Key Strategies, Core Businesses and Results

Overview

The human resources function in the public service is one of the administrative services that government identified for a shared services model, as part of its strategy to reduce costs and increase efficiency. This necessitated a shift from, all ministries having a dedicated human resources branch to provide handle ongoing human resource services, to a model where common services were consolidated in one human resources service centre for all of government.

In the past, The Commission provided support and oversaw human resource functions across government. The new BC Public Service Agency consolidates the daily human resource services formerly housed within ministries with the governance and corporate support functions of the Commission.

This represents a major shift in human resource responsibilities. Daily management of human resources will rest with senior and line managers within the ministries. The Agency will play a supportive and enabling role. The critical link between the ministries and the Agency will be the Ministry Strategic Human Resource teams, who will negotiate the provision of human resource services provided by the Agency to ministries through Service Level Agreements.

The new Agency will also have an arm's length relationship with the newly established Leadership Centre. The Leadership Centre was established to address the Public Service Renewal goal for "Proactive and Visionary Leadership." The Centre provides or coordinates a wide range of human resource policies, programs and services to approximately 1 100 executives and senior managers.

The new Agency will remain active in three goals of the old Commission's service plan for 2002/03. They are:

1. Workforce adjustment — to quickly transition the workforce from today's business practices to the business practices of tomorrow.

2. Public Service Renewal — to rebuild and sustain a professional public service capable of providing quality services that will meet the needs of British Columbians.

3. HR Organization — to ensure that the HR organization for the BC government is efficiently and effectively organized, staffed and supported.

The approach to achieving these goals will be influenced by the vision and values of the new BC Public Service Agency. Working within a new client-oriented service model, results will be achieved by ensuring our products and services are aligned with government, corporate, and individual ministry needs. We are striving for excellence in people, performance and results.

Goal 1: To quickly transition the workforce from today's business practices to the business practices of tomorrow.

Goal 2: Rebuild and sustain a professional public service capable of providing quality services that meet the needs of British Columbians

Goal 3: To ensure that the HR organization for the BC government public service is efficiently and effectively organized and staffed.

Deregulation

PSERC's New Era commitment was to reduce its regulatory burden by one third by June 2004. By March 31, 2003, the end of phase one, PSERC had achieved a regulatory reduction of 12% and was well situated to achieve the 2003/04 target.