Fulfillment of Commitments under the Kamloops Report

Following the tragic murder-suicide at a Kamloops Ministry of Water, Land and Air Protection office in 2002, the Royal Canadian Mounted Police, the Workers' Compensation Board, a coroner's jury and a joint union/management workplace committee completed investigations. The latter three submitted reports and recommendations to the employer.

In August 2003, the Agency released the Kamloops report, which responded to the recommendations made during the investigations. In that report, the Agency accepted, in whole or in part, each of the human resource recommendations made to the employer. The commitments made in the Kamloops Report have been substantially met, as described below:

Leadership Skills

• Leading the Way, a leadership and management development program, was enhanced with the addition of a workshop on leadership and violence prevention, which focuses on the prevention of violence in the workplace.
• A results-based approach to staffing in the public service has been implemented. Changes to the Public Service Act in December 2003, a streamlined recruitment and selection policy, practice guidelines, and an updated manager's staffing toolkit were developed to support the new staffing model.
• Over the last year, competencies have been increasingly integrated throughout the public service. Competencies are being used in staffing, training and development programs, and employee performance and development plans.

Performance Reviews

• The majority of public service managers have completed an annual employee performance and development plan (EPDP).
• EPDP guidelines for ministries require new supervisors to review performance and development plans of current staff.
• EPDP guidelines for supervisors require that supervisors provide feedback to employees regarding the employee's interactions with staff and supervisors.

Termination Process

• A new risk assessment tool was developed to assess the risk of violence during termination. The manager's checklist addresses the removal of keys and other safety issues.
• Guidelines for termination interviews were changed to include the recommendation that a second manager be present at the interview and the need to consider the employee's dignity and safety when selecting the interview location.
• Employees have been provided with information about the services available through the employee and family assistance program.

Violence Prevention Policy and Violence Prevention Training Programs

• Standards of conduct were revised.
• All public service employees have been informed of the revisions to the standards of conduct and their respective roles and responsibilities in creating and maintaining a violence-free workplace. To assist managers with these conversations, a discussion guide was developed.
• Harassment training was revised to include worker-to-worker violence. This training was given to 255 employees this year. In addition, 796 employees attended violence prevention seminars addressing worker-to-worker violence.

Procedures for Reporting Potential Violence and Safety Concerns

• All public service employees have been informed of the avenues for reporting safety concerns.
• Deputy ministers have reviewed the manner in which employees are informed of workplace violence regulations and have ensured it is effective in the context of each workplace.
• The standards of conduct were revised to require employees to report any incidents or threats of violence.

Safety in the Workplace

• Deputy ministers were reminded of the legislative requirement to ensure that active and effective occupational health and safety committees are operational.