| Objectives |
Key Strategies |
| Ensure effective human resource governance and policy frameworks are in place. |
• Develop and maintain a corporate human resource plan, including strategies to address issues such as succession, retention and recruitment.
• Lead a review of human resource legislation and policy frameworks.
• Undertake ongoing evaluation of programs and systems, and develop and implement a performance management framework for the Agency.
• Develop and implement a human resource information strategy to ensure access to information that will inform managers and enhance decision-making capacity. |
| Create visionary and proactive leadership in the public service. |
• Implement a comprehensive executive management program that includes succession planning, and provides executive recruitment and selection, orientation, performance management, ongoing career planning, and training and development. |
| Establish human resource standards and practices for a performance-focused workforce. |
• Establish a simplified, merit-based recruitment and staffing process.
• Establish the core competencies needed by all managers and supervisors such as: effective communication, ethics and integrity, managing change and transition, and client service.
• Establish and implement a comprehensive performance management framework with initial emphasis on management employees. |
| Create a flexible and motivating public sector work environment. |
• Review and make changes to management compensation policy and consider pay for performance options.
• Review and simplify current job evaluation and classification processes.
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| Ensure that the public service is a learning and innovative organization. |
• Establish a corporate training strategy based on identified government needs, including consideration of e-learning and a review of corporate training fund mechanisms.
• Provide enhanced employee development opportunities, based on personal learning plans.
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| Provide for progressive employee-employer relations. |
• Use and refine alternative dispute resolution methods and continue to identify new methods in consultation with employee groups. |
