Performance Reporting

Report on Results

Core Business: Corporate Management

The ministry must also manage its own operations efficiently and effectively. Corporate management includes managing ministry budgets, human resources and information needs. The ministry included two objectives for Corporate Management in its 2003/04 service plan.

Goal 3: A Sustainable, Affordable Health Care System

Objective 1: Appropriate organizational capacity to manage the health care system and efficiently deliver necessary services.

The ministry has significantly changed its role in the health system. In the past, the ministry was predominantly involved in the direct delivery of health services. Now, the ministry is primarily focused on being a steward of the health system. This change in focus has required the ministry to develop new areas of expertise, such as planning, monitoring and evaluating services delivered by other agencies. This objective, and the strategy and performance measure below, helps ensure the right mix of skills and abilities are available throughout the organization to successfully manage the health system.

In order to achieve the strategic objectives in the service plan, additional effort must be focused on developing and supporting the ministry's employees, and continuing to build an enriching, rewarding and flexible organization. To do so, the ministry is implementing a human resource strategy. The strategy supports the Corporate Human Resource Plan for the Public Service of British Columbia. Its initial focus is on rebuilding and strengthening our organization and employees, developing a culture of learning, and achieving high levels of performance.

Target 03/04: 45%.

Actual 03/04: 29%.

Annual Target		Fiscal Year
		2002/03	2003/04	2004/05
		Baseline	45.0%	65.0%
	Percentage of Employees who understood their role in achieving the Ministry's goals	22.5%	29.0%	N/A
	Employee survey response rate	72.0%	55.0%	N/A

Rationale: In 2002/03, the ministry conducted its first annual survey of organizational health. The purpose of the survey is to measure satisfaction levels and to identify issues of importance to staff in six aspects of organizational health: communication, leadership, personal and professional development, quality of life, recognition and involvement. This performance measure has been chosen due to the importance of employees understanding their individual roles within the broader mission and goals of the health system.

Progress: The 2002/03 survey produced a baseline for this measure of 22.5 per cent. Some progress was made in 2003/04 survey results with the positive response rate increasing to 29 per cent. While the ministry had hoped for more rapid improvement, these results indicate a move in the right direction. In 2004/05, all employees will develop Employee Performance and Development Plans. Implementation of employee plans that directly link with organizational strategic plans is expected to greatly improve employees' understanding of their roles in achieving the ministry's vision and goals.

Objective 2: Sound management practices in place.

The first objective under Corporate Management is to have the appropriate personnel with the required skills and abilities in the ministry. The second objective is to have the business and operational practices in place to maximize the human resources and ensure the production of quality work. The ministry is committed to adopting sound management practices and operating in an innovative, enterprising, results-oriented and accountable manner.

The ministry is undergoing a cultural shift. This shift emphasizes structured business planning and performance monitoring as the new standard for doing business throughout the organization. In practical terms, this means that strategic priorities and operational plans and activities set at the division, department and individual level must be aligned with and contribute to the overall service priorities of the ministry and government. Integrated planning and performance monitoring will help ensure resources are focused on identified priorities.

Target 03/04: 30%.

Actual 03/04: 50%.

Rationale: In adopting integrated planning, the ministry has focused initial efforts on the development of service or business plans for each division of the ministry. These plans present the activities each ministry division is undertaking to achieve the ministry's service plan goals, objectives and strategies. (The ministry has eight divisions. A division is an organizational unit headed by a Deputy Minister or Assistant Deputy Minister.)

Progress: Four of eight divisions in the ministry have completed plans detailing activities for the 2004/05 fiscal year. The remaining divisions have plans in progress; these will be finalized in early 2004/05. The ministry also introduced Employee Performance and Development Plans for management employees in 2003/04. Employee plans detail individual work goals, strategies and performance measures tied to the strategic objectives of the ministry. In 2004/05, all ministry staff will complete Employee Performance and Development Plans.