Appendices
Appendix 1: Glossary
Agency: refers to the BC Public Service Agency.
Client: refers to the Deputy Ministers or the Heads of Agencies entering into individual Service Level Agreements with the BC Public Service Agency.
Customer: refers to the actual users of the services of the BC Public Service Agency including executives, managers, employees and employee representatives that interact with or receive services from the Agency.
HR: refers to human resource(s).
Appendix 2: Legislation Administered by the Agency
BC Public Service Act
Public Service Benefit Plan Act
Public Service Labour Relations Act
Appendix 3: Agency Goals 2005/06 – 2007/08 Update
Compared to 2006/07 – 2008/09
The 2005/06 – 2007/08 Service Plan was largely focused on the internal operations of the BC Public Service Agency, and reflected more of a business plan approach with performance measures based on efficiency and output. The 2006/07 – 2008/09 Service Plan has shifted the focus to the Agency's role in providing corporate leadership in human resource management, as well as services to ministries. The performance metrics have shifted to a focus on effectiveness and outcomes.
Comparative Service Plan Goals and Performance Measures
| 2005/06 Agency Goals | 2006/07 Agency Goals |
|---|---|
| Clients receive expert, timely HR advice, guidance, products and services to support their business objectives. | Government is supported by a professional public service that has the knowledge, skills and abilities to achieve current and future objectives. |
| The BC Public Service Agency has a flexible and contemporary management infrastructure. | The public service promotes a safe and healthy workplace that supports the well-being of employees |
| The Agency contributes to the development of a workforce and work environment that promotes public service excellence. | The public service is a versatile workforce that can adapt to meet changing needs. |
| Public service employees understand their roles, how their work contributes to achieving the goals of government and are focused on results. | |
| Public service employees exhibit the highest standards of conduct. |
| 2005/06 Agency Objectives | 2006/07 Agency Objectives |
|---|---|
| BC Public Service Agency's staff cultivate effective working relationships with clients and customers. | The recruitment policy, process and tools in the BC provincial government facilitate hiring of highly competent employees. |
| BC Public Service Agency's products and services are clearly articulated and accessible. | The BC provincial government is recognized as an attractive employer. |
| BC Public Service Agency's products and services meet or exceed agreed expectations. | Safe workplaces. |
| BC Public Service Agency has optimized service delivery processes. | Safe and timely returns to work for individuals who are ill or injured. |
| Effective management of BC Public Service Agency's people and resources. | Healthy and productive work environments. |
| BC Public Service Agency's staff understand the vision, direction and philosophy of the Agency to focus our efforts. | Refocus our investments in learning to accelerate the development of people for key roles across the organization. |
| Effective HR support of government's initiatives and mandates. | Provide structured means to share knowledge across the organization. |
| Common understanding of public service management responsibilities and accountabilities. | Foster continuous learning across the organization. |
| Further public service renewal and Corporate HR Plan goals. | Employee engagement is measured, addressed and improved. |
| Employees receive strong orientation to their jobs and the public service. | |
| Facilitate performance management best practices. | |
| Ensure all employees fully understand their roles and obligations as public servants. |
| 2005/06 Performance Measures | 2006/07 Performance Measures |
|---|---|
| Percentage of customers and clients satisfied with overall service from the agency. | Percentage of managers who report they are able to attract the talent they need. |
| Percentage of customers who are satisfied with the accessibility of Agency services and products. | Percentage of managers who report they are able to retain the talent they need. |
| Percentage of the time that service Standards met. | Percentage of employees who say that a safe and healthy workplace exists in my work unit. |
| Percentage of Agency business transformation/service improvement projects that meet their approved objectives. Total cost of HR services/FTE remains competitive. | Percentage of managers who report their employees have the skills to meet current and future needs. |
| Employee Engagement rating for Agency staff. | Employee Engagement Rating. |
| Percentage of Agency staff who understand the vision, direction and philosophy of the Agency. | Percentage of employees who understand how their work contributes to achieving Service Plan objectives. |
| Percentage of clients who believe that the Agency's HR initiatives support government' s ability to meet its business goals and objectives. | Percentage of employees who have had a formal performance review in the last year. |
| Percentage of managers attending HR training who demonstrate an understanding of their HR roles and responsibilities. | Percentage of employees who demonstrate knowledge of their responsibilities and obligations as a public servant. |
| Number of individuals identified as ready or near ready for future leadership roles. | |
| Percentage of clients who believe that the Agency supports them to implement the Corporate HR Plan. |
Appendix 4: Organizational Changes 2005/06 – 2007/08 Update Compared to 2006/07 – 2008/09
In September 2005 the Agency internally reorganized two of the divisions, the Leadership and Learning Centre (name changed to Business Transformation), and Hiring and Business Transformation (changed to Talent Management). Business Transformation consists of Organizational Effectiveness, Marketing and Communications, and the Project Management Office. Talent Management consists of Corporate Initiatives and Solutions, Hiring Strategy and Specialists Services, Learning and Recognition Services and the Leadership Centre. The new structure will provide the ability to compete, build capacity for the future and manage effectively to support the new direction of the Agency.
Appendix 5: Regional Offices
| Head Office | Victoria 810 Blanshard Street V8W 2H2 PO Box 9404, Stn Prov Govt V8W 9V1 |
Phone: 250 387-0518 |
| Vancouver Island Region | \Nanaimo 2080 Labieux Road V9T 6J9 Victoria 940 Blanshard Street, 3rd Floor V8W 3E6 PO Box 9481 V8W 9E7 |
Phone: 250 751-3155 Fax: 250 751-3244 Phone: 250 356-1500 Fax: 250 387-0886 |
| Northern Region | Prince George 500 - 1011 – 4th Avenue, 5th Floor V2L 3H9 |
Phone: 250 565-4242 Fax: 250 565-4249 |
| South Coast Region | Abbotsford 220 - 2881 Garden Street V2T 4X1 Burnaby 204 - 4940 Canada Way V5G 5K6 Vancouver 865 Hornby Street, 8th Floor V6Z 2G3 |
Phone: 604 557-1700 Fax: 604 504-4113 Phone: 604 660-3900 Fax: 604 660-3994 Phone: 604 660-0828 Fax: 604 660-0457 |
| Southern Interior Region | Kamloops 167 Lorne Street V2C 1V9 Nelson 310 Ward Street, 2nd Floor V1L 5S4 |
Phone: 250 371-4330 Fax: 250 377-4472 Phone: 250 354-6161 Fax: 250 354-6224 |
