Presentation on theme: "Civilian Human Resources Service Center (Atlantic)"— Presentation transcript:
1Civilian Human Resources Service Center (Atlantic) UNDE NL and Lab /NB / PEI - Regional Conference10 July 2009
2Civilian Human Resources Service Center (Atlantic) Created in 1997Regional organizationPart of a departmental wide HR networkAdvice and guidance in civilian HRDelegated in Staffing and ClassificationProvision of comprehensive HR services to employees and supervisors/managers
3CHRSC(A) Services Compensation Classification Staffing/Resourcing Labour RelationsHRPLearning and Career
4CHRSC(A) – Who are we ? Director Subject Matter Experts (SME – LR, Class and staffing)Mangers of service deliveryMHRS – HRO s – HRA sMComp –Team Leaders – CAdvisors- C AsstsMLCC – L Advisors- Learning Assistants
6Classification Services Classification Officer/ HR OfficerReview and Assess Work DescriptionsAssign Occupational Group and LevelAssist in Organizational Analysis and DesignDelegated by DM following training program
7ClassificationClassification is of a described set of duties vs employee performanceClassification vs reclassification requestsClassification StandardsDelegation / authoritiesWork Descriptions – FormatPrioritization of workGrievances
8Service Delivery Drivers An existing methodology for prioritizationChallenges in prioritization when the overall client group comprises 70+ units across 10+ Command/Group PrincipalsSWE / Tax impacts from retroactive classificationsRecognition that all service requests need action at some pointPrioritization today is: Urgent for vacant or new positions awaiting staffing action;‘E’ signifies an encumbered position and may be in for WD review for general updateor changes that can potentially result in reclassification or a new positionClassification decisions in support of ‘acting’ situations can be impacted by timing ofsubmission and ease of completing it and cyclical reviews with or without changesSWE impacts particularly at year-endRecognize that Coll Agr provide an entitlement for a current WD; morale/retention
9Influencing Workload Repeat submissions Re-writing of WDs when change is minimalTiming of WD submissionsModel/generic WD vs uniquesLack of understanding of process and roles and responsibilities of managersHaving the same position WD submitted several times in a 5 year cycleeither because of ongoing changes or dissatisfaction with resultsRe-writes every time there is a new supervisor(mil) or change to any KAWDs commonly submitted just as mgrs are posted – no continuity exc eeStats show that identical/similar to WD decisions are fast (<5) yet there isresistance to adopting model/generic WDs by managers, employees,unionsbecause of belief that jobs are unique, all tasks must be reflected, detail is good
10Did you know? Cyclical review of WDs may not require a re-write of WD Management assigns duties and can do so temporarilyWD changes to a position can have wide impacts – supervisors / occupational groupCyclical review can involve review and updating of information only andupdating of a WD could update many positions, e.g. GS FOS, GL ELE 3For temporary requirements, managers can assign duties & later remove themdealing with needs/changes
11The Regional Picture Atlantic Region 230 active cases 420 completed actions this year149 active grievancesN.B/PEI51 active cases126 completed actions this year8 active grievancesNFLD and LAB6 active cases10 completed actions this year0 active grievances
12Staffing Services Human Resources Officer Human Resources Planning Providing HR Support and Training to Supervisors and ManagersRecruitment/Selection/Promotion Delegated by DM following training programOutreachSupport for HR programs (e.g. : Apprenticeship, Job Experience Training Program and Employment Equity)Senior Management support and funding is essential. Proper support from level one's (equivalent of Assistant Deputy Minister level) is extremely important. Adequate support to both Mentees and Mentors is essential toward success. Supervisors need to support professional and personal developments for their staff first; otherwise there will be undue pressure. The terms of reference and the establishment of the program MUST be endorsed by senior management.
13Staffing within the Region Types of processesCF membersBriefings/communications to managers has commenced& will be ongoingBriefings commenced at LMRCs? And other unit meetings?Continuing development of staffing strategies with all levelsOf management and across org units and regionsSuggestions for meeting the needs of employees?i.e. s, brochure, info sessions, training
17National Area of Selection (NAOS) All External Advertised appointment processes are now open to all persons across CanadaNAOS broadens Canadians’ access to job opportunities in the Federal Public Service
18NAOS Policy Application External Advertised processes with some exceptionsPSC implementation of NAOS was incremental:-before 30 Dec 08 applied to officer levels-since 30 Dec 08 applies to all occupational groups-transition strategy during 2009For internal advertised processes DND Area of SelectionFramework continues to apply – mgmt discretion inDetermining an appropriate AOS for groups/levels.Transition allowed for some EA posting in Jan/FebTo still have local area selection
19Exceptions to NAOS Policy Advertisements for terms < 6 monthsFSWEP student appointmentsPart time workersSeasonal employmentSelection process specific to Employment Equity recruitmentEE selection process would have an AOS restricted toApplicants from Designated Group(s)Depts would submit a business call to PSC forConsideration of exemption from a NAOS
20NAOS Impact on DNDNow applicable to Operational and Administrative Support groupsIncrease in volume of applicants for many occupational groups/levelsNew strategies needed for volume managementPools were created in advance of NAOSIn many instances there will be significant increase in # of applicantsGeographic dispersity of applicants across countryMust use electronic systems for efficiency in applications,& communications & assessment (screening)In NS pools exist for Clerical, Storespersons, Drivers,Food Services, Cleaners, Firefighters, Ship’s Crew,GL – trades and helpers/labourers
21HR(Civ) NAOS Framework Developing recruitment/staffing strategiesIncreased partnering/collaboration with others in recruitmentRecognition of regional differences in labour market availabilityMinimizing impact on applicantsNational processes initiated for common, high-usage occupational groupsRecruitment needs are high because of retirements/turnoverJoint processes will have more advertisements with aLocations listing and applicants specify preferencesReducing # of advertisements and over-assessment of applicantsThrough common assessment plan administered onceSearches of applicants can be done by work location chosenOr by Org Need/Designated Groups members only, etc.
22What to Expect More multi-location and multi-level job postings Varying timelines to applyElectronic applications essentialIncrease in electronic communicationsNecessity to closely monitor website for job postingsJoint processes have leads in various areas and issue job adsSo employees/others must monitor website or set up a career watchEfficiency in staffing requires use of electronic tools for searching ofJob applications, system screening, system or communications,Strict application of accuracy in applying (or out) and assessment dates, etc.
23Labour Relations Services Human Resources OfficerDemographic and trend analysisTargeted/special employment programsAnalysis and input into National ProgramsLocal strategies for national programs, e.g.: National PS SurveyParticipation in local strategies and programs ASG Supervisor- Student programsSenior Management support and funding is essential. Proper support from level one's (equivalent of Assistant Deputy Minister level) is extremely important. Adequate support to both Mentees and Mentors is essential toward success. Supervisors need to support professional and personal developments for their staff first; otherwise there will be undue pressure. The terms of reference and the establishment of the program MUST be endorsed by senior management.
24HRP Services Human Resources Officer Collective Agreement applications/interpretationsUnion Relations & Consultation strategiesGrievance/redress support / adviceMisconduct/Performance advice / guidanceCollective Bargaining/labour disruptionsReturn to Work/Duty to AccommodateSenior Management support and funding is essential. Proper support from level one's (equivalent of Assistant Deputy Minister level) is extremely important. Adequate support to both Mentees and Mentors is essential toward success. Supervisors need to support professional and personal developments for their staff first; otherwise there will be undue pressure. The terms of reference and the establishment of the program MUST be endorsed by senior management.
25Learning and Career Centre Learning AdvisorsTraining Delivery (State of the Art Classroom and E-learning training)LeadershipInstructional TechniqueBasic Writing SkillsHR related coursesPrior Learning AssessmentUnit Professional DevelopmentComputer Software TrainingMentoring Website:Overview of the concept of mentoring and the Corporate Mentoring Program (i.e. definition, benefits to the Department, to personal development and its link to Public Service priorities, namely PS RenewalGeneral information on the roles and responsibilities of mentors and menteesOnline registration forms and downloadable information kits for both mentors and menteesComments/Feedback and General Inquiries linkWeb-based Registration SystemA system with the capability to perform intelligent matching of Mentors and Mentees based on submitted information and a predefined algorithm.This will allow for the entry, tracking and display of mentoring relationships created with the use of this tool.Logic modelHelps in program implementationForms the core for a focused plan that helps identify and collect the data needed to monitor and improve the programmingNext slide – from logic model… we came up some specific outcomes we would like to see from program
26Learning and Career Centre Resource LibraryInternet/DWAN Computer accessBooks, Videos CD’s available for loanVideo Conferencing capabilityLearning and Career Advisory ServicesCivilian Education Support ProgramJob Experience Training ProgramJob Shadow Program