Presentation on theme: "Transition Plan Update"— Presentation transcript:
1Transition Plan Update Conflict Management ProgramTransition Plan Update
2Transition VisionTo ensure a continued ability to provide the highest level of Conflict Management (CM) services to the Defence Team.
3Transition Plan – Phase I Taking Care of Our People Maintain open communications with DGADR members on processes and decisions madeEnable alternations and supporting employees to engage in future employment opportunitiesMarketing and networking staff to other departmentsConduct interviews for the AS06 SERLO process on Sept 18 – 19, 2012Issue remainder of Opting letters no later than end of November 2012Inform all term and assignment employees verbally and give them a minimum 30 days written noticei.e. paid for employees to travel for interviews, putting together an information brief on how to get on the standing offer, I have been spending a lot of time networking with other departments about to consider our staff for future positions as well as marketing them to colleagues of mine in the private sector, if I hear of anything that might be suitable for the staff I forward on the information- the SERLO board consisted of myself, Cdr Tony Crewe from DHRD and Catherine Lauzon Ombuds from Health CanadaI term in Trenton and 2 assignment positions in Esquimalt3
4Transition Plan – Phase II Consultation & Develop Concept Information Gathering (Jun – Sep 2012)RMs one-on-one meetings with stakeholders & clientsConduct regional gatherings with employees to review consultation information and to add field input into future service delivery conceptService Delivery Concept Development (June to Oct 2012)Finalize draft Concept from stakeholder/clients & field inputsConduct Departmental needs assessment for ADR trainingConduct focus groups to review draft conceptConduct Pilot Project of concept using DRCs closing this FYCold Lake (Oct 2012)Trenton (Nov 2012)4
5Transition Plan – Phase II Consultations Patterns and Trends Resulting from ConsultationsGeneral frustration and lack of understanding from stakeholders on bases where the DRCs are closingConcern for our ability to continue to support mandatory informed consideration for ADR in grievance processesAvailability of training both off the shelf and tailoredDrop in service and response times for requests especially in outlying sitesAppropriate manning for number and Web Site inquiriesLack of ability to connect with the military due to fewer Officers and NCMs on staffQuebec region worried that there wont the same level of francophone service from OttawaOnly 3.6 percent of all our intervention work is grievance related and that is both Mil and Civ - 15 to 20 interventions and that is being generous5
6Transition Plan – Phase II ADR Training Current (June 2012 to April 2014)Determine what training can be done with current resourcesReduce Resolving Conflict Effectively to a 3 day courseReduce integrated training, limit Conflict and Effective Leadership Intervention to one serial/DRC/yearCease providing Conflict Management for Leaders and tailored trainingInitiate Training Needs Assessment to determine what is essential ADR Training for DNDExplore potential alternate delivery platforms (on-line, DL, etc)Explore possibility of using other schools (CSPS, LCC, CDA)CELI is a 3 day course
7Transition Plan – Phase III Implementation Modify Concept for Service Delivery from Lessons Learned in Pilot ProjectFinalize Concept for Service DeliveryMonitor Program to ensure Transition Vision is being achievedConduct HR staffing action as requiredWhere necessary conduct moves to new locationsTransition to new Regional Centresand closure of DRCs by 31 Mar 14Kingston will be moving to a new location on the base to accommodate the need for more room7