1. The OPS Talent Management Program

2. Talent Management A key priority of the 2008-2011 OPS HR Plan

3. What is Talent Management in the Ontario Public Service?
An annual process to identify, assess, and develop talent in order to ensure that capacity for all key positions continues to be available and developed
People & Positions

4. Why Talent Management for the OPS?
Achieve business objectives by ensuring that OPS talent is in the right place, at the right time
Address workforce/skill shortages due to retirement pressures
Engage OPS leaders to develop OPS leaders of the future
Encourage effective performance management and employee engagement through authentic conversations between employees and their managers on performance, competencies, development needs and career aspirations
Determine leadership development and learning priorities of the organization
Support the modernization of government in making the OPS an ‘Employer of First Choice’

5. The OPS Talent Management Program

6. Three Integrated Modules
The TM Online System
Work experience
Education and learning
Functional work experience
Career interests and aspirations
Mobility/willingness to relocate
Willingness to move to new or more complex role
Readiness assessment against Leader-Manager competencies and two Personal Attributes
Learning and development strategies
Successor Identification
Performance plan and review
Learning plan
Performance improvement plan
(for employees rated as “Requires Significant Performance Management”)
Pay-for-Performance Online
Three Integrated Modules

7. How are employees assessed?
The Performance Rating is determined based on the performance plan

8. Assessing Readiness
An employee’s readiness to move to higher or more complex role is assessed using the OPS Leader-Manager Competencies and Personal Attributes.
The employee is assigned a readiness rating based on how they have demonstrated these competencies and personal attributes in their current or past roles.

9. It’s really all about authentic conversations…
Performance and Talent Conversation #2:
Approved performance rating
Assessment of Leader- Manager
Competencies & Personal Attributes
Career interests
Learning & development
Performance and Talent Conversation #1:
End-of-Term performance
review
Performance planning for
next cycle
Learning plan
Performance and Talent Conversation #3:
Mid-term performance review
Approved Talent Map Placement
Additional learning strategies