Presentation on S&T at the Second Managers’ Forum Lynne McHale Federal Science and Technology Community Management Secretariat February 17, 2005

History First phase – 1994 to 1998 S&T Community: –“community at risk” –1994 Auditor General report TBS commitment to work with senior science management to solve problems Senior Science Steering Committee and a Secretariat were created with the support of the TBS Framework for the HR Management of the Federal S&T Community

History (cont’d) Second phase – The Community takes charge La Relève – focus on renewal at the Public Service level An administrative structure was developed to establish governance: –Committee of Senior Officials S&T Subcommittee –DM Committee on S&T, chaired by a Champion Linkages between work performed by ADMs and by DMs In 2002 – Federal S&T Forum: “Transforming Federal Science and Technology for the Future: Achieving a Vision for Excellence”

Strategic Plan Vision – Develop a partnership of science-based departments and agencies addressing common human resources challenges facing our federal S&T community. Approach – management skills, “Achieving a Vision for Excellence” workshop Factors helping the Community make progress: –CSTA-EDGE –2002 Forum –Consultative approach Outcomes

Roadmap - Priorities Recruitment/ Retention Promote the development of S&T management competencies through the implementation of the Scientific Management Development Programs and address the shared learning needs of S&T professionals in Federal SBDAs.. Learning Learning Agenda: - Leading Scientific Teams - Scientific Opportunities System - Learning Continuum Provide on-going sustainable human resources management for the Science and Technology Functional Community. Communications Regional Fora Regional Councils Web site Development / Government On-Line (S&T Cluster) Communications Plans Community Management Employment Equity: - Women in Science -Aboriginal Youth Initiative -Persons with DisAbilities S&T Recruitment Pilot Implementation of HR Strategy - PSHRMA - Classification Reform Demographic Capacity Enhance the sense of community within the S&T Workforce through engagement and communications including communications initiatives to raise awareness and interests and to promote Federal S&T organizations as Employer of Choice. Implement longer-term recruitment initatives at a community level focusing on promoting federal S&T organizations as Employer of Choice; increasing representation of employment equity group members; and, providing resources to managers to facilitate recruitment. Career Development Framework – RE Sub- community

Challenges/Advantages The S&T Community is large, diversified and complex Limited investment Not incorporated into the business plan (HR for HR) HR management has many complex issues Implementing initiatives for many departments and agencies (different mandates, legislation, capacities of departments and agencies)

Progress ADM S&T Integration Board Integration of S&T –Vision –9 themes 5NR Communications Group In 2004, the decision was made to integrate the three secretariats and align their efforts: Integration, HR and Communications

Our environment today National Science Advisor DM coordinating committee on science Vision 2005 Federal Forum: “Moving from Collaboration to Integration” Planning workshop for ADMs to develop their long- term plan Implementation of HR modernization

Where are we now? Review directions and feedback from multiple sources to develop a long-term plan Suggested elements: –governance –infrastructure –finance –priority identification process –communications –HR

What are we proposing for ? Roadmap – Priorities Recruitment/ Retention Promote the development of S&T management competencies through the implementation of the Scientific Management Development Programs and address the shared learning needs of S&T professionals in Federal SBDAs.. Learning Leading Scientific Teams Learning Agenda -Scientific Opportunities System -Learning initiatives Provide on-going sustainable human resources management for the Science and Technology Functional Community. Communications/ Community Development Regional Fora Regional Councils Web Development Communications Plan - Fora - Community-wide business Community Management Employment Equity Community Recruitment Pilots Women in Science Aboriginal Youth Initiative Persons with DisAbilities HR Modernization Classification Reform CSTA EDGE – response Federal S&T Forum - Action Plan Enhance the sense of community within the S&T Workforce through engagement and communications including communications initiatives to raise awareness and interests and to promote Federal S&T organizations as Employer of Choice. Implement longer-term recruitment initatives at a community level focusing on promoting federal science and technology organizations as Employer of Choice; increasing representation of employment equity group members; and, providing resources to managers to facilitate recruitment.

Quebec Federal Council The S&T committee of the Quebec Federal Council is one of the most active in Canada Has enjoyed great success working on HR issues How can we be as successful as possible working in partnership? Ties should be strengthened between the regions and the centre to ensure that plans reflect regional perspectives Regions provide important perspectives for the development of HR tools: –Many regional-level opportunities to organize multi- disciplinary teams –A regional viewpoint is necessary for tool development, e.g. SOS

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