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Civilian Human Resources Service Center (Atlantic)
• UNDE NL and Lab /NB / PEI - Regional
Conference
10 July 2009
Civilian Human Resources Service Center (Atlantic)
• Created in 1997• Regional organization• Part of a departmental wide HR network• Advice and guidance in civilian HR • Delegated in Staffing and Classification• Provision of comprehensive HR services
to employees and supervisors/managers
CHRSC(A) Services
• Compensation
• Classification
• Staffing/Resourcing
• Labour Relations
• HRP
• Learning and Career
CHRSC(A) – Who are we ?
• Director
• Subject Matter Experts (SME – LR, Class and staffing)
• Mangers of service delivery– MHRS – HRO s – HRA s– MComp –Team Leaders – CAdvisors- C Assts– MLCC – L Advisors- Learning Assistants
Compensation Services
• Compensation Advisor
– Pay Administration
– Benefits Administration
– Personnel Files
– Leave Administration
– Pension/Superannuation Administration
Classification Services
• Classification Officer/ HR Officer
– Review and Assess Work Descriptions
– Assign Occupational Group and Level
– Assist in Organizational Analysis and Design
• Delegated by DM following training program
Classification
• Classification is of a described set of duties vs employee performance
• Classification vs reclassification requests• Classification Standards• Delegation / authorities• Work Descriptions – Format • Prioritization of work• Grievances
Service Delivery Drivers
• An existing methodology for prioritization
• Challenges in prioritization when the overall client group comprises 70+ units across 10+ Command/Group Principals
• SWE / Tax impacts from retroactive classifications
• Recognition that all service requests need action at some point
Influencing Workload
• Repeat submissions
• Re-writing of WDs when change is minimal
• Timing of WD submissions
• Model/generic WD vs uniques
• Lack of understanding of process and roles and responsibilities of managers
Did you know?
• Cyclical review of WDs may not require a re-write of WD
• Management assigns duties and can do so temporarily
• WD changes to a position can have wide impacts – supervisors / occupational group
The Regional Picture
• Atlantic Region
230 active cases
420 completed actions this year
149 active grievances
• N.B/PEI
51 active cases
126 completed actions this year
8 active grievances• NFLD and LAB
6 active cases
10 completed actions this year
0 active grievances
Staffing Services• Human Resources Officer
– Human Resources Planning – Providing HR Support and Training to
Supervisors and Managers– Recruitment/Selection/Promotion
Delegated by DM following training program
– Outreach– Support for HR programs (e.g. :
Apprenticeship, Job Experience Training Program and Employment Equity)
Staffing within the Region
• Types of processes
• CF members
Atlantic Region Staffing Activity - 01 July 08 to 30 June 09
Acting 130Deployment 95External Advertised 517External Non-advertised 57Internal Advertised 139Internal Non-advertised 240Priority 83Student 172Casual 943
2376
Internal (DM+IA+INA) 474External (EA+ENA) 574Other activities 1328
2376
CF MemberNon-CFExternal Advertised 19 517External Non-advertised 0 57Internal Advertised 32 139
Staffing Activity in ATLANTIC REGION
5% 4%
22%
2%6%
10%3%7%
41%
Acting Deployment External Advertised
External Non-advertised Internal Advertised Internal Non-advertised
Priority Student Casual
Internal & External Appointments as a Proportion of all Activity
20%
24%56%
Internal (DM+IA+INA) External (EA+ENA) Other activities
32
139
0
57
19
517ExternalAdvertised
External Non-advertised
InternalAdvertised
Appointment of Former CF Members *
CF Member Non-CF
Gagetown - Staffing Activity - 01 Jul 08 to 30 June 09
Acting 58Deployment 21External Advertised 240External Non-advertised 32Internal Advertised 49Internal Non-advertised 20Priority 31Student 89Casual 393
933
Internal (DM+IA+INA) 90External (EA+ENA) 272Other activities 571
CF MemberNon-CFExternal Advertised 4 236External Non-advertised 0 32Internal Advertised 12 37
Staffing Activity in Gagetown
6% 2%
26%
3%5%2%3%10%
43%
Acting Deployment
External Advertised External Non-advertised
Internal Advertised Internal Non-advertised
Priority Student
Casual
Internal & External Appointments as a Proportion of all Activity
10%
29%
61%
Internal (DM+IA+INA) External (EA+ENA) Other activities
12
37
0
32
4
236ExternalAdvertised
External Non-advertised
InternalAdvertised
Appointment of Former CF Members *
CF Member Non-CF
Newfoundland - Staffing Activity - 01 Jul 08 to 30 Jun 09
Acting 0Deployment 2External Advertised 16External Non-Advertised 1Internal Advertised 3Internal Non-Advertised 3Priority 7Student 0Casual 23
55
Internal (DM+IA+INA) 8External (EA+ENA) 17Other activities 30
CF MembersNon-CF MembersExternal Advertised * 16*External Non-Advertised 0 1Internal Advertised 2 1*10/16 Appts were GS FOS in St. John's P/T Term
Staffing Activity in Newfoundland/Labrador
0% 4%
29%
2%5%
5%13%0%
42%
Acting Deployment External Advertised
External Non-Advertised Internal Advertised Internal Non-Advertised
Priority Student Casual
Internal & External Appointments as a Proportion of all Activity
15%
31%54%
Internal (DM+IA+INA) External (EA+ENA) Other activities
• All External Advertised appointment processes are now open to all persons across Canada
• NAOS broadens Canadians’ access to job opportunities in the Federal Public Service
National Area of Selection (NAOS)
NAOS Policy Application
• External Advertised processes with some exceptions
• PSC 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 2009
Exceptions to NAOS Policy
• Advertisements for terms < 6 months
• FSWEP student appointments
• Part time workers
• Seasonal employment
• Selection process specific to Employment Equity recruitment
NAOS Impact on DND
• Now applicable to Operational and Administrative Support groups
• Increase in volume of applicants for many occupational groups/levels
• New strategies needed for volume management
• Pools were created in advance of NAOS
HR(Civ) NAOS Framework
• Developing recruitment/staffing strategies
• Increased partnering/collaboration with others in recruitment
• Recognition of regional differences in labour market availability
• Minimizing impact on applicants
• National processes initiated for common, high-usage occupational groups
What to Expect
• More multi-location and multi-level job postings
• Varying timelines to apply
• Electronic applications essential
• Increase in electronic communications
• Necessity to closely monitor website for job postings
Labour Relations Services• Human Resources Officer
• Demographic and trend analysis
• Targeted/special employment programs
• Analysis and input into National Programs
• Local strategies for national programs, e.g.: National PS Survey
• Participation in local strategies and programs - 3 ASG Supervisor
- Student programs
HRP Services• Human Resources Officer
• Collective Agreement applications/interpretations
• Union Relations & Consultation strategies• Grievance/redress support / advice• Misconduct/Performance advice / guidance• Collective Bargaining/labour disruptions• Return to Work/Duty to Accommodate
Learning and Career Centre
• Learning Advisors
• Training Delivery (State of the Art Classroom and E-learning training)– Leadership – Instructional Technique– Basic Writing Skills– HR related courses– Prior Learning Assessment– Unit Professional Development– Computer Software Training
Learning and Career Centre
• Resource Library– Internet/DWAN Computer access– Books, Videos CD’s available for loan– Video Conferencing capability
• Learning and Career Advisory Services
• Civilian Education Support Program
• Job Experience Training Program
• Job Shadow Program
Who ‘s Who in the CHRSC(A)
• Website - http://hr.ottawa-hull.mil.ca/hrciv/dgchrmo/dchrsc_atlantic/en/home_e.asp?reference=110570001
• Contacts –