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Modernizing Human Resources Management in the Public Service of Canada

Modernizing Human Resources Management in the Public Service of Canada. Update on the Implemenation of the Public Service Modernization Act in DND. Background. Public Service Modernization Act (PSMA) received Royal Assent 7 Nov 2003

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Modernizing Human Resources Management in the Public Service of Canada

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  1. Modernizing Human Resources Management in the Public Service of Canada Update on the Implemenation of the Public Service Modernization Act in DND

  2. Background • Public Service Modernization Act (PSMA) received Royal Assent 7 Nov 2003 • A variety of committees and working groups involving central agencies, departments and unions have been working at the Public Service-wide level to lay the foundation for implementation • DND is well represented - provides us with an on-going opportunity to: • influence the policy work that is being undertaken, • preserve the flexibilities inherent in the legislation and • set the direction for our own planning.

  3. Coming into Force Timetable • Stand up of Canada School of the Public Service • April 2004 • Transfer of some functions from Public Service Commission to new Public Service Human Resources Management Agency of Canada • April 2004 • Amended Financial Administration Act (FAA) and new Public Service Labour Relations Act (PSLRA) • March 2005 • New Public Service Employment Act (PSEA) • December 2005

  4. Implementation of PSMA in DND • Pace of implementation in DND is influenced by work which the central agencies are doing on their own regulatory and policy framework • However, there are areas where we are moving ahead independently of central agency guidance: • Communication • Planning • Co-development of work place improvements • Consultation • Essential Services Agreements • Recourse • Staffing delegation • Training of managers and HR professionals

  5. Implementation of PSMA in DND Communication • Conducted briefings for managers, HR advisors, employees and union groups across the country • Revised web site at: • http://hr.d-ndhq.dnd.ca/admhrciv/hr_futures/engraph/home_e.asp with links to central agency sites • Drafted Communications Strategy with ADM(PA) Planning • Within HR-Civ, produced PSMA Implemenation Plan with action items, OPI’s and timelines and Detailed Action Plans for each action item • Plans focus on what we must do to be ready for the coming into force of the new PSLRA and PSEA in 2005

  6. Implementation of PSMA in DND Co-development of workplace improvements • Sub-committee of the UMCC has produced a DND co-development framework including principles, guidelines and process • Approved by UMCC on 31 May 2004 • A critical first step which allows us to work with the unions on the implementation of many other PSMA action items, including policy and process review • Next steps to identify and initiate co-development activities Consultation • DND policy and process development dependent on central agency policy and regulatory review • Consultation Strategy in place which emphasizes: • that new DND HR policies to be the product of either co-development or consultation between managers and unions • where co-development is not appropriate, consultation will take place through existing DND governance structures such as UMCC, regional LMRC’s, CHRC and national and regional CHRPCC’s

  7. Implementation of PSMA in DND Essential Services Agreements • Piloted a process with UNDE during the current round of collective bargaining • Expect to participate in future PS pilots • Will require involvement of local managers and unions more directly in the negotiation of essential positions Recourse • PSMA gives departments the flexibility to introduce informal conflict resolution into the departmental portions of the labour relations grievance and the staffing complaint processes • Currently consulting with managers and unions on a new integrated model for recourse within DND • Will mean the introduction of new processes and perhaps new organizational structures

  8. Implementation of PSMA in DND Delegation of staffing • Delegation to managers piloted in ADM(S&T), ADM(Fin CS), ADM(HR-Civ), CFHA and Ombudsman • Designing a staffing delegation strategy and implementation plan building on experience with current pilot groups. • Will consult and involve unions and managers as we proceed Training of managers and HR advisors • Training is especially critical as managers take on new authorities and accountabilities e.g. in staffing, recourse, etc. • Core training to be conducted using central agency products and CCMD-certified trainers beginning in late 2004 • Will be a requirement for some DND specific training • Emphasis will be on timing delivery of training to the assumption of new responsibilities or the implementation of new policies and processes

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