Slide1: Planning for the future Human Resources Here to assist you


HR-Planning for the future: HR-Planning for the future Human Resources Focus Points for 2006-2007 and others….


HR-Planning for the future: Human Resources Workshop: Managing in a Unionized Environment Objective: To design and deliver a workshop on disciplinary administrative measures as part of Phase II of the Leadership Development Program. Staff Relations HR-Planning for the future


HR-Planning for the future: HR-Planning for the future Human Resources Staff Relations Workshop: Managing in a Unionized Environment Pilot group presentation Oct. 2006 Workshop review following pilot session Nov.2006 Workshop presentation Nov. 2006 Action Plan:


HR-Planning for the future: Human Resources Development of an “integrity toolkit (Code of Accountabilities/Responsibilities) To develop a toolkit for distribution to all staff which would regroup in a single reference document policies covering employee accountability/responsibility such as: Conflict of Interest Policy, Code of Conduct for Users of Computing Facilities policy, Etc. Staff Relations Objective: HR-Planning for the future


HR-Planning for the future: HR-Planning for the future Human Resources Development of an “integrity” toolkit (Code of Accountability/Responsibilities) Staff Relations 1. Identification of issues and concerns 2. Review of present practices and benchmarking 3. Draft for discussion and consultations with senior management 4. Completion of toolkit and distribution to all University staff members Sept. 2006 Nov. 2006 Jan. 2007 May 2007 Action Plan:


HR-Planning for the future: HR-Planning for the future Human Resources Disability Management Objective: Review the management of short-term disability cases. Review current practices Assess cost of current plan Benefits


HR-Planning for the future: HR-Planning for the future Human Resources Disability Management Benefits 1. Develop key statistical reports Oct. 2006 2. Determine trends and analysis Nov. 2006 3. Review best practices with Disability Management Feb. 2007 Specialists 4. Implement recommendations April 2007 5. Present to APO’s/R’s, Direct Services May 2007 Action Plan:


HR-Planning for the future: HR-Planning for the future Human Resources Objective: Develop a framework for the implementation of competencies in the selection and recruitment process for the M group. Staffing Implementation of Competencies in the Selection Process


HR-Planning for the future: Human Resources Staffing Implementation of Competencies in the Selection Process 1. Assess Lominger tool that evaluates Sept. 2006 competencies 2. Identify details for implementation Oct. 2006 3. Report with recommendations Nov. 2006 4. Develop an implementation plan Jan. 2007 5. Carry out the implementation plan May 2007 Action Plan: HR-Planning for the future


HR-Planning for the future: HR-Planning for the future Human Resources To review, integrate and streamline processes and activities related to transactions and service delivery currently offered and administered by Human Resources, Academic Personnel and Pension Administration into one central HR Service Unit. Records and Systems HR Services Unit Objectives:


HR-Planning for the future: Human Resources Objectives (cont’d): To analyse HR-related processes and identify opportunities dedicated to providing one-stop, streamlined, customer-driven service. Perform a re-design of these activities to meet these objectives. To enhance and increase faculty and staff self service capabilities through increased Web functionality. Records and Systems HR Services Unit HR-Planning for the future


HR-Planning for the future: Human Resources Records and Systems HR Services Unit 1. Review service unit models 2. Identify services provided to faculty and staff 3. Definition and scoping of services and transactions 4. Definition of single unique access 5. Preparation of a plan with recommendations 6. Implementation Action Plan: HR-Planning for the future


HR-Planning for the future: HR-Planning for the future Human Resources Organizational & Staff Development Talent Management Framework Introduce Talent Management concepts and framework which would include competencies, Performance Dialogue and succession planning. Objectives:


Slide15: Human Resources Planning for the future Robert Savoie, Executive Director, Human Resources