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 –