Planning

Planningfor the future

Human

Resources

Here to assist you

HR-Planning for the futureH

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Focus Points for 2006-2007

Management Skills Managing in a Unionized World

Management Values Integrity

Benefits Short-term Disability

Competency Directory Staffing

Customer Service HR Services Unit

Management Development Talent Management

and others….

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rces Workshop: Managing in a Unionized EnvironmentWorkshop: 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


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Staff Relations Workshop: Workshop: ManagingManaging in a Unionized Environment in a Unionized Environment

1. Pilot group presentation Oct.

2006

2. Workshop review following pilot session

Nov.2006

3. Workshop presentation Nov.

2006

Action Plan:

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Development of an “integrity toolkit Development of an “integrity toolkit (Code of Accountabilities/Responsibilities)(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:



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Development of an “integrity” toolkitDevelopment of an “integrity” toolkit(Code of Accountability/Responsibilities)(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:


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es Disability ManagementDisability Management

Objective:

Review the management of short-term disability cases.

Review current practices

Assess cost of current plan

Benefits


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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:


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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 Implementation of Competencies in the Selection ProcessProcess

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Staffing

Implementation of Competencies in the Selection Implementation of Competencies in the Selection ProcessProcess

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:



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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 UnitHR Services Unit

Objectives:

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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



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Records and Systems


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:



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Organizational & Staff Development

Talent Management FrameworkTalent Management Framework

Introduce Talent Management concepts and framework which

would include competencies, Performance Dialogue and

succession planning.

Objectives:

HumanResourcesPlanning for the future

Robert Savoie, Executive Director, Human

Resources

Documents

Planning