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The OPS Talent Management Program
Talent Management A key priority of the 2008-2011 OPS HR Plan
What is Talent Management in the Ontario Public Service?
– An annual process to identify, assess, and develop talent in order to ensure that capacity for all key positions continues to be available and developed
People & Positions
Why Talent Management for the OPS?
Achieve business objectives by ensuring that OPS talent is in the right place, at the right time
Address workforce/skill shortages due to retirement pressures Engage OPS leaders to develop OPS leaders of the future Encourage effective performance management and employee
engagement through authentic conversations between employees and their managers on performance, competencies, development needs and career aspirations
Determine leadership development and learning priorities of the organization
Support the modernization of government in making the OPS an ‘Employer of First Choice’
The OPS Talent Management Program
The TM Online System
Willingness to move to new or more complex role
Readiness assessment against Leader-Manager competencies and two Personal Attributes
Learning and development strategies
Successor Identification
Three Integrated Modules
Performance plan and review
Learning plan
Performance improvement plan (for employees rated as “Requires Significant Performance Management”)
Pay-for-Performance Online
Work experience
Education and learning
Functional work experience
Career interests and aspirations
Mobility/willingness to relocate
How are employees assessed?
Assessing Readiness
An employee’s readiness to move to higher or more complex role is assessed using the OPS Leader-Manager Competencies and Personal Attributes.
The employee is assigned a
readiness rating based on how they have demonstrated these competencies and personal attributes in their current or past roles.
It’s really all about authentic conversations…
Performance and Talent Conversation #2:• Approved performance rating• Assessment of Leader- Manager Competencies & Personal Attributes• Career interests• Learning & development
Performance and Talent Conversation #3:• Mid-term performance review• Approved Talent Map Placement• Additional learning strategies
Performance and Talent Conversation #1:• End-of-Term performance review• Performance planning for next cycle• Learning plan