Workforce Management Guiding Principles

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The following are guiding principles for a strategic and coordinated approach to workforce management. These were developed to effectively manage the effects of any workforce organizational changes within Human Resources and Skills Development Canada (HRSDC) over the 2011–2014 timeframe.

1. Manage transition collectively

A strategic national approach will be taken to manage HRSDC’s workforce. This approach will be consistent, while ensuring that each branch and region is appropriately resourced to deliver on its core business priorities as identified in the Integrated Business Plan. The approach will also ensure that services are delivered as cost-effectively as possible, both from a human and financial perspective.

2. Enhanced commitment to sound human resources planning with a focus on future business needs

An enhanced commitment and focus on sound human resources and business planning will ensure the best alignment of these resources with business needs. This will help achieve expected results and priorities, along with continued delivery on organizational mandates and service to Canadians throughout the transition.

In carrying out planning activities, every effort must be made to effectively manage human resourcing issues. This is possible through activities such as forecasting natural attrition and by ensuring that decision making is based on sound business case analysis of the costs and benefits of proposed actions.

Sound human resources planning will help minimize the effects of future organizational changes on employees.

3. Support employment continuity of affected indeterminate employees wishing to remain in the public service

Employment continuity, whenever possible, of indeterminate employees wishing to remain in the public service is the priority. Specifically, emphasis should be placed on matching current employees with emerging priorities and providing employees with every opportunity to continue their employment and contribute to HRSDC mandates.

The use of temporary resourcing options will be continually reviewed and strategically managed so as not to preclude the continued employment of an indeterminate employee affected by workforce adjustment.

4. Manage the effects of job functions collectively through attrition and reassignment of employees

Appropriate priority consideration will be given to indeterminate employees performing job functions that are affected by workforce realignment. Every effort will be made through an internal vacancy management process to find suitable alternate employment for affected indeterminate employees within HRSDC.

Vacancy management committees will ensure consistent decision making regarding the use of human resources across the HRSDC portfolio. These committees will also ensure that all ongoing and planned staffing take into consideration the organization’s current and future business requirements. A strategic approach to learning and development will also serve to facilitate employee reassignment.

Every available option to achieve workforce realignment should be explored before invoking workforce adjustment. Should it not be possible to manage workforce management activities entirely through attrition, retraining and redeployment of existing employees, the provisions of applicable Work Force Adjustment (WFA) agreements will be respected.

5. Maintain a healthy and enabling workplace

A successful vacancy management process will be dependent upon fairness and transparency, accompanied by open, clear and timely communications/consultations with employees and their bargaining agent representatives. The National Workforce Adjustment Committee will be the primary forum for communicating and engaging national unions and employees in shaping workforce management strategies and approaches.

Information and tools will be provided to support both managers and employees throughout the transition. The Department will ensure the capacity to counsel employees (e.g. résumé preparation, information on priority management, alternatives available to employees, entitlements under WFA agreements, etc.). The Department will also clearly and consistently provide information regarding future organizational mandates and workforce management decisions.

How people are managed and how they perceive themselves to be managed during the transition will greatly influence the level of success.