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Ken DobellDeputy Minister to the Premier
and Cabinet Secretary
Renewal:Sustaining Excellence in the
BC Public Service
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Presentation OverviewPresentation Overview
Renewal Background
Corporate HR Plan highlights
HR Organization
Sustaining Renewal
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BC Public Service ProfileBC Public Service Profile
Conglomerate of 20 Ministries Numerous business lines Largest employer in BC Workforce widely dispersed Highly unionized @ 85% Women = 58% Men = 42% 51% of Managers may retire in less than
8 years 800 + distinct occupations
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Our Key ChallengesOur Key Challenges
Public Service Renewal /A Corporate HR Plan
People Management Challenges
Addressing:Lack of people strategyLeadership challengesPoor performance
AccountabilityInflexible & de-motivating
workplace practicesInsufficient training &
developmentDeclining employee / employer
relations
Environmental Challenges
Manage the implications of:Fiscal & resource
constraintsChanging public
expectationsEvolving public service
employment relationshipsEmployee demographics
and development needs
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The OpportunityThe Opportunity
Scales of Engagement
+Productivity Service to the Public
Organizational Success!
+
=
• The Work Environment Survey by Auditor General concluded:
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B.C. Public Service VisionB.C. Public Service Vision
“To achieve excellence in public service”
Service excellence: A professional public service that delivers the highest service quality and value for British Columbians
Work environment excellence: A dynamic work environment that promotes innovation, learning and results
People excellence: Passionate people who take pride in making a difference for those they serve
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B.C. Public Service ValuesB.C. Public Service Values
Integrity: To conduct ourselves in an ethical, honest, consistent and professional manner
Responsibility: To deliver affordable client-centred service and stewardship on behalf of citizens
Accountability: To enhance efficiency, effectiveness and value in public services
Respect: To treat those we serve, and each other, with courtesy, fairness, dignity and trust
Choice: To foster innovation and creativity in providing quality services
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Corporate HR Plan Strategic GoalsCorporate HR Plan Strategic Goals
Proactive and
Visionary Leadership
Proactive and
Visionary Leadership
Effective People
Strategy
Effective People
Strategy
Performance Focused Workplace
Performance Focused Workplace
Flexible and Motivating
Work Environmen
t
Flexible and Motivating
Work Environmen
t
Learning and
Innovative Organizatio
n
Learning and
Innovative Organizatio
n
Progressive Employee-Employer Relations
Progressive Employee-Employer Relations
To achieve excellence in public service
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Corporate HR Plan key to Corporate HR Plan key to Government Planning ProcessGovernment Planning Process
Individual Plan
Corporate HR Plan
Ministry HR Plan
Div/Branch HR Plan
Individual Performance
Planning
Div/Branch Service Planning
Ministry Service Planning
Government Strategic Planning
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HighlightsHighlightsProactive & Visionary LeadershipProactive & Visionary Leadership
29 ‘Leadership in the New Era’ Workshops completed with 2400 attendees
22 ‘Leadership Action’ Workshops completed with 1300 attendees
Corporate HR Plan and Ministry HR Plans developed
A new Leadership Centre launched April 1, 2003
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HighlightsHighlightsPerformance Focused WorkplacePerformance Focused Workplace
Employee Performance Management (EPDP)– Employee focused and co-managed with
supervisors– performance plan focuses on work goals,
competencies & development – All employees will have by 2004/05– iPlan: online system for EPDPs available – 360° Leadership Development Surveys
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Highlights Highlights Performance Focused WorkplacePerformance Focused Workplace
Competency Framework- B.C. Public Service competency dictionary in use- Core Public Service and leadership
competencies identified- Learning programs developed based on core and
leadership competencies- New processes to be implemented such as
behavioural interviewing- Tools available include development resource
guide and behavioural interview tool, competency builder kits
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HighlightsHighlightsLearning & Innovative OrganizationLearning & Innovative Organization
Corporate Learning Strategy ensure focus on critical development needs of the public service
‘Leading the Way’ leadership and management development program
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HighlightsHighlights Flexible & Motivating Work EnvironmentFlexible & Motivating Work Environment
• Recruitment A new focus:
1. Emphasis on outcomes
2. Building organizational capacity
3. Every applicant treated as a potential future employee
Managers now have full authority on staffing
Merit retained, rules reduced, creativity encouraged
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HighlightsHighlightsFlexible & Motivating Work EnvironmentFlexible & Motivating Work Environment
Job Classification Process A shorter and faster process First ever delegation directly to senior
managers for standardized job classifications
One window access for non-delegated job classifications
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A New HR OrganizationA New HR Organization
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New Principles for the HR New Principles for the HR OrganizationOrganization
Maintain a high level of client satisfaction
Reduce Costs Be accountable to the client
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Structure & ResponsibilitiesStructure & Responsibilities
Three key elements to the structure
– BC Public Service Agency
– The Leadership Centre
– Ministry Strategic HR Offices
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Ensuring SuccessEnsuring Success
Commitment to continuous improvement
Role of Technology
Accountability Mechanisms
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The past 24 months…The past 24 months…
The first Corporate HR Plan
An effective workforce adjustment
strategy
The establishment of Leadership
Centre
Introduction of a new HR Organization
for the BC Public Service
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In Conclusion…In Conclusion…
Achieving our Vision needs ongoing leadership
Change takes time and sustained effort