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ADM HR Civ

ADM HR Civ. Integrated Service Delivery Concept for Civilian Human Resources Management Presentation to UMCC HR Sub-Committee March 5, 2007. Drivers. To build on the concepts articulated in the 2000 Study on DND and CF Civilian HR Management

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ADM HR Civ

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  1. ADM HR Civ • Integrated Service Delivery Concept for Civilian Human Resources Management • Presentation to • UMCC HR Sub-Committee • March 5, 2007

  2. Drivers • To build on the concepts articulated in the 2000 Study on DND and CF Civilian HR Management • To support the recommendations of the Ministers Advisory Committee on Administrative Efficiencies • Support the CDS vision and Defence Policy Statement • Respond to request for more tactical service delivery and integrated planning to address emerging issues

  3. Integrated Civ HR Service Delivery Model • Merge ADM HR Civ and client support functions • Full service, dedicated, on-site HR advice and services • HR program development and implementation will be guided by the client and ADM HR Civ will be accountable to the client for program and service delivery outcomes • Benefits • Enhanced service capability • Strengthens quality and consistency of advice • Roles, responsibilities and accountabilities better defined and understood • More efficient use of resources • Enables development and sustainability of HR Community

  4. ADM (HR Civ) retains functional authority for: • Developing, implementing and managing corporate civilian human resources management plans, strategies, policies and programs to recruit, develop and retain civilian employees; • Providing supporting tools, advisory and operational services; • Identifying issues of critical importance to civilian human resource management; • Integrating and ensures the consistent application of all civilian human resources functions; and • Administering civilian human resource policies and programs

  5. Senior Managers retain accountability for: • Managing their civilian employees according to the ADM(HR - Civ) functional direction and guidance • Developing and implementing strategic and operational civilian human resource plans for their organizations • Managing civilian human resources within their delegated area of responsibility in accordance with the relevant legislation, terms and conditions of employment, collective agreements, directions of central agencies and public service-wide values and principles of human resources management

  6. Integrated Civ HR Service Delivery Model • Provision of strategic HR planning advice • Development of L1 and L2 HR Plans • Coordination and delivery of mandated HR programs (e.g. EE, OL, Harassment) • Development/delivery of organizational design, classification and staffing strategies and services • Labour Relations advice and guidance • Compensation services • Training and development advice

  7. Integrated Unit • Reporting to DCHRSC (NCR) the integrated units will be headed by a Manager of Civilian HR Programs and Services who will be charged with providing both HR Planning and Program guidance and administration and operational HR Services • The Manager and unit staff liaise and coordinate with Service Centres outside the NCR to ensure consistency of HR planning, program delivery and operational services for the client organization • Construct will enable streamlining of processes / efforts between HR Programs and Services and among Service Centres

  8. Critical Success Factors • Commitment by ADM (HR Civ) and the client’s management team to adopt integrated programs and services concept • Co-location of teams with clients wherever possible • Roles, responsibilities and accountabilities communicated and well understood • Resources sufficient to support client requirements • On-going monitoring and evaluation

  9. Implementation to Date • “Startop” Team provides HR services to the new Operational Commands • Stood up 1 Feb 06 • ADM (IM) • To be in place for 1 Apr 07

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