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Conflict Management Program Transition Plan Outline

Conflict Management Program Transition Plan Outline. Imposed Reductions. Primary Reserve Employment Capacity Study (PRECS) Imposed Reductions – 13 RegF & 17 PRes Results – 4 PRes (3 X Maj & 1 X MWO) Deficit Reduction Action Plan (DRAP) Imposed Reductions – 21.6 FTEs & -$1.46M SWE

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Conflict Management Program Transition Plan Outline

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  1. Conflict Management Program Transition Plan Outline

  2. Imposed Reductions Primary Reserve Employment Capacity Study(PRECS) Imposed Reductions – 13 RegF & 17 PRes Results – 4 PRes (3 X Maj & 1 X MWO) Deficit Reduction Action Plan(DRAP) Imposed Reductions – 21.6 FTEs & -$1.46M SWE Results – 25 FTEs & $2.067M SWE budget

  3. To ensure a continued ability to provide the highest level of Conflict Management (CM) services to DND and the CF. Transition Vision

  4. Transition Plan General Transition close 19 local DRCs and concentrate remaining resources in 4 Regional Centres. 3 Phases Taking Care of Our People Consultation & Develop Concept Implementation New Organization - Regional Centres West (Prairies, West Coast & Northern Canada) Located in Edmonton Central (Ontario) Located in Kingston NCR/Québec (NCR, Québec & OUTCAN) Located in Ottawa/Gatineau East (Atlantic Canada) Located in Halifax

  5. Transition Plan – Phase ITaking Care of Our People Military Maintain open communications with DGADR members on processes and decisions made CF Implementation of PRECS PRL contract close out by 31 Mar 13 New annuitant Class B employment policy Recommend extending Class B Option 1 annuitants to 31 Mar 13 without imposing new Class B employment policy Run Class B Employment Opportunity Hiring Continue to support our employees

  6. Transition Plan – Phase I Taking Care of Our People Civilian Maintain open communications with DGADR members on processes and decisions made DND Implementation of DRAP Identify Surplus and Affected positions and provide Opting/Affected letters to employees (completed) Determine intentions of Affected employees (completed) Conduct SERLO where necessary (Jul – Oct 12) Offer jobs to those selected for Retention (Sep – Oct 12) Provide employees selected for Layoff Opting letters (by end Nov 12) Continue to support our employees

  7. Transition Plan – Phase IIConsultation & Develop Concept Information Gathering RMs one-on-one meetings with stakeholders & clients on future service delivery design (Jun – Jul 12) RMs generate reports on meetings (by mid Aug 12) Conduct regional employee working groups to add field input into future service delivery concept. Service Delivery Concept Development Develop draft Concept from stakeholder/clients & field inputs (mid Oct 12) Conduct focus groups to finalize draft concept (by end Oct 12) Conduct Pilot Project of concept using DRCs closing this FY

  8. Transition Plan – Phase III Implementation • Military • Close out all but 4 remaining Class B contracts by 31 Mar 13 • Provide extensions where applicable to keep current Class B CF members until 31 Mar 13 • Conduct Class B Employment Opportunity process if necessary by mid Nov 12 • Transition to new Regional Centres • and closure of DRCs by 31 Mar 14

  9. Transition Plan – Phase IIIImplementation • Civilian • Maintain current DRCs as per resources available • Offer employment to retained employees • Issue Opting letter to employees selected for lay-off by end Nov 12 • Conduct HR staffing action as required • Where necessary conduct moves to new locations • Allow for moves during summer if school age children involved • Transition to new Regional Centres • and closure of DRCs by 31 Mar 14

  10. Transition Plan – Phase IIIImplementation • Conflict Management Program • Modify Concept for Service Delivery from Lessons Learned in Pilot Project • Finalize Concept for Service Delivery • Monitor Program to ensure Transition Vision is being achieved • Transition to new Regional Centres • and closure of DRCs by 31 Mar 14

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