Employability Strategy – update

1. Employability Strategy – update • Presentation to WFACC • 3 October 2012 • Stéphanie Poliquin • Director General, Workforce Development 1 1

2. Review the key principles of the Employee Strategy Report on progress in placing employees and alternations Review approval processes for WFA submissions New proposals Amendments Provide overview of Alternative Delivery Initiatives and their HR impacts Outline

3. Employability Strategy • DND is committed to ensuring – to the fullest extent possible – continued employment opportunities for DND civilian employees • L1s will determine whether the position is critical and should be filled – this should be based on the L1’s HR plan, and align with their planned future workforce • L1s must continue to exhaust all internal options prior to considering external hiring, particularly surplus employees, opting and affected lists as well as government wide priorities • For the majority of situations, priority lists should be used as pools for hiring 3

4. WFA Status • Affected: • (as of September 21, 2012) • 1614 affected letters; of those: • 873 are no longer affected • 741 are still in affected status • Opting: • (as of September 21, 2012) • 566 opting letters issues; of those: • 361 have selected an option • 205 are in their 120-day decision window • Alternation: • (as of September 27, 2012) • 39 alternation agreements have been completed • 101 opting employees actively seeking alternates • 837 registered as potential alternates 4

5. Alternation • Status • DND Alternation Program launched in May 2012 • All opting employees are individually supported by a Human Resources Officer (HRO) • Twice each week, HROs search the internal data base to identify potential matches • A 90/60/30 day reminders email are sent to all opting employees to maintain contact • A monthly review of GC Alternation Forum is conducted to ensure all our opting employees are registered • A second email from DM/CDS will be sent to all managers asking them to support alternation • External to DND employees must be considered as well • Relocation costs should not be a barrier • Successful alternations result in retaining future skills in the workforce and the core public administration • Issue • Perception that DND is not supporting external alternation – mixed messages 5

6. Approval of WFA submissions • New submission • DM approval with Level 1 sign off submitted via ADM HR-Civ • Notification to OCHRO and applicable bargaining agent CEO • Modifications to approved submission • No change to the positions approved by the DM • Proposed or required changes or amendments to the list of the names of affected employees • Written explanation about the changes and why they are necessary • Updated affected list • Signature of the applicable Service Centre Directors • Submission of amendments with signatures to DCEP for file purposes and to advise the DM of the changes • Notification to the local bargaining agents

7. Alternative Delivery Initiatives (ADI) • Formerly known as Alternate Service Delivery • The transfer of any work, undertaking or business of the core public administration to any body or corporation that is a separate agency or that is outside the core public administration (source: NJC WFAD 2010, 7.1/WFAA) • Most ADI situations in DND have involved the contracting out of base support services • The transitional employment arrangements form part of the statement of requirements • Part VII of WFAD/WFAA cover situations where employees are affected by ADI situations which include privatizations, contracting out and devolutions to other levels or parts of government 7

8. Guiding Principles for implementation of ADI • Consistent, fair & reasonable treatment of employees; • Value for money & affordability; and • Maximization of employment opportunities for employees. Source: NJC WFAD 2010, preamble/WFAA 8

9. Guiding documents for ADI • DND Employment Continuity Policy – provides for at least type 2 transitional employment, minimum requirements to be specified in each RFP • Policy on Reporting of Federal Institutions and Corporate Interests to TBS is the guiding instrument (…) DH are responsible for reporting annually (…) on federal institutions that were created, transformed, dissolved, devolved or divested (…) • HR considerations are included in Part VIII of the WFAD/WFAA • VCDS is now looking into updating and re-issuing the 2003 DND Guide to Alternative Service Delivery 9

10. 3 Types of Transitional Employment Arrangements Resulting from ADI Source: NJC WFAD 2010, 7.2.2/WFAA 10

11. Refusal of RJO under ADI (Type 1 and 2) • Employee will be given four (4) months notice of termination of employment • Employment will be terminated at the end of that period or on a mutually agreed upon date before the end of the four month notice • Caveat: Each employee must be made aware of the offer and capable of indicating an acceptance of the offer • Notice of termination period may be extended for operational reasons, but no later than the date of the transfer to the new employer Source: NJC WFAD 2010, 7.5/WFAA 11

12. No Job Offer • Normal provisions of WFAD/WFAA apply (NJC WFAA 2010/WFAD) • DM approval needed to offer WFA Options (DND WFA Instrument of Delegation) 12

13. Key Activities – WFA-ADI CommitteesRequired as per WFAD/WFAA • Establish a joint WFA-ADI Committee • With equal representation from the department/organization and bargaining agent • The WFA-ADI Committee will establish terms of reference • In cases of commercialization where tendering to be used in process, committee to establish criteria* related to human resource issues Source: NJC WFAD 2010, 7.2/WFAA 13

14. QUESTIONS? 14