Manitoba Civil Service Commission

CSC Annual Report 2006-2007

Human Resource Management Services

Overview

Human Resource Management Services provides government-wide human resource policies and programs that support good citizen service and that enable the Government to a) staff effectively, b) build representative and satisfying workplaces, c) develop employee and organization capacity to its full potential, d) introduce new and innovative human resource practices, e) ensure a responsive, consistent and high standard of human resource services, f) plan the development of the human resource function and g) meet the succession and continuous renewal challenges of the Civil Service.

Objectives

To initiate and/or ensure implementation of any government-wide human resource action that:

• strengthens the human resource policy and governance framework
• improves staffing efficiency, consistency and effectiveness
• increases employee or organization effectiveness
• improves the quality of human resource management information
• increases the leadership capacity in the Civil Service
• increases diversity in the Civil Service
• improves the workplace environment and culture
• introduces a needed human resource innovation
• clarifies and strengthens the human resource responsibility of those in management and human resource management

To set standards for the practice of human resource management and monitor performance against those standards, initiating or recommending development or corrective action.

To ensure the development of, and knowledge sharing among, the human resource community, encouraging continuous review and improvement of human resource service delivery.

To ensure the implementation of the Manitoba Civil Service Renewal Strategy, leading and coordinating the efforts of the Department Renewal Authorities and the Human Resource Directors, identifying human resource issues and recommending appropriate action, reporting on progress and developing the corporate human resource action plan.

To ensure the implementation of the Equity Policy and Diversity Strategy, identifying and promoting any practices that make the workplace more welcoming of differences and change, and ensuring compliance with Government’s Equity Policy .

To ensure the design and implementation of government-wide leadership development (inclusive of, but not limited to, such recent initiatives as the Leadership Development Initiative, the Learning Policy, the Women’s Leadership Program, and Leadership @ All Levels) that increases leadership capacity.

To ensure the implementation of succession programs and networks, such as the intern programs and the New Professionals Network, that attract, retain and engage future and representative generations of civil servants.

To ensure the implementation of government-wide human resource policies and related procedures that reflect civil service values, that effectively resolve the real issues or reinforce the desired changes, that are supportive of current corporate priorities, that are suitable given organization opportunities and constraints, and that are congruent with what is currently known of good people practices.

To ensure the implementation of staffing practices that increase the probability that government has well qualified persons whose appointments are based on principles of fairness, equity and merit, and to ensure compliance with any delegated staffing authority from the Commission.

To ensure the identification of any human resource issue that is a barrier to, or an opportunity for, making the Government of Manitoba a more rewarding and attractive workplace, as well as ensuring the subsequent development, recommendation and implementation of any response to that issue.

To organize the appropriate response to human resource issues that are best addressed by the coordinated efforts of any areas in or outside the Commission.

To lead the planning for any innovations which improve human resource practice in general or advance the goals of the Civil Service Renewal Strategy in particular.

Results

Provided the planning and coordination that supported the continuing and improved implementation of the Civil Service Renewal Strategy, resulting in:

• increased participation in the Leadership Development Initiative
• expansion of the New Professionals Network
• successful completion of the Women’s Leadership Program pilot
• successful completion of the Leadership @ All Levels program pilot
• review and revision of management internship and diversity placement programs, and the administration of further offerings
• preparation and introduction of the corporate Respectful Workplace Policy and the Values and Ethics Guide
• expanded application of the Learning Policy and development of learning plans that benefit both personal and organization development
• development of the Corporate Human Resource Action Plan that will be implemented in 2007 – 2008 and will ensure greater efficiency in staffing, classification and development practices

Provided the planning and coordination that supported the continuing and improved implementation of the Equity Policy and Diversity Strategy, resulting in:

• the largest and most successful Annual Diversity and Employment Equity Update Conference
• expansion of outreach activities that involved stakeholder organizations and educational institutions to promote the provincial government as an employer of choice, as well as provide information directly to prospective candidates
• successful further development and increased offerings of the Career Assistance Program for Members of Visible Minorities and Immigrants, the Persons with Disabilities Career Assistance Program, the Aboriginal Public Administration Program, the Aboriginal Management Development Program, the Management Internship Program and the Millennium Scholarship Foundation Excellence Award Laureates Summer Internship Program

Completed staffing audit plans, staffing and equity assessment reports to ensure compliance with delegated staffing authority and provided training and advice that promoted effective and appropriate recruitment and selection practices.

Conducted file and administrative reviews of all selection grievances filed under revised collective agreement provisions.

Provided support to the human resource community in the interpretation and application of human resource policies.

1(c) Human Resource Management Services

Expenditures by Sub-Appropriation	Actual 2006-2007 $(000's)	FTEs	Estimate 2006-2007 $(000's)	Variance Over(Under)	Expl. No.
Salaries and Employee Benefits	1,093.8	14.50	969.3	124.5
Other Expenditures	781.8		491.3	290.5	1
Total Sub-Appropriation	1,875.6	14.50	1,460.6	415.0

Explanation:

1. The increase is related to costs associated with the Leadership Development Initiative (LDI). Funding of $300.0 was allocated in the 2006/07 Estimates of Internal Reform, Workforce Adjustment and General Salary Increases (26-5). However, the LDI expenditures were funded through under-expenditures in other Civil Service Commission program areas.

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