Service Delivery Advisory Group Presentation February 16, 2007

1. Employment Ontario… The Challenge Ahead Service Delivery Advisory Group Presentation February 16, 2007

2. Moving Forward Red Zone Planning Horizon Transformation Transition Re-Engineering Program/ Service Coherence Transfer Business Continuity to Individuals/ Service Providers Stabilization Integration-Alignment Effort March 2007 March 2008 January 2008 January 2007 - 1 -

3. Moving Out of the Red Zone • Clients are being served, cheques are issued, key business processes functioning to serve 900,000 clients through 1,200+ third party service delivery providers • Federal dollar transfers for the final quarter of 2006-2007 received • 508 federal staff have transferred to Ontario; all have received training, orientation; all have been documented as OPS employees and all have received their first pay cheques • We have in place 18 agreements and protocols with Service Canada and sister Ministries to underpin ongoing management of the delivery environment - 2 -

4. Moving Out of the Red Zone • Employment Ontario service offerings are now in 87 offices, 61 co-located with Service Canada • All 87 sites fully networked with access to both provincial and federal systems • Access and PKI issues resolved within 14 days of transfer • 1,900 service provider agreements and 11,000 individual client agreements have been transferred and assigned to Ontario • Service Providers and individuals continue to receive payments and benefits - 3 -

5. Moving Out of the Red Zone • Two “Employment Ontario” launches, November 3rd, 2006 and January 2nd, 2007, enabled by a service delivery strategy focusing on new media technologies: • National Job Bank and Job Grow Hotline integrated to form new Employment Ontario Hotline co-located with Service Ontario • Radio and print media ads are quickly establishing the Employment Ontario brand and building service offering expectations Employment Ontario 1-800-387-5656 www.ontario.ca/employmentontario - 4 -

6. Issues Affecting Our Planning Horizon • Provincial Election in October 2007 with a pending federal election • Federal Budget: the Fiscal Imbalance Issue (in March) • Managing new expectations (clients, delivery providers, stakeholders) • Engaging our OPS ministry partners in the world of Employment Ontario (MCSS, MCI, MEDT, MGS) - 5 -

7. Issues Affecting Our Planning Horizon (cont’d) • Engaging our service providers as we move forward to align deliver systems at all levels • Testing the limits for moving forward in the context of constraints arising from the LMDA • Framing post-transfer governance relationships (SC, HRSDC) • Engagement in the Modernization of Government strategy - 6 -

8. Emerging Transition Priorities Customer Focus Key activities framed for LMTD, TMO, CMSC and CSC (IM/IT) Infrastructure Build Program Design & Service Delivery - 7 -

9. Mission, Vision, Mandate, Brand Promise Infrastructure Program and Service Delivery Supporting the Employment Ontario business of Program and Service Delivery The core businesses of Employment Ontario Organization Development Program and Policy Coherence Service Delivery Infrastructure (Channel Development) Service Delivery Management Framework (vision, standards, measures) Enterprise Management and Business Continuity Enterprise management and Business Continuity -- Operational Planning and Delivery Governance & Accountability Contingency, Security and Disaster Recovery - 8 -

10. Program & Service Delivery Projects • Infrastructure Build Project Potential Project List Program & Policy Coherence Organizational Development Service Delivery Management Framework Channel Development Classification Review Implement High Risk Program & Policy Changes • Classification Review Complete • Full Classification of all positions E-Channel Improvement Integration/ Rationalization of EO Service Offerings • Stabilized public internet site • Launch Employment Ontario Partners Gateway • Launch consolidated reporting tool • Implement high-risk policy/program changes (e.g., EAS/ Job Connect) Change Management Strategy Develop Access Strategies Implement Mid-Term Initiatives • Workforce fully trained • Leadership Development complete • Training (PO, other) • Coordinated client flows (MCSS, MCI, SO developed and communicated • TES • Rapid Re-employment • Employer Sponsored Training Channel Strategy – Self & Assisted Services Develop Service Delivery Model Workforce Realignment • Long-term Service Delivery Strategy Developed and broadly communicated • Framework for growing web/ voice channel capacity • Vacancy Management Strategy in Place • Initial Recruitment complete Develop Long-Term Program/ Policy Coherence Strategy Develop Service Standards Voice Channel Integration Design role & process for local boards • Service standards and measures developed and aligned across channels • Develop framework for continued voice channel integration Labour Relations Implement LMI Protocol Governance & Accountability Negotiate New Multi-Party Agreements Unified Reporting Post LMDA Governance Formal Agreements PMAF • Remaining LMDA agreements in place (LMI Research; audit & integrity; issues management; A/R • Contract management structure fully functioning • Performance Measures and Accountability Framework complete and communicated • Canada - Ontario governance model fully operational . . . Implement new COA Enterprise Management & Business Continuity Implement Privacy Framework Records Management Integrity and Audit Protocol Procurement/ Contract Management TB20 Report backs CSGC Issues Management Budget Forecasting/ Corporate Reporting Business Planning & Priority Setting Long-term System Solution Controllership Review • Identify features of controllership paradigm • Design and build case management system & processes • Full integrated EO system in place Business Process Re-Engineering Accommodations Planning Manage Financial SC Relationship • Planned moves completed • Mid-term to long-term strategy in place Complete Operationalized Discrete Forms/Tools • Streamlined business • processes in place Contingency, Security & Disaster Recovery . . . Implement disaster recovery plans CSD planning (Scaling Up) • Decision-making structure defined & fully understood • Resource deployment plan complete and ready for activation - 9 -