PE Professional Development

1. PE Professional Development • UMCC • HR Sub-Committee • 1 June 2009

2. HR Professional Development • Background • What’s New • Recruitment • Retention

3. Background • Service Centres recruited and developed PEs using an informal structured development program • Employees recruited using government-wide recruitment initiatives where practical • Occasional internal or external processes held for regions/sites with recruitment challenges • Employees developed using CSPS courses, tutors, accreditation or certification processes

4. What’s New • Approved HR Professional Development Program for all ADM(HR Civ) • Formalizes Recruitment Methods • Provides Guidelines for Promotion within the Program • Outlines Generic Training

5. Recruitment • Number of employees required are determined in the HR Planning/Strategic Intake Plan process • Employees normally recruited at the PE1/PE 2 level through interdepartmental external recruitment process • Occasional internal or external processes may be conducted for specific requirements e.g. the learning stream • Employees may be deployed into the program from other government departments or other occupational groups • May use student bridging

6. EMPLOYEES COMMUNICATION Connection to organization (managing relationships) Recognition of Contribution (promoting contribution and value to organization) Engagement CAREER DEVELOPMENT CIVILIAN CULTURE CIVILIAN CULTURE MANAGEMENT RETENTION STRATEGY CONCEPT DEFENCE TEAM DEFENCE TEAM DEFENCE TEAM DEFENCE TEAM

7. Retention – Employee Development • Use interdepartmental accreditation or certification programs where they exist • Identify Generic Training Requirements • Use trainers with support from coaches (offering formal sessions) in some regions • Corporate led (e.g., DCEP, DCCO, DGLRC) Subject Matter Expert networks identify issues and provide guidance • Professional Development Days • Learning Events • Provide enhanced technology support

8. Retention – Other Support Mechanisms • Support Alternative Working Arrangements e.g., Compressed Work Week • Encourage Continuous Learning e.g., part-time language training, after-hours training • Encourage use of CSPS or LCC courses to address individual particular employee challenges e.g., Communication, Time Management, Mediating Conflict

9. Retention - Communication • Various communication strategies to update ADM(HR Civ) employees and seek input • ADM(HR Civ) e-mails • Website – regular updating of HR guidelines, tools, etc. • Meetings/Conference calls • HRMT • Service Centre Directors • Managers HR Services • Subject Matter Expert (SME) Networks • Regional sessions/conference calls

10. Retention - Recognizing Contributions • ADM (HR Civ) has a program that recognizes HR professionals • a1 star Instant Award for immediate recognition • a 2 star Director General Award geared to recognizing work within a specific organization • a 3 star ADM Merit Award designed to recognize individuals or teams who have made exceptional contributions to ADM (HR-Civ) successes. • The program also allows us to recognize contributions of civilian and military staff in the Department of National Defence and the Canadian Forces.