Ken DobellDeputy Minister to the Premier

and Cabinet Secretary

Renewal:Sustaining Excellence in the

BC Public Service

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Presentation OverviewPresentation Overview

Renewal Background

Corporate HR Plan highlights

HR Organization

Sustaining Renewal

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BC Public Service ProfileBC Public Service Profile

Conglomerate of 20 Ministries Numerous business lines Largest employer in BC Workforce widely dispersed Highly unionized @ 85% Women = 58% Men = 42% 51% of Managers may retire in less than

8 years 800 + distinct occupations

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Our Key ChallengesOur Key Challenges

Public Service Renewal /A Corporate HR Plan

People Management Challenges

Addressing:Lack of people strategyLeadership challengesPoor performance

AccountabilityInflexible & de-motivating

workplace practicesInsufficient training &

developmentDeclining employee / employer

relations

Environmental Challenges

Manage the implications of:Fiscal & resource

constraintsChanging public

expectationsEvolving public service

employment relationshipsEmployee demographics

and development needs

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The OpportunityThe Opportunity

Scales of Engagement

+Productivity Service to the Public

Organizational Success!

+

=

• The Work Environment Survey by Auditor General concluded:

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B.C. Public Service VisionB.C. Public Service Vision

“To achieve excellence in public service”

Service excellence: A professional public service that delivers the highest service quality and value for British Columbians

Work environment excellence: A dynamic work environment that promotes innovation, learning and results

People excellence: Passionate people who take pride in making a difference for those they serve

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B.C. Public Service ValuesB.C. Public Service Values

Integrity: To conduct ourselves in an ethical, honest, consistent and professional manner

Responsibility: To deliver affordable client-centred service and stewardship on behalf of citizens

Accountability: To enhance efficiency, effectiveness and value in public services

Respect: To treat those we serve, and each other, with courtesy, fairness, dignity and trust

Choice: To foster innovation and creativity in providing quality services

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Corporate HR Plan Strategic GoalsCorporate HR Plan Strategic Goals

Proactive and

Visionary Leadership

Proactive and

Visionary Leadership

Effective People

Strategy

Effective People

Strategy

Performance Focused Workplace

Performance Focused Workplace

Flexible and Motivating

Work Environmen

t

Flexible and Motivating

Work Environmen

t

Learning and

Innovative Organizatio

n

Learning and

Innovative Organizatio

n

Progressive Employee-Employer Relations

Progressive Employee-Employer Relations

To achieve excellence in public service

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Corporate HR Plan key to Corporate HR Plan key to Government Planning ProcessGovernment Planning Process

Individual Plan

Corporate HR Plan

Ministry HR Plan

Div/Branch HR Plan

Individual Performance

Planning

Div/Branch Service Planning

Ministry Service Planning

Government Strategic Planning

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HighlightsHighlightsProactive & Visionary LeadershipProactive & Visionary Leadership

29 ‘Leadership in the New Era’ Workshops completed with 2400 attendees

22 ‘Leadership Action’ Workshops completed with 1300 attendees

Corporate HR Plan and Ministry HR Plans developed

A new Leadership Centre launched April 1, 2003

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HighlightsHighlightsPerformance Focused WorkplacePerformance Focused Workplace

Employee Performance Management (EPDP)– Employee focused and co-managed with

supervisors– performance plan focuses on work goals,

competencies & development – All employees will have by 2004/05– iPlan: online system for EPDPs available – 360° Leadership Development Surveys

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Highlights Highlights Performance Focused WorkplacePerformance Focused Workplace

Competency Framework- B.C. Public Service competency dictionary in use- Core Public Service and leadership

competencies identified- Learning programs developed based on core and

leadership competencies- New processes to be implemented such as

behavioural interviewing- Tools available include development resource

guide and behavioural interview tool, competency builder kits

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HighlightsHighlightsLearning & Innovative OrganizationLearning & Innovative Organization

Corporate Learning Strategy ensure focus on critical development needs of the public service

‘Leading the Way’ leadership and management development program

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HighlightsHighlights Flexible & Motivating Work EnvironmentFlexible & Motivating Work Environment

• Recruitment A new focus:

1. Emphasis on outcomes

2. Building organizational capacity

3. Every applicant treated as a potential future employee

Managers now have full authority on staffing

Merit retained, rules reduced, creativity encouraged

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HighlightsHighlightsFlexible & Motivating Work EnvironmentFlexible & Motivating Work Environment

Job Classification Process A shorter and faster process First ever delegation directly to senior

managers for standardized job classifications

One window access for non-delegated job classifications

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A New HR OrganizationA New HR Organization

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New Principles for the HR New Principles for the HR OrganizationOrganization

Maintain a high level of client satisfaction

Reduce Costs Be accountable to the client

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Structure & ResponsibilitiesStructure & Responsibilities

Three key elements to the structure

– BC Public Service Agency

– The Leadership Centre

– Ministry Strategic HR Offices

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Ensuring SuccessEnsuring Success

Commitment to continuous improvement

Role of Technology

Accountability Mechanisms

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The past 24 months…The past 24 months…

The first Corporate HR Plan

An effective workforce adjustment

strategy

The establishment of Leadership

Centre

Introduction of a new HR Organization

for the BC Public Service

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In Conclusion…In Conclusion…

Achieving our Vision needs ongoing leadership

Change takes time and sustained effort