Strategic Human Resources Plan
2008/2011

Introduction

The purpose of this Canadian Coast Guard Strategic Human Resources Plan 2008/2011 is to set out an overarching framework for the management of our work force and to provide a consistent national analysis of the most important trends that will impact upon our recruitment and retention. This will allow for better integrated human resources and business planning, one of the pillars of the 2003 Public Service Modernization Act.

Integrated planning promotes excellence in attracting and retaining an engaged, competent and diverse workforce. And it ultimately helps managers fulfill their responsibilities by providing a clearer picture of human resources requirements. Through integrated planning, we ensure staff is able to meet operational and organizational requirements, both current and future.

The four strategies presented in this plan will form the basis of Priority Five of the Canadian Coast Guard Agency Business Plan. Each annual Business Plan will set out specific commitments so that our human resources strategies are implemented over a period of several years. We will measure and report our progress through CCG's mid-year and year-end monitoring reports. Accountabilities specific to each commitment will be clearly identified.

The wealth of demographic data featured here was, unless otherwise stated, gathered from PeopleSoft and the Salary Management Information System on April 1^st of the year in question. It includes indeterminate, term, casual and seasonal employees, and students. This plan also benefits from the significant effort to gather data from a variety of Department of Fisheries and Oceans (DFO) and CCG sources, such as the CCG HR Planning Workbooks and Guides which were completed in 2006/2007.