Strategic Human Resources Plan
2008/2011

STRATEGY 4 - Improve National Consistency in Human Resources Management

Where We Are

The Coast Guard has taken two key steps to improve national consistency of human resources management — the development of a standard regional organization and the introduction of a performance review system.

The standard regional organization was developed in response to the 2007 Report of the Auditor General, the 2006 A-Base Review and the Public Service Employee Survey (PSES). This standard regional organization is key to our efforts to ensure CCG, as a Special Operating Agency, conducts its business consistently across the nation. The objective is not to standardize at the operational level for the sake of standardization; it is to create a truly national institution, with consistency in our workplaces. It is important to note that this is not a reduction exercise.

The implementation of the standard regional organization will simplify reporting relationships and enable more efficient human resources, financial and program management. The impact should be very manageable given that the vast majority of the organization remains unchanged. The demographic changes and substantial hiring that will be required over the next several years will make it easier for CCG to make the adjustments needed to achieve consistency in structure, classification and function.

As noted in the PSES results, classification is a priority issue for employees. Coast Guard is developing National Model Work Descriptions to standardize core competencies and reduce the number of work descriptions in use. This is a new approach for the Coast Guard: descriptions are typically shorter and summarize work requirements rather than presenting exhaustive lists of tasks.

During 2007/2008, CCG developed a new performance review system. It responds to the results of the 2005 PSES, which indicate a need to revitalize performance planning and ensure all employees receive an annual performance review. CCG's system was created in consultation with an advisory team including representatives from all regions and unions.

What We Will Do

The standard organization will be released in 2008 after information sessions with bargaining agents. It is expected that the transition be completed over the next several years, improving efficiency, consistency and inter-operability, and taking advantage of best practices to enhance the overall level of service delivery to Canadians. In addition, Coast Guard will develop a process to ensure national consistency in future organizational changes.

CCG will develop National Model Work Descriptions for all positions, a task which is expected to be complete in 2010. It will continue to seek the input of bargaining agents and work in collaboration with external partners to ensure National Model Work Descriptions remain current and respond to regulatory requirements. Furthermore, CCG will establish national priorities to guide development of National Model Work Descriptions for remaining shore-based positions and begin their development. CCG currently has 134 work descriptions applying to 2216 Agency positions. This includes all 467 RO positions and 48 of 50 SO positions.

The national performance review system will be implemented in 2008 to encourage annual employee performance reviews and individual learning plans. Information sessions will help managers and employees rediscover the value of performance reviews, facilitating discussion of required and/or developmental training and the creation of learning plans.

Managers and employees are encouraged to make the most of individual learning plans and performance discussions, establishing links between everyday tasks and key activites contained in work descriptions.