Canadian Coast Guard
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Strategic Human Resources Plan 2009-2012
Annex B: Summary of Canadian Coast Guard Strategies and Commitments
| Strategy 1 – Attract and Retain a Skilled Workforce | |
| 2009-2010 | |
| Commitment | Lead |
| Conduct a high-level gap analysis related to engineering requirements | DG, ITS; DG, MCP |
| Develop an Engineering Community Workforce Solutions Action Plan | DG, ITS; DG, MCP |
| Develop Ships’ Crew Certification Program | DG, Fleet |
| 2010-2011 | |
| Implement the Engineering Community Workforce Solutions Action Plan | DG, ITS; DG, MCP |
| Implement Ships’ Crew Certification Program | DG, Fleet |
| Strategy 2 – Improve the Diversity of Our Workforce | |
| 2009-2010 | |
| Commitment | Lead |
| Initiate research on vision standards for seagoing personnel | DG, Fleet |
| Establish a bi-annual report card system to track progress on the 2008/2011 DFO EEMAP | DG, IBMS |
| Ensure the Operational Women’s Network is fully engaged | DG, Fleet |
| 2010-2011 | |
| Develop Bona Fide Occupational Requirements for vision for seagoing positions | DG, Fleet |
| Strategy 3 – Focus on Training, Learning and Career Development | |
| 2009-2010 | |
| Commitment | Lead |
| Continue second phase of the national Leadership Development Pilot Program | AC, NFLD |
| Develop refresher course and implementation strategy for existing MCTS Officers | DG, MS; ED, College |
| Finalize the College transformation plan | ED, College |
| Promulgate the final version of the Learning and Development Framework | AC, Pacific |
| Continue work to ensure that all CCG employees have a learning plan | All CCG Managers |
| Enhance CCG College official language training capacity | ED, College |
| Develop action plan related to the observations of the OCOL following the review of second language capacity in the Maritimes Region | AC, Maritimes |
| Review of training and development expenditures from the past five years | AC, Pacific |
| Establish clear and transparent learning and development budgets | DGs and ACs |
| 2010-2011 | |
| Evaluate the national Leadership Development Pilot Program and determine next steps | AC, NFLD |
| Implement refresher course for existing MCTS Officers | DG, MS; ED, College |
| Increase officer-cadet enrolment at the CCG College to 64 per year beginning in September 2010 | ED, College |
| 2011-2012 | |
| Review the MCTS Marine Communications and Traffic Services ab-initio development program | DG, MS |
| Strategy 4 – Improve National Consistency in Human Resources Management |
|
| 2009-2010 | |
| Commitment | Lead |
| Launch and begin transition to a standard organization, which includes finalizing development of national model work descriptions for technical and seagoing positions | DGs and ACs |
| Assess the results of the 2008 PSES and distribute the findings to employees and bargaining agents | DG, IBMS |
| 2010-2011 | |
| Continue transition to standard organization | DGs and ACs |
| 2011-2012 | |
| Complete transition to standard organization | DGs and ACs |
