Canadian Coast Guard
www.ccg-gcc.gc.ca
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2010-2013 Strategic Human Resources Plan
Annex B: Summary of Canadian Coast Guard Strategies and Commitments
| Strategy 1: A Qualified and Representative Workforce | ||
|---|---|---|
| Commitment | Driver | Lead |
| 2010-2011 | ||
| Continue to support the development of the Operational Women's Network | 2008-2011 DFO EE MAP | DG, Fleet |
| Develop an action plan to address Bona Fide Occupational Requirements for vision for seagoing positions that are linked to national and international regulatory requirements | DG, Fleet | |
| Increase overall employment equity representation by 7% | 2008-2011 DFO EE MAP | CCG MB members |
| Develop outreach material targeting persons with disabilities to allow them to envisage work at sea | 2008-2011 DFO EE MAP | DG, IBMS |
| Distribute outreach material at regional career and outreach events targeting secondary and College students, emphasizing the Agency's need for a diverse workforce | 2008-2011 DFO EE MAP | Executive Director, NLFRD |
| Continue to participate in the Partners for Workplace Inclusion Program in Vancouver, British Columbia, and in St. John's, Newfoundland | 2008-2011 DFO EE MAP | AC, PAC; AC, NL |
| Develop detailed syllabi for each of the specific certificates modules and begin implementation of the Ships' Crew Certification Program | DG, Fleet | |
| Implement the Refresher Course for Existing MCTS Officers | DG, MS; Executive Director, College | |
| Implement the Engineering Community Workforce Solutions Action Plan | DG, ITS; DG, MCP | |
| 2011-2012 | ||
| Evaluate effectiveness of the revamped Careers Page | DG, IBMS | |
| Review of the MCTS ab initio development program | DG, MS | |
|
Strategy 2: Develop and Support People |
||
| Commitment | Driver | Lead |
|---|---|---|
| 2010-2011 | ||
| Implement a nationally consistent automated system to capture training needs identification, data collection and reporting | PSES | Executive Director, NLFRD |
| Evaluate the national Leadership Development Pilot Program and determine next steps | PSES | AC, NL |
| Launch a more structured CCG Orientation Program for all new employees. | PSES | Executive Director, NLFRD |
| Implement a structured approach to dealing with requests for developmental language training | PSES | Executive Director, NLFRD; CCG MB members |
| Strategy 3: Fair and Effective Management | ||
| Commitment | Driver | Lead |
|---|---|---|
| 2010-2011 | ||
| Continue transition to Standard Organization | AG A-Base Review PSES |
CCG MB members |
| 2011-2012 | ||
| Complete transition to Standard Organization | AG A-Base Review PSES |
CCG MB members |
