March 2020 - Assistant Deputy Minister (Human Resources – Civilian) - Kin Choi
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Mr. Kin Choi was appointed as ADM(HR-Civ) in 2015. He has worked in over ten government departments, four at the ADM level (Health Canada, Privy Council Office, Employment and Social Development Canada, National Defence). Over the past four years he has implemented several key initiatives such as Next Generation Human Resources – a new national business model that is client-focused and better supports the Defence team.
Develops and implements plans, policies and programs to recruit, develop and retain civilian employees to effectively support the Canadian Armed Forces in operation.
Supports the department by providing guidance, tools and ensuring sound stewardship for civilian human resources management.
Informs strategic decision making, develops civilian human resources resourcing strategies and fosters a modern, healthy and productive workforce.
Total HR-Civ Employees: ~1200 (21 offices across Canada).
Who do we support:
- ~ 26,000 civilians (25% of the Defence Team population)
- ~8,000 military supervisors of civilian employees
- Financial Administration Act
- Employment Act
- Labour Relations Act
- Veterans Hiring Act
- Employment Equity Act
- Official Languages Act
- Vice Chief of the Defence Staff
- Military Personnel Command
- Chief Financial Officer
- ADM (Data, Information and Analytics)
- ADM (Information Management)
- Treasury Board Secretariat
- Office of the Chief Human Resources Officer
- Public Service Commission
- Public Services and Procurement Canada
- Bargaining Agents
- Office of the Commissioner of Official Languages
Top Issues for Assistant Deputy Minister (Human Resources – Civilian)
Challenge: as of 7 August 2019, ~21,000 of National Defence’s workforce were affected by Phoenix, representing a total of 43,326 unresolved pay cases or 10% of the government wide Pay Centre backlog.
Mitigation: to stabilize the HR to Pay situation, National Defence is expanding its resources to 320 employees across the country as well as its tools, including (1) Human Resources Contact Centre, (2) Human Resource Services and Support system and the (3) HRGo mobile app which is the first of its kind within the federal government and gives employees access to tools at their fingertips.
Challenge: mental health, well-being and harassment continue to be areas of focus identified through various Departmental results where greater focus and attention is required for ensuring a healthy workplace fundamental.
Mitigation: ADM(HR-Civ) implemented DND’s Total Health and Wellness Initiative. The Office of Disability Management was created to support employees and managers dealing with disability-related matters due to illness, impairment and injury. Bill C-65 amends the Canada Labour Code to strengthen the existing framework on the prevention of harassment and violence in the work place, including sexual harassment and sexual violence. DND is already compliant with some of the new requirements. As the implementation of Bill C-65 is expected in spring 2020, a tiger team has been established to provide an implementation plan in early winter 2020.
Diversity & Inclusion
Challenge: building and supporting a diverse and inclusive workplace that is reflective of Canada’s diverse workforce and working to eliminate barriers/disadvantages traditionally experienced by women, Indigenous peoples, persons with disabilities and members of visible minorities.
Mitigation: the proposed Diversity & Inclusion Action Plan aims for a culture shift to an inclusive and diverse environment. The strategy focuses on eliminating gaps in legislative requirements, expanding representation of Employment Equity groups in executive cadre, enhancing Employment Equity promotion rates, embracing and enabling inclusive practices, and embedding individual accountability.
Challenge: of the twenty-seven bargaining units across the Core Public Administration, 18 apply to National Defence. Tentative Agreements have been reached for 26.4% of National Defence’s population and the remaining 72% have declared an impasse and have chosen conciliation/strike as the method for dispute resolution; (Public Service Alliance of Canada) – 64%), or remain ongoing (Professional Institute of the Public Service of Canada) – 8%).
Mitigation: ADM(HR-Civ) is engaging stakeholders in strike preparedness and National Defence meets bi-annually through the Union Management Consultation Committee and its Human Resources Sub-Committee.
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