Archived - Staffing Management Accountability Framework Indicators 2014-2015

Small, Medium, Large and Micro organizations

Strategic Outcome

A non-partisan public service and a merit-based staffing system that reflects PSEA values and expectations and supports business needs.

Desired Outcome

Deputy heads and organizations have a staffing management framework in place that ensures the effective sub-delegation of staffing authority, active monitoring of staffing decisions and potential staffing risks and that action is taken to continuously improve staffing management and performance.

Elements

Staffing, Governance and Infrastructure

1. Sub-delegation of staffing authority

• A sub-delegation instrument that documents terms and conditions exists and is accessible to all employees
• Practices are in place to ensure that all sub-delegated managers are identified to human resources (HR) staff

2. Support to sub-delegated managers

• Sub-delegated managers have current knowledge and access to the information, tools and an HR advisor in order to exercise sub-delegated authority
• Staffing advisors have access to continuous learning and development

Planning for Staffing

3. Staffing Plans and Strategies

• The organization has established staffing plans and related strategies that are measurable, approved and communicated to employees
• Staffing plans and related strategies are reviewed and renewed by the Deputy Head on an annual basis

Monitoring

4. Staffing Decisions

• The organization actively monitors staffing decisions to ensure they comply with the sub-delegation instrument, statutory requirements and PSC and organizational policies and reports the results to senior management

5. Key Staffing Risks

• The organization monitors potential staffing risks it has identified and reports the results to senior management
• The organization monitors the following appointment processes and reports the results to senior management:
  • Acting appointments over 12 months;
  • Appointments of casual workers to term or indeterminate status through non-advertised processes; and
  • Appointments to the EX group through non-advertised processes; and
• The organization monitors annually the accuracy and completeness of staffing files and reports the results to senior management

6. Achievement of Staffing Plans and Related Strategies

• The organization actively monitors and analyzes the results of its staffing plans and related strategies and any variance is reported to senior management.

7. Priority Entitlements ^*

• The organization monitors the respect of priority entitlements.

8. Official Languages Qualifications in Staffing ^*

• The organization monitors the use of the Public Service Official Language Exclusion Approval Order (PSOLEAO) and Regulations and the use of the Second Language Evaluation (SLE) confirmation period, as necessary.

9. Investigations into Staffing

• The organization monitors the conduct of in-house investigations and the implementation of corrective actions further to in-house and PSC investigations

10. Results of Survey Data

• The organization analyzes the results of staff-related survey data

Ongoing Improvement

11. Ongoing Improvement ^*

• The organization improves its staffing management and performance by acting on the results of its internal monitoring, audits and investigations, and other feedback, and reports to the deputy head.

Political Activities

Employees are aware of their legal rights and responsibilities as public servants regarding political activities

12. Raising Employee Awareness of Legal Rights and Responsibilities Regarding Political Activities

• Employees are aware of their legal rights and responsibilities as public servants regarding political activities

Footnotes