Archived - Staffing Management Accountability Framework Indicators



Micro Organizations 2011-2012 Cycle

Intended Effects: Progress with Key Success Factors

Delegation of Staffing to Deputy Heads

*DEL-1: Mechanisms in place to ensure that sub-delegated managers comply with their sub-delegated authorities
DEL
-2: Staffing Management Framework ensures monitoring of key staffing areas
* DEL-3: Appointment policies are current

Planning for Staffing and Monitoring of Results

PLN-1: Staffing strategies support organizational staffing priorities and align with current and future needs
*PLN-2: Extent to which expected results for staffing are assessed; adjustments made as required

Organizational Human Resources Support

SUP-1: Mechanisms are in place to evaluate manager satisfaction with staffing services
SUP-2: PE capacity: (a) PEs by population base; and (b) PEs by volume of staffing
*SUP-3: Participation in continuous learning by staffing advisors

Organizational Accountability for Results

OAR-1: Staffing performance deficiencies identified in feedback from the PSC are corrected in a timely fashion

Intended Effects: Improved Outcomes

Results: Flexibility and Efficiency

FLX/EFF-1: Managers’ satisfaction with flexibility to carry out staffing processes in an efficient manner**
FLX/EFF-2: Length of time for hiring process
FLX/EFF-3: Candidates’ satisfaction regarding duration of appointment process**

Results: Effectiveness and Adherence to Staffing Values

  • Merit
  • Non-partisanship
  • Representativeness
  • Access
  • Fairness
  • Transparency

Merit

MER-1: Managers’ satisfaction with quality of hires**
MER-2: Official Language qualifications in staffing (non-imperative appointments where the person does not meet the official language profile within the time periods prescribed by regulations)
MER-3: Candidates’ perceptions on whether they were assessed for actual job requirements of the position**
MER-4: Candidates’ perceptions on whether the posted qualifications and criteria for positions are bias-free and barrier-free**
MER-5: Investigations into staffing: a) PSC; b) In-house
MER-6: Candidates’ perceptions on whether the people hired in the work unit can do the job**

Non-Partisanship

NP-1: Candidates’ perceptions on whether they are aware of their rights and responsibilities as public servants, under the Public Service Employment Act, with respect to participation in political activities**

Representativeness

REP-1: Staffing-related provisions or initiatives to increase representativeness

Access

ACC-1: Percentage of external appointments that are non-advertised: a) non-EX group; b) EX group
ACC-2: Percentage of internal appointments that are non-advertised: a) non-EX group; b) EX group

Fairness

FAIR-1: Candidates’ perceptions of the fairness of the assessment process**
FAIR-2: Percentage of acting appointments with subsequent indeterminate appointment at the same occupational group and level within the same organization
FAIR-3: Percentage of new indeterminate hires coming from (a) casual and (b) term positions within the same organization
FAIR-4: Candidates’ perceptions on whether staffing processes to select employees for the work unit are done fairly**
***FAIR-5: Priority entitlements in staffing are respected
[Note: PSC data (i.e. From PIMS) would be used to assess organizations]

Transparency

TRANS-1: Organizational staffing priorities and strategies are communicated on organizations’ websites; and contents are clearly communicated to managers, employees and employees’ representatives where applicable
TRANS-2: Candidates’ perceptions of openness and transparency in internal staffing**

Notes

*Self-report if organization received acceptable rating in 2010-2011

**Indicators not evaluated for micro organizations

***New indicator for 2011-2012

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