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-2: Staffing Management Framework ensures monitoring of key staffing areas
* DEL-3: Appointment policies are current
Planning for Staffing and Monitoring of Results
*PLN-2: Extent to which expected results for staffing are assessed; adjustments made as required
Organizational Human Resources Support
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
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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