Management of Personnel
Expectation (b): Acquisition – The Board must ensure that the Agency has a human resource management system that attracts the talent it needs to attain its operational objectives.
Assessment Criteria
- Comprehensive resourcing plans to strategically recruit talent are in place
- Positions are staffed within acceptable timeframes
Information Considered by the Board
Overall recruitment has been limited but focused through use of the CRA's Staffing Management Plan (SMP) implemented in 2010 to minimize the impact of the Cost Containment Plan (CCP) initiatives on permanent employees. This plan and its ongoing utilization provide oversight of internal, external, and inter-departmental staffing and continue to support strategic recruitment where feasible.
The CRA's effective management of workforce impacts from transformation initiatives outlined in the June and October 2012 announcements has been integrated with the SMP. The CRA will continue to use a human resources management strategy that focuses on attrition and vacancy management and respects Workforce Adjustment (WFA) provisions for permanent employees.
The Agency is developing the Agency Strategic Workforce Plan (AWSP) for 2013-2014 to 2015-2016 and is also developing a targeted recruitment strategy that will be aligned with the AWSP.
The Agency has significantly reduced the time to staff non-Executive Cadre positions and has exceeded the internal standard of service for Executive Cadre processes. The on-going Staffing Policy Simplification Project aims to streamline the staffing process by consolidating staffing policy instruments and should also help reduce time to staff.
Board’s Assessment
The Board recognizes that the spending reduction required the Agency to be cautious about how it recruited externally in order to maximize opportunities for affected employees. The Agency must remain focused on its long-term approach and be strategic in its recruitment of new employees.
Board’s Rating: Acceptable |
Expectation (d): Retention/mobilisation – The Board must ensure that the Agency has a human resource management system that retains and mobilizes the talent it needs to attain its operational objectives.
Assessment Criteria
- Measures are in place to sustain a healthy, safe and respectful workplace
- Labour/management relations are effective
- HR management initiatives support strong performance, employee satisfaction, and retention of talent
- Agency has flexibility to adjust resources based on changing priorities
Information Considered by the Board
The Agency continues to promote a healthy and respectful workplace as demonstrated in the results of the 2011 Public Service Employee Survey. The Agency has programs in place to sustain a healthy, safe, and respectful workplace such as the Employee Assistance Program, Informal Conflict Resolution, Job Hazard Analysis for Field Employees, and Multiple Environment Job Hazard Analysis.
The collective agreement for the Public Service Alliance of Canada - Union of Taxation Employees expired this year and the negotiation process has begun.
The Agency's commitment to support a healthy and productive workplace was reinforced through the signing of the Union Management Philosophy in May 2012.
The 2011 Public Service Employee Survey (PSES) results showed that 82% of CRA employees overall liked their jobs and 77% of CRA employees get a sense of satisfaction from their work. A National Action Plan (NAP) was developed and focused on strengthening leadership as the central theme. All CRA employees were invited to discuss the PSES results during employee engagement sessions in October and November. These sessions gave employees the opportunity to provide solutions to improve their work environment. The NAP was officially launched within the Agency in February 2013.
The Agency demonstrated its flexibility to adjust resources based on changing priorities by successfully managing the following major changes: Shared Services Canada, British Columbia's return to Goods and Services Tax, and Prince Edward Island's Harmonized Sales Tax.
Board’s Assessment
The Board observed that the Agency has excellent labour-management practices and rigorous succession planning practices in place.
Board’s Rating: Strong |
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