Human Resources Plan Framework 2020-2024 - The District ...
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Human Resources Plan Framework
2020-2024What is a Human Resources Plan?
The overall purpose of a Human Resources Plan is to ensure that
the District of Oak Bay has adequate human resources
to meet the District’s strategic goals.
• Right people with the right skills at the right time
• Oak Bay as an employer of choiceA Human Resources Plan… • Is flexible • Evolves over time • Is linked to Council decision- making and the needs of the organization • Is multi-component and multi-year • Is proactive vs reactive
Community Context
Regulatory/Legislative Context
Budgetary/Financial Context 2. Attracting and Retaining Great Staff
1. Human Resources Planning
a. Recruiting, Selection &
a. Workforce Planning
Onboarding
& Succession Planning b. Learning & Development
c. Employee Engagement
d. Employee Recognition
e. Competitive Total
Compensation
f. Flexible Work Arrangements
3. Promoting 4. Commitment to
Performance Excellence Employee Safety and
a. Performance Wellness
Feedback & a. Occupational Health
Evaluation and Safety Program
Technological ContextWorkforce and Succession
1. a
Planning
What needs to be done? 2020 2021 2022 2023 2024
1. Develop a workforce plan 1.
including forecasted staffing
needs by department, including Denotes work to be done in-house
succession planning.
How will we know we have succeeded?
• Workforce plan will be developed
which will identify future staffing
and succession planning needs.2. a Recruitment, Selection &
Onboarding
What needs to be done? 2020 2021 2022 2023 2024
1. $7,000
1. Develop policy and procedures
2.
2. Develop and deliver training to
supervisors and managers Denotes work to be done in-house
How will we know we have succeeded?
• Supervisors and managers will have the necessary
skills to make good hiring decisions
• We will have consistency in hiring practices
compliant with collective agreements and legislation
• Retention of employees and lower turnover2. b Learning & Development What needs to be done? 2020 2021 2022 2023 2024 1. Develop policy and procedures 1. $3,500 including tuition reimbursement 2. $20,000 $20,000 $20,000 $20,000 $20,000 2. Develop and deliver training plan Denotes permanent increase to operating budget How will we know we have succeeded? • Increased employee engagement ratings • Increased internal promotions and opportunities • Succession planning
2. c Employee Engagement What needs to be done? 2020 2021 2022 2023 2024 1. Develop and conduct employee 1. $20,000 $20,000 survey 2. 2. Develop employee engagement Denotes work to be done in-house action plan How will we know we have succeeded? • Increased employee engagement ratings • Increased ability to attract and retain staff • District of Oak Bay will be seen as an employer of choice • Lower absenteeism • Increased productivity
2. d Employee Recognition
What needs to be done? 2020 2021 2022 2023 2024
1. Development and 1.
promotion of informal 2. $2,000 $2,000 $2,000 $2,000
recognition
Denotes work to be done in-house
2. CUPE long service Denotes permanent increase to operating budget
recognition program
How will we know we have succeeded?
• Increased employee engagement ratings
• Greater productivity2. e Competitive Total Compensation What needs to be done? 2020 2021 2022 2023 2024 1. Develop total compensation 1. $3,500 policy 2. 2. Exempt salary and benefits Denotes work to be done in-house survey How will we know we have succeeded? • The District will be able to attract and retain high quality staff.
2. f Flexible Work Arrangements What needs to be done? 2020 2021 2022 2023 2024 1. Initiate discussions relating to 1. flexible work arrangements Denotes work to be done in-house
Performance Feedback and
3. a
Evaluation
What needs to be done? 2020 2021 2022 2023 2024
1. Develop policy, procedures and
1. $5,000
evaluation form
2. Evaluation process will include review
2.
of job descriptions 3. $5,000
3.Training of supervisors and managers Denotes work to be done in-house
How will we know we have succeeded?
• Staff will receive ongoing feedback and annual performance evaluation
• Increased employee engagement ratings
• Improved productivity and continuous improvement
• Achievement of strategic objectives
• Updated job descriptions4. a Update Health and Safety Program
2020 2021 2022 2023 2024
What needs to be done?
1. $30,000
1. Conduct review of current OH&S policy
and program 2.
2. Identification of potential OH&S gaps 3.
3. Update of policy and procedures 4.
4. Training
How will we know we have succeeded?
• The District will have an updated OH&S policy and program that
will ensure compliance with Worksafe BC Legislation
• The potential for lower workplace injury rates will result in a
healthier workplace and lower costs to the District
• Mitigate the risk of receiving fines/penalties from Worksafe BCHuman Resource Plan Framework
Total Budget
2020 2021 2022 2023 2024
One time
expense $74,000 $20,000
Permanent $20,000 $22,000 $22,000 $22,000 $22,000
increase to
operating
budgetCommunity Context
Regulatory/Legislative Context
Budgetary/Financial Context 2. Attracting and Retaining Great Staff
1. Human Resources Planning
a. Recruiting, Selection &
a. Workforce Planning
Onboarding
& Succession Planning b. Learning & Development
c. Employee Engagement
d. Employee Recognition
e. Competitive Total
Compensation
f. Flexible Work Arrangements
3. Promoting 4. Commitment to
Performance Excellence Employee Safety and
a. Performance Wellness
Feedback & a. Occupational Health
Evaluation and Safety Program
Technological ContextHuman Resources Plan Framework
2020-2024
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