Background PAO and Deputy Ministers share responsibility for developing and implementing human resource management strategies in government. PAO provides leadership in human resource management and develops corporate human resource strategies and Deputy Ministers are responsible for implementing these strategies within their ministries.
Improvements have been made to the government’s human resource
management systems
Over the past few years we have noted improvements in the human resource management systems within the Alberta public service. In 1998, we completed a review of human resource management and found that the components of the accountability framework for human resource management could be improved. Management has made significant progress in implementing the recommendations arising from the review.
Corporate human resource plan
Last year, we recommended that PAO, in conjunction with deputy ministers, enhance the Corporate Human Resource Plan (the Plan). Suggested improvements to the Plan included:
• Incorporating corporate policies, the Corporate Human Resource Development Strategy (the Strategy), and an accountability framework into the plan
• Defining roles and responsibilities of key parties participating in the implementation of human resource strategies
The corporate human resource plan has been enhanced
We have reviewed the Plan for 2000-2003 and noted that it now includes a summary of the Strategy and the government’s policy statements that guide the development of corporate human resource strategies. The Plan outlines the corporate supports PAO provides to achieve the goals and strategies and also outlines the responsibilities of departments. The Plan now includes performance measures for each goal and objective, with targets for each measure. Several new measures have been added to the Plan to indicate results for each objective. In addition, a new goal related to employee well being has been added to complete the link between plan goals and the corporate policy statements.
The enhanced Plan also includes references to other key human resource management resources such as the Strategy, the Performance Management Framework and two new documents:
• Strategic Human Resource Management – Human Resource Accountability Framework
• Responsibilities and Resources for Managers and Supervisors
Accountability and responsibility for human resource management in government has been defined
These new documents focus on defining the accountabilities and responsibilities of various parties in the human resource management process.
In our view, suggested improvements to the Plan have been implemented.
Employee Performance Management Systems
Background Successfully implementing the Corporate Human Resource Plan (the Plan) depends on effective systems to manage employee performance. Managing individual performance is critical to achieving government and organizational goals. For these reasons, last year we reviewed the corporate framework for employee performance management and noted
opportunities to improve the effectiveness of the systems.
Employee performance management systems to support organizational goals
As a result of the review, we recommended that each deputy minister, in conjunction with PAO, ensure that employee performance management systems clearly support government and department objectives. Our suggestions to improve the systems include:
• Establishing clear individual performance expectations that are linked to organizational goals
• Ensuring that performance is evaluated based on results achieved
• Linking rewards, including achievement bonuses, to performance
• Improving the implementation of competency models and integration with performance management and rewards systems
• PAO providing further guidance on the use of competency models and performance management systems
Progress is being made PAO and deputy ministers have made satisfactory progress in addressing this recommendation. In 2000, PAO established a performance management project to assist departments in linking employee performance to department and government performance through the effective use of the performance management system. PAO also identified an objective in their business plan to establish a closer link between performance and rewards and recognition.
A Performance
Management Framework and Evaluation Guide is being developed
We have recently reviewed a draft Performance Management Framework and Evaluation Guide prepared by PAO with feedback from the human resource managers and line managers in government. We were notified that at least four departments have agreed to test the performance management
good practice identified in the guide. PAO and department staff will conduct these pilot projects. The results of the projects will be shared amongst departments.
We will continue to monitor progress
It is our understanding that the guide will be finalized in 2000 and that there are other plans underway to improve department employee performance management systems. We will
continue to monitor progress in the next year.
Governance
Governance principles for Agencies, Boards and Commissions
Governance principles should be developed for agencies, boards and commissions
Last year, we recommended that the Deputy Minister of Executive Council work with other ministries to set out governance principles for all agencies, boards and
commissions (ABCs). This recommendation was accepted and we were notified that the Government Reorganization
Secretariat would consider governance principles as part of its review of ABCs in the Government of Alberta.
Progress is being made During the year, we have met with individuals involved with the review of ABCs. We understand that progress is being made in addressing this recommendation; however, at this time, the results of the review of ABCs have not been finalized.
We will continue to follow up on this matter in the next year.