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GOV 1 – Roles and responsibilities in staffing are clearly defined through a sub-delegation structure or pattern communicated throughout the organization.
GOV 2 – The organization is resourced to deliver on its staffing priorities.
GOV 3 – The organization has implemented practices that ensure continuous learning in staffing.
GOV 4 – A structure and/or mechanisms are in place to facilitate decision-making by senior management on staffing issues, and enable the collaboration of all stakeholders including bargaining agents. |
PLN 1 – Senior management gives clear direction and sets priorities that enable values-based staffing.
PLN 2 – Human Resources (HR) Planning, integrated with business planning, enables the organization to identify its current and future human resources needs.
PLN 3 – Staffing is consistent with HR planning while variances can be explained. |
POL 1 – Departments have implemented and maintain policies that help the delegated organization address significant issues in their appointment processes.
POL 2 – Departmental policies respect the PSEA 2003, the PSC’s policy and delegation requirements, the core appointment values, and other statutes.
POL 3 – Appointment processes and decisions respect statutory as well as departmental and PSC policy requirements. |
COM 1 – Stakeholders have access to timely staffing information including information about staffing strategies and decisions. |
CTL 1 – Quality and timely human resources information is available to support staffing strategies and decisions.
CTL 2 – Staffing monitoring is done by the delegated organization on an on-going basis.
CTL 3 – Identified staffing performance deficiencies are corrected in a timely fashion.
CTL 4 – Delegated organizations comply with the PSC’s reporting requirements. |
