The business plan for the three years commencing April 1, 2006 was prepared under my direction in accordance with the Government Accountability Act and the government's accounting policies. All of the government's policy decisions as of February 23, 2006 with material economic or fiscal implications of which I am aware have been considered in preparing the business plan.

The Ministry's priorities outlined in the business plan were developed in the context of the government's business and fiscal plans. I am committed to achieving the planned results laid out in this business plan.

[Original Signed]

Mike Cardinal, Minister of Human Resources and Employment
February 27, 2006

THE MINISTRY

Albertans have a fair, safe and supportive environment in which to live and work

To contribute to Alberta's economic prosperity and productivity by supporting the development of a skilled and productive labour force; building a strong public service; fostering fair, safe, healthy and productive workplaces; and helping improve the well-being of Albertans.

The work of the Ministry, as defined in its business plan, is fully aligned with and supports the Government of Alberta Strategic Business Plan.

The Ministry has identified the following environmental factors, which may influence its ability to achieve its goals:

Department of Human Resources and Employment: Alberta continues to experience strong economic growth. Megaprojects to develop the oil sands and build pipelines have either been announced or are underway, and money is being invested in infrastructure across the province. Unemployment rates continue to be the lowest in the country and labour force participation rates continue to be the highest.

Although Alberta's population is aging, projections suggest that Alberta's average age will continue to be among the lowest in the country. The Aboriginal population has been increasing and is expected to continue to grow. Over recent years, Alberta has maintained the highest level of net inter-provincial migration and immigration is on the rise.

Within this environment, several significant opportunities and challenges have been identified which may influence the Department’s ability to contribute to Alberta's economic prosperity and productivity through labour force development and by fostering fair, safe and healthy workplaces:

Personnel Administration Office: As an employer, the Government of Alberta operates in an environment with changing demographics and economic trends as well as a competitive labour market.

Through the Personnel Administration Office, the Ministry provides leadership in human resource management and works with other ministries to develop innovative and leading human resource practices designed to support the delivery of quality service to Albertans. To effectively position the Alberta public service as an employer that offers a challenging, diverse and rewarding team environment, a number of opportunities and challenges have been identified:

Alberta Labour Relations Board: The Alberta labour relations field is a dynamic one that responds to changes in the economy, demographics, technology and other factors. The Board must respond to these changes while maintaining the underlying principles of Alberta's labour relations legislation. To ensure impartial application of Alberta's labour laws, the Board has identified the following opportunity and challenge:

Appeals Commission for Alberta Workers' Compensation: The number of appeals arising from the Workers' Compensation Board review body decisions is significantly above previous five-year averages and general administrative workloads continue to increase. The Appeals Commission provides a fair, independent and timely final level of appeal related to Workers' Compensation decisions. The following challenge and opportunity has been identified which could impact its ability to provide effective appeal service to workers and employers:

Through the Ministry's review of environmental factors, the following strategic priorities have been identified and reinforce Human Resources and Employment's role in Alberta's economic prosperity and productivity and in fostering fair, safe and healthy workplaces. These strategic priorities are in addition to the important ongoing core activities of the Ministry. The strategic priorities are the drivers of the Ministry's key initiatives and link to various Ministry goals.

Co-championing the new Government of Alberta Priority "Building and Educating Tomorrow's Workforce" is a key focus for 2006-09. The objective of the priority is to ensure the availability of a skilled and productive workforce to meet Alberta's economic growth, now and in the future.

The efforts associated with the Labour Force Development strategic priority are going to contribute to the Building and Educating Tomorrow's Workforce Priority. Partnering with industry, employers, labour organizations and other stakeholders to develop, promote, coordinate and support strategies that foster the growth of the Alberta labour force through the development, attraction and retention of skilled and productive workers are key actions for 2006-09.

Efforts will be made to ensure that employment standards legislation and programs support the continued productivity of Alberta's workforce while maintaining an effective balance in employer and employee relationships.

In addition to the Building and Educating Tomorrow's Workforce, the Department will also contribute on behalf of the Ministry to other Government of Alberta Priorities: Improving Alberta's Health System – The Third Way; Building Aboriginal Self-sufficiency; and Saving Lives and Reducing Injury on Alberta Highways.

The Corporate Human Resource Development Strategy is a strategic priority. Initiatives under the strategy are focused on enhancing leadership capacity at all levels; attracting and retaining talent; fostering positive, safe and healthy work environments; and helping employees achieve high performance.

The Board will continue to meet the challenge of ensuring that Alberta's labour relations community is aware of the processes that are available to them, that these processes are communicated in an understandable manner and that these processes are carried out in a consistent and timely manner.

The Appeals Commission will provide accessible and transparent appeals services in a timely manner while maintaining an uncompromised fairness of process.

Alberta has a growing and changing economy where employers are aware of the challenges to remain globally competitive and have an increasingly productive labour force. The Department works with partners such as training providers, industry and employers, communities and other orders of government to assess and anticipate labour market trends. The Department also works with its partners to address issues related to labour force development, including labour and skills shortages, changing skills requirements, immigration, labour mobility, labour force planning and productivity.

1.1 Exchange information with business, industry, communities and other jurisdictions on significant trends and issues as well as the knowledge and skills that will be required in the labour market.

1.2 Develop alliances with industry and other stakeholders at the local, provincial, national and international level that will contribute to labour force development.

1.3 Work with the Apprenticeship Program to encourage youth participation in apprenticeship programs and increase completion rates of program participants.

1.4 Align policies and programs for immigrants with Alberta's economic and social priorities.

1.5 Ensure professional and occupational associations serve the public interest and governing legislation is sensitive to the needs of all stakeholders.

1.6 Promote access to employment opportunities by reducing or eliminating labour mobility barriers.

1.7 (Key Corporate Initiative - Building and Educating Tomorrow's Workforce) Co-champion the Building and Educating Tomorrow's Workforce Priority on behalf of the Ministry.

1.8 (Key Corporate Initiative - Labour Force Development) Develop and implement strategies to meet Alberta's labour needs today and in the future.

Skills required to successfully compete in Alberta's labour market are changing with the province's economic growth, technological advancements and the emergence of new industries. Albertans will continue to acquire the knowledge and skills they need to participate in current and future opportunities, and be self-reliant and contributing members of society. The Department contributes to Alberta's economy by assisting Albertans to get the career and labour market information, supports and skills they need to find and keep a job.

2.1 Provide programs and services to help Albertans develop skills, find and keep employment, manage their careers and adapt to the changing labour market.

2.2 Provide programs and services to assist under-represented groups (e.g., youth, immigrants, Aboriginal people, older workers, persons with disabilities, Albertans with low income) to develop skills and increase their labour force participation.

2.3 Develop and publish career and labour market information products and resources.

Fair, safe, healthy and productive workplaces help keep Alberta prosperous and competitive in the global economy. The Department helps organizations develop positive labour-management relationships through better communication, problem solving and cooperation. The Department also promotes, regulates and provides information on workplace health and safety, and fair and balanced employment standards and practices.

3.1 Support Alberta's workplaces to resolve workplace issues effectively by providing mediation, arbitration and facilitation services.

3.2 Implement approaches to enhance compliance with employment standards and workplace health and safety.

3.3 Continue to build upon the success of the Work Safe Alberta initiative and implement new approaches to further reduce work related injury and disease.

3.4 Review workplace legislation to ensure it is current and relevant to Alberta's workplaces, including any possible recommendations arising from the MLA Labour Relations Code Review.

3.5 Provide Albertans with access to workplace health and safety and employment standards information.

3.6 (Key Corporate Initiative - Employment Standards) Implement approved recommendations arising from the review of the Employment Standards Code and Regulation.

Albertans in need will receive help to support themselves and their families. The Department provides health benefits, child support services and financial assistance to help Albertans improve their skills and employability, and be as independent as possible.

4.1 Provide income support to Albertans in need, including learners who are improving their skills through training and Albertans escaping family violence.

4.2 Increase the attachment of Albertans to the labour market by providing health benefits to children of families with low income, and current and former Income Support recipients.

4.3 Increase the financial independence of current and former Income Support recipients by providing child support services to help ensure non-custodial parents provide financial support for their children.

A comprehensive policy framework for human resource management enables a quality and productive work environment and strengthens accountability for the management of human resources in the Alberta public service. The framework provides a corporate approach in the areas of benefits, compensation, classification, labour relations, collective bargaining, staffing, employee engagement, workforce development and workplace health and safety which is established in collaboration and consultation with stakeholders. Functional experts provide consulting services to ministries and the Human Resource community to support the effective implementation of human resource initiatives. The Personnel Administration Office takes a leadership role in developing the capacity of the human resources community. Information technology tools and communication strategies are sought out and used to leverage the effectiveness of human resource programs.

5.1 Develop and maintain comprehensive human resource policies, directives and programs.

5.2 Address emerging human resource trends and issues.

The public service is dedicated to superior client service and business excellence in delivering programs and services to Albertans. The ability to attract, engage, develop and retain skilled and knowledgeable employees and to address succession management within the public service is critical to achieving the goals of government. Engaged employees feel valued and are committed to their work. The overall productivity and success of employees is supported through a healthy and safe work environment, opportunities for input and involvement, and ongoing recognition for a job well done. Addressing issues of work/life balance and building effective working relationships contributes to a quality work environment. A strong commitment to building capacity and continuous learning ensures there are talented people to meet the challenges of today and the future.

6.1 Attract and retain talent.

6.2 Foster continuous learning and employee development.

6.3 Support and enhance employee performance.

6.4 Foster a positive, safe and healthy work environment.

The Alberta Labour Relations Board is an independent and impartial tribunal, responsible for the day-to-day application and interpretation of Alberta's labour laws. It processes applications and frequently conducts hearings on matters arising from both private and public employment sectors. Some, but not all, of the issues that come before the Alberta Labour Relations Board include certifications, revocations, various votes, bargaining unit determinations, unfair labour practices which fall under the Labour Relations Code, Public Service Employee Relations Act and Police Officers Collective Bargaining Act.

7.1 Provide timely, effective and efficient services to the Alberta labour relations community.

7.2 Promote use of Alternative Dispute Resolution methods to solve issues before reaching formal hearings.

7.3 Make clear and timely decisions for the parties to quickly implement resolutions.

The Appeals Commission for Alberta Workers' Compensation (Appeals Commission) reviews and makes decisions on worker and employer appeals arising from Workers' Compensation Board (WCB) review body decisions. Alberta requires an independent and impartial body as a final level of appeal from the decisions of the WCB. The fair and consistent application of legislation, policy and the principles of natural justice is required to ensure decisions are upheld on review.

8.1 Provide a timely appeal service.

8.2 Provide fair decisions on appeals applications