ACCOUNTABILITY
STATEMENT |
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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
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THE
MINISTRY |
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The Ministry of Human Resources and Employment consists of the
government reporting entity of the Department of Human Resources
and Employment. It also includes the Personnel Administration
Office, the Alberta Labour Relations Board, the Appeals Commission
for Alberta Workers' Compensation and the Workers' Compensation
Board (WCB). Since the WCB is an independent employer-funded
organization, its five-year Strategic Plan is not included with
the Ministry's business plan.
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VISION |
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Albertans have a fair, safe and supportive environment
in which to live and work
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MISSION |
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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.
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LINK
TO THE GOVERNMENT OF ALBERTA STRATEGIC BUSINESS PLAN |
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The work of
the Ministry, as defined in its business plan, is fully aligned
with and supports the Government of Alberta Strategic Business
Plan.
Link
to 20-Year Strategic Plan. The Ministry supports
all four key opportunities and the Capital Plan: |
Link
to 2006-09 Government Business Plan. The Ministry
supports seven of the fourteen Government Business Plan
Goals: |
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1. Alberta will have a diversified and
prosperous economy
(Supported by Ministry Goals 1 & 2)
Ensuring Alberta has a productive labour force that meets
the needs of the economy today and in the future and Albertans
have the skills, supports and information they need to
succeed in the labour market contributes to the diversity
and prosperity of Alberta's economy. |
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2. Albertans will be well prepared
for lifelong learning and work
(Supported by Ministry Goal 2)
Providing programs, services, supports and information
people need to succeed in the labour market helps Albertans
be prepared for lifelong learning and work |
- Competing in a Global Market Place
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3. Alberta's international
competitiveness will be enhanced
(Supported by Ministry Goals 2 & 3)
Having skilled workers and promoting fair, safe and
healthy work environments will enhance Alberta's international
competitiveness. |
- Making Alberta the Best Place to Live, Work and
Visit
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6. Albertans will be self-reliant
and independent and those unable to provide for their
basic needs will receive help
(Supported by Ministry Goals 2 & 4)
Helping Albertans succeed in the labour market, increasing
attachment to the labour force and having opportunities
to improve their financial situation will result in
more Albertans being self-reliant.
8. Alberta will have a financially stable,
open and accountable government
(Supported by Ministry Goals 5 & 6)
Ensuring the Alberta public service has an integrated,
effective and enabling human resource management framework
and an engaged and healthy workforce positioned to meet
emerging and diverse government goals supports an open
and accountable government.
10. Alberta will be a fair and safe place
to work, live and raise families
(Supported by Ministry Goals 3, 7 & 8)
Promoting safe and healthy work environments, fair,
equitable and stable labour relations environments and
ensuring Alberta has an effective mechanism for the
final appeal of Workers' Compensation Board decisions
makes Alberta a fair and safe place to work. |
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14. Alberta will have
a supportive and sustainable infrastructure that promotes
growth and enhances quality of life
(Supported by all Ministry Goals) |
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SIGNIFICANT
OPPORTUNITIES AND CHALLENGES |
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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:
Demand
for Skilled Labour |
Strong economic
growth leads to increased demand for skilled labour
across many sectors. Major growth in mining, oil and
gas extraction, and construction (pipelines, infrastructure
and other major projects) is expected to drive an increased
demand for skilled labour. |
Attracting
and Retaining Skilled Worker |
Industry is
experiencing increased competition for skilled workers
within the province, across Canada as well as internationally.
To attract and retain skilled workers, Alberta will need
to promote its high standard of living, exceptional social,
cultural and recreational facilities, and enviable quality
of life. |
Changing
Skill Requirements |
Skills
required in the workplace are constantly changing due
to technological advancements and emerging industries.
As a result, there is a greater need for workers to
upgrade or acquire new skills to remain knowledgeable,
competitive and productive. |
Employment
Standards |
The
workplace relationships between the employer and worker
are changing - more people are working part time, on
contract or in other non-traditional ways. With these
changes, there is a need to have employment standards
in the workplace to meet the needs of employers and
employees, and maintain the balance of flexible and
productive workplaces. |
Workplace
Health and Safety |
With
a booming economy, many new and inexperienced workers
enter the labour force, resulting in an increased need
to educate employers and employees on health and safety
in the workplace. |
Labour
Relations and Collective Bargaining |
During
times of skills shortages, technological changes and
desire for increased productivity, there are great demands
placed on the collective bargaining process to ensure
a positive labour relations environment, costs are contained
and new ways of doing work are implemented. |
Participation
of all Albertans in the Labour Force |
Groups
such as Aboriginal people, youth, immigrants and persons
with disabilities are under-represented in the labour
force. There is a need to increase both the ability
of these groups to compete in the labour market and
the willingness of employers to employ these groups. |
Rising
Costs |
Increased
costs, particularly for housing, utilities and prescription
drugs impact the collective bargaining process and the
ability of Albertans to manage their financial needs |
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:
Employee
Engagement and Retention |
A dedicated
workforce is needed to provide high quality service
to Albertans. Continuous development of employees, building
strong and positive workplace relationships and valuing
employee contributions helps the Alberta government
to engage and retain employees. |
Attracting
Talent |
The Alberta
public service needs to effectively attract talent in
a competitive labour market where the demand for skilled
and knowledgeable workers is high. |
Succession
Management |
The Government
of Alberta is facing a situation where the average age
of its employees is increasing and significant numbers
are expected to retire in the next 10 years. A strong
emphasis is needed to ensure employees with the skills
needed to achieve the government's goals will be continuously
available in the future. |
Workplace
Health |
Workplace
incidents and injuries affect productivity. The Alberta
public service strives to provide a safe, healthy and
positive work environment for its employees and supports
employee well being. |
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:
Changing
Environment |
The strength
or weakness of the economy as well as changes in demographics
and technology impact the labour relations environment.
By providing effective and timely investigation, mediation
and adjudication services to the Alberta labour relations
community, the Board contributes to a healthy, stable
labour relations climate. |
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:
Increasing
Workload |
As the workload
increases, the challenge is to improve the timeliness
of appeals processing while maintaining quality decisions
and a fair and accessible appeal process. In addition,
there is a greater need to work with stakeholders to
enhance their understanding of the appeals process. |
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STRATEGIC
PRIORITIES 2006-09 |
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. |
DEPARTMENT
OF HUMAN RESOURCES AND EMPLOYMENT |
1.
Building and Educating Tomorrow's Workforce Priority
Linkage:
Goals 1, 2 and 3 |
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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. |
2.
Labour Force Development
Linkage:
Goals 1, 2 and 3 |
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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. |
3.
Employment Standards
Linkage:
Goal 3 |
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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. |
4.
Government of Alberta Priorities
Linkage:
Goals 2, 3 and 4 |
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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. |
PERSONNEL
ADMINISTRATION OFFICE |
5.
Corporate Human Resource Development Strategy
Linkage:
Goals 5 and 6 |
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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. |
ALBERTA
LABOUR RELATIONS BOARD |
6.
Labour Relations
Linkage:
Goal 7 |
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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. |
APPEALS
COMMISSION FOR ALBERTA WORKERS' COMPENSATION |
7.
Appeals
Linkage:
Goal 8 |
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The
Appeals Commission will provide accessible and transparent
appeals services in a timely manner while maintaining an uncompromised
fairness of process. |
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CORE
BUSINESSES, GOALS, STRATEGIES & PERFORMANCE MEASURES |
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Core Business One: Skills Investments |
- Supporting the development
of a skilled and productive labour force. |
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Alberta has a productive labour force that meets the needs
of the economy today and in the future |
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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. |
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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. |
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Albertans have the skills, supports and information they need
to succeed in the labour market |
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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. |
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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. |
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Core
Business Two: Workplace Investments |
- Promoting fair, safe,
healthy and productive workplaces |
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Alberta has a fair, safe and healthy work environment |
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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. |
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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. |
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Core
Business Three: People Investments |
- Helping Albertans improve
their well-being |
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Albertans have opportunities to improve their financial situation
and attachment to the labour force |
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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. |
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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. |
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Core
Business Four: Human Resource Management |
- Providing strategic leadership
of human resource management in the Alberta public service |
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An integrated, effective and enabling human resource management
framework in the Alberta public service |
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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. |
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5.1 Develop and
maintain comprehensive human resource policies, directives
and programs.
5.2 Address emerging human resource
trends and issues. |
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An engaged and healthy public service that is positioned to
meet emerging and diverse government goals |
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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. |
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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. |
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Core
Business Five: Labour Relations - Adjudication / Investigation
/ Mediation |
- Impartial application
of Alberta's labour laws |
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Alberta has a fair, equitable and stable labour relations
environment |
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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. |
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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. |
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Core
Business Six: Appeal Service from Workers' Compensation Decisions |
- Hearing worker and employer
appeals arising from WCB review body decisions |
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Alberta has an effective mechanism for the final appeal of
Workers' Compensation Board decisions |
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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. |
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8.1
Provide a timely appeal service.
8.2 Provide fair decisions on
appeals applications |
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EXPENSE
BY CORE BUSINESS |
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MINISTRY
STATEMENT OF OPERATIONS |
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CONSOLIDATED
NET OPERATING RESULT |
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APPENDIX:
VISION AND MISSION STATEMENTS |
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DEPARTMENT
OF HUMAN RESOURCES AND EMPLOYMENT |
VISION
Alberta works because
we invest in people
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MISSION
To contribute to Alberta's
economic prosperity and productivity by providing information
and services to support the development of a skilled
and productive labour force; fostering fair, safe, healthy
and productive workplaces; and helping improve the well-being
of Albertans. |
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PERSONNEL
ADMINISTRATION OFFICE (PAO) |
VISION
PAO - Building a strong
public service
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MISSION
To provide corporate human
resource strategies, policy frameworks and strategic
support services that enable ministries to fulfill their
business plans and achieve government's vision of the
Alberta public service. |
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ALBERTA
LABOUR RELATIONS BOARD |
VISION
A fair and equitable
application of Alberta's collective bargaining laws
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MISSION
To administer, interpret
and enforce Alberta's collective bargaining laws in
an impartial, knowledgeable, efficient, timely and consistent
way.
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APPEALS
COMMISSION FOR ALBERTA WORKERS' COMPENSATION |
VISION
The leader in innovative
appeal services
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MISSION
To provide a timely, fair
and independent appeals process consistent with legislation,
policy and the principles of natural justice.
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