Human Resources and Employment

Business Plan 2004-07
March 24, 2004

PDF version

This Business Plan for the three years commencing April 1, 2004 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 at February 27, 2004 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]

Clint Dunford, Minister of Human Resources and Employment
March 3, 2004

The Ministry of Human Resources and Employment consists of five major entities: the Department of Human Resources and Employment, 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. 

The Ministry of Human Resources and Employment supports eight of the twelve Government of Alberta (GOA) Business Plan goals through the Ministry's core businesses and participation in cross-ministry initiatives:

1 - Albertans will be healthy
2 - Albertans will be well prepared for lifelong learning and work*
3 - Alberta's children and youth will be supported in reaching their potential
4 - Albertans will be self-reliant and those unable to provide for their basic needs will receive help*
5 - Aboriginal communities and people in Alberta will have improved social and economic circumstances
7 - Alberta will have a prosperous economy*
8 - Alberta will have a financially stable, open and accountable government and a strong intergovernmental position in Canada*
9 - Alberta will be a fair and safe place to work, live and raise families*

* The Government of Alberta 2004-07 Business Plan links Ministry spending to these goals.

VISION

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

MISSION

To foster fair, safe and productive workplaces, enable individuals to succeed in a changing workforce, and assist people in need by providing a continuum of services, programs and information.

CORE BUSINESSES

Core Business 1: People Investments

Goal 1 - Low-income Albertans can meet their basic needs

Core Business 2: Skills Investments

Goal 2 - Albertans have the skills, supports and information they need to succeed in the labour market
Goal 3 - Alberta has a productive workforce that meets the needs of the economy today and in the future

Core Business 3: Workplace Investments

Goal 4 - Alberta has a fair, safe and healthy work environment

Core Business 4: Strategic Leadership of Human Resource Management in the Alberta public service

Goal 5 - An integrated, effective and enabling human resource management framework in the Alberta public service
Goal 6 - A strong public service that is positioned to meet emerging and diverse government goals
Goal 7 - Safe and healthy workplaces in the Alberta public service

Core Business 5: Labour Relations - Adjudication, Investigations and Mediation

Goal 8 - The Alberta labour relations community receives timely, effective and efficient services
Goal 9 - Promote use of Alternative Dispute Resolution methods to solve issues before reaching formal hearings
Goal 10 - Make clear and timely decisions for the parties to quickly implement the resolution

Core Business 6: Appeal Services for Workers' Compensation Decisions

Goal 11 - Provide a timely appeal service
Goal 12 - Provide fair and independent decisions on appeals
Goal 13 - Provide accessible and transparent appeal services

SIGNIFICANT OPPORTUNITIES AND CHALLENGES

The 2004-07 Business Plan identifies the following significant challenges facing the Ministry:

Department: Alberta is expected to enjoy continued economic growth, low unemployment, and high labour force participation rates. Strong economic growth is good but typically leads to labour shortages, wage demands and more pressure on the workplace. At the same time, some industries are being affected by unanticipated events, such as a single case of Bovine Spongiform Encephalopathy (BSE) being found in Alberta, resulting in the need for labour market adjustments and supports for transitions. The social fabric of Alberta is changing. The fast-growing population is aging and becoming more ethnically diverse with increased immigration. There continues to be a need for greater labour force participation by groups under-represented in the workforce such as Aboriginal people, persons with disabilities, as well as low-income Albertans. The Government of Alberta continues to emphasize making government more efficient and effective and is striving to ensure the long-term sustainability of its programs and services.

Personnel Administration Office: The Government's vision for the Alberta public service is “The Alberta public service is respected for its attitudes, knowledge and skills, its effective management of public policy and its dedication to achieving quality, affordable services for Albertans.” Like other employers, this must be achieved in a competitive labour market with changing demographic and economic trends.

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.

Appeals Commission for Alberta Workers’ Compensation: The Appeals Commission is challenged with providing fair appeal services within a shorter time frame. This is to be accomplished within approved resources although appeals, applications, and administrative workloads have increased and may increase further. The challenge is to maintain an open and accessible appeal system that provides quality decisions and fairness of process within the framework and principles of natural justice.

The Ministry has identified significant opportunities arising from these challenges for the Ministry to focus on over the next three years:

DEPARTMENT

Human Resource Development

• To help develop Alberta's human resource capacity in order to realize the benefits which a skilled and productive workforce offers all Albertans.

The Department will place a greater emphasis on workforce development initiatives which acknowledge industry's need for specific skills. In addition, the Department recognizes the importance of workforce productivity in keeping Alberta internationally competitive and will also ensure alignment of its objectives with trends in education, including lifelong learning.

Partnerships

• To be a leader and innovator in developing partnerships with others.

The Department will continue to consider a broad range of stakeholders as potential partners including industry, municipalities, Aboriginal governments and organizations, training providers, clients and others, and will design innovative, collaborative models to work with them. Also, the Department will build on its success in working with industry to develop Alberta's labour force.

Workplace

• To work across government and with external groups to ensure a fair, safe and balanced workplace.

The Department will continue to be an honest broker and respected voice on matters related to workplace health and safety, collective bargaining and employment standards for all Albertans.

Innovative Delivery

• To continue to pursue new and innovative ways of delivering programs and services.

The Department will take advantage of opportunities such as new technologies, integration of policies, bundling of programs and services, outsourcing, effective resource allocation and partnerships in pursuing excellence in its business practices.

Sustainability

• To continue to support the government's sustainability agenda across various programs and services.

Programs will continue to provide resources and opportunities to support the Government of Alberta's long-term overall goals which include fiscal responsibility, excellent health and education systems, economic development and diversification, and services for children.

PERSONNEL ADMINISTRATION OFFICE

Alberta Public Service

• To work collaboratively with ministries to develop leading human resource practices which effectively position the Alberta public service as an employer offering a dynamic, diverse and healthy environment where employees continue to learn and grow.

ALBERTA LABOUR RELATIONS BOARD

Labour Relations

• To continue to provide investigation, adjudication and mediation services to the Alberta labour relations community. (Services include education and consultation with stakeholders.)

APPEALS COMMISSION FOR ALBERTA WORKERS' COMPENSATION

Appeal Readiness

• To continue to work with stakeholders to improve understanding and readiness of the parties through education and the provision of information.

Alternate Resolution

• To build a process that resolves issues without the necessity of the formal hearing process thereby reducing the time and resources required to address an appeal.

STRATEGIC PRIORITIES 2004-07

Through the Ministry's review of external and internal challenges, the following strategic priorities have been identified. These are in addition to the important ongoing core activities of the Ministry. The strategic priorities are the drivers of the Ministry’s key initiatives.

CORE BUSINESSES, GOALS, STRATEGIES AND MEASURES

CORE BUSINESS ONE: People Investments

GOAL 1:  Low-income Albertans can meet their basic needs

What it means

Albertans who are unable to provide for their basic needs will receive help. Government, community and business resources are available to assist those in need. The Department provides income support, health benefits and other services to low-income Albertans so they can meet their basic needs and be as independent as possible.

Strategies

.1 Provide income support, health benefits and other services to meet the basic needs of Albertans who are eligible to receive income support.
.2 Provide health benefits and other services to enhance the independence of low-income Albertans who do not receive income support.
.3 (Key Initiative - Low Income Review) Implement the income supports and services enabled by the Income and Employment Supports Act.
.4 (Key Initiative - AISH Review) Review the AISH program in the context of other government supports and implement changes to ensure responsiveness to client needs and program sustainability.

Measures

CORE BUSINESS TWO:  Skills Investment

GOAL 2: Albertans have the skills, supports and information they need to succeed in the labour market

What it means

Albertans are the province's most important resource. They will continue to acquire the knowledge and skills they need to identify and participate in future opportunities, and be self-reliant and contributing members of society. The Department supports Albertans, including those with barriers to employment, to get the skills, services and information they need to find and keep a job.

Strategies

.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 Provide programs and services to assist youth, immigrants, Aboriginal people, older workers, and persons with disabilities to develop skills to increase their labour force participation.
.3 Provide Albertans with current career and labour market information.
.4 (Key Initiative - Skills Investment Strategy) Continue to implement the Strategy to support the development and maintenance of a skilled workforce, and to address labour shortages and skills deficits in Alberta.

Measures

SUPPLEMENTAL INFORMATION

GOAL 3:  Alberta has a productive workforce that meets the needs of the economy today and in the future

What it means

Alberta has a growing and changing economy where employers are aware of the challenges to remain globally competitive and to be increasingly productive. The Department works collaboratively with industry and other partners to assess and anticipate labour market trends. The Department also works with them to address human resource development, labour shortages and skills deficits, workforce planning and productivity issues. These activities ensure Alberta employers have the skilled workforce they need to compete in a global economy and maintain the Alberta Advantage.

Strategies

.1 Share information with business, industry, communities and other jurisdictions on significant labour market trends and issues, as well as the knowledge and skills that will be required in the workplace.
.2 Promote employer participation and investment in workforce development.
.3 Continue to implement Prepared for Growth: Building Alberta's Labour Supply.
.4 Promote workforce effectiveness (work-life balance, lifelong learning, workplace values).
.5 Develop alliances at the local, provincial, national and international level that will contribute to human resource development.
.6 In collaboration with other Government of Alberta ministries, various levels of government and industry, determine and implement strategies to enhance the participation of immigrants in the workforce and to address Alberta's labour shortages and skills deficits.
.7 Continue to co-champion the Economic Development Strategy, a Government of Alberta priority policy Cross-Ministry Initiative.
.8 (Key Initiative - Partnerships) Develop partnerships to meet Alberta's human resource development needs, including strategies which focus on skills deficits, workforce planning, supporting increased workforce productivity and improving relationships with workplaces. (This initiative also encompasses strategy .7 under Goal 4.)

Measures

CORE BUSINESS THREE: Workplace Investments

GOAL 4:  Alberta has a fair, safe and healthy work environment

What it means

Albertans require fair, safe and healthy workplaces. 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. In addition, the Department ensures professional associations are governed in the public interest.

Strategies

.1 Support Alberta's workplaces to resolve workplace issues effectively by providing mediation, arbitration and facilitation services.
.2 Implement approaches to enhance compliance with employment standards and workplace health and safety.
.3 Review workplace legislation to ensure it is current and relevant to Alberta's workplaces, including issues arising from the MLA Labour Relations Code Review Committee.
.4 Continue to monitor legislation governing professions and occupations to ensure it is sensitive to the needs of professional and occupational associations and stakeholders.
.5 Promote access to employment opportunities by reducing or eliminating labour mobility barriers.
.6 Provide Albertans with access to workplace health and safety and employment standards information.
.7 (Key Initiative - Partnerships) Continue to implement the Work Safe Alberta strategy to improve workplace safety in Alberta.

Measures

SUPPLEMENTAL INFORMATION

CORE BUSINESS FOUR: Strategic Leadership of Human Resource Management in the Alberta Public Service

GOAL 5:  An integrated, effective and enabling human resource management framework in the Alberta public service

What it means

A comprehensive policy framework for human resource management enables a positive and productive working environment in the Alberta public service and ensures accountability for the management of human resources. The framework provides a corporate approach that is established in collaboration and consultation with stakeholders. It includes the areas of benefits, compensation, classification, labour relations, collective bargaining, staffing, workforce development and workplace health. Functional experts provide consulting services to ministries to support the effective implementation of human resource initiatives. Maximizing the use of information technology is part of an effective framework.

Strategies

.1 Develop and maintain a comprehensive policy framework for human resource management.
.2 (Key Initiative - Corporate Human Resource Development Strategy) Lead the development and support implementation of the annual corporate human resource plan including the corporate human resource development strategy.
.3 (Key Initiative - Shared Services Delivery Improvement Strategy) Enhance the seamless and effective functioning of human resource programs and services to the Alberta public service through collaboration with the Alberta Corporate Service Centre and the Human Resource Directors' Council.

Measures

What it means

The ability to attract, engage, develop and retain skilled and knowledgeable employees is critical to achieving the goals of government. A strong commitment to leadership development at all levels ensures there is talent ready to compete for future leadership positions. Innovative partnerships with ministries and other organizations ensure timely and relevant professional development through programs such as Corporate Executive Development, Senior and Executive Managers’ Development and Management Development. A corporate executive search program recruits executive level talent and the Ambassador and Internship programs promote the Alberta public service as a positive career choice. An engaged and productive workforce understands what is expected and can link effectively to ministry and Government goals. Albertans expect excellent service from the public service and the continuous enhancement of employee capacity in this area is ensured through a strong partnership with Service Alberta and the Alberta Corporate Service Centre. The Premier's Award of Excellence recognizes superior client service and business excellence in the Alberta public service.

Strategies

.1 Foster continuous learning, service excellence, and build leadership capacity for all employees.
.2 Develop and enhance strategies to attract and retain talent.
.3 Promote alignment of employee performance with ministry business plans and Government goals.

Measures

What it means

A healthy and safe work environment supports the overall productivity and success of employees. The Alberta public service contributes to the achievement of key government outcomes such as ensuring that Albertans are healthy and reducing workplace incidents by 40 per cent. Employee health programs include Long-Term Disability, Employee Support and Recovery Assistance, and the Employee Assistance Program.

Strategies

.1 Promote a safe work environment that reduces workplace incidents.
.2 Support ministries to foster healthy workplaces.
.3 Support employees in managing their well-being.

Measures

CORE BUSINESS FIVE: Labour Relations – Adjudication, Investigations and Mediation

GOAL 8:  The Alberta labour relations community receives timely, effective and efficient services

What it means

It is important that labour relations matters be dealt with as quickly as possible to ensure situations do not grow into larger more complicated issues. The Alberta Labour Relations Board ensures the effectiveness of the investigation process.

Strategies

.1 Investigate applications in a timely and accurate manner to ensure early resolution of differences.

Measures

GOAL 9:  Promote use of Alternative Dispute Resolution methods to solve issues before reaching formal hearings

What it means

Facilitated settlements help build effective relationships. In many applications, the Alberta Labour Relations Board works with the parties to help settle disputes before they get to hearing.

Strategies

.1 Ensure that Board officials develop and maintain the proper facilitation skills required and that these techniques and skills are applied to all appropriate applications.

Measures

GOAL 10:  Make clear and timely decisions for the parties to quickly implement the resolution

What it means

It is important for labour relations decisions to be well reasoned and researched, but this must be tempered by the needs of the parties to have issues resolved quickly. The Alberta Labour Relations Board balances the needs for accuracy with the effectiveness of the decision-making process and the needs of the parties.

Strategies

.1 Render decisions within 90 calendar days from the completion of the hearing.
.2 Render all decisions within 180 calendar days from the completion of the hearing(s).

Measures

CORE BUSINESS SIX: Appeal Services for Workers' Compensation Decisions

GOAL 11:  Provide a timely appeal service

What it means

Appeals need to be decided within appropriate time limits. The Appeals Commission for Alberta Workers’ Compensation strives to improve its appeal process and the timeliness of decisions.

Strategies

.1 Ensure prehearing appeal readiness.
.2 Provide and encourage alternate resolution mechanisms.

Measures

GOAL 12:  Provide fair and independent decisions on appeals

What it means

Independence of process and procedure and quality and consistency of decisions are important indicators of the effectiveness of appeal processes. The consistent application of legislation and policy by the Appeals Commission for Alberta Workers’ Compensation will ensure greater fairness is achieved and will increase the number of decisions upheld on review.

Strategies

.1 Build the competency base of the Appeals Commission through training and effective recruitment.

Measures

GOAL 13:  Provide accessible and transparent appeal services

What it means

Appeals services should be based on the values of respect, excellence, fairness and co-operation. The Appeals Commission for Alberta Workers’ Compensation will continue to develop the expertise and knowledge base of the Commission as well as develop and implement services and processes that satisfy the needs of stakeholders.

Strategies

.1 Provide opportunities for stakeholders' input into the quality and effectiveness of Appeals Commission processes and services.

Measures

APPENDIX: Department and Entity Vision and Mission Statements

DEPARTMENT OF HUMAN RESOURCES AND EMPLOYMENT

Vision

Alberta works because we invest in people

Mission

To provide a continuum of services and information that enables individuals to succeed in the changing workforce, fosters safe and healthy workplaces, and assists people in need.

PERSONNEL ADMINISTRATION OFFICE

Vision

PAO - Building a strong public service

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.

ALBERTA LABOUR RELATIONS BOARD

Vision

A fair and equitable labour relations climate in Alberta

Mission

To administer, interpret and enforce Alberta's collective bargaining laws in an impartial, knowledgeable, efficient, timely and consistent way. It will do this by:

1. Educating the labour relations community and the public of their statutory rights and obligations
2. Developing policies and processes that will assist the parties to prevent disputes or resolve their differences over these rights and obligations without resorting to litigation; and
3. Providing timely, appropriate, impartial resolution of those differences.

APPEALS COMMISSION FOR ALBERTA WORKERS' COMPENSATION

Vision

The leader in innovative appeal services

Mission

To provide a timely, fair and independent appeals process consistent with legislation, policy and the principles of natural justice.