Step 5: Measure, Monitor And Report On Progress
Considerations
Measuring, monitoring and reporting HR performance outcomes are key to
assessing progress in target areas, organizational learning and improvement and
determining future priorities.
- Does the organization have clear and measurable HR-related goals?
- Are the HR Performance measures aligned with indicators in the TBS MAF
and the PCMAF?
- Are systems in place to track performance indicators and analyze cost
benefit?
- Do results from your performance indicators inform your priority
setting for the next fiscal year?
- Does your DPR include a section on the degree of success of your
integrated planning and management-related efforts?
- Have you analyzed data
elements that are included under formal reporting requirements (e.g. EE, OL,
MAF)?
Documents to Consult
Here is a list of documents you may find in your Department or Agency that
can be useful for this step:
- Performance agreements
- MAF & PCMAF assessments
- Staffing plans
Roles and Responsibilities
- Deputy Minister and/or Assistant Deputy Minister/ Business Line and
Branch Directors:
- Establish accountability for implementing integrated HR and business
planning
- Ensure that the organization's plans clearly reflect current and
future HR needs
- Ensure performance agreements for managers at all levels include the
responsibility for integrated HR and business planning
- Ensure that monitoring, evaluation and accountability mechanisms are
in place for comprehensive integrated reporting
- Corporate planners:
- Contribute in an ongoing manner to increase awareness of the
benefits of integrated planning
- Senior HR professionals/Advisors:
- Keep up-to-date and advising clients on promising practices in
integrated HR planning
- Support existing networks/structures (e.g. multidisciplinary teams,
professional networks) in their efforts to integrate HR and business
planning
- Branch Divisions and Business Line Managers:
- Assess the effectiveness of their integrated planning efforts
- Communicate the plan to stakeholders to promote a transparent and
collaborative approach
- Communications specialists:
- Ensure that the importance of integrated HR and Business Planning is
incorporated into all appropriate departmental communications
STEP 5 - TEMPLATE: Measure, Monitor and Report on Progress
Click here to download Excel spreadsheet
|
STEP 5: MEASURE, MONITOR AND REPORT ON PROGRESS |
| HR Priority |
Business Goals |
Strategy |
Performance Indicators & Expected Results |
Results Met |
Remarks/Comments |
| Yes |
No |
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Click here to download Excel spreadsheet
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Worksheet for Performance Report and Performance Management Agreement |
| Program Sub-activity |
Business Objectives/ Commitments |
Target Performance Measurement Indicators |
Results Met |
Quarterly Progress Status Indicator
Green = On Track;
Yellow = In Jeopardy;
Red = Behind or Failed |
Reporting Requirement Met |
| Performance Management Accountability |
MAF |
PCMAF |
| Yes |
No |
Q1 |
Q2 |
Q3 |
Q4 |
Yes |
No |
Yes |
No |
Yes |
No |
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