Line of Enquiry 1 – Governance & strategic direction
Criterion 1.1 – Effective oversight mechanisms are in place and roles, responsibilities and accountabilities are established and communicated department-wide.
Criterion 1.2 – Clear talent management principles and priorities are established, aligned and being met to address business-driven talent management needs and priorities.
Line of Enquiry 2 – Planning processes
Criterion 2.1 – Departmental resource needs are determined through workforce planning.
Criterion 2.2 – Business practices are in place to support effective and integrated succession planning.
Line of Enquiry 3 – Performance measurement
Criterion 3.1 – The Department uses performance metrics and targets to assess whether goals have been met.
Criterion 3.2 – The Department is refining its talent management activities based on the input from its senior management and employees.
Appendix B – Management Sector’s Reported Progress
Integrated Talent Management Framework Element
Management Sector’s Reported Progress
The Legal Excellence Program is being used as a recruitment source for LP-01 counsel
Collective processes used for entry level counsel, legal assistants, junior level human resources advisors, information technology specialists, including EX, LC and senior practitioner LP-03 positions, etc.
Developmental programs such as Financial Officer Development Program and the Policy and Research Analyst Program
Performance Management & Talent Management
Performance Management Program in place for all employees
Standard tools and implementation of talent management across the Department
Integrated talent management and performance management review process for portfolios/sectors/regions as well as at Executive Committee for LCs, EXs and LP-05s
Learning and Professional Development
Individual learning plans/learning and development plans for all employees
National Mentoring Program
In-house learning programs
Departmental mandatory management training in labour relations and staffing
In-house second language training
In-house legal training programs
Leadership training program for EXs and LCs
Justice Executive Leadership Program for EX\LCs-01 and LCs-02 (director level)
Leadership in Action: Executive Leadership Program for EX/LCs-03 (director general level)
An abridged version of the Executive Leadership Program delivered to the Executive Committee team
Nomination process to University of Ottawa Certificate Program and other recognized leadership programs offered by outside service providers such as Leadership Across Borders
Flexible Career Development Initiative - short-term career development opportunities
Succession Planning and Talent Management
Succession planning and talent management framework and guidelines created for the Department
These are operationalized yielding individual organizational succession plans for critical positions at the EX, LC and LP-05 levels across the Department
Departmental corporate placemats for critical positions with high risk of vacancy (EX/LCs and LP-05s across the Department)