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2003/04 – 2005/06 SERVICE
PLAN
Ministry of Education |
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Our Employee Learning Strategy
| Goal |
Objectives and
Strategies |
| 1. Leadership in a Learning
Organization |
• Develop leadership
criteria, provide appropriate development opportunities to support
criteria
• Adapt development opportunities to constituent groups
• Identify staff roles and responsibilities in context
of new culture
• Develop continuous improvement through coaching, mentoring
and ongoing staff development activities
• Ensure understanding of the linkage of each job to government
and ministry and department service goals and objectives
• Develop a long term succession plan based on leadership
criteria and relevant training, including staff participation
in government’s Leadership and Management Development program,
“Leading the Way” |
| 2. Employee Performance and
Learning |
• Adopt core competencies
for all staff positions
• Clearly identify staff who show aptitude for interest
in leadership
• Develop growth-oriented performance plans with ministry
staff that include career portfolios (EPDP) |
| 3. Flexible and Motivating
Work Environment |
• Provide staff with
the tools to effectively manage time and resources
• Promote a culture that values and respects staff and
encourages balance |
| 4. Learning and Innovative
Organization |
• Develop effective learning
plans, to prepare training needs assessment and to provide staff
with increased access to personal and professional development
and training activities
• Investigate opportunities for interaction with the field
• Encourage interaction with the field
• Investigate how to facilitate and encourage staff secondments
within ministry, government, outside the BC Public Service (e.g.,
School districts; public sector)
• Develop and successfully implement innovative business
practices and profile these practices across the ministry
• Encourage staff to take reasonable risks, to learn to
manage within changing environment and to be responsive to changing
needs of clients |
| 5. Engaging Staff |
• Engage ministry staff
in the implementation of the Ministry Human Resource Plan
• Communicate regular and timely, including interim communication
across all levels the organization
• Design ongoing feedback mechanisms for staff
• Implement the Ministry Human Resource Plan and develop
implementation teams for this purpose
• Report regularly on progress of achieving ministry goals
• Establish a protocol for ministry staff to monitor the
success of the Ministry Human Resource Plan |
| 6. Progressive Employee/ Employer
Relations |
• Provide orientation/training
opportunities to ministry staff regarding the provisions of
collective agreements and terms and conditions of employment
• Maintain ministry support for Article 29 committee,
through regular attendance at meetings, maintenance and communication
of meeting minutes, timely follow-thru on action item commitments,
etc. |
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