DM Sub-Committee updates, September 22, 2004

Draft – September 14, 2004

PSMA Union/Management Advisory Committee
September 22, 2004

DM Sub-Committee on Labour Relations (LR) and Dispute Resolution (DR) Update

DM Sub-Committee on LR & DR – September 13, 2004

• FAA Direct Authorities guidance suite presented and endorsed.
• Results of PSLRA/FAA Learning needs assessment presented & endorsed, with recommendations on reconsideration of the use of community colleges for curriculum delivery and re-examination of focus group results related to an identified lack of awareness by HR community on PSMA.
• Revised LMCC guidelines endorsed.
• Results of survey on Use of Employer's Premises reviewed, with a recommendation for the ESA Working Group to further address the results and adjust the draft guidance instrument accordingly.
• Roll-out strategy for knowledge transfer (fall) and learning (winter) endorsed.
• The content phase is basically completed, with the exception of co-development.
• A presentation on readiness was made, and additional work will be required to complete preparations and inform organizations.
• The PSMA Secretariat (LR&DR; Learning) will continue its joint work on a DH / Bargaining Agent dinner, which will now take place in November or December.

Forward Agenda - DM Sub-Committee:

• Key issues for October 19^th meeting:
  • Co-development (guidelines)
  • Follow-ups from September 13^th meeting (performance management; Use of Employer's Facilities; readiness)
  • Updates: WGs; knowledge transfer, learning and project status
• After this meeting, the DM Sub-Committee will only meet at the call of the Chairs.

DM Sub-Committee on Accountability, Performance Management and Reporting
Status Update for the UMAC
(September 22, 2004)

1.  Over the summer months, the Sub-Committee Chairs of the Workforce and Workplace working groups have combined forces into one working group. The working group continues to refine the People Component of the Management Accountability Framework (PCMAF). The working group has also started to identify indicators and measures for each of the human resources outcomes of the PCMAF. The seven human resources outcomes identified by the working group are along the lines of the workplace and the workforce.

          The specific outcomes for the workplace are:

a. Fair;
b. Enabling; and
c. Healthy and safe;

          The specific outcomes for the workforce are:

d. Productive
e. Principled
f. Sustainable; and
g. Adaptable

2.  At the DM Sub-Committee meeting on September 20^th, the DM Sub-Committee reviewed a model of how these outcomes can be measured. It is envisaged that for each of the HR outcomes, there would be indicators with respect to each of the four centres of accountabilities, i.e. central agencies, deputy ministers, managers, and HR professionals. At that meeting, a number of new members joined the Sub-Committee, including notably Mr. Steve Hindle from the Professional Institute of the Public Service of Canada.

3.  The DM Sub-Committee believes that the final version of the PCMAF needs to represent a consensus within government of the outcomes it is trying to achieve in the management of its human resources. Therefore, the working group will also start to present the PCMAF to the other DM Sub-Committees to ensure coherence and to validate the human resources outcomes that have been identified. Ultimately, there will be a need for broader consultation.