The Human Resource Plan (HR Plan) overview sets out the strategies of
the Ministry of Finance that support the goals and objectives toward achieving
the ministry’s Service Plan, as well as supports the goals of the
Corporate Human Resource Plan which contributes to the achievement of the
Government Strategic Plan.
To effectively respond to the government's Corporate HR Plan to achieve
excellence in the Public Service, as well as to meet our ministry’s
service plan goals, the Ministry of Finance HR Plan will help in the development
of our workforce, focusing on our ministry’s vision and the competencies
needed to achieve our organizational needs.
The following provides an overview of the Ministry of Finance HR Plan
goals, objectives, strategies and performance measures, and are aligned
with the ministry’s Service Plan Goal 4.
| HR Goal |
Objective |
Strategy |
Performance Measure |
| 1. |
Effective People Strategy. |
|
| 1.1 |
Every staff member understands their ministry, division and
branch service plans/business plans and has the opportunity to
provide input. |
|
| 1.1.1 |
The Ministry is committed to developing a positive and innovative
culture that can contribute to the success of the organization. |
|
Percentage of staff who are aware and understand ministry, division
and branch goals.
Percentage of staff that believe their work is meaningful. |
|
| 2. |
Proactive and Visionary Leadership. |
|
| 2.1 |
Encourage and build on staff leadership interests, and promote
proactive and visionary leadership within the ministry. |
|
| 2.1.1 |
Strengthen leadership skills.
|
| 2.1.2 |
Identify, support and provide leadership learning and development
strategies and opportunities. |
|
Percentage of staff satisfied that the person they report to
is an effective leader. |
|
| 3. |
Performance Focused Workforce.
[SP Goal 4] |
|
| 3.1 |
Every staff member is motivated to achieve a high level of
performance for their clients. |
|
| 3.1.1 |
Ensure that all staff have the necessary direction, support
and tools to deliver a high level of performance by developing
programs and initiatives that encourage high performance. |
|
Percentage of staff with an EPDP. [SP Goal 4]
Percentage of staff that feel their work unit is sufficiently focused
on results. |
|
| 4. |
Learning and Innovative Organization.
[SP Goal 4] |
|
| 4.1 |
Staff receive support in meeting their learning, innovation
and growth goals. |
|
| 4.1.1 |
Staff are encouraged to learn, be innovative and take reasonable
risks in achieving their work related objectives.
|
| 4.1.2 |
Provide staff with information and access to training and learning
opportunities.
|
| 4.1.3 |
Encourage and facilitate the reasonable movement of staff:
- within the ministry;
- within the broader public service as operational parameters
permit.
|
|
Percentage of staff that believe they work in an environment
that encourages them to think of innovative ways to do their work.
Percentage of staff that feel the quality of training and development
received is satisfactory.
Percentage of staff that feel they have adequate opportunities to develop
their skills. [SP Goal 4] |
|
| 5. |
Flexible and Motivating Work Environment. |
|
| 5.1 |
A flexible organization that strives to meet both personal
needs and corporate requirements. |
|
| 5.1.1 |
Explore and implement flexible work arrangements. |
|
Percentage of staff that feel the ministry promotes a healthy
balance between work and personal commitments. |
|
| 6. |
Progressive Employer/ Employee Relations. |
|
| 6.1 |
To have a ministry that has a positive work environment built
on respectful and collaborative relationships. |
|
| 6.1.1 |
Promote and encourage appreciation of diversity, respect,
collaboration and other ministry values by all employees. |
|
Percentage of staff that feel the person they report to respects
their ideas. |
SP = Service Plan
