| Activity |
Have steps been taken to: |
| Business, employment equity and HR planning |
- Update and assess potential impacts, risks and future needs?
|
| Critical path |
- Identify affected employees by region, branch, work unit, group and level, and function?
- Put in place senior management and work force adjustment committees?
- Establish internal governance structure and ensure clear roles and responsibilities?
- Assess potential for alternation?
- Determine and document strategies for selection for retention and lay-off decisions, e.g. merit criteria, assessment methods/tools, timing, etc.?
|
| Engagement and communications |
- Draft communications plan and engagement strategy?
- Arrange meetings with responsible bargaining agents at the national or regional levels?
|
| Information to support decision-making |
- Gather departmental data, including attrition and retirement information?
|
| Infrastructure |
- Review systems, tools and reports to ensure up-to-date and adequate for demand?
- Designate resources, or engage counsellors, to ensure adequate support to employees during transition?
|
| Competence |
- Ensure managers, HR advisors and compensation specialists are familiar with work force adjustment and executive career transition directives?
|
| Activity |
Are mechanisms in place to: |
| Guarantee of reasonable job offer (GRJO) |
- Consult the Office of the Chief Human Resources Officer about system-wide impacts before GRJO decisions are finalized?
|
| Priority administration |
- Inform the Public Service Commission about priority entitlements?
|
| Notification |
- Notify the Chief Human Resources Officer (4 working days) and bargaining agents (2 working days) before informing employees about work force adjustment situations?
|
| Alternation |
- Facilitate and process alternation requests?
|
| Audit readiness |
- Track all communications, actions and decisions related to work force adjustment and career transition situations?
- Maintain records? Records must include, as a minimum information about:
- Employees affected by workforce adjustment and career transition
- Employees offered options, their decisions and associated costs
- Employees declared surplus with GRJO and without (reasons)
- Employees provided retraining, including associated costs
- Placement efforts and results, including salary protection status
- Reasonable job offers made and accepted or refused
- Employees laid-off and the reasons
- Executive career decisions, including terms of any negotiated agreements
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