ARCHIVED - 1.0 Our People

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The strength of the Canadian Coast Guard (CCG) is its dedicated and professional employees. Our people are what shape CCG into the organization it is today. In fact, investments in our workforce will continue and, over the next three years, CCG will focus on fostering a qualified and representative workforce, developing and supporting people, and demonstrating fair and effective management

1.1 A Qualified and a Representative Workforce

Objective:

To maintain a qualified workforce and develop a diversified organization as increasing numbers of experienced CCG employees become eligible for retirement and the Canadian population continues to become more diversified.

Commitment

In response to…

Lead

Criteria

Results Achieved/ Status

2010-2011

Develop outreach material targeting persons with disabilities to allow them to envisage work at sea.

2008-2011 Department of Fisheries and Oceans Employment Equity Management Action Plan (DFO EE MAP)

DG, Integrated Business Management Services (IBMS)

Green

 

 

 

 

 

 

► All material used for outreach activities is reviewed regularly to ensure it is representative of designated Employment Equity groups.

Distribute outreach material at regional career and outreach events, targeting secondary and College students, emphasizing the Agency’s need for a diverse workforce.

2008-2011 DFO EE MAP

Executive Director (ED), National Labour Force Renewal Directorate (NLFRD)

Green

National CCG Recruitment Information Kits and promotional materials have been provided to regions for distribution at regional outreach events targeting secondary school and University/College students, as well as cultural organizations. Kits were developed with an EE lens and highlight the Agency's commitment to having a representative workforce reflective of Canadian society and to ensuring representation of women, visible minorities, Aboriginal peoples and persons with disabilities.

Continue to participate in the Partners for Workplace Inclusion Program in Vancouver, British Columbia, and in St. John’s, Newfoundland.

2008-2011 DFO EE MAP

Assistant Commissioner (AC), Pacific

AC, NL

 

Green

 

 

Green

► Continue to review inventory of candidates as resumes received from the program coordinator. (NL)

► When possible, CCG Pacific Managers participate in the Partners for Workplace Inclusion Program.

 

Increase overall employment equity representation by 7%.

2008-2011 DFO EE MAP

CCG Management Board Members

Yellow

► CCG in NHQ and in regions is taking the necessary steps to hire among EE groups, as opportunities present themselves. CCG is also part of a DFO-wide initiative to encourage all employees to self-identify as a member of an EE group. This initiative should be launched in January 2011 but the results will not be available until next fiscal year. 

1.2 Develop and Support People

Objective:

To implement a nationally consistent and structured approach for new and current employees in terms of learning and training.

Commitment

In response to…

Lead

Criteria

Results Achieved/ Status

2010-2011

Launch a more structured CCG Orientation Program for all new employees.

PSES

ED, NLFRD

Green

►Work on the new national CCG Orientation Program is on track for launch in 2010-2011. The Program will provide new employees with on-time information and will include a video Welcome Message from the Commissioner, accompanying toolkits for new employees and for managers, as well as an orientation presentation that incorporates video clips of CCG services. All materials will be available for sea-going personnel in DVD format.

Evaluate the national Leadership Development Pilot Program and determine next steps.

PSES

AC, NL

Green

 

► Evaluation proceeding as planned. Recommendation to MB in Fall 2010.

Implement a nationally consistent automated system to capture training needs identification, data collection and reporting.

PSES

ED, NLFRD

Yellow

► Training Expenditure Report presented to Management Board at the end of August. DG, IBMS and ED, NLFRD are reviewing recommendations flowing from the report.  Rather than developing an in-house system, CCG may decide to await a corporate solution in view of the common business processes and systems being proposed by the Corporate Administrative Shared Services initiative.

Implement a structured approach to dealing with requests for developmental language training. 

 

PSES

ED, NLFRD;  

CCG Mana-gement Board Members

Green

 

 

 

► Developmental Language Training Framework presented to Management Board in August. Final version to be distributed in December 2010.

1.3 Fair and Effective Management

Objective:

To improve national consistency of human resources management through Standard Organization and more transparent staffing practices.

Commitment

In response to…

Lead

Criteria

Results Achieved/ Status

2010-2011

Continue transition to Standard Organization.

 

AG

 

PSES

CCG Mana-gement Board Members

Yellow

 

 

► In its second year of transition, 60% of all Standard Organization (SO) work descriptions are implemented. Emerging financial pressures and delays in classifying the remaining work descriptions may prevent us from fully implementing the SO by May 2012.