ARCHIVED - Canadian Coast Guard Agency 2010–2011 Year End Report

Warning This information has been archived because it is outdated and no longer relevant.

Archived Content

Information identified as archived on the Web is for reference, research or recordkeeping purposes. It has not been altered or updated after the date of archiving. Web pages that are archived on the Web are not subject to the Government of Canada Web Standards. As per the Communications Policy of the Government of Canada, you can request alternate formats by contacting us.

1.0 Our People

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.

2010-2011 - Commitment
Develop outreach material targeting persons with disabilities to allow them to envisage work at sea.
  • In response to:…: 2008-2011 Department of Fisheries and Oceans Employment Equity Management Action Plan (DFO EE MAP)
  • Lead: DG, Integrated Business Management Services (IBMS)
  • Criteria: Green
  • Results Achieved/Status: National outreach material developed allows members of the designated Employment Equity groups to envisage working with Coast Guard, including work at sea.
Distribute outreach material at regional career and outreach events, targeting secondary and College students, emphasizing the Agency’s need for a diverse workforce.
  • In response to:…: 2008-2011 DFO EE MAP
  • Lead: Executive Director (ED), National Labour Force Renewal Directorate (NLFRD)
  • Criteria: Green
  • Results Achieved/Status:

    National recruitment kits were developed with an EE lens to highlight the Agency's commitment to achieving a diverse workforce.

    CCG distributed 20,000 recruitment kits and other outreach materials to regions for use at regional career and outreach events, targeting secondary and College students.
Continue to participate in the Partners for Workplace Inclusion Program in Vancouver, British Columbia, and in St. John’s, Newfoundland.
  • In response to:…: 2008-2011 DFO EE MAP
  • Lead: Assistant Commissioner (AC), Pacific; AC, NL
  • Criteria: Green
  • Results Achieved/Status: The Pacific and Newfoundland and Labrador regions continue to participate in the Partners for Workplace Inclusion Program and review the inventory of candidates as resumes are received from the Program Coordinators.
Increase overall employment equity representation by 7%.
  • In response to:…: 2008-2011 DFO EE MAP
  • Lead: CCG Management Board Members
  • Criteria: Yellow
  • Results Achieved/Status: CCG assisted and participated in the 2011 DFO EE and Self-identification Awareness Campaign. While statistics are not yet available to assess the success of these efforts, mid-year data suggests that CCG is on-track to achieve a 7% increase in representation by Fall 2012.

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.

2010-2011 - Commitment
Launch a more structured CCG Orientation Program for all new employees.
  • In response to:…: PSES
  • Lead: ED, NLFRD
  • Criteria: Yellow
  • Results Achieved/Status: The new national CCG Orientation Program is on-track for launch in Summer 2011.
Evaluate the national Leadership Development Pilot Program and determine next steps
  • In response to:…: PSES
  • Lead: AC, NL
  • Criteria: Green
  • Results Achieved/Status: Evaluation completed. Program will continue and expanded to include NCR and the College.
Implement a nationally consistent automated system to capture training needs identification, data collection and reporting.
  • In response to:…: PSES
  • Lead: ED, NLFRD
  • Criteria: Red
  • Results Achieved/Status: Awaiting an enterprise-wide solution in view of common business practices and systems.
Implement a structured approach to dealing with requests for developmental language training.
  • In response to:…: PSES
  • Lead: ED, NLFRD;   CCG Management Board Members
  • Criteria: Green
  • Results Achieved/Status: The Developmental Language Training Framework was distributed in January 2011 for implementation.

1.3 Fair and Effective Management

Objective:

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

2010-2011 - Commitment
Continue transition to Standard Organization.
  • In response to:…: PSES
  • Lead: CCG Management Board Members
  • Criteria: Yellow
  • Results Achieved/Status:

    At the end of the second year of transition, approximately 66% of all Standard Organization (SO) work descriptions are classified and implemented.

    Additional adjustments to the organizational structure may prevent Coast Guard from fully implementing the Standard Organization by Spring 2012.