WORK FORCE ADJUSTMENT
Moving forward post
budget 2012
3 April, 2012
ADM HR-Civ
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Purpose
• Provide UMCC members with an overview of work done to
date to prepare the Department to implement work force
adjustment
• Share planned strategy for selection for retention and
alternation processes
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Outline of Presentation
• Preparing for Workforce Adjustment
• Implementation Strategy
• Selection for retention
• Alternation
• Next steps
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Preparing for Work Force Adjustment
Training and Briefings:
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Canada School of Public Service
ADM HR-Civ Service Providers/Managers
ADM HR-Civ developed Webinars/e-learning module for HR
practitioners and managers
Learning and Career Centre courses and services:
– Workforce management for managers, change management,
resume and interview preparation, learning plan development,
general financial information.
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Preparing for Work Force Adjustment cont’d
Tools and Resources:
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Defence Team and ADM (HR-Civ) Websites updated
Resources on change and leading difficult conversations available online
Employee Information Tool Kit
FAQs
Employee Assistance Program
Educational Allowance supported by centralized unit
WFA coordinators network established across the country
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Implementation Strategy
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4 April 2012: local bargaining agents representatives will be met with
and employees will start being informed, in groups and individually.
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It is expected that all employees will be met by 13 April 2012
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For impacted occupational groups in stressed trades, discussions have
already started between HR and management to identify placement
opportunities.
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Starting 10 April 2012: letters will be issued
– Where selection for retention processes are not required,
employees will receive surplus letters.
– Where SRLO is required, employees will be declared affected first
while process is being conducted
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It is expected that all letters will be issued by the end of April 2012
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Selection for Retention – way ahead
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Prior to letters being issued, managers will be having discussions with
their employees.
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The area of adjustment will be confirmed.
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Managers are currently working with their HR service provider to develop
their selection for retention strategies which include:
– Statements of merit criteria
– Assessment methods and timelines
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Processes will commence at the end of April to be conducted through
May-June.
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Alternation
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DND will maximize use of alternation wherever possible.
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Initial focus will be internal to DND.
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GC Forum tool is already available and employees can register now.
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WFA coordinators will work with employees who do not have access
to computers to enter their names in the system.
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Alternation tool internal to DND is being developed and will be
presented at next WFACC – roll out is planned for 16 April 12.
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DM email to all employees will be sent out informing employees
about alternation and providing guidance on how to participate.
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HR community is ready to deliver presentations on alternation where
it is required.
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Checklist was prepared for employees to support them in contacting
the Pension Office to determine their pension eligibility.
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Next Steps
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Finalize internal to DND alternation program (system, communications)
Hold 2nd Work Force Adjustment Committee – tentatively scheduled for
12 April 12
Re-issue communications on EAP
Exercise tight staffing controls to optimize the workforce based on the
employability strategy principles
Manage staffing to maximize continuous employment of surplus
employees.
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