Employee Handbook. nboarding. Building Employee Engagement

Transcription

1 Employee Handbook nboarding Building Employee Engagement

2 Table of Contents We Welcome You Introduction to Government Pay and Benefits Payroll Group Insurance Pension Benefits Reciprocal Agreements Labrador Benefits Confederation Building Day Care Cooperative (CBDCC) Conditions of Employment Hours of Work Flexible Work Arrangements Adverse Weather Conditions and States of Emergency Standard of Dress Collective Agreements Travel for Business Purposes Leaves and Absences Well Being Employee Assistance Program Harassment and Discrimination Free Workplace Policy Respectful Workplace Occupational Health and Safety Workplace Violence Prevention Standards of Conduct Conflict of Interest Confidentiality Access to Information and Protection of Privacy (ATIPP) Act Access Procedures Employee Identification Cards Information Technology Communication / PSN Human Resource Management Recruitment and Selection in the Public Service Learning and Development in the Public Service Critical Skills Inventory Recognition Conclusion Appendix A: New Employee Orientation Checklist Appendix B: List of Collective Agreements Appendix C: Guide to Acronyms

3 We Welcome You Welcome to your new position with the Government of Newfoundland and Labrador! This handbook is intended to give you information that will be useful to you as a new employee. It includes information about pay and benefits, key policies and standards of conduct as well as communication and recognition programs. There is an Introduction to Government, checklists, and a guide to some of the commonly used acronyms. In putting these materials together, we have tried to include the information you need right away as a new employee as well as information that will help you to understand and feel part of the Government of Newfoundland and Labrador. The information in this handbook is also available online at: You are encouraged to check the online information regularly for updates and additions. The Government of Newfoundland and Labrador is an exciting place to work. There are and will be opportunities for you to grow and develop your career. After reviewing this handbook, if you have additional questions or concerns about your position or about working with the Government of Newfoundland and Labrador, please discuss them with your manager or supervisor or with the staff in your Strategic Human Resource Management Unit. We are interested in making the Onboarding experience positive for new employees. To do so, we have developed checklists and tools for managers as well as this guide for new employees. We welcome your feedback and ideas about how to continue to improve the process. All feedback can be forwarded to: PSSInfo@gov.nl.ca 2 The latest edition of this document is available at:

4 Introduction to Government You are now a government employee. What does this mean? Government is a large employer. In the province of Newfoundland and Labrador, the core public service includes approximately 8000 employees. This number varies seasonally and does not include teachers and health care workers. The people who work in the core public service provide services to the people who live in the province. These services range from conservation and enforcement to child protection; from helping people in times of disaster to supporting and promoting business; from providing leadership in education and healthcare to supporting arts; and from managing the province s finances to building and maintaining highways. In most sectors and most regions, there is a provincial government presence. Within the core public service, activities are organized into 17 departments and 23 agencies. Each department has a Minister who is responsible for the department. The Minister is an elected member of the House of Assembly who presents the department s issues and defends the department s activities in the House. A list of Cabinet Ministers and the departments they are responsible for can be found at: Each department also has a Deputy Minister. Deputy Ministers are appointed by the Premier and manage the departments. The Deputy is also usually the chief policy advisor for the Minister. Deputy Ministers are supported by Assistant Deputy Ministers (ADMs) and Executive Directors (EDs). ADMs and EDs are supported by Directors who manage staff. Within agencies, there is a similar structure with positions that are equivalent to a Deputy Minister, who lead the agency and are supported by a management structure. As a new employee, you will be given information about your department s structure, mandate, vision and values. These will help you to see how your work connects and contributes to the success of the department. The activities of government are achieved by the actions of each employee working in the public service. As a public service, we are committed to providing excellent service to the people of the province. This means that each employee makes a commitment to meet or exceed the public s expectations. There are a number of initiatives within departments and learning opportunities about service excellence and customer service. All employees are encouraged to participate in these initiatives. We want you to live the vision of an exceptional public service providing exceptional public service Understanding your role in the large organization of government can be difficult. An Introduction to Government is available at: This document outlines the responsibilities of the House of Assembly, of government departments and the courts in governing the province. Each department also has a web site that outlines the department s mandate and structure. You are encouraged to visit these sites and become familiar with the many different departments. During your career in public service, you will interact with and perhaps work in some of these departments. While there are many departments and agencies, there is one public service and you are now a member of this team providing excellence in service to the people of the province. J A N U A R Y

5 Pay and Benefits Payroll Payday is every second Wednesday, as indicated in the Government calendar: Pay is by Direct Deposit Staff in the Compensation and Benefits Division, Department of Finance, will process payroll and can answer questions on leave, pay and benefits. Your supervisor will arrange an appointment for you to sign up for payroll and benefits. You need to bring your birth certificate, social insurance card and banking information (branch, account number, etc.) with you in order to be set up on payroll. Your payroll sign-up will cover: - completion of hiring forms - direct bank deposit authorization form - TD 1 form - Oath of Allegiance/Oath of Office - rate of pay - salary increases - pay dates - employee benefits - leave entitlement - payroll deductions including enrolments such as: - group insurance (eg. health and life) - voluntary insurance (eg. dental and critical illness) - pension plan Further information can be obtained at: Inquiries may be addressed to: Compensation and Benefits Division Department of Finance Main Floor, West Block, Confederation Building P.O. Box 8700 St. John's, NL A1B 4J6 Toll free: Telephone: (709) Fax: (709) CompensationBenefits@gov.nl.ca 4 The latest edition of this document is available at:

6 Group Insurance Cost-shared group insurance benefits are provided to employees and retirees of departments, government agencies, crown corporations and school boards. In addition to the mandatory group life and health insurance benefits, members can enroll in voluntary benefit packages including life insurance, spousal insurance, critical illness insurance, disability insurance and dental care insurance. Information on group insurance, eligibility and claim forms can be found at: or Inquiries may be addressed to your Strategic Human Resource Management Unit (see page 24) or: Insurance Division, Department of Finance Telephone: (709) Facsimile: (709) Pension Benefits As a new employee you may be a member of one of the following pension plans: 1. Public Service Pension Plan The Public Service Pension Plan (PSPP) was established on April 1, 1967 by the Public Service Pensions Act. This plan includes employees of Government departments, crown corporations, health care organizations, school boards and a variety of other Government owned or funded organizations. A list of employers who participate in the PSPP can be found at: More information is available at: 2. The Government Money Purchase (Pension) Plan (GMPP) The GMPP is the defined contribution pension plan for part time and short term government employees. A list of employers who participate in the GMPP is available at: 3. Uniformed Services Pension Plan The Uniformed Services Pension Plan (USPP) is the pension plan for members of the Royal Newfoundland Constabulary, the St. John s Fire Department and Correctional Officers with the Department of Justice. More information is available at: 4. Teachers Pension Plan Information about the Teachers Pension Plan can be found at: J A N U A R Y

7 5. Members of the House of Assembly Pension Plan Information about the pension plan for Members of the House of Assembly can be found at: 6. The Provincial Court Judges' Pension Plan The Provincial Court Judges also have a separate pension plan. For information, please go to: Reciprocal Agreements The provincial government pension plans have reciprocal agreements with a number of other pension plans. To find out if an agreement is in place with a plan you were part of with a previous employer, see: If you have questions about transferring pension benefits or need to determine which plan you may be eligible for, contact: Pensions Administration Division, Department of Finance Main Floor, West Block, Confederation Building P.O. Box 8700 St. John's, NL A1B 4J6 Telephone: (709) Fax: (709) Labrador Benefits Employees who work in Labrador are entitled to extra benefits to help offset the cost of living in, and traveling to and from, Labrador. For additional information on the Labrador Benefits Policy, please see: Inquiries may be directed to: Policy Analyst, HR Policy and Planning Public Service Secretariat Telephone: (709) / (709) The latest edition of this document is available at:

8 Confederation Building Daycare Cooperative Centre (CBDCC) Employees in the St. John s area can access the Daycare Centre at Confederation Building. The Centre is a parent run co-operative and is open to children of provincial public service employees, including those in agencies, boards, commissions and crown corporations. Exceptional, quality child care is provided in a warm and nurturing environment. The Centre provides full-time and part-time spaces. Additional information and resources are available through the Public Service News (PSN) website, under the CBDCC heading, or by calling or Daycare@gov.nl.ca. J A N U A R Y

9 Conditions of Employment The Government of Newfoundland and Labrador is committed to providing a safe and healthy work environment and all employees of the Government of Newfoundland and Labrador are entitled to pursue their duties in a respectful workplace. All employees, regardless of role or position in the organization, are expected to conduct themselves in a professional and respectful manner. As a new employee, your conditions of employment can be found in three places: 1. your letter of appointment; 2. the Human Resource Policies, which can be found at and, 3. for bargaining unit employees, the appropriate collective agreement. Key policies that address conditions of employment are outlined on the following pages. 8 The latest edition of this document is available at:

10 Hours of Work In scheduling an employee s hours of work, the employer takes many factors into consideration including service requirements and employee needs. Employees normally work a standard work week as defined by the employer. The Deputy Minister may approve exceptions to the normal schedule subject to operational requirements and extenuating circumstances. Except where stated differently in a collective agreement, the following basic guidelines apply to hours of work: Meal breaks are unpaid and are normally taken in intervals of 30 or 60 minutes, as directed by the department. Employees are entitled to receive a 30 minute paid rest period during each working day. This may be taken as two 15 minute rest periods, one 30 minute rest period, or at specific intervals deemed appropriate by the department. Rest periods may be scheduled and authorized by the Deputy Minister to ensure that normal operations of the department are not disrupted. The Deputy Minister may modify an employee s hours of work where special circumstances or the nature of the work so requires, but in such cases the modified hours of work must not average less than the standard weekly hours of work for that employee in a bi-weekly pay cycle. Employees working a shift schedule, where the number of hours worked is greater than the standard work day, are entitled to receive one 15 minute paid rest period for every 3.5 hours worked. Rest periods cannot be banked, combined with the meal break, or scheduled for the start or end of the work day to earn time off. You can view the complete Hours of Work Policy at: J A N U A R Y

11 Flexible Work Arrangements Flexible work arrangements are available in some departments and agencies subject to operational requirements. A flexible work arrangement may be approved where both parties agree to voluntarily alter the employment relationship on a conditional basis, subject to operational requirements and the provisions outlined in the flexible work arrangement policy. The employer and/or employee may terminate any flexible work arrangement with an appropriate notice period. Flexible work arrangements include flex-time, compressed work week and e-work. Employees interested in flexible work arrangements should discuss this with their supervisor and make application to the Deputy Minister. The Department has the discretion to consider and approve flexible work arrangements that satisfy the definitions of the standard work day and the standard work week. Where flexible work arrangements are approved, the employee and his/her manager will be required to sign an agreement outlining their responsibilities and the terms and conditions of the flexible work arrangement. An approved flexible work arrangement will begin with a pilot period to assess the viability of the arrangement. All other requirements outlined in the Hours of Work Policy apply to employees unless modified by the flexible work arrangement approved by the Deputy Minister. To view the complete Flexible Work Arrangements Policy please see: Adverse Weather Conditions and States of Emergency Inclement Weather When workplaces remain open during periods of inclement weather, employees should make every effort to report to work. Recognizing that some employees may find it difficult to report for work during periods of inclement weather due to family responsibilities, transportation difficulties or road conditions, the employer will try to accommodate employees' requests for leave, subject to the operational requirements of the workplace. If a decision to close workplaces is made before the start of the normal work day, a message will be broadcast on local radio stations and/or posted on Government s web site. When this happens, employees, other than those on approved leave or those employees designated as required to remain at or report to work, will be credited with a full day of work. If a decision to close offices is made after the start of a work day, employees will be informed by their departments. 10 The latest edition of this document is available at:

12 State of Emergency With the exception of those employees designated as required to remain at or report to work, employees will receive leave with pay when the workplace is closed during a state of emergency within a headquarters area. The Employer may require an employee to report for duty during a declared state of emergency. Employees who are required to report to work will, when necessary and where possible, be supplied with transportation to and from their place of work. To view the full Adverse Weather Conditions and States of Emergency policy please see: Standard of Dress Employees are required to dress in a manner which is appropriate for their work environment. Employees should discuss the accepted standard of dress for their work area with their supervisor. Collective Agreements A significant number of Government employees are members of a bargaining unit. A list of the current collective agreements to which the Government of Newfoundland and Labrador is a party is included in Appendix B. You should speak to your supervisor or the Strategic Human Resource Management (SHRM) unit to find out who is the shop steward for your area. Collective agreements are available on the Government website. Each unionized employee should review their collective agreement. For more information and copies of the collective agreements, please see: Travel for Business Purposes Employees who have to travel for business purposes will be reimbursed for incurred transportation costs. This policy applies to all employees. Bargaining unit employees should also consult their respective collective agreements. Employees on travel status must complete an Official Journey Authorization prior to the commencement of travel. All in province travel must be approved in advance by the Assistant Deputy Minister or designate. Out-of-province travel, including international travel, must be approved in advance by the Deputy Minister and the Minister. Ministers must approve travel arrangements for Deputy Ministers. Details on reimbursable expenses and items can be found at: J A N U A R Y

13 Leaves and Absences The following are designated holidays observed by most Government employees. New Year s Day St. Patrick s Day Good Friday St. George s Day Victoria Day Discovery Day Memorial Day Orangeman s Day Labour Day Thanksgiving Day Armistice Day Christmas Day Boxing Day One civic holiday Employees should consult human resource policies and their collective agreements for specific information about designated holidays and the days on which they will be observed. Some collective agreements have fewer designated days, but this is offset by having extra annual or paid leave entitlement. 12 The latest edition of this document is available at:

14 Leave Employees of the Government of Newfoundland and Labrador can access a variety of types of leave. Please refer to your collective agreement or the Leave Policy at: The policy contains information on the following categories of leave: Paid Leave (for Management and non-management/non-bargaining personnel) Sick Leave Special Leave With Pay - Jury and Court Duty Leave - Bereavement Leave - Deferred Salary Leave - Leave to Vote - Leave to Participate in Amateur Sports Special Leave Without Pay - Parental Leave - Reservist Leave Vacation or annual leave entitlement for bargaining unit employees can be found in the applicable collective agreement along with other leave that may be available to members of specific bargaining units. For most types of leave, prior approval is required. An employee requesting sick leave should contact the supervisor at the beginning of the work day, or follow the reporting procedures as determined by the department. Employees who are joining government, having worked for an employer with a portability agreement, may be able to bring their leave and their service for leave accrual purposes with them. Further information on this can be obtained by contacting their Strategic Human Resource Management Unit (see page 22). J A N U A R Y

15 Well Being Employee Assistance Program Confidential counseling is available for employees and their immediate family members who have personal problems which are affecting, or have the potential to affect, work performance. Problems may include, but are not limited to, marital, family, financial, mental health, workplace stress or those associated with addictions such as gambling, alcohol and drugs. Debriefing and other supports are also provided for individuals and workplaces that experience significant traumatic workplace incidents. Workshops on the referral process to the Employee Assistance Program (EAP), stress management and managing change are provided to managers, union representatives and employees. Employees who would like to access EAP services can speak to their supervisor, their HR unit, or contact EAP directly. Further information can be obtained at: Inquiries may be addressed to: Employee Assistance Program Telephone: (709) Toll Free: Harassment and Discrimination Free Workplace Policy Employees of the Government of Newfoundland and Labrador are entitled to pursue their duties in a respectful workplace. It is crucial that all employees, regardless of role or position in the organization, conduct themselves in a respectful manner in the workplace. The Employer will strive to create and maintain a work environment free from harassment and discrimination. Harassment will not be tolerated by the Employer. Where harassment has been determined to have occurred, disciplinary action will be taken. The Employer also provides support, through the Respectful Workplace Program, to employees in resolving issues that may become present in the workplace. To view the Harassment and Discrimination Free Workplace Policy, please see: Policy inquiries may be addressed to: HR Policy and Planning Telephone: (709) / (709) Respectful Workplace Program The Respectful Workplace Program (RWP) was developed to provide individuals, work teams and departments with healthy options to address the issue of workplace conflict. Current research identifies unresolved conflict as a major stress for many employees and a barrier to productivity. Ensuring a harassment free environment and providing effective mechanisms for resolving conflicts are essential to creating a healthy workplace. 14 The latest edition of this document is available at:

16 Some of the services offered within the Respectful Workplace Program are: Confidential coaching and consultation on specific conflict situations Mediation, facilitation and other problem solving supports Workplace assistance when conflict affects the entire group Training and information in conflict management and building a respectful workplace environment Other forms of informal conflict resolution Further information can be obtained at: Inquiries may be addressed to: Respectful Workplace Coordinator Telephone: (709) Toll Free: Occupational Health and Safety The Employer is committed to providing a safe and healthy work environment. In fulfilling this commitment, the Government of Newfoundland and Labrador complies with relevant Occupational Health and Safety (OH&S) legislative requirements. Managers will work with employees to identify and control hazards in the workplace and to foster a work culture where health and safety is a priority in the daily completion of work activities. Every employee must work in compliance with the established legislation, work practices and procedures and other policies and guidelines of the employer and must protect his/her own health and safety and that of other persons at or near the workplace. OH&S is an integral part of everyday work. It is every public service employee s responsibility to co-operate in practicing sound principles of OH&S in all work activities. If you become aware of an unsafe situation in your work environment or if you are injured at work, make sure you notify your supervisor immediately so he or she can direct you appropriately. Each department has a Joint Occupational Health and Safety committee. For additional information, employees should contact their supervisor or Strategic Human Resource Management Unit To view the complete Occupational Health and Safety Policy please see: Workplace Violence Prevention The Government of Newfoundland and Labrador is committed to working collaboratively with employees, unions, contractors and client groups to ensure a safe, secure and respectful workplace and to prevent all forms of violent behaviour and inappropriate conduct in the workplace. A number of tools have been created for managers and staff and these can be found at: J A N U A R Y

17 Standards of Conduct Conflict of Interest Public service employees cannot participate in decision making that might benefit themselves or their family members. Any employee who finds themselves in a situation of actual or perceived conflict of interest should report their concern to their manager/supervisor. Guidelines with respect to conflict of interest are available at: Confidentiality Due to the nature of public service work, employees will come across information that is confidential. This may include information about Government employees, clients or Government business. Information obtained through employment cannot be discussed or disclosed except as required in the course of performing job responsibilities. Confidential information includes electronic, written and verbal information. The requirement to keep information confidential continues even when your employment with the Government of Newfoundland and Labrador has finished. 16 The latest edition of this document is available at:

18 Access to Information and Protection of Privacy Act All employees need to be aware of the Access to Information and Protection of Privacy (ATIPP) Act that provides guidance on when and how information may be released. The Access to Information and Protection of Privacy (ATIPP) Act was proclaimed in 2005 to increase government openness and accountability. The Act: Gives people the right to access government held records Provides protection of personal information Requires government to report annually to the House of Assembly on the administration of the Act Establishes an ATIPP Office to oversee the administration and coordination of the Act Establishes the Office of the Information and Privacy Commissioner. The Commissioner provides an independent review mechanism for people who believe they have been unfairly denied access to information or have a complaint about how a request was handled Requires a comprehensive review of the Act every five years. Certain records are excluded and cannot be accessed through ATIPP. These include House of Assembly records, Ministers' constituency records, court records, questions to be included on an examination or test, certain teaching materials and research information. There are exceptions as well in the types of information that can be released. These exceptions are designed to protect information such as personal information, law enforcement activities, third party business information, intergovernmental relations, legal advice and cabinet confidences; and to prevent unfair advantages in commercial or government transactions. Exceptions may also be applied to records where disclosure may harm conservation or individual or public safety. A key purpose of ATIPP is to protect the privacy of individuals whose personal information is held by public bodies. The protection of privacy provisions (Part IV) were proclaimed in January of These provisions require that government departments and agencies review their handling practices for personal information and design and implement processes to effectively manage and protect personal information. Further information about the ATIPP Act can be found on the Department of Justice website at: New employees are required to complete an online training course available at: To view the Act please see: J A N U A R Y

19 Access Procedures Employee Identification Cards The Employee Identification Card identifies you as an employee of the Government of Newfoundland and Labrador. In addition to your name, photograph and signature, the card identifies the department you represent and any special authorizations you may have. The card is vital to the security of government facilities, operations and functions. When entering designated Government facilities, all government personnel, including elected officials and staff, must wear the official Employee Identification Card. If you do not have an identification card, you may have to show valid identification to the Security Staff or reception and sign in as a visitor. In some cases, this will mean the employee will have to be escorted within the building. Employee identification cards are currently available to employees of: All Government Departments and Agencies Contractual organizations working for government departments and agencies House of Assembly Provincial Court of Newfoundland and Labrador Supreme Court of Newfoundland and Labrador Royal Newfoundland Constabulary Her Majesty's Penitentiary Newfoundland Medical Care Commission Public Service Commission Inquiries may be addressed to: Identification Card Coordinator Transportation and Works Engineering Support Services Telephone: (709) Fax: (709) The latest edition of this document is available at:

20 Information Technology Information technology services are provided across Government by the Office of the Chief Information Officer commonly referred to as OCIO. Technical support is provided to individual employees through the OCIO s IT Service Desk, which can be accessed at 729-HELP (4357) or by servicedesk@gov.nl.ca The service desk operates from 8:30 a.m. to 4:30 p.m. daily. Requests received after hours or on designated holidays will be addressed the next business day. OCIO has policies and standards governing , internet usage, usage of portable storage devices and the setting of passwords. All employees are responsible to ensure that their equipment, system and internet usage are consistent with Government s policies. Within the usage limitations set out in OCIO Policy, Government can be accessed remotely through the following address: NOTE: The 's' in https and no 'www' If you use your computer at home for business purposes a virus protection program is available for home use. Information about this program can be found at: Speak to your supervisor concerning computer access, IT training and your hardware and software requirements. For further information on the OCIO, the services it provides, and appropriate information management and protection, visit the OCIO website: Inquiries may be addressed to: Office of the Chief Information Officer Telephone: (709) Fax: (709) ocio@gov.nl.ca Service Desk Telephone: (709) 729-HELP (4357) J A N U A R Y

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22 Communications/ PSN Public Service News (PSN) is the intranet site for the Government of Newfoundland and Labrador. PSN provides employees with a wide range of current news and information as well as existing policies and procedures. The PSN site is only accessible from computers internal to government which do not have internet browsing blocked or disabled. The link to access PSN is: J A N U A R Y

23 Human Resource Management For human resource (HR) information not included in this handbook, employees should contact: their manager/supervisor; or the Strategic Human Resource Management Unit (SHRM) for their department as listed below. 1. Child, Youth and Family Services SHRM Unit at: (709) Justice SHRM Unit at: (709) Transportation and Works SHRM Unit at: (709) Executive Council SHRM Unit at: (709) Providing support to: Public Service Secretariat Department of Finance Public Service Commission Department of Business Department of Labrador and Aboriginal Affairs Office of the Chief Information Officer Intergovernmental Affairs Office of Executive Council Government House Women s Policy Office Rural Secretariat Office of the Premier Office of Climate Change, Energy Efficiency and Energy Trading Voluntary and Non Profit Secretariat Provincial Government Programs 5. Resource Sector SHRM Unit at: (709) Providing support to: Department of Natural Resources Department of Fisheries and Aquaculture Department of Tourism, Culture and Recreation Department of Innovation, Trade and Rural Development Department of Environment and Conservation 6. The Social Sector SHRM Unit at: (709) Providing support to: Department of Education Department of Human Resources Labour and Employment Department of Health and Community Services Department of Municipal Affairs Department of Government Services Labour Relations Agency Fire and Emergency Services - NL Government Purchasing Agency 22 The latest edition of this document is available at:

24 Recruitment and Selection in the Public Service Job Advertisement The primary source for job advertisement in the provincial public service is the Public Service Commission s website at: Competitions that are open to the public may also be advertised in local newspapers. Some departments have bulletin boards where employees can view hard copies of the current job postings or the SHRM Unit may distribute an unofficial listing. Public service positions can be permanent, temporary, contractual or seasonal. With a few exceptions, if you are working with the public service, even on a short term assignment, you are eligible to apply for competitions that are only open to internal applicants. Currently, vacancies within the public service are categorized as internal competitions or public competitions. Internal Competitions: To be eligible to apply for internal competitions, you must currently work for a government department or agency or be on lay-off status, as per Government's Human Resource Policy Manual or as defined in the applicable collective agreement. Internal job competitions are listed at: Public Competitions: Jobs advertised in the media or listed as public competitions are open to application from any member of the general public and employees of government departments and agencies. Public job competitions can be found at: How to Apply for a Posted Position An application, including both a cover letter and resume, may be submitted to the specific , address or fax number specified on each job advertisement or through an online application at: The application must include the competition number and the applicant s current contact information including full mailing address, and must clearly outline how the applicant's qualifications satisfy the requirements of the position. J A N U A R Y

25 The Competition Process Selection Boards Selection boards will normally be comprised of a Chairperson, who is the certified representative of the Commission, and a departmental representative. Selection Board chairs are trained by the Strategic Staffing Division and certified by the Commission. A technical advisor or observer may also participate if requested by the Selection Board Chair. The Chairperson directs the activities of the selection board ensuring adherence to Commission policies and procedures, and in particular, the merit principle. Based on a thorough analysis of job requirements and qualifications, an established selection process is followed. This process is designed to assess and recommend those candidates who best demonstrate the qualifications, knowledge, ability and personal suitability requirements of the position. Interview and Other Selection Methods A personal interview is the most common selection tool used. In an interview, candidates are assessed on their knowledge, abilities and personal suitability in relation to the job posting and other candidates. A pre-determined list of relevant questions is prepared and consistently applied to all candidates. Other evaluative tools, such as tests, may be used to assist in the assessment process. All candidates are ranked based on the interview and a holistic assessment. Reference checks are conducted on the recommendable candidates. A recommendation is forwarded to the Deputy Minister (or equivalent) who makes the final selection and appointment. Post-Board Feedback & Staffing Reviews All candidates are notified in writing of the outcome of the competitive process. Any candidate may avail of post-board feedback by contacting the Selection Board Chair. A formal request for review may be made to the Director of Strategic Staffing. General Applications The Public Service Commission accepts unsolicited resumes. These resumes are entered into a General Applicant Inventory and maintained for a period of six months. The inventory may be used to staff short term positions, which means less than 13 weeks for a bargaining unit position or less than six months for a management position. To submit a general application, please forward a current resume, complete with contact information and full mailing address by mail, or fax to: Public Service Commission Recruitment Centre P.O. Box 8700 St. John s, NL A1B 4J6 Fax: (709) pscgeneral@gov.nl.ca 24 The latest edition of this document is available at:

26 Student Employment The Student Employment Bureau (SEB), in conjunction with the SHRM units, coordinates work term and internship placements within the Public Service for those currently enrolled in cooperative and/or other post secondary programs. For more information on work-term and internship placements, please contact the Student Placement Coordinator, or call (709) Inquiries may be directed to: Strategic Staffing Division, Public Service Commission Telephone: (709) Fax: (709) J A N U A R Y

27 Learning and Development in the Public Service Centre for Learning and Development The Centre for Learning and Development, a division of the Public Service Secretariat, provides leadership in learning and development opportunities that support the priorities of Government and its overall human resource management strategies. In partnership with central agencies and departments, the Centre promotes employee and organizational effectiveness throughout the Public Service. The role of the Centre is to: Provide leadership in learning and development to support the strategic priorities of Government and its overall human resource management strategies Support strategies to build organizational effectiveness, in partnership with central agencies and departments Provide corporate-wide learning opportunities and consultative services to promote visionary leadership, responsible management and optimum performance Areas of focus include: - Executive Development - Leadership and Management Development - Technology Based Development - Strategic and Consultative Services - Change Leadership - Partnerships The Centre for Learning and Development also offers training, advice and support for staff to develop individual learning and development plans. If you are interested in more information regarding learning and development opportunities please contact the Centre for Learning and Development at (709) or online at: You may also want to find out what your particular department offers with respect to Learning and Development. To do this please contact the SHRM Unit for your department (see page 22). Critical Skills Inventory The Critical Skills Inventory includes information provided by staff about their skills, training, and qualifications which would be useful in the delivery of important government services to the public in an emergency situation. All employees are encouraged to complete a profile in the inventory which can be found at: 26 The latest edition of this document is available at:

28 Recognition The Government of Newfoundland and Labrador believes it is important to recognize the success and achievements of its employees. Recognition is a key component of the desired workplace culture for the Government of Newfoundland and Labrador. The goal is that all employees feel connected and engaged with the employer and recognized when they succeed. There are many ways that individual managers provide feedback and recognition on a daily basis. These range from a simple thank you either in person or via , to a nomination for the Public Service Award of Excellence. Managers and staff are encouraged to show appreciation to each other in their daily interactions. In addition, individual work units and departments have created award programs that reinforce departmental values. These programs vary according to the mandate and values of the department. During Public Service Week, government wide events and department specific events occur to thank public service employees for their efforts in providing excellent service. The highest honour and marquee award is the Public Service Award of Excellence. Public Service Award of Excellence The Public Service Award of Excellence (PSAE) recognizes individuals and teams who have made outstanding contributions to public service. It is the highest honour an employee or a team of employees can receive from the Government of Newfoundland and Labrador. Nominations for the Public Service Awards of Excellence are sought each year. Any employee can nominate an individual or a team to receive the award. The PSAE is awarded by the Clerk of the Executive Council to employees who demonstrate exceptional performance in Leadership, Valuing People, Innovation, and/or Service Delivery Excellence. Nominations are reviewed by a selections committee made up of people familiar with, but external to, the public service. Since June 2001, when the award was launched, there have been more than 450 nominations. Sixty-one individuals and 30 teams have been recognized with the Award of Excellence. Inquiries may be addressed to your Strategic Human Resource Management Unit or to: Public Service Award of Excellence Telephone: (709) Fax: (709) excellence@gov.nl.ca J A N U A R Y

29 Conclusion Thank you for reviewing the Government of Newfoundland and Labrador s employee handbook. We hope it was helpful to you as a new employee. As an employer, we are committed to providing a positive Onboarding experience for each of our new employees. We hope that through our Onboarding initiatives such as this handbook, you feel welcome and part of our team. Other Onboarding initiatives include in person welcome sessions, departmental and work unit orientations and checklists. The information provided in this handbook is also available online at: Please check this online resource regularly for updates and additional information. 28 The latest edition of this document is available at:

30 Welcome to the Government of Newfoundland and Labrador! We are delighted that you have chosen to join our team and we hope that you will enjoy your role in providing excellent public service to the people of the province. J A N U A R Y

31 Appendix A: New Employee Orientation Checklist Government of Newfoundland and Labrador New Employee Orientation Checklist For Use by Managers and Supervisors Employee Name: New Hire to Government: ( Y / N ) Start Date: New Hire to Department: ( Y / N ) New Employee Orientation is an important element of the Government of Newfoundland and Labrador s retention and employee satisfaction efforts and has been highlighted as a significant priority in our Corporate Human Resource Management Strategy Creating Tomorrow s Public Service Excellence in Public Service Delivery. Research has shown that effective orientation has a significant impact on employee engagement and can positively impact retention rates. This New Employee Orientation Checklist is one component of our Corporate Onboarding Strategy. This checklist is designed to be used in conjunction with departmental orientation. This checklist is intended as a guide for supervisors and managers in providing new employees with essential information pertaining to their employment with the Government of Newfoundland and Labrador. Please note that the list of items is not all-inclusive and will be updated/revised periodically. If managers, supervisors or employees would like to recommend changes or additions, please contact: PSSInfo@gov.nl.ca Items should be ticked as completed or discussed. Those items which do not apply should be marked as Not Applicable (N/A). This checklist should be completed within the first two weeks of the new employee s start date. 30 The latest edition of this document is available at: