Final Candidate Profile Manager, Performance Management & Administration September 12, 2014

Transcription

1 LEGACY EXECUTIVE SEARCH PARTNERS Final Candidate Profile Manager, Performance Management & Administration September 12, 2014 THE TORONTO POLICE SERVICE ORGANIZATION Legacy Executive Search Partners is pleased to partner with the Toronto Police Service (TPS) on two important leadership mandates within Human Resources: 1) Manager of Labour Relations and 2) Manager, Performance Management & Administration. The TPS is a public policing organization, governed by the Police Services Act and is the largest, municipal police force in Canada and the fourth largest in North America. Its mission is dedicated to delivering police services in partnership with the communities it serves and to keep Toronto the best and safest place to be. Toronto was recently voted the 4 th most liveable city in the world according to an annual survey by the prestigious Economist magazine, Intelligence Unit. Every three years, the Toronto Police Services Board and the TPS determine where to focus resources and activities. In March 2011, the TPS embarked on a journey to identify opportunities to continue to deliver excellence in policing services in the most fiscally responsible way possible. This involved reviewing TPS administrative and business processes, the services it delivers and how they are delivered. To ensure that TPS is well positioned and structured to meet future policing challenges, all of the HR functions were moved from Operational Support Command to Corporate Services Command in January This team is led by a civilian Chief Administrative Officer to ensure the transformative change agents receive the extra emphasis and commitment these designated priorities deserve. Of particular relevance within the Economic Sustainability and Operational Excellence Priority, was the creation of a long-sought, new, Manager, Performance Management & Administration position. This centre of excellence was established to improve human resources management and accountability within the Service. The review and assessment of electronic personnel evaluation and monitoring processes/tools that better reflect expectations relating to member performance (connect optimal performance to goals/priorities of the TPS), management/leadership training that enables supervisors to better manage and guide member performance, and comprehensive succession planning processes for both uniform and civilian members, are key development goals.

2 With an approved establishment of 5,505 sworn officers of various ranks, 2,162 civilian staff in various roles and functions, and an estimated 460 volunteers (Auxiliary Officers and others) representing 90% of the approximately $1B net annual operating budget, the Manager, Performance Measurement & Administration mandate represents a new and critically important leadership opportunity to help drive transformative talent management and succession planning change across the TPS within a fiscally challenging municipal environment. MANAGER, PERFORMANCE MANAGEMENT & ADMINISTRATION SUMMARY OF FUNCTION: This is the key leadership and oversight position reporting to the Director, Human Resources responsible for planning, creating and implementing performance management strategies to ensure the development and availability of employee talent, in order to optimize career development and productivity within the Toronto Police Service and meet the needs of the organization and its civilian and uniform employees. This position also manages the development, administration, maintenance and delivery of those services provided by the Human Resources functions specifically pertaining to Staff Planning and Employee Records. KEY DUTIES AND RESPONSIBILITIES: Develops and implements, strategic workforce performance initiatives and processes that support the TPS people strategy, oversees program management in the areas of talent management, leadership development, professional development, succession planning and performance management. Improves the TPS employee performance management processes and ensures new appraisal standards and systems are value-added and contribute to the Service s objective of assessing and improving the performance of its employees in an efficient and cost-effective manner. Conducts regular reviews of the performance management systems and leads the development of strategies to ensure all TPS members are regularly evaluated (quantitative and qualitative) to promote and help achieve, high performance and talent management. Ensures that talent management programs are analytics driven and evidence based, in order to gather insight into employee actions and behaviors and to improve the performance of an increasingly diverse, knowledge-oriented workforce; captures critical skills requirements for TPS and develops internal fulfillment scenarios for recommendation to and delivery by, the senior management team.

3 Reviews and assesses the existing performance measurement systems and tools and streamlines these processes across the TPS through automation. Drives relevant and meaningful performance management practices; works to develop effective and timely reporting metrics in order to monitor, measure and report on issues, opportunities, plans and achievements; ensures metrics and outcomes being measured are better linked to TPS strategic initiatives and mission accomplishment (e.g. citizen-centric service, intelligence-led policing, traffic safety, etc). Ensures the existence of and manages an enterprise-wide performance management system; manages vendor partnerships, operations, communications and user training and implementation. Stays abreast of the latest developments, best practices and trends in workforce performance strategies and other areas that may benefit the vision and priorities of the Service to be adaptable and flexible to the changing needs of the community and city. Oversees the functions of the Staff Planning subunit responsible for uniform deployment, promotions and accommodation; manages the strength/establishment (staffing levels) for all units and oversees the Service s secondments, requests and requirements. Ensures delivery of business results by meeting or exceeding all service level standards, and managing the unit budget and expenditures. IDEAL EDUCATIONAL BACKGROUND: A degree in business, organizational development, human resources management or other related field. IDEAL SKILLS AND EXPERIENCE: Minimum of ten years of management experience in talent and performance management and human resource leadership roles in complex union environments and/or management consulting. Proven experience in the assessment, design and streamlining of performance evaluation processes that drive desired behaviors and outcomes across organizations. Ability to analyze organizational needs, develop creative solutions (so metrics measuring effectiveness can be harmonized to ensure a constant approach and stronger measurement of outcomes), and effectively train management, engage, motivate and support staff to adapt new systems and achieve the Service s goals.

4 Strategic leadership with exceptional interpersonal and organizational skills, including experience and success with change management activities. Experience working in a complex, unionized, highly structured, or policing environment would be considered an asset to appreciate the cultural separation between uniform and civilian sides of the organization. PERSONAL TRAITS AND QUALITIES: Unquestioned personal and professional integrity and values Exceptional interpersonal and leadership skills, strong, confident, persuasive, assertive style Professional presence, engaging, outgoing, adaptable, capable of communicating openly and effectively to staff and stakeholders, as required Ability to build trust and confidence quickly by exercising good judgment Brings energy and enthusiasm to every task and relationship in a fast-paced environment Strategic/lateral/progressive thinker and conceptulizer, mindful of the big picture yet analytical and detail oriented High energy, self starter, results oriented, effective time manager Able to operate in a complex, highly structured or political public, union environment and make things happen Strong human resources management skills, positive record of leading, inspiring, building consensus, managing, mentoring and training staff a participatory management style An excellent listener, able to solicit and engage diverse stakeholders Lead and managed change, able to vision and plan beyond conventional approaches, overcome resistance and make things happen A leader, role model that regularly benchmarks against best practices in a variety of complex, public sector organizations Strong communications skills, oral and written, able to dialogue effectively in groups, committees and with all levels of management

5 Comfortable in a leading-edge, multi-cultural and diverse setting within the organization and community Calming and reassuring while demonstrating courage and conviction QUALIFYING PERIOD: One year If interested in this creative and important, new role with Toronto Police Service, please submit your resume in complete confidence to [email protected] by October 3, 2014.