Human Resources Pillar

Size: px
Start display at page:

Download "Human Resources Pillar"

Transcription

1 Human Resources Pillar Policy No. 5.0 Date Approved: Dec Projected Review Date: Dec PURPOSE: Hamilton-Wentworth District School Board (HWDSB) believes that attracting, recruiting and retaining exemplary employees allow us to fulfill our vision of all students achieving their full potential. Hamilton-Wentworth District School Board strives to be an employer of choice that provides excellence and leadership in human resource management that maintains and strengthens collaborative relationships with employee groups. GUIDING PRINCIPLES: Human resources are Hamilton-Wentworth District School Board s most important asset. We: Recognize that an engaged and effective staff across the organization promotes HWDSB s vision of improved student achievement. Value employees by respecting their concerns, responding to their needs, encouraging professional growth, and recognizing their accomplishments. Foster the development of trustful and respectful relationships. Encourage collaboration and teamwork. Establish and maintain discrimination-free environments. Provide staff and leadership development to strengthen employees skills, knowledge and competencies. Promote and encourage healthy lifestyle practices, a safe and healthy physical environment and a supportive workplace culture. Maintain the highest level of ethical and professional standards. Respect and adhere to the collective agreements of all bargaining units and the terms and conditions for non-unionized employees. Promote and encourage and engage in effective communication with all stakeholders. Develop and sustain a workforce that reflects the make-up of the student body in the Hamilton-Wentworth region. INTENDED OUTCOMES: Strategic Focus Human Resource supports and practices will reflect the Board s commitment to strengthening positive and respectful relationships with employee groups and to promoting safe, respectful and inclusive working and learning environments. This will be done in accordance with the Board s strategic directions, Annual Operating Plan, Ministry guidelines and other legislated requirements and in accordance with the principles of fairness, equity, inclusion, consistency and transparency. Policy No.: 5.0 Human Resources Pillar Page 1

2 Employee and Labour Relations Fair and transparent policies, processes and procedures are in place to: o Recruit, hire, promote, retain and mentor qualified staff for instructional and operational effectiveness; o Facilitate and support respectful employee and labour relations including engaging employees in planning, decision-making, grievance hearings and conducting investigations and appropriate personal conduct / dispute resolution processes and procedures (e.g., Performance Appraisal, Progressive Discipline, Respectful Learning and Working Environment); o Ensure collective bargaining processes for determining wages, benefits and working conditions are timely, efficient, objective, transparent, aligned with local and provincial priorities and are applied in a respectful and professional manner. o Monitor, assess and adjust Occupational Health and Safety practices to promote school and workplace safety, healthy lifestyle practices and a supportive workplace culture for all employees; o Maximize staff utilization through attendance management procedures that monitor, report and provide improvement and support programs as required; o Assess employee commitment and engagement to support professional learning, training and career development programs; and Employee professional learning, leadership development and performance management processes promote continuous improvement and engagement for all employee groups. The contributions of staff members are recognized for 25 years of service to HWDSB and upon retirement. Personnel records, processes and control of data entry, systems updates and database maintenance are effectively managed to enable accurate and timely reporting of key department functions. Useful, timely and accurate information is provided to the Board of Trustees, administration and community stakeholders. Staffing and Operations HWDSB staff needs are based on Ministry regulations and funding, HWDSB Strategic Directions, the Board s Annual Operating Plan, equitable resource allocation, system needs and alignment with collective agreements. Monitoring processes ensure adherence to key Ministry and Board policy parameters (e.g., class size, prep time, collective agreement requirements, equitable resource allocation) and procedures are in place to adjust staff allocations for school-based staff as required. On-going research regarding HWDSB demographics is conducted and collated to better inform recruiting and hiring practices. Community outreach is implemented to inform members from our diverse community about career opportunities in education in order to address current and emerging staffing needs. RESPONSIBILITY: Director of Education Members of Executive Council Policy No.: 5.0 Human Resources Pillar Page 2

3 TERMINOLOGY: Attendance Management: A positive approach to absenteeism to help employees develop a willingness to attend work regularly. Collective Bargaining: A good faith process between an organization s management and a trade union representing its employees for negotiating wages, benefits, working conditions and other matters to mutually arrive at a Collective Agreement. Employee Relations: The maintenance of employee/employer relationships that contribute to the successful achievement of organizational goals, motivate employees and ensure healthy employee morale. Grievance Process: A step by step dispute resolution process the parties agree to follow to address alleged violation of Collective Agreement provisions. Harassment: The unwelcome and offensive conduct or comment that is known or ought reasonably to be known to be unwelcome. It may be related to sex, race, colour, ethnic or place of origin, ancestry, citizenship, disability, age, religion or creed, record of offences, sexual orientation, or marital, or family status. Harassment on these grounds is a form of discrimination and is expressly prohibited under the Ontario Human Rights Code. Labour Relations: All matters arising out of employer-employee relationships pertaining to collective bargaining and working conditions. Occupational Health and Safety: The promotion and maintenance of the highest degree of physical, mental and social well-being of employees in the organization. Progressive Discipline: A process of increasingly formal steps for dealing with job-related behaviour that does not meet expected and communicated performance standards. The primary purpose of progressive discipline is to improve performance through the provision of feedback to the employee to help correct the problem. Succession Planning: The process to systematically identify and develop internal personnel with the potential to fill key organizational positions. ACTION REQUIRED: The development and implementation of specific policies, policy directives and staff development programs that will result in activities and practices that result in effective and efficient human resource management practices. PROGRESS INDICATORS: Data will be collected to measure the degree to which the intended outcomes contained in the Pillar Policy and related specific policies have been achieved. The review will include but not be limited to the following key areas and related components: Policy No.: 5.0 Human Resources Pillar Page 3

4 Key Areas Strategic Focus Employee and Labour Relations Components 1. Human Resource supports and practices will reflect the Board s commitment to strengthening positive and respectful relationships with employee groups and to promoting safe, respectful and inclusive working and learning environments. This will be done in accordance with the Board s strategic directions, Annual Operating Plan, Ministry guidelines and other legislated requirements and in accordance with the principles of fairness, equity, inclusion, consistency and transparency. 1. Fair and transparent policies, processes and procedures are in place to: a. Recruit, hire, retain, promote and mentor qualified staff for instructional and operational effectiveness; b. Facilitate and support respectful employee and labour relations including engaging employees in planning, decisionmaking, grievance hearings and conducting investigations and appropriate personal conduct / dispute resolution processes and procedures (e.g., Performance Appraisal, Progressive Discipline, Respectful Learning and Working Environment); c. Ensure collective bargaining processes for determining wages, benefits and working conditions are timely, efficient, objective, transparent and aligned with local and provincial priorities. d. Monitor, assess and adjust Occupational Health and Safety practices to promote school and workplace safety, healthy lifestyle practices and a supportive workplace culture for all employees; e. Maximize staff utilization through attendance management procedures that monitor, report and provide improvement and support programs as required; and f. Assess employee commitment and engagement to support professional learning, training and career development programs. 2. Employee professional learning, leadership development and performance management processes promote continuous improvement for all employee groups (e.g. Aspiring Leaders, Leadership Development Programs). 3. The contributions of staff members are recognized for 25 years of service to HWDSB and upon retirement. 4. Personnel records, processes and control of data entry, systems updates and database maintenance are effectively managed to enable accurate and timely reporting of key department functions (e.g. Employee Information System). 5. Useful, timely and accurate information is provided to the Board of Trustees, administration and community stakeholders. Policy No.: 5.0 Human Resources Pillar Page 4

5 Staffing and Operations 1. The forecasting and planning of HWDSB staff needs is based on Ministry regulations and funding, HWDSB Strategic Directions, the Board s Annual Operating Plan, system needs and alignment with collective agreements. 2. Monitoring processes ensure adherence to key Ministry and Board policy parameters (e.g., class size, prep time, collective agreement requirements) and procedures are in place to adjust staff allocations for school-based staff as required. 3. On-going research regarding HWDSB demographics is conducted and collated to better inform recruiting and hiring practices. 4. Community outreach is implemented to inform members from our diverse community about career opportunities in education in order to address current and emerging staffing needs. REFERENCES: Government Documents Accessibility for Ontarians with Disabilities Act Accessibility Standards for Customer Service, Ontario Regulation 429/07 Canadian Charter of Rights and Freedoms Education Act Full-Day Early Learning Kindergarten Program Occupational Health and Safety Act Ontario Human Rights Code PPM 152 Terms and Conditions of Employment for Principals and Vice-Principals Workplace Safety and Insurance Act HWDSB Strategic Directions Achievement Matters Engagement Matters Equity Matters HWDSB Policies Strategic Focus Staff Development Employee and Labour Relations Accommodation of Personnel Accessibility (Barrier-Free) Pathways Accessibility Standards for Customer Service Policy (Draft) Diversity and Equity Employee Expense Employee Support Program Harassment HWDSB Collective Agreements Occupational Health and Safety Performance Appraisal Progressive Discipline Pupil Accommodation Review Respectful Working and Learning Environments Policy Directive Workplace Violence Staffing and Operations Policy No.: 5.0 Human Resources Pillar Page 5

6 Pre-employment Screening Staff Retirement Recognition Policy No.: 5.0 Human Resources Pillar Page 6

POLICIES AND REGULATIONS Policy #54

POLICIES AND REGULATIONS Policy #54 POLICIES AND REGULATIONS Policy #54 EQUITY AND INCLUSIVE EDUCATION Statement The Peel District School Board is committed to providing and maintaining safe and healthy environments conducive to learning

More information

Human Resources Management Program Standard

Human Resources Management Program Standard Human Resources Management Program Standard The approved program standard for Human Resources Management program of instruction leading to an Ontario College Graduate Certificate delivered by Ontario Colleges

More information

B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes

B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes Synopsis of the Vocational Learning Outcomes* The graduate has reliably demonstrated the ability to 1. contribute to the development,

More information

Defining Human Resources Moving to Strategic HR

Defining Human Resources Moving to Strategic HR Defining Human Resources Moving to Strategic HR P r e s e n t e d b y : S a s k a t c h e w a n S c h o o l B o a r d s A s s o c i a t i o n S c h o o l F o r T r u s t e e s - J a n u a r y 1 7, 1 8,

More information

Self Assessment Tool for Principals and Vice-Principals

Self Assessment Tool for Principals and Vice-Principals The Institute for Education Leadership (IEL) brings together representatives from the principals' associations, the supervisory officers' associations, councils of directors of education and the Ministry

More information

Revised Body of Knowledge And Required Professional Capabilities (RPCs)

Revised Body of Knowledge And Required Professional Capabilities (RPCs) Revised Body of Knowledge And Required Professional Capabilities (RPCs) PROFESSIONAL PRACTICE Strategic contribution to organizational success RPC:1 Contributes to the development of the organization s

More information

Human Resource Secretariat Business Plan 2011-12 to 2013-14

Human Resource Secretariat Business Plan 2011-12 to 2013-14 Human Resource Secretariat Business Plan 2011-12 to 2013-14 September 2012 I II Message from the Minister As the Minister of Finance, President of Treasury Board and Minister responsible for the newly

More information

Certified Human Resources Professional Competency Framework

Certified Human Resources Professional Competency Framework Certified Human Resources Professional Competency Framework Table of Contents About the CHRP 3 Application of the Competency Framework 3 Path to Obtain the CHRP 4 Maintaining the CHRP 4 Overview of the

More information

Diversity within Professional Engineering

Diversity within Professional Engineering Diversity within Professional Engineering Matt Erickson Fall 2013 Employers & Diversity - Google Google Celebrates Diversity Diversity and inclusion are fundamental to Google s way of doing things. We

More information

Human Resource Management

Human Resource Management Human Resource Management Module 18 Participate in this seminar to learn more about the board of education s role as an employer. Module 18 workshop and resource materials include these important topics:

More information

How to write a policy to prevent. Harassment. by Louise Pohl

How to write a policy to prevent. Harassment. by Louise Pohl How to write a policy to prevent Harassment by Louise Pohl Contents Introduction... 7 Section 1: Legal obligations for employers and employees... 9 Employer liability...10 The scope of human rights law...

More information

THE CORPORATION OF THE CITY OF WINDSOR POLICY

THE CORPORATION OF THE CITY OF WINDSOR POLICY THE CORPORATION OF THE CITY OF WINDSOR POLICY Service Area: Office of the City Clerk Policy No.: HRDEV POL - 0001 Department: Human Resources Approval Date: March 23, 2015 Division: Organizational Development

More information

NUCLEAR REGULATORY COMMISSION COMPREHENSIVE. Diversity Management Plan

NUCLEAR REGULATORY COMMISSION COMPREHENSIVE. Diversity Management Plan U.S. NUCLEAR REGULATORY COMMISSION COMPREHENSIVE Diversity Management Plan Vision Statement: NRC is an agency where all employees are valued and have an equal chance to succeed, thereby increasing organizational

More information

Creating Tomorrow s Public Service. May, 2009. A Corporate Human Resource Management Strategy For the Newfoundland and Labrador Core Public Service

Creating Tomorrow s Public Service. May, 2009. A Corporate Human Resource Management Strategy For the Newfoundland and Labrador Core Public Service Creating Tomorrow s Public Service May, 2009 A Corporate Human Resource Management Strategy For the Newfoundland and Labrador Core Public Service 1 The Role of Public Service Employees As professionals,

More information

Performance Management Review Process Draft for Management Consultation Review

Performance Management Review Process Draft for Management Consultation Review Draft for Management Consultation Review Policy 505: Performance Management Review Process Policy Category: Professional Development Who Is Covered: All employees whose position is designated to be in

More information

CALIFORNIA PRELIMINARY ADMINISTRATIVE CREDENTIAL EXAMINATION (CPACE)

CALIFORNIA PRELIMINARY ADMINISTRATIVE CREDENTIAL EXAMINATION (CPACE) Education Code section 44270.5 allows an examination alternative to the Administrative Services preparation program as long as the examination is aligned with the current Administrative Services Program

More information

Management Board of Cabinet Directives Workplace Discrimination and Harassment Prevention Policy

Management Board of Cabinet Directives Workplace Discrimination and Harassment Prevention Policy Management Board of Cabinet Directives Workplace Discrimination and Harassment Prevention Policy HR Policy & Planning Branch HR Management and Corporate Policy Division HROntario, Ministry of Government

More information

Online Training. Training Categories: Page 2. Workplace Wellness (6 videos) Health and Safety (17 videos) Page 3. Page 6. Leadership (7 videos) Page 7

Online Training. Training Categories: Page 2. Workplace Wellness (6 videos) Health and Safety (17 videos) Page 3. Page 6. Leadership (7 videos) Page 7 Training Categories: Page 2 Workplace Wellness (6 videos) Our employee wellness training videos on topics such as Respect in the Workplace, Stress Management, Ergonomics and Substance Abuse are intended

More information

Core Leadership Competencies

Core Leadership Competencies Core Leadership Competencies The following guidance further clarifies the distinctions between levels of performance for the 8 core competencies outlined in Element 1 of all DHS SES performance plans.

More information

Employer s Guide to the Human Rights Act

Employer s Guide to the Human Rights Act Employer s Guide to the Human Rights Act The Human Rights Act The law in Newfoundland and Labrador that governs human rights. Human Rights Commission The organization that administers the Human Rights

More information

2014 Business Plan & Budget

2014 Business Plan & Budget 2014 Business Plan & Budget Human Resources & Payroll Mission Statement Our mission is to assist the County s operating departments in achieving the most effective, efficient business operations and to

More information

COURSE OUTLINE. APPROVED BY: Chair/Dean

COURSE OUTLINE. APPROVED BY: Chair/Dean OUTLINE SCHOOL: DEPARTMENT: PROGRAM: TITLE: School of Business Business and Management Human Resource Management Human Resource Management CODE: HRMT 301 TOTAL HOURS: 45 PRE-REQUISITES/CO- REQUISITES:

More information

Employment and Labour Law in Canada

Employment and Labour Law in Canada by JIM HASSELL & SVEN POYSA The constant change associated with employment and labour law in poses a significant challenge for employers doing business here. That challenge is compounded by the fact that

More information

Fair Employment Practices

Fair Employment Practices In the GE Community Fair Employment Practices (Policy 20.2) Issued: October 2000 Supersedes: April 1993 GE is committed to fair employment practices, including the prohibition against all forms of illegal

More information

DIRECTOR OF HUMAN RESOURCES & EMPLOYER-EMPLOYEE RELATIONS-EEO, DIVERSITY COMPLIANCE & TRAINING,

DIRECTOR OF HUMAN RESOURCES & EMPLOYER-EMPLOYEE RELATIONS-EEO, DIVERSITY COMPLIANCE & TRAINING, Page 1 of 6 DIRECTOR OF HUMAN RESOURCES & EMPLOYER-EMPLOYEE RELATIONS-EEO, DIVERSITY COMPLIANCE & TRAINING, JC #676 - Classified Management - Integrated Academic Administrator and Classified Manager Salary

More information

Roche Group Employment Policy

Roche Group Employment Policy Roche Group Employment Policy 2 Roche s Corporate Principles express our conviction that our company s success depends on the talent and performance of dedicated employees. In adopting the present policy,

More information

Managers Self- Assessment Questionnaire. HWDSB Managers Self-Assessment: September 2012 1

Managers Self- Assessment Questionnaire. HWDSB Managers Self-Assessment: September 2012 1 Managers Self- Assessment Questionnaire HWDSB Managers Self-Assessment: September 0 How to Use This Self-Assessment This self-assessment questionnaire is intended to help managers focus on and evaluate

More information

Human Resources Department 203.6 FTE s

Human Resources Department 203.6 FTE s 27 Human Resources Human Resources Department 203.6 FTE s General Manager Human Resources 4 FTE's Director Labour Relations 2 FTE's Director Organizational Effectiveness 2 FTE's Director Compensation,

More information

Program: Human Resources Program Based Budget 2014-2016. Page 39

Program: Human Resources Program Based Budget 2014-2016. Page 39 Program: Human Resources Program Based Budget 2014-2016 Page 39 Program: Human Resources Vision Statement: To be the principal authority for human resources management and a key strategic contributor to

More information

ASAE s Job Task Analysis Strategic Level Competencies

ASAE s Job Task Analysis Strategic Level Competencies ASAE s Job Task Analysis Strategic Level Competencies During 2013, ASAE funded an extensive, psychometrically valid study to document the competencies essential to the practice of association management

More information

Performance Factors and Campuswide Standards Guidelines. With Behavioral Indicators

Performance Factors and Campuswide Standards Guidelines. With Behavioral Indicators Performance Factors and Campuswide Standards Guidelines With Behavioral Indicators Rev. 05/06/2014 Contents PERFORMANCE FACTOR GUIDELINES... 1 Position Expertise... 1 Approach to Work... 2 Quality of Work...

More information

JULY 1, 2010 JUNE 30, 2013 STRATEGIC PLAN

JULY 1, 2010 JUNE 30, 2013 STRATEGIC PLAN DEPARTMENT OF HUMAN RESOURCES JULY 1, 2010 JUNE 30, 2013 STRATEGIC PLAN Introduction Human resource strategies are institutional efforts to support people (leaders, faculty and staff) to contribute to

More information

Introduction. Pre-employment inquiries: You can respect human rights in hiring. What you can do What you can ask

Introduction. Pre-employment inquiries: You can respect human rights in hiring. What you can do What you can ask Introduction Pre-employment inquiries: You can respect human rights in hiring What you can do What you can ask Guidelines for employers on pre-employment inquiries and The Human Rights Code (Manitoba)

More information

Policy/Program Memorandum No. 142

Policy/Program Memorandum No. 142 Date of Issue: December 5, 2012 Effective: Until revoked or modified Subject: Application: SCHOOL BOARD PROGRAMS FOR EXPELLED STUDENTS Directors of Education Supervisory Officers and Secretary-Treasurers

More information

2014 Annual Human Rights Office Report and Amendments to the Hate Activity Policy

2014 Annual Human Rights Office Report and Amendments to the Hate Activity Policy STAFF REPORT ACTION REQUIRED EX7.11 2014 Annual Human Rights Office Report and Amendments to the Hate Activity Policy Date: June 11, 2015 To: From: Wards: Executive Committee Acting City Manager All Reference

More information

HUMAN RESOURCES MANAGEMENT

HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT Program Outline Major: HRMN Length: 1 Year Delivery: 2 Semesters, plus 1 industry placement Credential: Ontario College Graduate Certificate Effective: 2012-2013 Location: Barrie

More information

Equality, Diversity and Inclusion Policy

Equality, Diversity and Inclusion Policy 1 Equality, Diversity and Inclusion Policy Owned By: Senior Management Issue Date: July 2015 This policy will be reviewed in six months 1 2 Equality, Diversity and Inclusion Policy Introduction ProCo NW

More information

York Catholic District School Board

York Catholic District School Board Ministry of Education York Catholic District School Board Follow-up Report to the Operational Review August 2012 TABLE OF CONTENTS 1. INTRODUCTION... 1 2. STATUS AND IMPLEMENTATION UPDATE... 3 3. GOVERNANCE

More information

Spring/Summer 2013. 1. Course Description

Spring/Summer 2013. 1. Course Description Spring/Summer 2013 COURSE TITLE: Management of Human Resources COURSE NUMBER: SW 664-001 DIVISION MHS CREDIT HOURS: 3 PREREQUISITES: SW 560 or permission of instructor Tuesdays, 8:00 12:00 LOCATION: 2752

More information

Employment and Labour Law in Canada

Employment and Labour Law in Canada Employment and Labour Law in Canada By Colin Kelly & Sven Poysa Frequent changes in Canadian employment and labour law present a significant challenge for employers doing business here. That challenge

More information

*This is a sample only actual evaluations must completed and submitted in PeopleSoft*

*This is a sample only actual evaluations must completed and submitted in PeopleSoft* *This is a sample only actual evaluations must completed and submitted in PeopleSoft* Employee information Employee name Position title/department Date of Hire Employee ID number Supervisor s name Today

More information

Equality & Diversity Strategy

Equality & Diversity Strategy Equality & Diversity Strategy Last updated March 2014 1 Statement of commitment Ombudsman Services is committed to equality of opportunity and respect for diversity. As an equal opportunities employer,

More information

*Performance Expectations, Elements and Indicators

*Performance Expectations, Elements and Indicators C o m m o n C o r e o f L e a d i n g : Connecticut School Leadership Standards *Performance Expectations, Elements and Indicators *For further information, visit: http://www.sde.ct.gov/sde/cwp/view.asp?a=2641&q=333900

More information

POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008. Contents. Introduction. Scope. Purpose.

POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008. Contents. Introduction. Scope. Purpose. POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008 Contents Introduction Scope Purpose Policy Equal Employment Opportunity Where does EEO apply? Recruitment and Selection

More information

Mental Health at Work. Champion of Excellence for Mental Health at Work

Mental Health at Work. Champion of Excellence for Mental Health at Work Champion of Excellence for Mental Health at Work Introduction to Mental Health at Work Excellence Canada s Mental Health at Work program serves as a roadmap for organizations in any sector that wish to

More information

COMMUNITY COLLEGE SYSTEM OF NEW HAMPSHIRE. These policies may be amended at any time and do not constitute an employment contract.

COMMUNITY COLLEGE SYSTEM OF NEW HAMPSHIRE. These policies may be amended at any time and do not constitute an employment contract. COMMUNITY COLLEGE SYSTEM OF NEW HAMPSHIRE Section: BOT 300 Human Resources Date Approved: December 20, 2007 Effective Date: January 1, 2008 Amended Date: April 11, 2014 These policies may be amended at

More information

VODAFONE CODE OF ETHICAL PURCHASING

VODAFONE CODE OF ETHICAL PURCHASING VODAFONE CODE OF ETHICAL PURCHASING As one of the world's largest telecommunications companies, Vodafone has a significant role to play in enriching people s lives. We also understand that we have a significant

More information

Town of Essex Manager, Human Resources

Town of Essex Manager, Human Resources Town of Essex Manager, Human Resources The Town of Essex is seeking applications from experienced, qualified persons for the position of Manager, Human Resources. The Town of Essex is located in southwestern

More information

Employee Engagement Survey 2015. Nova Scotia Government-wide Report

Employee Engagement Survey 2015. Nova Scotia Government-wide Report Employee Engagement Survey 2015 Nova Scotia Government-wide Report Employee Engagement Survey 2015 This summary report provides information on the state of employee engagement in the Nova Scotia public

More information

Ayers Institute Leadership Resources: PSEL Alignment

Ayers Institute Leadership Resources: PSEL Alignment Professional Standards for al Leaders Standard 1: Mission, Vision, and Core Values Effective educational leaders develop, advocate, and enact a shared mission, vision, and core values of high-quality education

More information

RACE RELATIONS, CROSS CULTURAL UNDERSTANDING AND HUMAN RIGHTS IN LEARNING POLICY

RACE RELATIONS, CROSS CULTURAL UNDERSTANDING AND HUMAN RIGHTS IN LEARNING POLICY RACE RELATIONS, CROSS CULTURAL UNDERSTANDING AND HUMAN RIGHTS IN LEARNING POLICY 1. GENERAL PRINCIPLES 2. DEFINITIONS 3. POLICY FRAMEWORK 4. CURRICULUM 5. INSTRUCTION 6. ASSESSMENT AND EVALUATION 7. GUIDANCE

More information

Rule 5 Relationship to Students, Employees, and Others

Rule 5 Relationship to Students, Employees, and Others 5.01 Supervision Rule 5 Rule 5 Relationship to Students, Employees, and Others 5.01 SUPERVISION Application 5.01 (1) In this rule, a non-lawyer does not include an articled student. Direct Supervision

More information

Ontario Leadership Strategy. Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum

Ontario Leadership Strategy. Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum Ontario Leadership Strategy Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum Contents 1. Purpose 2. Why Succession Planning and Talent Development?

More information

Human Resources Department Strategic Plan

Human Resources Department Strategic Plan Human Resources Department Strategic Plan 2010-2014 Human Resources Department Table of Contents Executive Summary... 3 Strategic Context University of Regina Planning Framework... 4 Strategic Planning

More information

Liverpool Hope University. Equality and Diversity Policy. Date approved: 14.04.2011 Revised (statutory. 18.02.2012 changes)

Liverpool Hope University. Equality and Diversity Policy. Date approved: 14.04.2011 Revised (statutory. 18.02.2012 changes) Liverpool Hope University Equality and Diversity Policy Approved by: University Council Date approved: 14.04.2011 Revised (statutory 18.02.2012 changes) Consistent with its Mission, Liverpool Hope strives

More information

Performance Appraisal: Director of Education. Date of Next Review: September 2015 (every 2 years)

Performance Appraisal: Director of Education. Date of Next Review: September 2015 (every 2 years) POLICY SECTION: SUB-SECTION: POLICY NAME: POLICY NO: Board of Trustees Director Performance Appraisal: Director of Education H.C.06 Date Approved: September 26, 2013 Date of Next Review: September 2015

More information

BOARD AND CEO ROLES DIFFERENT JOBS DIFFERENT TASKS

BOARD AND CEO ROLES DIFFERENT JOBS DIFFERENT TASKS BOARD AND CEO ROLES DIFFERENT JOBS DIFFERENT TASKS Introduction Local boards of trustees and chief executive officers play different roles and have different responsibilities in leading their districts.

More information

Comprehensive Diversity Plan for the Research Division

Comprehensive Diversity Plan for the Research Division Comprehensive Diversity Plan for the Research Division Introduction In 1999, Cornell University developed its vision for a diverse and inclusive community, Open Doors, Open Hearts, and Open Minds: Cornell

More information

Workplace Violence and Harassment Prevention

Workplace Violence and Harassment Prevention Workplace Violence and Harassment Prevention Workplace Violence & Harassment Prevention "The government has acted to protect workers from workplace violence. Everyone should be able to work without fear

More information

YORK CATHOLIC DISTRICT SCHOOL BOARD

YORK CATHOLIC DISTRICT SCHOOL BOARD YORK CATHOLIC DISTRICT SCHOOL BOARD BOARD POLICY Policy Section Policy Number Students 202 Former Policy # Original Approved July 3 rd, 2001 Page 1 of 7 Subsequent Approval s October 24, 2001 January 22,

More information

Masters Comprehensive Exam and Rubric (Rev. July 17, 2014)

Masters Comprehensive Exam and Rubric (Rev. July 17, 2014) 1 Educational Leadership & Policy Studies Masters Comprehensive Exam and Rubric (Rev. July 17, 2014) The comprehensive exam is intended as a final assessment of a student s ability to integrate important

More information

a workplace for all Bargaining Equality Harassment and Violence

a workplace for all Bargaining Equality Harassment and Violence a workplace for all Bargaining Equality G Harassment and Violence Just about anyone can be subjected to harassment and violence at work. But equality-seeking groups including women, workers of colour,

More information

BUSINESS PLAN: Human Resources

BUSINESS PLAN: Human Resources BUSINESS PLAN: Human Resources How does this service contribute to the results identified in the City of London Strategic Plan? A strong economy A vibrant and diverse community A green and growing City

More information

Alabama Standards for Instructional Leaders

Alabama Standards for Instructional Leaders Alabama Standards for Instructional Leaders To realize the mission of enhancing school leadership among principals and administrators in Alabama resulting in improved academic achievement for all students,

More information

Rubric for Evaluating Colorado s Specialized Service Professionals: School Nurses

Rubric for Evaluating Colorado s Specialized Service Professionals: School Nurses Rubric for Evaluating Colorado s Specialized Service Professionals: School Nurses Definition of an Effective School Nurse Effective school nurses are vital members of the education team. They are properly

More information

2014-2018 B UILDING A T O R ONTO PUBLIC S E R V ICE

2014-2018 B UILDING A T O R ONTO PUBLIC S E R V ICE 2014-2018 B UILDING A T O R ONTO PUBLIC S E R V ICE CONTENTS A Look Back as we Continue Forward 2 Message from the City Manager 3 Message from the Executive Director of Human Resources 4 Message from

More information

Contents. Before you begin

Contents. Before you begin Contents Contents Before you begin Learning outcomes Competency standard How to use this book Assessment Developing employability skills Developing an evidence portfolio Resources vii vii vii x xi xi xv

More information

Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the

Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the Equivalent in the Performance Based Principal Licensure Standards (current principal standards)

More information

SELF AUDITING TOOL FOR HUMAN RESOURCE MANAGEMENT THE UNIVERSITY OF WESTERN AUSTRALIA

SELF AUDITING TOOL FOR HUMAN RESOURCE MANAGEMENT THE UNIVERSITY OF WESTERN AUSTRALIA SELF AUDITING TOOL FOR HUMAN RESOURCE MANAGEMENT THE UNIVERSITY OF WESTERN AUSTRALIA Aim of the Self Auditing Tool To help Schools and other University work areas become more accountable in relation to

More information

Human Resources Professionals in Canada: Revised Body of Knowledge and Required Professional Capabilities (RPCs )

Human Resources Professionals in Canada: Revised Body of Knowledge and Required Professional Capabilities (RPCs ) Human Resources Professionals in Canada: Revised Body of Knowledge and Required Professional Capabilities (RPCs ) Approved by the CCHRA, Board of Directors October, 2007 Revised Body of Knowledge And Required

More information

CLASS SPECIFICATION DIRECTOR OF HUMAN RESOURCES/LABOR RELATIONS

CLASS SPECIFICATION DIRECTOR OF HUMAN RESOURCES/LABOR RELATIONS CLASS SPECIFICATION Class Code: 17225 Date Est: 10/2011 Last Rev: Last Title Chg: FLSA: Exempt DIRECTOR OF HUMAN RESOURCES/LABOR RELATIONS DEFINITION Under administrative direction, plans, directs and

More information

Business Administration Human Resources Program Standard

Business Administration Human Resources Program Standard Business Administration Human Resources Program Standard The approved program standard for Business Administration Human Resources program of instruction leading to an Ontario College Advanced Diploma

More information

DoDEA Personnel Center HR Competency Definitions

DoDEA Personnel Center HR Competency Definitions DoDEA Personnel Center HR Competency Definitions ATTACHMENT 10 Business Management Competencies Business Process Reengineering Applies business process reengineering principles and techniques to reengineer

More information

August 2009. Page 1 PSA-2014-00177

August 2009. Page 1 PSA-2014-00177 August 2009. Page 1 Page 2 Citizens' Services (Kim Henderson) Introduction to Employee Engagement Engagement Scores at a Glance Your work unit Your organization 76 72 Employee engagement is a concept that

More information

A Strategic Vision for Human Resources

A Strategic Vision for Human Resources DISCUSSION DOCUMENT A Strategic Vision for Human Resources Organizational Possibilities Fitting the Pieces Together November 7, 2007 Costa Mesa, CA Framework Systems Theory Strategic Vision for Human Resources

More information

Glossary 2. About this chapter 5. 5.1 An introduction to strategic human resources management 6

Glossary 2. About this chapter 5. 5.1 An introduction to strategic human resources management 6 Contents Glossary 2 About this chapter 5 5.1 An introduction to strategic human resources management 6 5.1.1 What is strategic human resources management? 6 5.1.2 What is the Board s role and accountability?

More information

2015/16 2017/18 OHRC Business Plan

2015/16 2017/18 OHRC Business Plan 2015/16 2017/18 OHRC Business Plan Mandate The mandate of the flows from Ontario s Human Rights Code. The Code calls upon all Ontarians to work toward the creation of a climate of understanding and mutual

More information

ADMINISTRATIVE INSTRUCTION

ADMINISTRATIVE INSTRUCTION Director of Administration and Management ADMINISTRATIVE INSTRUCTION SUBJECT: Equal Employment Opportunity (EEO) and Diversity Programs References: See Enclosure 1 NUMBER 31 August 19, 2013 EEOD, WHS 1.

More information

Years of Action: 2013-2017

Years of Action: 2013-2017 Years of Action: 2013-2017 STUDENT ACHIEVEMENT & WELL-BEING Champion Aboriginal Education and advance achievement Achieve ambitious targets in the Board Improvement Plan for Student Achievement (BIPSA)

More information

It s a Legal Matter: AODA, Workplace Violence and Legal Developments at the WSIB

It s a Legal Matter: AODA, Workplace Violence and Legal Developments at the WSIB It s a Legal Matter: AODA, Workplace Violence and Legal Developments at the WSIB Health and Safety Symposium: Creating a Workplace Culture of Excellence March 24, 2015 250 Yonge Street Suite 3300 Toronto,

More information

Workplace Anti-Harassment Policy (Alberta)

Workplace Anti-Harassment Policy (Alberta) Workplace Anti-Harassment Policy (Alberta) Intent It is public policy in Canada to recognize the dignity and worth of every person and to provide for equal rights and opportunities free of discrimination.

More information

Equity and Inclusive Education in Ontario Schools

Equity and Inclusive Education in Ontario Schools Equity and Inclusive Education in Ontario Schools GUIDELINES FOR POLICY DEVELOPMENT AND IMPLEMENTATION Realizing the Promise of Diversity 2014 Equity and Inclusive Education in Ontario Schools GUIDELINES

More information

Superintendent Effectiveness Rubric*

Superintendent Effectiveness Rubric* Public Document 3 Purpose: Outlines the standards that are the foundation for the evaluation. Name of Superintendent: Date: Performance Rating Scale: Distinguished (4) Accomplished (3) standards for most

More information

EQUALITY AND DIVERSITY POLICY AND PROCEDURE

EQUALITY AND DIVERSITY POLICY AND PROCEDURE EQUALITY AND DIVERSITY POLICY AND PROCEDURE TABLE OF CONTENTS PAGE NUMBER : Corporate Statement 2 Forms of Discriminations 2 Harassment and Bullying 3 Policy Objectives 3 Policy Implementation 4 Commitment

More information

Human Resource Management

Human Resource Management Human Resource Management Red Deer College Certificate Program Program Overview: This program is designed to provide Human Resource Professionals with a strategic and coherent approach to the management

More information

Human Resource Strategic Plan

Human Resource Strategic Plan Human Resource Strategic Plan (Condensed Version) A dynamic and diverse workforce of highly skilled people working together to deliver excellent service to the community of Winnipeg Vision A dynamic and

More information

EMPLOYMENT EQUITY A TOOL KIT FOR PSAC MEMBERS A TOOL KIT FOR PSAC MEMBERS 1

EMPLOYMENT EQUITY A TOOL KIT FOR PSAC MEMBERS A TOOL KIT FOR PSAC MEMBERS 1 EMPLOYMENT EQUITY A TOOL KIT FOR PSAC MEMBERS A TOOL KIT FOR PSAC MEMBERS 1 CONTENTS Documents: 1 Employment Equity: What is it? 4 2 Employment Equity: How Does it Work? 7 3 Did you know?... Some Facts

More information

Mary Immaculate College. Human Resources Strategy 2014-2016

Mary Immaculate College. Human Resources Strategy 2014-2016 1.0 Introduction Mary Immaculate College Human Resources Strategy 2014-2016 1.1 Mary Immaculate College Strategic Plan 2012-2016 rests on 7 foundational pillars, each pillar representing a thematic imperative

More information

JOB DESCRIPTION. To provide leadership to the organization related to the Human Resources activities of the organization.

JOB DESCRIPTION. To provide leadership to the organization related to the Human Resources activities of the organization. JOB DESCRIPTION Title: Status: Responsible to: Director of Human Resources Full Time Executive Director Purpose: To provide leadership to the organization related to the Human Resources activities of the

More information

Responsible Procurement Policy

Responsible Procurement Policy The Tata Steel vision & sustainability principles The Tata Steel vision is to be the world steel benchmark for value creation and corporate citizenship. In order to achieve this vision, we have implemented

More information

California Department of Public Health

California Department of Public Health California Department of Public Health The California Department of Public Health is dedicated to optimizing the health and well-being of the people in California. Governor s Exempt Appointment The California

More information

Page Intentionally Left Blank

Page Intentionally Left Blank Page Intentionally Left Blank Department Description The Human Resources Department is composed of various independent programs and activities that include Labor Relations, Employee Learning and Development,

More information

POSITION NARRATIVE Vice President of Policy & Strategy First 5 LA

POSITION NARRATIVE Vice President of Policy & Strategy First 5 LA BACKGROUND POSITION NARRATIVE Vice President of Policy & Strategy First 5 LA First 5 LA is a leading early childhood advocate organization created by California voters to invest Proposition 10 tobacco

More information

HUMAN RESOURCES 2005 SERVICE STRATEGY BUSINESS PLAN

HUMAN RESOURCES 2005 SERVICE STRATEGY BUSINESS PLAN TABLE OF CONTENTS A. Background A.1 Preparing the Service Strategy Business Plan... 1 A.2 Key Contacts... 1 A.3 Additional Information... 1 B. Description of Current Services B.1 Program Location Map...

More information

RIO HONDO COMMUNITY COLLEGE DISTRICT

RIO HONDO COMMUNITY COLLEGE DISTRICT RIO HONDO COMMUNITY COLLEGE DISTRICT DIRECTOR OF HUMAN RESOURCES DEFINITION Under general administrative direction, to provide leadership and direction; to plan, manage, and oversee the activities and

More information

DESERT COMMUNITY COLLEGE DISTRICT DIRECTOR OF TUTORING AND ACADEMIC SKILLS CENTER (TASC) AND SUPPLEMENTAL INSTRUCTION (SI) BASIC FUNCTION

DESERT COMMUNITY COLLEGE DISTRICT DIRECTOR OF TUTORING AND ACADEMIC SKILLS CENTER (TASC) AND SUPPLEMENTAL INSTRUCTION (SI) BASIC FUNCTION DESERT COMMUNITY COLLEGE DISTRICT DIRECTOR OF TUTORING AND ACADEMIC SKILLS CENTER (TASC) AND SUPPLEMENTAL INSTRUCTION (SI) BASIC FUNCTION Under the direction of the Executive Dean of Institutional Effectiveness,

More information

Program: Human Resources Program Based Budget 2013-2015. Page 41

Program: Human Resources Program Based Budget 2013-2015. Page 41 Program: Human Resources Program Based Budget 2013-2015 Page 41 Program: Human Resources Vision Statement: To be the principal authority for human resources management and a key strategic contributor to

More information

H102: Food and Beverage Management - Restaurant Management. MTCU Code 53201 - Food and Beverage Management. Program Learning Outcomes

H102: Food and Beverage Management - Restaurant Management. MTCU Code 53201 - Food and Beverage Management. Program Learning Outcomes H102: Food and Beverage Management - Restaurant Management MTCU Code 53201 - Food and Beverage Management Program Learning Outcomes Synopsis of the Vocational Learning Outcomes* The graduate has reliably

More information

H U M A N R E S O U R C E S F R A M E W O R K

H U M A N R E S O U R C E S F R A M E W O R K HALIFAX REGIONAL MUNICIPALITY Planning for Change Seizing Opportunities Safeguarding Our Future H U M A N R E S O U R C E S F R A M E W O R K Why Are We Here Today? To inform Council about our greatest

More information

The Standards for Leadership and Management: supporting leadership and management development December 2012

The Standards for Leadership and Management: supporting leadership and management development December 2012 DRIVING FORWARD PROFESSIONAL STANDARDS FOR TEACHERS The Standards for Leadership and Management: supporting leadership and management development December 2012 Contents Page The Standards for Leadership

More information