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Civilian Recruitment and Staffing Strategy

Civilian Recruitment and Staffing Strategy. An Update Briefing to UMCC HR Sub-Committee 24 January 2005. The Strategy. Approved by DMC 11 Dec 2002 Outlined: The workforce challenge Framework Tools in place and under development “8 to 8 Pilot” Retirement rates

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Civilian Recruitment and Staffing Strategy

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  1. Civilian Recruitment and Staffing Strategy An Update Briefing to UMCC HR Sub-Committee 24 January 2005

  2. The Strategy • Approved by DMC 11 Dec 2002 • Outlined: • The workforce challenge • Framework • Tools in place and under development • “8 to 8 Pilot” • Retirement rates • Initial recruitment priorities

  3. Recruitment & Staffing Strategy Framework DND / CF Priorities Strategic Human Resource Planning Group / Command Business Plans and HR Plans Recruitment & Staffing Strategy Short-Term Improving Our Foundation Medium-Term Building on theBase Long-Term Preparing For The Future • Fully integrated, technology-assisted system • HR Renewal • HR Planning • Targeted programs for key shortage areas • HR Processes • HR Tools • “8 to 8” Supportive Work Environment Orientation Wellness Learning Classification / Compensation Reward & Recognition 4

  4. % Eligible to Retire by 2011 Percentage of Employees Eligible and Predicted to Retire by 2011 Proportion of Eligible Predicted to Retire by 2011 7

  5. Shortage areas • 23 occupational groups initially identified as workforce shortage areas • EN, PG, CS and SR highlighted as initial recruitment priorities • Why these 4 groups: • Mission critical positions • Size of departmental population • Expected retirement rates • Competitiveness of labour market and labour market availability • Time needed to grow/develop our own • Recurring $1.8M Recruitment Strategy Investment Fund (RSIF) secured for 3 years

  6. RSIF Accomplishments 03/04

  7. New Developments – 04/05 • SO and GL added as priority recruitment groups • Size of departmental population • Operational significance • Predicted skills shortages in labour market • Level 1 HR Planning guidance for FY 05/06 called for inclusion of a Civilian Strategic Intake Plan

  8. Activities undertaken & planned – 04/05

  9. Next steps – 05/06 • Continue to analyze L1 HR Plans for recruitment issues • Harmonize recruitment initiatives • Integrate all recruitment related funding demands • Set priorities for 05/06 • Allocate funding • Future of RSIF – will address as part of Business Planning process

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