SECTION 1 INTRODUCTION 1.01 PURPOSE AND …

1 SECTION PURPOSE AND USE OF MANUALAUTHORITY:CIVIL SERVICE public SERVICE COMMISSIONSub- SECTION and Use of ManualDate 01 October 2002 Page1 of The Human Resource Policy and Procedures Manual has been compiled toprovide a current source of reference to employees of governmentdepartments, crown corporations, and agencies. This manual is intended toassist management in the delivery of human resource policies, services ,programs and practices in a fair, equitable, and consistent Additional information and interpretation of the policies contained in thismanual may be obtained from departmental human resource managers orfrom staff of the public Service Commission. This manual also referencesrelevant legislation, the Collective Agreement, and the Treasury BoardPolicy and Procedures For ease of distribution and accessibility, this manual is availableelectronically to government Each policy in the Manual contains an Application SECTION which sets outthe entities to which the particular policy The manual contains a table of contents which lists all policies contained inthe manual.

2 Policies are written in the following format:Application - Identifies the departments or agencies to which the - Contains reference forms or documents related to the - Identities the Legislative, Executive or Administrative Authorityunder which the policy is - Identifies the date on which the policy is considered to have comeinto effect or was - Explains the intended application of terms orstatements used in the and Use of ManualDate 01 October 2002 Page2 of 3 Introductory Page - Identifies the SECTION and subsection name andnumber, authority and administrative - Describes the general direction or course of action to be taken. Itmay incorporate a rule or regulation or it may simply provide information - Outlines detailed procedures provided within some policies,as - Outlines the intent of the policy relative to application and - The SECTION name and number is found on the cover page of therespective - When subsections exist within a SECTION , the name andnumber is found at the top of every page of the respective FOR THE The public Service Commission is responsible for the development andmaintenance of the Human Resources Policy and Procedures Manual.

3 TheCommission will ensure that the manual is available electronically toemployees. If departments require hard copies of the manual, it is theirresponsibility to establish and maintain them in an up-to-date All updates, corrections, and revisions will originate from the Commissionand will be distributed electronically. Employees are responsible to readthese Revisions will include two types of review:(a)Ad hoc or as needed - these types of reviews are due to changes inlegislation, Collective Agreements, developments in case law, may also result from practical problems with the application ofexisting policies. This could be ambiguity in a present policy or thereality that the application of the policy presents unforseen problems.

4 (b)Planned reviews - these reviews will be conducted every three types of reviews can be staggered for the various policies andare done to ensure that the policies are still current and are still inharmony with the big picture. Sub- SECTION and Use of ManualDate 01 October 2002 Page3 of Enquiries or suggestions on improvements to the manual may be made bycontacting the Commission at While we have strived for accuracy in the contents of this document, theinformation provided is superceded by applicable legislation and theCollective Agreement. SECTION 2 HUMAN RESOURCE CORPORATE HR PLANNINGAUTHORITY:CIVIL SERVICE public SERVICE COMMISSION GOVERNMENT DEPARTMENTS / AGENCIESSub- SECTION Human ResourcePlanningDate 011 December 2002 Page1 of 61.

5 PURPOSE1:01 The PURPOSE of the Corporate Human Resource Strategy is to encourageand support the development of an innovative and inclusive workforcewhich enables the organization to realize the goals and priorities ofGovernment. The strategy will guide departments in the civil service ofPrince Edward Island to attract and retain people with talent andcommitment to providing quality programs and services to the citizens ofPrince Edward :02 The goals and strategies will promote the renewal and rejuvenation of human resources in the civil service and the sustainability of qualityservices and programs within the context of changing needs APPLICATION2:01 The Corporate Human Resource Strategy applies to departments andagencies which are under the authority of the Civil Service Act: Schedule A - Departments (except the Legislative Assembly) Schedule B - Crown Corporations as follows.

6 Prince Edward Island Employment DevelopmentAgency Prince Edward Island Liquor Control Commission Prince Edward Island Museum and HeritageFoundation2:02 While this strategy does not specifically apply to other crown corporationslisted in Schedule B and reporting entities listed schedules C and D ,the spirit and intent of the strategy should serve as a guideline for thosecorporations in developing their own internal PRINCIPLES3:01 The corporate approach to human resource planning consists of sixcommitments endorsed by Deputy Ministers and approved by the Ministerresponsible for the public Service Commission of PEI. The Governmentof Prince Edward Island is committed to:a) effectively retaining and recruiting qualified individuals based onSub- SECTION Human ResourcePlanningDate 011 December 2002 Page2 of 6competence and ability to meet the organization s needs;b)becoming a learning organization and creating continuous learningopportunities for its employees;c)providing a positive working environment where employees canexercise their freedom to act in support of government s goals;d)ensuring employees are well informed about government goals andreceive regular feedback on how their work contributes to theachievement of government s goals;e)recognizing and rewarding employees based on their contributionsto government s goals.

7 F)ensuring that human resource planning is a strategic component ofthe organization s business planning;4. DEFINITIONS4:01 Renewal means ensuring that employees have the skills to respond to thechanging role of government and the way work is :02 Rejuvenation means planning ahead to ensure that there will always be afuture generation of skilled employees in the civil service of VALUES5:01 The Civil Service is comprised of 10 government departments responsiblefor providing leadership in public policy and governance for thegovernment of the day. Leading our human resources is an integralcomponent to realizing Government goals. In doing so, this governmentvalues the following:a) Integrity - Openness and honesty in all interactionsb) Innovation - Support failures with learning and successes withrecognitionSub- SECTION Human ResourcePlanningDate 011 December 2002 Page3 of 6c) Respect - Keep others informed, value diversity and listen withempathyd) Trust - Confidentiality, accept feedback, offer assistancee) Accountability - Take ownership of organizational decisions andaccept The Senior Management Team identified corporate goals to be thecornerstone of an effective human resource plan for the civil service.

8 Thegoals revolve around the need for quality public service; the leadership preferred; the value placed on learning as an organization; themotivation and flexibility of the workplace; the value placed onemployees contributions to government s goals; and accountability at alllevels of government for planning its human resources.(a)To improve recruitment and retention strategies for the civilservice of Prince Edward Island - To ensure the organization hasthe knowledge, skills and abilities to accomplish current and futurebusiness plan goals and sustain quality services and will become a priority for all leaders in government. (b) To improve leadership and learning opportunities to adapt andtransform the organization to meet the changing needs - Tobecome an attractive employer, the civil service of Prince EdwardIsland is striving to be more flexible, knowledge intensive andlearning based.

9 Reaching these goals requires nothing short of anew way of organizing, managing and supporting people. To facethe rapid organizational and technological change and steady up-skilling, this requires anticipating the learning needs not only ofknowledge workers, but of all employees in the organization.(c) To improve workplace wellbeing - Recognizing that the delivery ofsustainable quality services is largely dependent on a healthyskilled workforce, employee wellbeing will be a major priority. Thecivil service will promote a culture of wellness that values personalresponsibility, positive personal health practices, safe and positiveworkplaces, ongoing education and respect for the contributionsemployees make to the services provided to Human ResourcePlanningDate 011 December 2002 Page4 of 6(d) To improve alignment of employees goals to department andgovernment goals - There is a renewed commitment toperformance management and development in governmentdepartments in order to deliver on desired business outcomes.

10 Recognizing the contribution that employees make toward realizingthese goals is imperative and considered a major priority.(e) To improve employee commitment to the organization - Improvingpublic confidence must involve improving the confidence ofemployees. The employees of the civil service are dedicatedindividuals and they need to know that their work is valued by thepeople they serve. Being recognized and rewarded forcontributions is a key strategy to ensuring retention of the brightestand the best in the civil service.(f) To improve alignment of HR planning to business planning -Several factors are placing increasing pressures on the system tomaintain access, quality and client satisfaction. These factorsinclude increased demand for new and existing services ; risingcosts; a declining supply of knowledge workers and specializedworkers and an on-going recruitment and retention ensure the organization is committed to planning for its humanresources of the future, sustainability of quality services will beaddressed through proactive human resource planning linked tobusiness planning in the civil service.