• Strategic Theme #3

    Qualified, Competent, and Engaged Staff

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    Without the right people in the right jobs at the right time, an organization cannot achieve its goals. For this reason, “Qualified, Competent, and Engaged Staff” is one of our four strategic themes.

    Our ability to hire and retain “Qualified, Competent, and Engaged Staff” is measured in a number of ways:

    • What percentage of our teaching roles are filled with fully qualified staff?
    • How engaged are our staff?
    • How many staff are being supported through a Professional Development Plan and a Performance Management Program?

    In 2016-2017, our Human Resources department implemented several specific initiatives to achieve these goals. In this section, we will detail these initiatives and their success.

  • ᐧᐋ ᐄᔑ ᐱᐦᑯᐦᑖᑲᓅᑦ #3

    ᐁ ᐅᒪᓯᓇᐦᐄᑲᓂᐧᑖᐤ, ᐁ ᑌᐱᒉᔨᐦᑖᑯᓯᐧᑖᐤ ᑲᔦᐦ ᐁ ᐧᐄ ᒫᒨᐧᐄᒋᐦᐄᑐᐧᑖᐤ ᐋᐸᒋᐦᐋᑲᓂᒡ

    3

    ᐁᐃᔑᓈᑯᐦᒡ ᒫᒃ ᐁᑳ ᐃᐦᑖᐧᑖᐤ ᐊᓂᒌ ᐊᐧᐁᓂᒌ ᐁ ᑌᐱᒉᔨᐦᑕᑯᓯᐧᑖᐤ ᐋᐸᑎᓰᓱᒡ ᐊᓂᑦᐦ ᐊᓂᔫᐦ ᐅᑖᐸᑎᓯᐧᐃᓂᐧᐋᐤ, ᑖᐹ ᒋᑲ ᒌ ᒥᔪᐸᔨᔫ ᒉᐧᑳᓐ᙮ ᐁᐅᒄ ᒫᒃ ᒋᐸᐦ ᐅᐦᒋ ᐋᐸᒋᐦᐋᑲᓄᐧᐃᒡ ᐊᓂᒌ ᑳ ᐅᒪᓯᓇᐦᐄᑲᓂᐧᑖᐤ, ᐁ ᑌᐱᒉᔨᐦᑖᑯᓯᐧᑖᐤ ᑲᔦᐦ ᐁ ᐧᐄ ᒫᒨᐧᐄᒋᐦᐄᑐᐧᑖᐤ ᐋᐸᒋᐦᐋᑲᓂᒡ᙮

    ᐁ ᐧᐄ ᐅᑖᔅᑯᓈᑲᓄᐧᐃᐧᑖᐤ ᑲᔦᐦ ᒋᓀᐅᔥ ᒉ ᐧᐄ ᐋᐸᑎᓰᐧᑖᐤ ᐅᒌ ᑳ ᐅᒪᓯᓇᐦᐄᑲᓂᐧᑖᐤ, ᐁ ᑌᐱᒉᔨᐦᑖᑯᓯᐧᑖᐤ ᑲᔦᐦ ᐁ ᐧᐄ ᒫᒨᐧᐄᒋᐦᐄᑐᐧᑖᐤ ᐋᐸᒋᐦᐋᑲᓂᒡ, ᐧᐁᔅ ᓂᓈᐦᑰ ᐃᔑᑲᓄᐧᐋᐸᐦᑖᑲᓅ ᒉᐧᑳᔫᐦ᙮

    • ᑖᓂᑐᐦᑦ ᐋᐸᑎᓰᓱᒡ ᒋᔅᑯᑕᒫᒉᓰᓈᐦᒡ ᑳ ᐄᔑ ᐋᐸᑎᓰᐧᑖᐤ, ᐁᓯᓈᑯᓯᐧᑖᐤ ᐁ ᐅᒪᓯᓈᐦᐃᑲᓂᐧᑖᐤ᙮
    • ᑖᓂᑐᐦᑦ ᐋᐸᒋᐦᐋᑲᓂᒡ ᓈᔥᒡ ᑯᐃᔅᒄ ᐁ ᐃᐦᑑᑎᐧᑳᐤ ᐅᑕᐋᐸᑎᓰᓂᐧᐋᐤᐦ
    • ᑖᓂᑐᐦᑦ ᐋᐸᒋᐦᐋᑲᓂᒡ ᓂᔮᑎᒧᐧᐋᑲᓄᐧᐃᐧᑖᐤ ᐊᓂᑌᐦ ᐅᐦᒋ ᐊᓂᔫ ᐁ ᐱᒥᐸᔨᑖᐦᑲᓄᐧᐃᒡ ᒉᐧᑳᔫᐦ, ᑖᐱᔥᑯᒡ ᐊᓂᔫᐦ Professional Development Plan ᑲᔦᐦ Performance Management Program ᑳ ᐃᔑᓂᑲᑎᑲᓄᐧᐃᔨᒡ᙮

    ᐊᓐ ᐊᔅᒌᐅᒋᔅᑖᓲᓐ 2016-2017, ᐊᓂᑌᐦ ᐦᔫᒥᓐ ᕇᐧᓵᕐᓯᔅ ᑳ ᐃᔮᐸᑎᓰᐧᑖᐤ, ᒌ ᐋᐸᑎᓰᐦᑲᑕᒧᒡ ᐆᔫᐦ ᒉᐧᑳᔫᐦ᙮ ᐁᑯᑦᐦ ᒫᒃ ᐆᑦᐦ ᒉ ᐊᑕ ᒪᓯᓇᐦᐋᒫᐦᒡ ᐊᓂᔫᐦ ᒉᐧᑳᔫᐦ ᑳ ᐃᐦᑑᑎᐧᑳᐤ ᑲᔦᐦ ᑖᓐ ᑳ ᐄᔑ ᐱᐦᑯᐦᑖᐧᑖᐤ ᒉᐧᑳᔫᐦ᙮

  • Thème stratégique #3

    Personnel qualifié, compétent et impliqué

    3

    Sans les bonnes personnes occupant les bons emplois au bon moment, une organisation ne peut pas atteindre ses buts. Pour cette raison, un « Personnel qualifié, compétenta et impliqué » est un des quatre thèmes stratégiques.

    Notre capacité d’embaucher et de garder en poste un « Personnel qualifié, compétent et impliqué » est mesurée de nombreuses façons :

    • Quel pourcentage des postes d’enseignant sont pourvu par un personnel pleinement qualifié?
    • Quel est le niveau d’implication de notre personnel?
    • Combien de membres du personnel sont soutenus par un Plan de perfectionnement professionnel et un Programme de gestion du rendement?

    En 2016-2017, notre service des ressources humaines a mis en oeuvre plusieurs initiatives précises pour atteindre ces buts. Dans cette section, nous préciserons ces initiatives et leur succès.

Key Initiatives

3.1 Determine 2016-2021 staffing requirements to align with organizational priorities.

3.2 Define the value of the employee work experience at the CSB.

3.3 Effectively attract and hire qualified, competent and engaged candidates in all areas of the organization.

3.4 Provide new employees with a supportive and practical welcome to their working and living environment.

3.5 Enhance and promote employee engagement to increase motivation and pride to work for the CSB.

3.6 Recognize and reward meaningful employee contributions.

3.7 Ensure all employees have access to the Performance Management Program.

3.8 Ensure all employees have access to professional development resources to further their professional skills.

3.9 Assure operational continuity by preparing successors for key positions.

Creating an Employee Value Proposition (EVP)

Key Initiative 3.2 of the Cree School Board 2016-2021 Strategic Action Plan clearly calls for the development of an Employee Value Proposition. This year, the Human Resources department consulted various groups in our school and departments to define the employee experience. The overall results were tested with focus groups to validate the statement. Through this work, HR finalized the EVP for the Cree School Board: Walk with us

A professional video was made to communicate the EVP to employees which will be presented in the 2017-2018 school year. Our job fair banners and materials are currently being re-designed to reflect the EVP and will be rolled out for the 2017-2018 job fair season.

What is the Employee Value Proposition (EVP)?

According to the Cree School Board 2016-2021 Strategic Action Plan, “The Employee Value Proposition (EVP) . . . explains the “get and give” between the CSB and its employees, i.e., what the benefit of employment at the CSB is for current and prospective employees (the “get”), in exchange for what the organization asks of them (the “give”). The EVP also sets clear expectations on both sides: recruiting/hiring is more successful as the organization is better able to identify strong talent pools and make a compelling offer, and turnover tends to decrease as employees have a more accurate picture of the organization as an employer, resulting in fewer surprises and disappointments once they have been hired. The EVP becomes the “employment brand” for the CSB, which sets the tone for recruiting tools as well as Human Resources’ programs and services.”

Improving Employee Recruitment Through Events

In order to improve recruitment, the Human Resources department organized a Teacher Recruitment and Interview Event in collaboration with School Operations. The event was held on March 22 and 23, 2017 at the Delta Hotel in Montreal. All Principals and Community Education Administrators were invited, as well as representatives from School Operations, Cree Programs, Education Services and Special Education. Each school or department had its own booth which they decorated to highlight their unique communities and programs. For the first time, our department used social media websites such as Facebook and LinkedIn to advertise recruitment. In addition, advertising was done through fourteen local Universities, six Aboriginal student resource centers, three employment centers and one radio station. The event was considered positive for recruitment and was well-received by school board attendees and teacher candidates. The event also proved to be an effective way to recruit teachers with several years of teaching experience, which is aligned with our goal of attracting qualified and competent staff. Due to its success, HR is working on repeating the event for the 2017-2018 school year. Cree School Board representatives also attended multiple job fairs and increased advertisement on career websites such as Indeed and Apply to Education. We increased the number of recruitment events attended in the spring (March – April) from 1 to 3 to promote earlier teacher hiring.

Results of the Cree School Board Teacher Recruitment Event

March 22-23, 2017
52
Teachers
interviewed
14
Teachers
hired
2
School Administrators
hired

Improving Human Resources Through In-Depth Assessments

In order to implement meaningful solutions, we must fully assess our current situation. With the help of key stakeholders such as School Principals and Community Education Administrators, Human Resources conducted an in-depth assessment of current programs including workplace planning, recruitment strategies, and the orientation program for teachers. The following initiatives were either implemented or saw progress based on the feedback collected:

Welcoming & Supporting New Staff

(Key Initiative 3.4)

An action committee to work on the orientation program for teachers.

Electronic delivery of teacher orientation packages, allowing immediate access to key information.

The use of our employee web-portal E-You to increase the availability of the teacher orientation package.

Recruiting Qualified & Competent Staff

(Key Initiative 3.3)

A monthly recruitment newsletter and a specific web page for teacher recruitment.

An automated online application process.

A new teacher recruitment video (to be finalized in the 2017-18 school year).

Retaining Engaged Employees

(Key Initiatives 3.5, 3.6, 3.7, 3.8)

A referral program, which was assessed and approved on a trial basis. A pilot will be implemented in January 2018.

Testimonials from current staff, which will be included in our recruitment newsletter.

100% of new employees were paid within 30 days of their start date in 2016-2017.

Working Together Towards Our Staffing Goals

In 2016-2017, Human Resources worked together with Principals, the School Board’s Communications Department, Payroll, and IT to implement initiatives that would improve recruitment, selection, and retention based on the 2016-2021 Strategic Action Plan. Improvements such as the EVP and the recruitment event in March have already made a meaningful difference in our pursuit of qualified, competent, and engaged staff. We look forward to seeing the results of these new initiatives and continuing our work towards these goals in the years ahead.