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:
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.
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᙮
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᙮
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 :
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.
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.
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.
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.”
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.
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).
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.
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.