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By the year 2010, the Province of Alberta will have a well-trained and stable community rehabilitation workforce recognized as professionals providing valued service. The Human Resource Strategy is a provincial action framework that will enable us to achieve this Vision.D,- .Building on momentum to achieve better results// COMPLETED OR UNDERWAY: Workforce 2010 Fair Compensation Committee Workforce classification system HR Forums HR tools (job evaluation, employer of choice self- assessment, turnover template) Training and development Branding and communication strategy \ZZP Framework for the HR Strategy,FOUR PILLARS: Recruit Develop Engage Retain6@"  (RATIONALE: This approach is based on leading-edge HR management practice. It strengthens and diffuses HR practices already used in the sector. It addresses the major HR challenges identified in Workforce 2010 and in AARC HR Forum #1. It also aligns with the Alberta government s provincial labour market development strategy, which helps to support funding requests to the government for HR initiatives.,  0The continuous cycle of building people capacity110 HR Strategy guiding principles  OAn opportunity to revitalize the sector for the 21st century. Contributes to a redesigned service delivery system. Refocused mission on a core of person-centred services. A framework that facilitates coordinated actions at the provincial and regional levels. Provides the flexibility agencies require to take innovative steps to meet their HR needs. Strong commitment from agency Boards and Executives. Opportunity to strengthen governance within the sector. Promotes continuous learning and improvement in people practices. Closely linked to improved internal and external communication.P@PA total rewards approachZDissatisfiers Low pay Perceived inequities in pay Lack of benefits Nowhere to grow and go,L N Satisfiers and Motivators Decent wages and benefits Good quality of work life Feel valued and respected Opportunities for learning and development Challenging work that gives a sense of pride and accomplishment,NA vision and actions to improve work environments and the quality of work lifeOOH A HIGH-QUALITY WORK ENVIRONMENT VISION: Challenging but not overworked Trust, respect, and fairness Mutual commitment Adequate job resources Job autonomy and decision input Learning and development opportunities Support for wellness and work-life balance Effective supervision Open communication Recognition for contributions0)Z Z)    ACTIONS: Make this the Vision of an exemplary workplace in the community disability sector. This defines an  employer of choice, which is an outcome of effective HR policies and practices. Focus on positive HR goals, such as improving the quality of work life for staff.H ZPZRZ    6A client-service case for improved total compensation77The sector needs champions and advocates among community leaders, MLAs, and the provincial cabinet. Sequence this to leverage other work the sector is doing to reposition, rebrand, and strengthen HR. Link overall wage increases to increases in training and development, which ultimately benefits clients and communities. Link this with the sector s communication strategy, but it must be more than a communication strategy. Learn from what has worked in other jurisdictions. The case for increased compensation revolves around individual services and sector sustainability not fairness. $PZqZN The Professionalization Process 6Strive for greater professionalism within the sector: Professionalism refers to the attitudes that employees have toward their clients, the services they provide, and their careers. Professionalism needs to be reinforced by the culture of each agency. Professionals have work environments that support the attainment of excellent professional practice outcomes. Professionals view their work as a calling and a career, not as a  job. Professionals are valued and respected by their employers, clients, and the public. Professionals provide tangible outcomes for clients, using recognized skills based on educational qualifications, certification, and experience.B7@6e/.Strengthening the Front-line Service Providers//oTHE CHALLENGE: 80% of employees are Community Support Workers. Challenges: resources for recruitment, turnover, skills, and educational upgrading. ACTIONS: Expand and diversify sources of recruitment. Track these workforce characteristics and set realistic targets annually. Support educational upgrading by subsidizing tuition. Accommodate the needs of diverse groups. Design a smooth transition process to the new job classifications system. Create more opportunities for career mobility. By 2010, aim to have more than 50% of workers in Community Support Practitioner positions. Create corresponding pay increases.|P0PZUZ ZPZ$Z Leadership DevelopmentULeadership development could be an attractive investment for the corporate sector. There is growing recognition in Alberta for the need for cooperation and partnerships to address labour market development needs, so the timing is good for pitching a corporate funding request. Government may be prepared to co-fund this sort of initiative.V@V0Human Resource Council: Mandate @Develop sector capacity to proactively address HR challenges. Provide expertise and leadership on HR practices and strategy. Promote high standards of people practices, integrating these standards over time into accreditation. Develop the position of HR Consultant for the sector and recruit for that position. Document and disseminate exemplary people practices. Track and report relevant labour market trends. Launch an HR Best Practices Network to share knowledge, lessons, and experiences. Coordinate sector-wide employer branding and recruitment initiatives. Further develop partnerships with post-secondary institutions. Develop, disseminate, and support the use of HR tools. Work with agencies to help close IT skill and equipment gaps. Launch a quarterly newsletter to document the positive outcomes of valuing employees. &PZWPZA7Implementing the HR Strategy is a shared responsibility88-Integrate the HR Strategy in all initiatives ..rWithin accreditation  strengthen the HR component and include HR practices, the quality of work life, and professional development as accreditation standards. Develop measures for continuous improvement and accountability  e.g., build HR performance indicators into annual general reports, AARC develop and administer a staff survey Develop and strengthen agency boards contribution to HR goals through a communication strategy, links between boards and partners/funders, training and collaboration among regional boards Establish and/or strengthen community partnerships  engage the Chamber of Commerce to help find jobs for persons with disabilities, forge relationships with post-secondary institutions, build alliances with related professions and pursue 50/50 government and private sector funding for HR initiatives:@ :Develop a Coordinated StrategyAt the agency level: Use the HR Strategy as a framework, communicate agency s commitment to developing and implementing an HR Action Plan Use the HR Strategy to assess current HR practices and plans. Identify three or four HR priority actions and integrate them into the business plans. Coordinate agency actions with regional and provincial HR initiatives. Engage board and staff members At the board level: Link agency goals and business plans to the HR Strategy Ensure human resource and funding strategies are linked At the regional level: Work together, share information Need to build trustPP rPP PP pPP PP 5PP rp5  &Discussion of HR Strategy!Comments? Questions? Suggestions?"i"/8%.   0` ` ̙33` 333MMM` ff3333f` f` f` 3>?" dd@$|?" dbd@  ," X ` n?" dd@   @@``PR    @ ` ` p>> (  `   s *bjJ"    6$tbjJ" D 2    6Dz "p  T Click to edit Master title style! !$  0 "@`  RClick to edit Master text styles Second level Third level Fourth level Fifth level!     S  0 " p  >*  0 "    F* x  B ?" H  0޽h ? ̙33 2GLG_PresentationSept200310 0 P @(     ND,{y{y .  , x* 2 a00aa  N`g{y{y 3 . , z*(2 a00aad  c $ ?  ,4  Ng,{y{y 9 f , RClick to edit Master text styles Second level Third level Fourth level Fifth level!     S  TO{y{y r  , x* 2 a00aa  T{y{y r3   z*(2 a00aaH  0ηo~ ? ̙3380___PPT10.y<$ p$((  $ $ NPk3{y{y .  > \* a00aa $ NH>{y{y 2 . > ^* a00aa $ T>{y{y q  > \* a00aa $ TP>{y{y q2  > ^* a00aaH $ 0ηo~ ? 3380___PPT10.tka 0L0 ph0$$(  $x $ c $ľY@[   $ <@* ?" 0  < 2  j  $ <d, ?"n}  Presentation by Graham S. Lowe, PhD, at HR Forum #3, sponsored by the Alberta Association of Rehabilitation Centres Edmonton, 9 March 2006Hu``u x $ B ?"`H` !$ S HAaarc_smallAARC logo   0H $ 0޽h ? ̙33y___PPT10Y+D=' #= @B +  0 ,(  ~  s *bdU}     s *4Y7  p  C HA0AARC Logo black www gifUCUb  c :A ?workforceCy;BH  0޽h ? 33___PPT10i.~p+D=' #= @B +   0  9(  r  S  ,p  ,   S O4r  , Ix  < b?#" ` r x  < b?#" `P 8r   <,o4 ?" >4  iNEXT STEPS: Human Resource Strategy funded and implemented at the provincial, regional, and agency levelsj 2jE  <(4 ?"'  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K@K@z[K@5fÞtW؇K@>iK@֦%p5K@1pK@ѻK@U K@v0d?K@P&硻K@,[K@TBRR K@cI:X >T   c $X99?B   V o_s1318935#" k<32   hV> _s1318934#" a A YOUNG LEADERS(2 B   V o_s1318933#" 9V2   hZ> _s1318932#" {TM& PCOUNCIL OF SERVICE PROVIDERS(2 B  B V o_s1318939#"  Dk 2   h  _s1318938#" &w  8AHRE(2 B  B V o_s1318937#"  |  2   hD _s1318936#"    VALBERTA PUBLIC POLICY "(2  B  B V o_s1318917#" A  2   ha> _s1318918#"    BPDD, FCSD, ODI(2 B   V o_s1318919#" n   2   he> _s1318920#" n  @  HINDIVIDUAL EMPLOYEES(2 B   V o_s1318921#"   2   hj> _s1318922#" e 7  > HR COUNCIL (2  B   V o_s1318923#"   _ k 2   hG _s1318924#" ] /u  8AARC(2 B   V o_s1318931#"   2   hp> _s1318930#"  S % FCOMMUNITY PARTNERS(2 B   V o_s1318925#"  < 22   hu> _s1318926#"  Q a LAGENCY EXECUTIVE TEAMS(2 B   V o_s1318927#" * * 2   hy> _s1318928#" A  :BOARDS(2 2   h}> _s1318929#" A  KHR goals and actions(2 H   0޽h ? ̙33___PPT10i.Pg+D=' #= @B +  0 P\2(  \r \ S >`  >  \ S ># > H \ 0޽h ? ̙33___PPT10i.$"b+D=' #= @B +  0 2(  r  S >p@  >   S > > H  0޽h ? ̙33___PPT10i.9+D=' #= @B +  0L0 <$(  $x $ c $pG    $ c $,  "8#kg^ $ c 6A J0297707  H $ 0޽h ? ̙33___PPT10i.=pPC+D=' #= @B + 0 @(  X  C       S T 9 f    H  0ηo~ ? ̙33  0 =P(  PX P C     > P S > 9 f  >  H P 0ηo~ ? ̙3380___PPT10.Mėrku}#fy7j   {M% .0018k(   6http://www.albOh+'0T hp  Slide 1 Graham Lowe ymartodam1326Microsoft PowerPoint@\" @3$y@`+,NGSg  )'    """)))UUUMMMBBB999|PP3f333f3333f3ffffff3f̙3ff333f333333333f33333333f33f3ff3f3f3f3333f33̙33333f333333f3333f3ffffff3f33ff3f3f3f3fff3ffffffffff3ffff̙fff3fffff3fff333f3f3ff3ff33f̙̙3̙ff̙̙̙3f̙3f333f3333f3ffffff3f̙3f3f3f333f3333f3ffffff3f̙3f3ffffffffff!___wwwP4'A x(xKʦ """)))UUUMMMBBB999|PP3f3333f333ff3fffff3f3f̙f3333f3333333333f3333333f3f33ff3f3f3f3333f3333333f3̙33333f333ff3ffffff3f33f3ff3f3f3ffff3fffffffff3fffffff3f̙ffff3ff333f3ff33fff33f3ff̙3f3f3333f333ff3fffff̙̙3̙f̙̙̙3f̙3f3f3333f333ff3fffff3f3f̙3ffffffffff!___www﬊ݼݻݻݻݻݻݻݻݻݻݻݵܵݵݵݵܵݵܵݵݵܻݵݼݼݻݻݼݼݼݻݻݼݻݻݻݻݵݻݻݻݼݼݼݼݼݻݼݻݼݦݼݻݻݼݼ⻋ݼݻݻݻݻݻݻݻݼݼ⻭ݼݼݻݼݻݻݼݻݼݼݼݼݻݻݦݻݻݻݼݼ⋦ݼݼݻݼ⴦ݴݼݻݻݼⴋܻݼݻ݋ݻݻݻݼϦݻݼݼݻφϴݴݼݻݼݼϴ⻵ݼݵ݋ݻݻݻݼݦⴆݼݼݻݼ⴦ݼݻݻݼϦ⵭ݼݻݻݵݻݻݻݼݵ⻴ݼݼݼݦݻݼ⋦⼭ݻݻܦ_ϻϋϴݦϻݻݴϵݻ݋Ϧ⋦Ϧݼ݆ݼݻݼⵋϦϦݼݻݼݻݼݮݻݼ⼴ݼݻݼݼ!_ ymartodamymartodam+,D  $ , On-screen Show$Sociology - University of Alberta` Verdana WingdingsGLG_PresentationSept20031jHuman Resource Strategy for Community Disability Services: AN ACTION PLAN tܖ 0ܖ"DWingdings0TTtܖ 0ܖ B(.2  @n?" dd@  @@`` f/^/*XW    )              &         %   3    3   3      z {    =    @             P    3          !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijkmnopqrstuvwxyz{|}~Root EntrydO)p$зN@PicturesCurrent User)SummaryInformation(lTPowerPoint Document(DocumentSummaryInformation8ertarehab.org8http://www.albertarehab.org/d/ 0DVerdanas0TTtܖ 0ܖ"DWingdings0TTtܖ 0ܖ B(.2  @n?" dd@  @@`` f/^/*XW    )              &         %   3    3   3      z {    =    @             P    3             4             4         +A     b  )   '  0P-     4b$o݉A*'Ѐ? y$R$߼5YiiTly2$Є#Z0}1˺P$a,R$\-gU #r:F@$2$'Z;.ܞ.YRv-lz 0e0e     A@  A5% 8c8c     ?1 d0u0@Ty2 NP'p<'pA)BCD|E||S"0 b@g4BdBdH; 0hppp@  <4dddd l 0T*g4dd@ 0vp p <4!d!d k 0TPN ʚ;R_8ʚ;<4dddd l 0 0___PPT10 ppZ___PPT9<4? ,OB= .Human Resource Strategy"6iHuman Resource Strategy for Community Disability Services: AN ACTION PLAN FOR BUILDING PEOPLE CAPACITY 6jxx <- @The Vision& and How to Achieve It!!  By the year 2010, the Province of Alberta will have a well-trained and stable community rehabilitation workforce recognized as professionals providing valued service. The Human Resource Strategy is a provincial action framework that will enable us to achieve this Vision.D,- .Building on momentum to achieve better results// COMPLETED OR UNDERWAY: Workforce 2010 Fair Compensation Committee Workforce classification system HR Forums HR tools (job evaluation, employer of choice self- assessment, turnover template) Training and development Branding and communication strategy \ZZP Framework for the HR Strategy,FOUR PILLARS: Recruit Develop Engage Retain6@"  (RATIONALE: This approach is based on leading-edge HR management practice. It strengthens and diffuses HR practices already used in the sector. It addresses the major HR challenges identified in Workforce 2010 and in AARC HR Forum #1. It also aligns with the Alberta government s provincial labour market development strategy, which helps to support funding requests to the government for HR initiatives.,  0The continuous cycle of building people capacity110 HR Strategy guiding principles  OAn opportunity to revitalize the sector for the 21st century. Contributes to a redesigned service delivery system. Refocused mission on a core of person-centred services. A framework that facilitates coordinated actions at the provincial and regional levels. Provides the flexibility agencies require to take innovative steps to meet their HR needs. Strong commitment from agency Boards and Executives. Opportunity to strengthen governance within the sector. Promotes continuous learning and improvement in people practices. Closely linked to improved internal and external communication.P@PA total rewards approachZDissatisfiers Low pay Perceived inequities in pay Lack of benefits Nowhere to grow and go,L N Satisfiers and Motivators Decent wages and benefits Good quality of work life Feel valued and respected Opportunities for learning and development Challenging work that gives a sense of pride and accomplishment,NA vision and actions to improve work environments and the quality of work lifeOOH A HIGH-QUALITY WORK ENVIRONMENT VISION: Challenging but not overworked Trust, respect, and fairness Mutual commitment Adequate job resources Job autonomy and decision input Learning and development opportunities Support for wellness and work-life balance Effective supervision Open communication Recognition for contributions0)Z Z)    ACTIONS: Make this the Vision of an exemplary workplace in the community disability sector. This defines an  employer of choice, which is an outcome of effective HR policies and practices. Focus on positive HR goals, such as improving the quality of work life for staff.H ZPZRZ    6A client-service case for improved total compensation77The sector needs champions and advocates among community leaders, MLAs, and the provincial cabinet. Sequence this to leverage other work the sector is doing to reposition, rebrand, and strengthen HR. Link overall wage increases to increases in training and development, which ultimately benefits clients and communities. Link this with the sector s communication strategy, but it must be more than a communication strategy. Learn from what has worked in other jurisdictions. The case for increased compensation revolves around individual services and sector sustainability not fairness. $PZqZN The Professionalization Process 6Strive for greater professionalism within the sector: Professionalism refers to the attitudes that employees have toward their clients, the services they provide, and their careers. Professionalism needs to be reinforced by the culture of each agency. Professionals have work environments that support the attainment of excellent professional practice outcomes. Professionals view their work as a calling and a career, not as a  job. Professionals are valued and respected by their employers, clients, and the public. Professionals provide tangible outcomes for clients, using recognized skills based on educational qualifications, certification, and experience.B7@6e/.Strengthening the Front-line Service Providers//oTHE CHALLENGE: 80% of employees are Community Support Workers. Challenges: resources for recruitment, turnover, skills, and educational upgrading. ACTIONS: Expand and diversify sources of recruitment. Track these workforce characteristics and set realistic targets annually. Support educational upgrading by subsidizing tuition. Accommodate the needs of diverse groups. Design a smooth transition process to the new job classifications system. Create more opportunities for career mobility. By 2010, aim to have more than 50% of workers in Community Support Practitioner positions. Create corresponding pay increases.|P0PZUZ ZPZ$Z Leadership DevelopmentULeadership development could be an attractive investment for the corporate sector. There is growing recognition in Alberta for the need for cooperation and partnerships to address labour market development needs, so the timing is good for pitching a corporate funding request. Government may be prepared to co-fund this sort of initiative.V@V0Human Resource Council: Mandate cDevelop sector capacity to proactively address HR challenges by providing expertise and leadership Promote high standards of people practices Document and disseminate exemplary people practices Track and report relevant labour market trends Launch an HR Best Practices Network Coordinate sector-wide employer branding and recruitment initiatives Further develop partnerships with post-secondary institutions Develop, disseminate, and support the use of HR tools Work with agencies to help close IT skill and equipment gaps. Launch a quarterly newsletter to document the positive outcomes of valuing employees &PPVPPd7Implementing the HR Strategy is a shared responsibility88-Integrate the HR Strategy in all initiatives ..rWithin accreditation  strengthen the HR component and include HR practices, the quality of work life, and professional development as accreditation standards. Develop measures for continuous improvement and accountability  e.g., build HR performance indicators into annual general reports, AARC develop and administer a staff survey Develop and strengthen agency boards contribution to HR goals through a communication strategy, links between boards and partners/funders, training and collaboration among regional boards Establish and/or strengthen community partnerships  engage the Chamber of Commerce to help find jobs for persons with disabilities, forge relationships with post-secondary institutions, build alliances with related professions and pursue 50/50 government and private sector funding for HR initiatives:@ :Develop a Coordinated StrategyAt the agency level: Use the HR Strategy as a framework, communicate agency s commitment to developing and implementing an HR Action Plan Use the HR Strategy to assess current HR practices and plans. Identify three or four HR priority actions and integrate them into the business plans. Coordinate agency actions with regional and provincial HR initiatives. Engage board and staff members At the board level: Link agency goals and business plans to the HR Strategy Ensure human resource and funding strategies are linked At the regional level: Work together, share information Need to build trustPP rPP PP pPP PP 5PP rp5  &Discussion of HR Strategy!Comments? Questions? Suggestions?"i" /8%.  0 =XJ(  X~ X s *P  P  X s *$H} P H X 0޽h ? ̙33___PPT10i.m+D=' #= @B +  0L0 <$(  $x $ c $pG    $ c $,  "8#kg^ $ c 6A J0297707  H $ 0޽h ? ̙33___PPT10i.=pPC+D=' #= @B +r|&g]0ZX`018k(   6http://www.albertarehab.org8http://www.albertarehab.org/d/ 0DVerdanas0TT  _CLRCLRymartodam+,D  $ , On-screen Show$Sociology - University of Alberta` Verdana WingdingsGLG_PresentationSept20031jHuman Resource Strategy for Community Disability Services: AN ACTION PLAN      4             4         +A     b  )   '  0P-     4b$o݉A*'Ѐ? y$R$߼5YiiTly2$Є#Z0}1˺P$a,R$\-gU #r:F@$2$'Z;.ܞ.YRv-lz 0e0e     A@  A5% 8c8c     ?1 d0u0@Ty2 NP'p<'pA)BCD|E||S"0 b@g4BdBdH; 0hppp@  <4dddd l 0T*g4dd@ 0vp p <4!d!d k 0TPN ʚ;R_8ʚ;<4dddd l 0 0___PPT10 ppZ___PPT9<4? ,OB= .Human Resource Strategy"6iHuman Resource Strategy for Community Disability Services: AN ACTION PLAN FOR BUILDING PEOPLE CAPACITY 6jxx <- @The Vision& and How to Achieve It!!  By the year 2010, the Province of Alberta will have a well-trained and stable community rehabilitation workforce recognized as professionals providing valued service. The Human Resource Strategy is a provincial action framework that will enable us to achieve this Vision.D,- .Building on momentum to achieve better results// COMPLETED OR UNDERWAY: Workforce 2010 Fair Compensation Committee Workforce classification system HR Forums HR tools (job evaluation, employer of choice self- assessment, turnover template) Training and development Branding and communication strategy \ZZP Framework for the HR Strategy,FOUR PILLARS: Recruit Develop Engage Retain6@"  (RATIONALE: This approach is based on leading-edge HR management practice. It strengthens and diffuses HR practices already used in the sector. It addresses the major HR challenges identified in Workforce 2010 and in AARC HR Forum #1. It also aligns with the Alberta government s provincial labour market development strategy, which helps to support funding requests to the government for HR initiatives.,  0The continuous cycle of building people capacity110 HR Strategy guiding principles  OAn opportunity to revitalize the sector for the 21st century. Contributes to a redesigned service delivery system. Refocused mission on a core of person-centred services. A framework that facilitates coordinated actions at the provincial and regional levels. Provides the flexibility agencies require to take innovative steps to meet their HR needs. Strong commitment from agency Boards and Executives. Opportunity to strengthen governance within the sector. Promotes continuous learning and improvement in people practices. Closely linked to improved internal and external communication.P@PA total rewards approachZDissatisfiers Low pay Perceived inequities in pay Lack of benefits Nowhere to grow and go,L N Satisfiers and Motivators Decent wages and benefits Good qual      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxy{|}~ity of work life Feel valued and respected Opportunities for learning and development Challenging work that gives a sense of pride and accomplishment,NA vision and actions to improve work environments and the quality of work lifeOOH A HIGH-QUALITY WORK ENVIRONMENT VISION: Challenging but not overworked Trust, respect, and fairness Mutual commitment Adequate job resources Job autonomy and decision input Learning and development opportunities Support for wellness and work-life balance Effective supervision Open communication Recognition for contributions0)Z Z)    ACTIONS: Make this the Vision of an exemplary workplace in the community disability sector. This defines an  employer of choice, which is an outcome of effective HR policies and practices. Focus on positive HR goals, such as improving the quality of work life for staff.H ZPZRZ    6A client-service case for improved total compensation77The sector needs champions and advocates among community leaders, MLAs, and the provincial cabinet. Sequence this to leverage other work the sector is doing to reposition, rebrand, and strengthen HR. Link overall wage increases to increases in training and development, which ultimately benefits clients and communities. Link this with the sector s communication strategy, but it must be more than a communication strategy. Learn from what has worked in other jurisdictions. The case for increased compensation revolves around individual services and sector sustainability not fairness. $PZqZN The Professionalization Process 6Strive for greater professionalism within the sector: Professionalism refers to the attitudes that employees have toward their clients, the services they provide, and their careers. Professionalism needs to be reinforced by the culture of each agency. Professionals have work environments that support the attainment of excellent professional practice outcomes. Professionals view their work as a calling and a career, not as a  job. Professionals are valued and respected by their employers, clients, and the public. Professionals provide tangible outcomes for clients, using recognized skills based on educational qualifications, certification, and experience.B7@6e/.Strengthening the Front-line Service Providers//oTHE CHALLENGE: 80% of employees are Community Support Workers. Challenges: resources for recruitment, turnover, skills, and educational upgrading. ACTIONS: Expand and diversify sources of recruitment. Track these workforce characteristics and set realistic targets annually. Support educational upgrading by subsidizing tuition. Accommodate the needs of diverse groups. Design a smooth transition process to the new job classifications system. Create more opportunities for career mobility. By 2010, aim to have more than 50% of workers in Community Support Practitioner positions. Create corresponding pay increases.|P0PZUZ ZPZ$Z Leadership DevelopmentULeadership development could be an attractive investment for the corporate sector. There is growing recognition in Alberta for the need for cooperation and partnerships to address labour market development needs, so the timing is good for pitching a corporate funding request. Government may be prepared to co-fund this sort of initiative.V@V0Human Resource Council: Mandate cDevelop sector capacity to proactively address HR challenges by providing expertise and leadership Promote high standards of people practices Document and disseminate exemplary people practices Track and report relevant labour market trends Launch an HR Best Practices Network Coordinate sector-wide employer branding and recruitment initiatives Further develop partnerships with post-secondary institutions Develop, disseminate, and support the use of HR tools Work with agencies to help close IT skill and equipment gaps. Launch a quarterly newsletter to document the positive outcomes of valuing employees &PPVPPd7Implementing the HR Strategy is a shared responsibility88-Integrate the HR Strategy in all initiatives ..rWithin accreditation  strengthen the HR component and include HR practices, the quality of work life, and professional development as accreditation standards. Develop measures for continuous improvement and accountability  e.g., build HR performance indicators into annual general reports, AARC develop and administer a staff survey Develop and strengthen agency boards contribution to HR goals through a communication strategy, links between boards and partners/funders, training and collaboration among regional boards Establish and/or strengthen community partnerships  engage the Chamber of Commerce to help find jobs for persons with disabilities, forge relationships with post-secondary institutions, build alliances with related professions and pursue 50/50 government and private sector funding for HR initiatives:@ :Develop a Coordinated StrategyAt the agency level: Use the HR Strategy as a framework, communicate agency s commitment to developing and implementing an HR Action Plan Use the HR Strategy to assess current HR practices and plans. Identify three or four HR priority actions and integrate them into the business plans. Coordinate agency actions with regional and provincial HR initiatives. Engage board and staff members At the board level: Link agency goals and business plans to the HR Strategy Ensure human resource and funding strategies are linked At the regional level: Work together, share information Need to build trustPP rPP PP pPP PP 5PP rp5  &Discussion of HR Strategy!Comments? Questions? Suggestions?"i" /8%.r``01k(   6http://www.albertarehab.org8http://www.albertarehab.org/d/ 0DVerdanas0TTtܖ 0ܖ"DWingdings0TTtܖ 0ܖ B(.2  @n?" dd@  @@`` f/^/*XW    )              &         %   3    3   3      z {    =    @             P    3             4             4         +A     b  )   '  0P-     4b$o݉A*'Ѐ? y$R$߼5YiiTly2$Є#Z0}1˺P$a,R$\-gU #r:F@$2$'Z;.ܞ.YRv-lz 0e0e     A@  A5% 8c8c     ?1 d0u0@Ty2 NP'p<'pA)BCD|E||S"0 b@g4BdBdH; 0ppp@  <4dddd l 0T*g4dd@ 0vp p <4!d!d k 0TPN ʚ;R_8ʚ;<4dddd l 0 0___PPT10 ppZ___PPT9<4? ,OB= .Human Resource Strategy6iHuman Resource Strategy for Community Disability Services: AN ACTION PLAN FOR BUILDING PEOPLE CAPACITY 6jxx <- @The Vision& and How to Achieve It!!  By the year 2010, the Province of Alberta will have a well-trained and stable community rehabilitation workforce recognized as professionals providing valued service. The Human Resource Strategy is a provincial action framework that will enable us to achieve this Vision.D,- .Building on momentum to achieve better results// COMPLETED OR UNDERWAY: Workforce 2010 Fair Compensation Committee Workforce classification system HR Forums HR tools (job evaluation, employer of choice self- assessment, turnover template) Training and development Branding and communication strategy \ZZP Framework for the HR Strategy,FOUR PILLARS: Recruit Develop Engage Retain6@"  (RATIONALE: This approach is based on leading-edge HR management practice. It strengthens and diffuses HR practices already used in the sector. It addresses the major HR challenges identified in Workforce 2010 and in AARC HR Forum #1. It also aligns with the Alberta government s provincial labour market development strategy, which helps to support funding requests to the government for HR initiatives.,  0The continuous cycle of building people capacity110 HR Strategy guiding principles  OAn opportunity to revitalize the sector for the 21st century. Contributes to a redesigned service delivery system. Refocused mission on a core of person-centred services. A framework that facilitates coordinated actions at the provincial and regional levels. Provides the flexibility agencies require to take innovative steps to meet their HR needs. Strong commitment from agency Boards and Executives. Opportunity to strengthen governance within the sector. Promotes continuous learning and improvement in people practices. Closely linked to improved internal and external communication.P@PA total rewards approachZDissatisfiers Low pay Perceived inequities in pay Lack of benefits Nowhere to grow and go,L N Satisfiers and Motivators Decent wages and benefits Good quality of work life Feel valued and respected Opportunities for learning and development Challenging work that gives a sense of pride and accomplishment,NA vision and actions to improve work environments and the quality of work lifeOOH A HIGH-QUALITY WORK ENVIRONMENT VISION: Challenging but not overworked Trust, respect, and fairness Mutual commitment Adequate job resources Job autonomy and decision input Learning and development opportunities Support for wellness and work-life balance Effective supervision Open communication Recognition for contributions0)Z Z)    ACTIONS: Make this the Vision of an exemplary workplace in the community disability sector. This defines an  employer of choice, which is an outcome of effective HR policies and practices. Focus on positive HR goals, such as improving the quality of work life for staff.H ZPZRZ    6A client-service case for improved total compensation77The sector needs champions and advocates among community leaders, MLAs, and the provincial cabinet. Sequence this to leverage other work the sector is doing to reposition, rebrand, and strengthen HR. Link overall wage increases to increases in training and development, which ultimately benefits clients and communities. Link this with the sector s communication strategy, but it must be more than a communication strategy. Learn from what has worked in other jurisdictions. The case for increased compensation revolves around individual services and sector sustainability not fairness. $PZqZN The Professionalization Process 6Strive for greater professionalism within the sector: Professionalism refers to the attitudes that employees have toward their clients, the services they provide, and their careers. Professionalism needs to be reinforced by the culture of each agency. Professionals have work environments that support the attainment of excellent professional practice outcomes. Professionals view their work as a calling and a career, not as a  job. Professionals are valued and respected by their employers, clients, and the public. Professionals provide tangible outcomes for clients, using recognized skills based on educational qualifications, certification, and experience.B7@6e/.Strengthening the Front-line Service Providers//oTHE CHALLENGE: 80% of employees are Community Support Workers. Challenges: resources for recruitment, turnover, skills, and educational upgrading. ACTIONS: Expand and diversify sources of recruitment. Track these workforce characteristics and set realistic targets annually. Support educational upgrading by subsidizing tuition. Accommodate the needs of diverse groups. Design a smooth transition process to the new job classifications system. Create more opportunities for career mobility. By 2010, aim to have more than 50% of workers in Community Support Practitioner positions. Create corresponding pay increases.|P0PZUZ ZPZ$Z Leadership DevelopmentULeadership development could be an attractive investment for the corporate sector. There is growing recognition in Alberta for the need for cooperation and partnerships to address labour market development needs, so the timing is good for pitching a corporate funding request. Government may be prepared to co-fund this sort of initiative.V@V0Human Resource Council: Mandate cDevelop sector capacity to proactively address HR challenges by providing expertise and leadership Promote high standards of people practices Document and disseminate exemplary people practices Track and report relevant labour market trends Launch an HR Best Practices Network Coordinate sector-wide employer branding and recruitment initiatives Further develop partnerships with post-secondary institutions Develop, disseminate, and support the use of HR tools Work with agencies to help close IT skill and equipment gaps. Launch a quarterly newsletter to document the positive outcomes of valuing employees &PPVPPd7Implementing the HR Strategy is a shared responsibility88-Integrate the HR Strategy in all initiatives ..rWithin accreditation  strengthen the HR component and include HR practices, the quality of work life, and professional development as accreditation standards. Develop measures for continuous improvement and accountability  e.g., build HR performance indicators into annual general reports, AARC develop and administer a staff survey Develop and strengthen agency boards contribution to HR goals through a communication strategy, links between boards and partners/funders, training and collaboration among regional boards Establish and/or strengthen community partnerships  engage the Chamber of Commerce to help find jobs for persons with disabilities, forge relationships with post-secondary institutions, build alliances with related professions and pursue 50/50 government and private sector funding for HR initiatives:@ :Develop a Coordinated StrategyAt the agency level: Use the HR Strategy as a framework, communicate agency s commitment to developing and implementing an HR Action Plan Use the HR Strategy to assess current HR practices and plans. Identify three or four HR priority actions and integrate them into the business plans. Coordinate agency actions with regional and provincial HR initiatives. Engage board and staff members At the board level: Link agency goals and business plans to the HR Strategy Ensure human resource and funding strategies are linked At the regional level: Work together, share information Need to build trustPP rPP PP pPP PP 5PP rp5  &Discussion of HR Strategy!Comments? Questions? Suggestions?"i"/8%.   0` ` ̙33` 333MMM` ff3333f` f` f` 3>?" dd@$|?" dbd@  ," X ` n?" dd@   @@``PR    @ ` ` p>> (  `   s *bjJ"    6$tbjJ" fHR Strategy. March 9, 2006 2     6Dz "p  T Click to edit Master title style! !$  0 "@`  RClick to edit Master text styles Second level Third level Fourth level Fifth level!     S  0 " p  >*  0 "    F* x  B ?" H  0޽h ? ̙33 2GLG_PresentationSept20031u 0L0 , ph0$$(  $x $ c $ľY@[   $ <@* ?" 0  < 2  j  $ <d, ?"n}  Presentation by Graham S. Lowe, PhD, at HR Forum #3, sponsored by the Alberta Association of Rehabilitation Centres Edmonton, 9 March 2006Hu``u x $ B ?"`H` !$ S HAaarc_smallAARC logo   0H $ 0޽h ? ̙33y___PPT10Y+D=' #= @B +rDb7dA F01k(   6http://www.albertarehab.org8http://www.albertarehab.org/d/ 0DVerdanas0TTtܖ 0ܖ"DWingdings0TTtܖ 0ܖ B(.2  @n?" dd@  @@`` f/^/*XW    )              &         %   3    3   3      z {    =    @             P    3             4             4         +A     b  )   '  0P-     4b$o݉A*'Ѐ? y$R$߼5YiiTly2$Є#Z0}1˺P$a,R$\-gU #r:F@$2$'Z;.ܞ.YRv-lz 0e0e     A@  A5% 8c8c     ?1 d0u0@Ty2 NP'p<'pA)BCD|E||S"0 b@g4BdBdH; 0Rppp@  <4dddd l 0T*g4dd@ 0vp p <4!d!d k 0TPN ʚ;R_8ʚ;<4dddd l 0 0___PPT10 ppZ___PPT9<4? ,OB= .Human Resource Strategy6iHuman Resource Strategy for Community Disability Services: AN ACTION PLAN FOR BUILDING PEOPLE CAPACITY 6jxx <- @The Vision& and How to Achieve It!!  By the year 2010, the Province of Alberta will have a well-trained and stable community rehabilitation workforce recognized as professionals providing valued service. The Human Resource Strategy is a provincial action framework that will enable us to achieve this Vision.D,- .Building on momentum to achieve better results// COMPLETED OR UNDERWAY: Workforce 2010 Fair Compensation Committee Workforce classification system HR Forums HR tools (job evaluation, employer of choice self- assessment, turnover template) Training and development Branding and communication strategy \ZZP Framework for the HR Strategy,FOUR PILLARS: Recruit Develop Engage Retain6@"  (RATIONALE: This approach is based on leading-edge HR management practice. It strengthens and diffuses HR practices already used in the sector. It addresses the major HR challenges identified in Workforce 2010 and in AARC HR Forum #1. It also aligns with the Alberta government s provincial labour market development strategy, which helps to support funding requests to the government for HR initiatives.,  0The continuous cycle of building people capacity110 HR Strategy guiding principles  OAn opportunity to revitalize the sector for the 21st century. Contributes to a redesigned service delivery system. Refocused mission on a core of person-centred services. A framework that facilitates coordinated actions at the provincial and regional levels. Provides the flexibility agencies require to take innovative steps to meet their HR needs. Strong commitment from agency Boards and Executives. Opportunity to strengthen governance within the sector. Promotes continuous learning and improvement in people practices. Closely linked to improved internal and external communication.P@PA total rewards approachZDissatisfiers Low pay Perceived inequities in pay Lack of benefits Nowhere to grow and go,L N Satisfiers and Motivators Decent wages and benefits Good quality of work life Feel valued and respected Opportunities for learning and development Challenging work that gives a sense of pride and accomplishment,NA vision and actions to improve work environments and the quality of work lifeOOH A HIGH-QUALITY WORK ENVIRONMENT VISION: Challenging but not overworked Trust, respect, and fairness Mutual commitment Adequate job resources Job autonomy and decision input Learning and development opportunities Support for wellness and work-life balance Effective supervision Open communication Recognition for contributions0)Z Z)    ACTIONS: Make this the Vision of an exemplary workplace in the community disability sector. This defines an  employer of choice, which is an outcome of effective HR policies and practices. Focus on positive HR goals, such as improving the quality of work life for staff.H ZPZRZ    6A client-service case for improved total compensation77The sector needs champions and advocates among community leaders, MLAs, and the provincial cabinet. Sequence this to leverage other work the sector is doing to reposition, rebrand, and strengthen HR. Link overall wage increases to increases in training and development, which ultimately benefits clients and communities. Link this with the sector s communication strategy, but it must be more than a communication strategy. Learn from what has worked in other jurisdictions. The case for increased compensation revolves around individual services and sector sustainability not fairness. $PZqZN The Professionalization Process 6Strive for greater professionalism within the sector: Professionalism refers to the attitudes that employees have toward their clients, the services they provide, and their careers. Professionalism needs to be reinforced by the culture of each agency. Professionals have work environments that support the attainment of excellent professional practice outcomes. Professionals view their work as a calling and a career, not as a  job. Professionals are valued and respected by their employers, clients, and the public. Professionals provide tangible outcomes for clients, using recognized skills based on educational qualifications, certification, and experience.B7@6e/.Strengthening the Front-line Service Providers//oTHE CHALLENGE: 80% of employees are Community Support Workers. Challenges: resources for recruitment, turnover, skills, and educational upgrading. ACTIONS: Expand and diversify sources of recruitment. Track these workforce characteristics and set realistic targets annually. Support educational upgrading by subsidizing tuition. Accommodate the needs of diverse groups. Design a smooth transition process to the new job classifications system. Create more opportunities for career mobility. By 2010, aim to have more than 50% of workers in Community Support Practitioner positions. Create corresponding pay increases.|P0PZUZ ZPZ$Z Leadership DevelopmentULeadership development could be an attractive investment for the corporate sector. There is growing recognition in Alberta for the need for cooperation and partnerships to address labour market development needs, so the timing is good for pitching a corporate funding request. Government may be prepared to co-fund this sort of initiative.V@V0Human Resource Council: Mandate cDevelop sector capacity to proactively address HR challenges by providing expertise and leadership Promote high standards of people practices Document and disseminate exemplary people practices Track and report relevant labour market trends Launch an HR Best Practices Network Coordinate sector-wide employer branding and recruitment initiatives Further develop partnerships with post-secondary institutions Develop, disseminate, and support the use of HR tools Work with agencies to help close IT skill and equipment gaps. Launch a quarterly newsletter to document the positive outcomes of valuing employees &PPVPPd7Implementing the HR Strategy is a shared responsibility88-Integrate the HR Strategy in all initiatives ..rWithin accreditation  strengthen the HR component and include HR practices, the quality of work life, and professional development as accreditation standards. Develop measures for continuous improvement and accountability  e.g., build HR performance indicators into annual general reports, AARC develop and administer a staff survey Develop and strengthen agency boards contribution to HR goals through a communication strategy, links between boards and partners/funders, training and collaboration among regional boards Establish and/or strengthen community partnerships  engage the Chamber of Commerce to help find jobs for persons with disabilities, forge relationships with post-secondary institutions, build alliances with related professions and pursue 50/50 government and private sector funding for HR initiatives:@ :Develop a Coordinated StrategyAt the agency level: Use the HR Strategy as a framework, communicate agency s commitment to developing and implementing an HR Action Plan Use the HR Strategy to assess current HR practices and plans. Identify three or four HR priority actions and integrate them into the business plans. Coordinate agency actions with regional and provincial HR initiatives. Engage board and staff members At the board level: Link agency goals and business plans to the HR Strategy Ensure human resource and funding strategies are linked At the regional level: Work together, share information Need to build trustPP rPP PP pPP PP 5PP rp5  &Discussion of HR Strategy!Comments? Questions? Suggestions?"i"/8%.   0` ` ̙33` 333MMM` ff3333f` f` f` 3>?" dd@$|?" dbd@  ," X ` n?" dd@   @@``PR    @ ` ` p>> (  `   s *bjJ"    6$tbjJ" fHR Strategy. March 9, 2006 2     6Dz "p  T Click to edit Master title style! !$  0 "@`  RClick to edit Master text styles Second level Third level Fourth level Fifth level!     S  0 " p  >*  0 "    F* x  B ?" H  0޽h ? ̙33 2GLG_PresentationSept20031  0 ,(  ~  s *bdU}     s *4Y$7  p  C HA0AARC Logo black www gifUCUb  c :A ?workforceCy;BH  0޽h ? 33___PPT10i.~p+D=' == @B +r%GCEGҿ01Root EntrydO)pB N@PicturesCurrent User;SummaryInformation(lT      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxy{|}~՜.+,D՜.+,D  $ , On-screen Show$Sociology - University of Alberta Verdana WingdingsGLG_PresentationSept20031jHuman Resource Strategy for Community Disability Services: AN ACTION PLAN FOR BUILDING PEOPLE CAPACITY !The Visionand How to Achieve It/Building on momentum to achieve better resultsFramework for the HR Strategy1The continuous cycle of building people capacity HR Strategy guiding principles A total rewards approachOA vision and actions to improve work environments and the quality of work life7A client-service case for improved total compensation The Professionalization Process/Strengthening the Front-line Service ProvidersLeadership Development Human Resource Council: Mandate8Implementing the HR Strategy is a shared responsibility.Integrate the HR Strategy in all initiatives Develop a Coordinated StrategyDiscussion of HR Strategy  Fonts UsedDesign Template Slide Titles 8@ _PID_HLINKSAthttp://www.albertarehab.org/