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An integrated solution for human resource management will be created by AARC.,GekNdGCTools Developed#Human resource tools: Workforce Classification System *Staff Turnover Template Self-Assessment Tool on Best Practice in Recruitment and Retention * developed by Central Region Workforce Committee8e|k3k2HDClassification - 1# Workforce Classification System , elKfP!IEClassification - 2! JFClassification - 3! KGClassification - 4!+Results/Outcomes of classification system: &,0lKfP,LHClassification - 5! MIClassification - 6! NJTurnover Template - 1 #The Staff Turnover Template was developed and piloted by the Workforce Committee of PACE, a sub committee of the Central Alberta Service Provider Council.eOKTurnover Template - 2![The template tracks turnover. Turnover is defined as an employee leaving their position.  e>l\PLTurnover Template - 3!tUnavoidable: contract ends (seasonal, temporary employees) moving planned retirement deceased medical resignation"efluQMTurnover Template - 4!Avoidable Turnover: termination of employment resignation other than categorized in unavoidable turnover employee abandonment of their job"ewlRNTurnover Template - 5! Using the Tool  It is a simple excel spread sheet that can be used by individual service providers for their own purpose. Central Alberta service providers are using a researcher to put together information to monitor and analyze data on a more global basis. |el SOTurnover Template - 6!You are welcome as an individual or group of service providers to access the tool. Contact: Laurel Ponich COPE 403-845-4080 Se5lf TPAssessment Tool - 1!Employer of Choice Self-Assessment Tool Opportunity for service providers to examine their recruitment and retention strategies. Based on seven factors in each area that are viewed as best practice. (elUQAssessment Tool - 2!Method of Applying the Tool: Conduct the assessment by yourself Conduct the assessment with a staff team Request employees to submit their assessment of the organization Identify areas that you are strong in Identify areas you want to take action in,elVRAssessment Tool - 3!...in the area of recruitment: Fair Compensation Flexibility Workforce Diversity Value Congruence Initiation and Orientation Job Match Customer Service and Product Excellence,elWSAssessment Tool - 4!...in the area of retention: Fair Compensation Employee Health and Work/Family Balance Resources and Environment Communication and Participation Self Actualization and Growth Leadership Skills and Support Role Clarity and Performance Recognition Creativity and Innovation,elmXTAssessment Tool - 5!^Status of Tool The tool is currently being piloted. 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It includes: Job Profiles Job Evaluation Handbook80  Q%0 %-Q# \!<Wr /Jex  <A ??  <  c $޽h ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++y E   7(       ZfC  ?.s  C  nZ5Pk ( C ^y   B,lC _ж_ж ?S HR Tools" 8 ^ ,LLLZ5Pk ( C ^y   TtC _ж_жf31?g7 m  qSix Job Profiles Community Support Worker Community Support Practitioner Team Leader Co-ordinator Program Director Specialist/ConsultantH0dx1dxY (Z5Pk ( C ^y   T$C _ж_жf31?@ &P  ZpPoint Factor Job Evaluation Knowledge Gained by Formal Education Knowledge Gained by relevant and Progressive Work Experience Physical Skills and Demands Leadership and Internal Relationships Complexity of Information and Decisions Communications and Relationships (external) Working conditions, Environment and Personal Hazards Accountability and Authority to Act j0dS!d0d%/\  :Up  - H c~ ; jB   ZC _ж_ж81?} Y <Job Information Questionnaire, Resource Guide and Committee&=0d=Z5Pk ( C ^y|   THEf!!  ?|   THEf!!  ?3BE|   THEf!!  ? ? |   TZHEf!!  ? |   THEf!!  ? "v    <lC _ȯ_ȯ ?k WCS Job Evaluation Handbook/Z5Pk ( C ^y9   <C _ȯ_ȯ ?*F )Individual Organizational Job Description&*0]*Z5Pk ( C ^yx   <A ??  <   c $޽h ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++} F  $;(  $ $  ZC  ?.s  C  nZ5Pk ( C ^y $ B _ж_ж ?S HR Tools" 8 ^ ,LLLZ5Pk ( C ^yI $ <C _ȯ_ȯ ?i Allows classification of work of equal value. Work can be different, but factors needed are the same. 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ZB IJob Evaluation Plan A pre-determined yardstick to measure comparable jobsB0fd60d(6Z5Pk ( C ^yd 0 <81?6   F   0 Hy_ж_ж81? 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( d <_ж_ж ? 0   The Workforce 2010 Project presentation includes a number of sections. I will focus on those that are relevant to this group. The information in this presentation is available on the Workforce 2010 website. Please visit it at www.workforce2010.com.0 W! Z5Pk ( C ^yB d s *vn ? ̙33 B0 l&(  lR l s *$?`(  l s *C  ?   C  " B l s *vn ? ̙33 5C0 p&(  pR p s *$?`(  p s *` ?    " B p s *vn ? ̙33 5D0 t&(  tR t s *$?`(  t s *n ?    " B t s *vn ? ̙33 5E0 x&(  xR x s *$?`(  x s *z ?    " B x s *vn ? ̙33 5F0 |&(  |R | s *$?`(  | s *` ?    " B | s *vn ? ̙33 5G0 &(  R  s *$?`(   s *Ě ?    " B  s *vn ? ̙33 5H0 &(  R  s *$?`(   s * ?    " B  s *vn ? ̙33 5pI0 (  R  s *$?*    <8 ? !V  >6___PPT9 VJob Evaluation: A systematic process for comparing jobs and ranking them based on their relative worth to the organization. Job Analysis: A process for collecting information that describes in detail the criteria for successful job performance. 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