CNB 7028

Building Tomorrows
Public Service Today
Corporate Human Resource Plan 2010 - 2013
New Brunswick Public Service - Part I

Plan At a Glance
Build Capacity
Were growing and strengthening our leadership capacity to
sustain a high-performing New Brunswick public service.
Succession Plans ensure a continuous ow of qualied
candidates to ll critical positions.
Our Executive Development Strategy aims to build top
leadership through development and networking opportu-
nities for current and aspiring executives.
Each year 10 senior leaders expand their understanding of
New Brunswick communities through the Senior Leaders
Study Tour.
Our Assistant Deputy Minister (ADM) Network provides
informal learning and networking opportunities.
Our Talent Management Programs facilitate mobility within
departments and across the public service.
Continuous Learning Opportunities are provided through
courses and Executive Dialogue sessions.
An enhanced focus on the Development of Mid-Managers
and Professionals will develop high-performing employees
who have the potential for leadership and critical roles.
Emerging Leaders will be identied through a new pilot
project which assesses competencies and growth potential
and provides coaching.
New Learning Opportunities will be developed to assess
employee interest in management and professional
advancement and help in career planning.
Dual Career Tracks will be explored to retain and energize
talented professionals who may not have an interest in
management roles.
We will adopt innovative approaches to the development of
Ofcial Language Capabilities to enhance bilingual capacity
in the public service.
Were modernizing recruitment and positioning the New
Brunswick public service as an employer that offers attractive
career opportunities and competitive benets.
Our Streamlined Stafng Process removes unnecessary
steps, resulting in much faster hiring and more eective
talent management in departments.
Our Enhanced Employment Website will provide more
information on what the Government of New Brunswick has
to oer and enables candidates to track the status of their
application online.
Through our Targeted Recruitment Campaign were
continuing to participate in career fairs to raise our prole
with graduates and other job seekers.
Were improving the communication of our employment
oer by developing a comprehensive Total Rewards
package to ensure that current and potential employees
understand the combined value of what we oer.
Our Workplace Equity and Diversity Initiatives help build
our prole as a progressive employer interested in the widest
possible pool of talent.
The ongoing Equal Employment Opportunity Program
increases access to employment opportunities for
Aboriginals, persons with disabilities and visible minorities.
AWorkplace Equity and Diversity Policy will promote an
inclusive and respectful workplace.
Under the recent Pay Equity Act, a review of job classications in
government is underway to identify any inequities andmake
appropriate adjustments.
We will work with bargaining units to negotiate improved
terms and conditions of employment for Casual Workers.
Were creating a vibrant work environment that is open, fair,
inclusive, safe, healthy and rewarding.
The New Professionals Initiative has been established,
guided by an executive that plans events and promotes
communication among new professionals and senior
executives.
New orientation initiatives will welcome and introduce new
professionals by adding to existing departmental
orientation. A mentorship program will match new professionals
to senior leaders.
Knowledge Transfer tools will help ensure continuity in
programs and services as retirements and other workforce
transitions occur.
The Career Development Portal will provide one-stop
access to career planning, development and performance
information and resources.
Were enhancing our focus on Performance Feedback and
Coaching including new initiatives to improve the coaching
skills of managers and oering career counseling and men-
toring to employees.
Ongoing corporate and departmental Recognition
Programs celebrate the success and good work of employees.
We promote a Safe, Healthy and Respectful Workplace
through a number of ongoing policies and programs.
To promote work-life balance and family-friendly policies,
recent enhancements have been made related to adoption,
paternity and compassionate leave benets, and time o for
volunteer activities.
In 2010 a comprehensive Workplace Wellness Initiative will
be rolled out across Part 1.
A revised Language of Work Policy claries areas
such as day to day communication, supervision, drafting
documents and conducting meetings.
Recruit for Tomorrow Retain and Engage
The three-year Corporate Human Resource
Plan is our roadmap for addressing challenges
such as an aging workforce, retirements and
increased competition for people with skills
that are in short supply.
For more information about the Corporate
HR Plan, visit the Ofce of Human Resources
website at www.gnb.ca