rdu – -Translation – Keybot Dictionary

Spacer TTN Translation Network TTN TTN Login Deutsch Français Spacer Help
Source Languages Target Languages
Keybot 170 Results  cbsa-asfc.gc.ca
  Rapports des frais de v...  
Show textShow cached sourceOpen source URL
Prolongation de rencontre d'équipe de haute gestion RH.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Extended HR Management Team Meeting.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
le fait qu'il y ait ou non une structure pour que les gestionnaires subdélégués et les spécialistes en RH exercent leurs responsabilités et leurs redditions de compte au chapitre de la planification RH et de la dotation;
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
whether a structure was in place for sub-delegated managers and HR specialists to exercise their responsibilities and accountabilities for HR planning and staffing;
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
L'essentiel de l'élément gouvernance du CRGD est en place. Toutefois, les entretiens ont révélé que l'accès à des spécialistes en RH n'est pas suffisant, ce qui influe sur la prestation de services RH en temps utile.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The governance element of the SMAF is fundamentally in place; however, interviews indicated that access to HR specialists is not sufficient and affects the provision of timely HR services.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
11. Existence d'un ou de plusieurs plans des RH fondés sur les besoins organisationnels actuels et futurs.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
11. HR planning process based on current and future business needs is in place.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
L'élaboration de l'application des processus se poursuit actuellement dans tous les domaines des RH afin de déterminer les écarts, de les corriger et de créer des efficiences.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Process mapping are currently being developed in all areas of HR in order to identify gaps, correct them and create efficiencies.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
La planification des RH, intégrée à la planification des activités, permet à l'organisation de cerner ses besoins actuels et futurs au chapitre des RH.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
HR planning, integrated with business planning, enables the organization to identify its current and future HR needs.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
5. La Direction générale des ressources humaines devrait établir un processus continu et en temps utile pour valider et corriger les renseignements sur les RH au sein de l'Agence.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
5. The Human Resources Branch should establish a continual and timely process to validate and correct HR information at the Agency.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
7. Existence d'une infrastructure de comité supérieur pour appuyer la prise de décision en matière de RH.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
7. Senior committee infrastructure exists to support HR decision-making.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
27. Les pratiques organisationnelles permettent d'assurer la fiabilité des renseignements en matière de dotation versés dans le système des RH.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
27. Organizational practices ensure reliability of the information in the HR system.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Veiller à la mise à jour des outils actuels et à l'élaboration de nouveaux outils ainsi qu'assurer une formation continue aux gestionnaires et aux conseillers en RH.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Continue to update current tools and develop new ones and continue to train managers and HR consultants.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
La dotation est conforme à la planification des RH, et les écarts par rapport aux plans sont justifiés.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
14. Extent to which actual staffing actions correspond to planned staffing strategies.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Un nouveau processus de planification obligatoire et rigoureux des RH sera mis en oeuvre.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
New mandatory, rigorous HR planning process will be implemented.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
L'essentiel de l'élément gouvernance du CRGD est en place. Toutefois, les entretiens ont révélé que l'accès à des spécialistes en RH n'est pas suffisant, ce qui influe sur la prestation de services RH en temps utile.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The governance element of the SMAF is fundamentally in place; however, interviews indicated that access to HR specialists is not sufficient and affects the provision of timely HR services.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
RH
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
PSEP
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
la question de savoir si des données et des renseignements complets et exacts sont utilisés pour les stratégies de planification RH et de dotation.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
whether complete and accurate information and data was used for HR planning and staffing strategies.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
L'élaboration et la mise en oeuvre d'une approche intégrée de planification des RH, liée aux exigences opérationnelles et aux besoins financiers, se poursuivront.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
An integrated approach to HR planning linked to operational needs and financial requirements will continue to be developed and implemented.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Une information de qualité et opportune concernant les RH est disponible afin de soutenir les stratégies et les décisions en matière de dotation.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Quality and timely HR information is available to support staffing strategies and decisions.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
La planification des RH, intégrée à la planification des activités, permet à l'organisation de cerner ses besoins actuels et futurs au chapitre des RH.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
HR planning, integrated with business planning, enables the organization to identify its current and future HR needs.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Des normes de service seront établies pour les services RH.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Develop service standards for HR services.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
le fait que l'ASFC ait ou non intégré un plan RH à son plan opérationnel pour pouvoir déterminer ses besoins actuels et à venir en termes de ressources;
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
whether the CBSA had an HR plan that was integrated with the business plan to enable the Agency to identify its current and future resource needs; and
  Sciences frontalières :...  
Show textShow cached sourceOpen source URL
Gestion des ressources humaines et financières (entre autres : planification opérationnelle, RH et budgétisation).
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Management of human and financial resources (operational planning, HR, budgeting, etc.).
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
L'ECCN évalue la connaissance qu'ont les spécialistes en RH des composantes du Cadre de nomination (politique, délégation et responsabilisation) et du cadre législatif. [Retourner au texte]
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The AFKT assesses HR specialist knowledge of all components of the appointment framework (policy, delegation and accountability) and the legislative framework. [Return to text]
  Rapports des frais de v...  
Show textShow cached sourceOpen source URL
Conférence des directeurs des RH.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
HR Director's Conference.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
La dotation est conforme à la planification RH, et les écarts par rapport aux plans sont justifiés.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Staffing is consistent with HR planning while variances can be explained.
  Réponse de la direction...  
Show textShow cached sourceOpen source URL
Planification intégrée des opérations et des ressources humaines (RH)
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Integrated Human Resources and Business Planning
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
5. Les gestionnaires subdélégués ont accès à des spécialistes des RH qui possèdent une expertise attestée par la CFP.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
5. Sub-delegated managers have access to human resources (HR) specialist whose expertise has been validated by PSC.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
le fait qu'il y ait ou non une structure pour que les gestionnaires subdélégués et les spécialistes en RH exercent leurs responsabilités et leurs redditions de compte au chapitre de la planification RH et de la dotation;
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
whether a structure was in place for sub-delegated managers and HR specialists to exercise their responsibilities and accountabilities for HR planning and staffing;
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Toutefois, des entretiens avec certains employés dans les directions générales et les bureaux régionaux ont révélé que le nombre insuffisant de spécialistes en RH a une incidence sur la prestation de services RH en temps utile.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The Agency has implemented a governance infrastructure that supports the management of staffing actions and it has established policies that support the new PSEA. A communications strategy was developed to ensure that staff has access to timely staffing information, strategies and decisions. However, interviews at certain branches and regional offices indicated that the insufficient number of HR specialists has affected the provision of timely HR services. In terms of planning, integrated HR plans are still under development at certain CBSA branches and regions. Furthermore, staffing management practices, controls and results are not actively monitored.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Le Plan d'action pour le renouvellement de la fonction publique de 2007-2008, élaboré par le Comité des sous-ministres sur le renouvellement de la fonction publique, soulignait expressément la planification des RH comme point prioritaire pour l'année financière 2007-2008.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
While the planning element is not required to be in place by December 31, 2005, the audit provided a status on the element given its importance as a priority for the public service. The 2007-2008 Public Service Renewal Action Plan developed by the Deputy Minister Committee on Public Service Renewal specifically highlighted HR planning as a priority item for the 2007-2008 fiscal year.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Au cours des cinq dernières années, l'Agence ou l'ancien ministère n'a fait l'objet d'aucune vérification ayant trait au CRGD ou à d'autres activités RH connexes. Au moment de la présente vérification, la CFP était en train d'effectuer une vérification de la dotation pour le processus de nomination dans le groupe de la direction (EX) à l'ASFC, mais les résultats de cette vérification n'ont pas encore été transmis.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
In the last five years, no prior audits have been conducted by the Agency or its legacy department on the SMAF or on other related HR activities. At the time of this audit, the PSC was conducting a staffing audit of the Executive (EX) appointment process at the CBSA, and the results have yet to be reported.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
À l'heure actuelle, aucun cadre officiel de contrôle de la dotation n'est en place et il n'y a pas de preuves montrant que les lacunes dans le rendement de la dotation sont corrigées au bon moment. Cela dit, une version provisoire du cadre a été rédigée. Des renseignements de qualité et en temps utile sur les RH à l'appui des stratégies et décisions de dotation ne sont pas disponibles.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The control element at the CBSA is not in compliance with the requirements of the SMAF, as enunciated under the PSEA. Currently, there is no formal staffing monitoring framework in place or evidence that staffing performance deficiencies are corrected in a timely fashion; however, a draft framework has been developed. High-quality and timely HR information is not available to support staffing strategies and decisions.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
L'élément contrôle du CRGD sert à examiner des aspects comme la disponibilité de renseignements de grande qualité sur les RH en temps utile pour appuyer les stratégies et décisions de dotation, et voir à ce que soient respectées les exigences de la CFP touchant les rapports.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The control element of the SMAF examines such aspects as the availability of high-quality and timely HR information to support staffing strategies and decisions, as well as ensuring that the reporting requirements with the PSC are met. In addition, there is a requirement to ensure that staffing monitoring on staffing process is done on an ongoing basis and identified staffing performance deficiencies are corrected in a timely manner. This is a mandatory element of the SMAF.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
En novembre 2003, le gouvernement du Canada a adopté la Loi sur la modernisation de la fonction publique (LMFP) en vue de favoriser une approche intégrée dans la gestion RH qui permettrait à la fois une certaine souplesse et une certaine responsabilisation quant aux pratiques RH dans les organismes du gouvernement fédéral.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
In November 2003, the Government of Canada enacted the Public Service Modernization Act (PSMA) to promote an integrated approach to HR management that would allow both flexibility and accountability in HR practices in federal organizations. Subsequently, the Public Service Employment Act (PSEA), a component of the PSMA, was introduced on December 31, 2005, to ensure that HR planning, including broader staffing processes, was aligned with overall business plans and priorities of federal organizations.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
En juin 2006, des renseignements ont été fournis au personnel sur le Plan stratégique d'activités de la Direction générale des ressources humaines qui énonçait les priorités et les plans pour l'Agence. En outre, le Rapport sur les plans et les priorités de 2006-2007 et de 2007-2008 fait également état de la vision RH de l'Agence, à laquelle ont accès tous les employés.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Staff was informed in June 2006 on the Human Resources Branch's Strategic Business Plan that outlined the priorities and plans for the Agency. Furthermore, the Report on Plans and Priorities (RPP) for 2006-2007 and for 2007-2008 also illustrate the Agency's HR vision, which is available to all employees.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
L'élément planification du CRGD vise des aspects comme une orientation claire et des priorités arrêtées par la haute direction, ainsi que la détermination des besoins actuels et à venir en termes de dotation RH au sein de l'organisation.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The planning element of the SMAF covers aspects such as having a clear direction and priorities as determined by senior management and identifying current and future HR staffing needs of the organization. The identified needs must be consistent with HR planning and business needs of the Agency.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
L'Agence a donné une orientation claire et a fixé des priorités qui permettent une dotation fondée sur les valeurs. Des plans RH distincts intégrés aux plans opérationnels et aux rapports de dotation ont été établis au sein de certaines directions générales et régions.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The planning element of the SMAF is in process and is not a mandatory element at the time of the audit. The Agency has given clear direction and has set priorities that enable values-based staffing. Individual HR plans that are integrated with business plans and staffing reports were done in some branches and regions.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
En outre, des séances de formation ont été offertes au personnel des RH et aux gestionnaires subdélégués afin d'examiner en détail les changements apportés au processus de nomination et les répercussions de la LEFP sur l'Agence.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
CBSA employees can access to the Human Resources Branch's intranet section where they can find the most frequently asked questions and answers about the new appointment process. In addition, training sessions were provided to HR staff and sub-delegated managers to review in detail the changes to the appointment process and the impacts of the PSEA for the Agency.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
En novembre 2003, le gouvernement du Canada a adopté la Loi sur la modernisation de la fonction publique (LMFP). Cette loi donne un cadre général à la modernisation des ressources humaines (RH) dans l'ensemble du gouvernement fédéral.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
In November 2003, the Government of Canada enacted the Public Service Modernization Act (PSMA). The legislation provides a broad framework for human resources (HR) modernization across the federal government. It encompasses several other pieces of legislation that have been revised or created to modernize staffing, foster collaborative labour relations, clarify managerial roles, strengthen accountability and provide employees at all levels with access to continual learning opportunities.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Des entretiens avec la direction RH ont révélé qu'une liste de contrôle est utilisée par les spécialistes en RH pour « s'auto-contrôler » afin d'assurer la complétude du processus et des documents requis dans les dossiers de dotation.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Staffing files were not reviewed as part of the scope of the audit. Therefore, a fully implemented rating cannot be provided as the audit did not confirm whether appointment processes and decisions were in compliance with the statutory, organizational and PSC policy requirements. Interviews with HR management indicated that a checklist is being used by HR specialists to "self-monitor" to ensure completeness of the process and the required documentation on the staffing files. The PSC's report on the Agency's DSAR states that appointment decisions are progressing.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
À la suite du RMORCD de 2006-2007, la CFP a déclaré que l'ASFC doit mettre en oeuvre une approche pour comparer les mesures de dotation réelles au plan RH, réunir et tenir à jour ses propres données sur la dotation plutôt que partager un système avec le prestataire de services et appliquer des stratégies précises de contrôle de la dotation.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The CBSA is required to report annually to the PSC on the progress of the SMAF by means of the Departmental Staffing Accountability Report (DSAR). In response to the 2006-2007 DSAR, the PSC stated that the CBSA must implement an approach to compare actual staffing actions against the HR plan, collect and maintain its own staffing data rather than sharing a system with the service provider, and put in place specific strategies for monitoring staffing.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
En novembre 2003, le gouvernement du Canada a adopté la Loi sur la modernisation de la fonction publique (LMFP) en vue de favoriser une approche intégrée dans la gestion RH qui permettrait à la fois une certaine souplesse et une certaine responsabilisation quant aux pratiques RH dans les organismes du gouvernement fédéral.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
In November 2003, the Government of Canada enacted the Public Service Modernization Act (PSMA) to promote an integrated approach to HR management that would allow both flexibility and accountability in HR practices in federal organizations. Subsequently, the Public Service Employment Act (PSEA), a component of the PSMA, was introduced on December 31, 2005, to ensure that HR planning, including broader staffing processes, was aligned with overall business plans and priorities of federal organizations.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Parmi les endroits visités aux fins de la vérification, les régions de l'Atlantique et de Windsor-St. Clair, ainsi que la Direction générale des ressources humaines avaient des plans RH liés à leurs priorités opérationnelles.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Of the sites visited for the audit, the Atlantic and Windsor-St. Clair regions and the Human Resources Branch had HR plans linked to business priorities. Without a formalized HR plan, appointment decisions may be made without full consideration of the overall strategic HR needs of the organization and may not fully address identified HR gaps. The lack of formal HR plans also may make it more difficult to ensure staffing decisions respect public service appointment values (merit, representativeness, non-partisanship, access, fairness and transparency).
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Parmi les endroits visités aux fins de la vérification, les régions de l'Atlantique et de Windsor-St. Clair, ainsi que la Direction générale des ressources humaines avaient des plans RH liés à leurs priorités opérationnelles.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Of the sites visited for the audit, the Atlantic and Windsor-St. Clair regions and the Human Resources Branch had HR plans linked to business priorities. Without a formalized HR plan, appointment decisions may be made without full consideration of the overall strategic HR needs of the organization and may not fully address identified HR gaps. The lack of formal HR plans also may make it more difficult to ensure staffing decisions respect public service appointment values (merit, representativeness, non-partisanship, access, fairness and transparency).
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Parmi les endroits visités aux fins de la vérification, les régions de l'Atlantique et de Windsor-St. Clair, ainsi que la Direction générale des ressources humaines avaient des plans RH liés à leurs priorités opérationnelles.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Of the sites visited for the audit, the Atlantic and Windsor-St. Clair regions and the Human Resources Branch had HR plans linked to business priorities. Without a formalized HR plan, appointment decisions may be made without full consideration of the overall strategic HR needs of the organization and may not fully address identified HR gaps. The lack of formal HR plans also may make it more difficult to ensure staffing decisions respect public service appointment values (merit, representativeness, non-partisanship, access, fairness and transparency).
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
En novembre 2003, le gouvernement du Canada a adopté la Loi sur la modernisation de la fonction publique (LMFP) en vue de favoriser une approche intégrée dans la gestion RH qui permettrait à la fois une certaine souplesse et une certaine responsabilisation quant aux pratiques RH dans les organismes du gouvernement fédéral.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
In November 2003, the Government of Canada enacted the Public Service Modernization Act (PSMA) to promote an integrated approach to HR management that would allow both flexibility and accountability in HR practices in federal organizations. Subsequently, the Public Service Employment Act (PSEA), a component of the PSMA, was introduced on December 31, 2005, to ensure that HR planning, including broader staffing processes, was aligned with overall business plans and priorities of federal organizations.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Les entretiens avec le personnel RH ont permis de constater qu'une liste de contrôle est utilisée par les spécialistes en RH pour « s'auto-contrôler » afin de s'assurer que le processus est complété et que les documents requis sont dans les dossiers de dotation.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
In addition, a monitoring framework is required under the PSEA. At the time of the audit, the Human Resources Branch had drafted a resource monitoring framework to meet the Agency's staffing needs. Interviews with HR staff indicated that a checklist is being used by HR specialists to "self-monitor" to ensure completeness of the process and the required documentation on the staffing files. The Agency has also implemented certain controls for staffing actions such as HR specialist recommendations and a required vice-president sign-off for non-advertised staffing processes. However, there was no evidence of any formalized monitoring taking place to prevent staffing process deficiencies and to ensure that deficiencies are corrected in a timely fashion.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Qui plus est, la vérification a permis de constater que les directions générales et les régions n'ont pas toutes regroupé les stratégies de dotation ou analysé les écarts entre les stratégies de dotation RH et les mesures de dotation.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Furthermore, the audit noted that not all branches and regions have consolidated staffing strategies or have analyzed variances between HR staffing strategies and staffing actions. There is a risk that positions may not be staffed in a timely manner or not linked to the Agency's overall HR requirements, whereas in other cases, positions may be staffed due to incomplete information. In addition, measures to address and take corrective actions on staffing gaps may not be undertaken in a timely manner. As a result, the lack of detailed staffing forecasts and related staffing strategies/plans could lead to delays in filling vacancies, which in turn could affect the organization's ability to achieve its business goals.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
L'Agence emploie diverses méthodes de communication pour tenir les gestionnaires subdélégués, les employés et les représentants des agents négociateurs au courant de la nature des changements apportés au processus de nomination et de leur incidence sur l'ASFC. Par exemple, le président de l'ASFC a fourni des renseignements sur la modernisation des RH à l'Agence le 17 janvier 2005 et sur la nouvelle LEFP le 30 décembre 2005.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The Agency uses various types of communications mechanisms to keep sub-delegated managers, employees and bargaining agent representatives informed about the nature of the changes to the appointment process and the impact for the CBSA. For example, the President of the CBSA provided information on HR modernization at the Agency on January 17, 2005, and on the new PSEA on December 30, 2005. A fairly detailed internal appointment process was also communicated to all staff via the CBSA's intranet. The audit noted that the information is appropriate and available in a timely manner.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Parmi les endroits visités aux fins de la vérification, les régions de l'Atlantique et de Windsor-St. Clair, ainsi que la Direction générale des ressources humaines avaient des plans RH liés à leurs priorités opérationnelles.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Of the sites visited for the audit, the Atlantic and Windsor-St. Clair regions and the Human Resources Branch had HR plans linked to business priorities. Without a formalized HR plan, appointment decisions may be made without full consideration of the overall strategic HR needs of the organization and may not fully address identified HR gaps. The lack of formal HR plans also may make it more difficult to ensure staffing decisions respect public service appointment values (merit, representativeness, non-partisanship, access, fairness and transparency).
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Toutefois, des entretiens avec certains employés dans les directions générales et les bureaux régionaux ont révélé que le nombre insuffisant de spécialistes en RH a une incidence sur la prestation de services RH en temps utile.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The Agency has implemented a governance infrastructure that supports the management of staffing actions and it has established policies that support the new PSEA. A communications strategy was developed to ensure that staff has access to timely staffing information, strategies and decisions. However, interviews at certain branches and regional offices indicated that the insufficient number of HR specialists has affected the provision of timely HR services. In terms of planning, integrated HR plans are still under development at certain CBSA branches and regions. Furthermore, staffing management practices, controls and results are not actively monitored.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Pendant la phase de planification de la vérification, il a été déterminé que la planification des ressources humaines (RH) en était à sa première phase d'élaboration au sein de l'Agence et qu'un examen du cadre de responsabilisation de gestion de l'Agence découlant du Cadre de responsabilisation en gestion de la dotation (CRGD) serait avantageux.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The Audit Committee approved the Audit of Human Resources (HR) Planning on June 21, 2006, as part of the Canada Border Services Agency's (CBSA) Risk-Based Multi-Year Audit Plan. This, in part, addresses the People Management component of the Management Accountability Framework (MAF). During the planning phase of the audit, it was determined that HR planning was in the early stages of development at the Agency and a review of the CBSA's accountability framework under the Staffing Management Accountability Framework (SMAF) would be beneficial for the Agency.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Des entretiens avec la direction RH ont révélé qu'une liste de contrôle est utilisée par les spécialistes en RH pour « s'auto-contrôler » afin d'assurer la complétude du processus et des documents requis dans les dossiers de dotation.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Staffing files were not reviewed as part of the scope of the audit. Therefore, a fully implemented rating cannot be provided as the audit did not confirm whether appointment processes and decisions were in compliance with the statutory, organizational and PSC policy requirements. Interviews with HR management indicated that a checklist is being used by HR specialists to "self-monitor" to ensure completeness of the process and the required documentation on the staffing files. The PSC's report on the Agency's DSAR states that appointment decisions are progressing.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Les systèmes administratifs d'entreprise (SAE) sont utilisés pour tous les besoins en renseignements et données RH de l'Agence. La vérification a déterminé que les SAE ne peuvent fournir de renseignements complets et fiables sur les RH, renseignements nécessaires pour appuyer les stratégies de dotation et prendre des décisions éclairées.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The Corporate Administrative System (CAS) is used for all of the Agency's HR information and data requirements. The audit determined that CAS does not have the capability of providing complete or reliable HR information required to support staffing strategies and to make informed decisions. While CAS can provide high-level statistical information (e.g. number of employees, geographical location), it cannot provide the detailed or sub-set information on specific staffing actions that is required for HR and planning purposes. The difficulty is with the current design and limitations of the present system, whereby essential HR information components are missing that support necessary HR needs of the Agency. Incomplete or unreliable HR information in the CAS cannot support staffing strategies and decisions to sustain operational requirements, or identify current or future needs of the CBSA. Interviews indicated that management cannot be assured that staffing information is accurately maintained and available when required for decision making and therefore they have developed spreadsheets/databases to capture the information. This has increased the risk of incorrect or inconsistent data due to manual input.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Cependant, des entretiens avec des employés dans des directions générales et des bureaux régionaux ont révélé que le nombre insuffisant de spécialistes en RH a une incidence sur la prestation de services de RH en temps utile.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The CBSA has implemented a governance infrastructure that supports the management of staffing actions and it has established policies that support the new PSEA. A communications strategy was developed to ensure that staff has access to timely staffing information, strategies and decisions. However, interviews at certain branches and regional offices indicated the insufficient number of HR specialists has affected the provision of timely HR services. The President of the CBSA has approved a PE (Personnel Administration) development and apprenticeship program. In terms of planning, integrated HR plans are still under development at certain CBSA branches and regions. Furthermore, staffing management practices, controls and results are not actively monitored.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
La haute direction a fourni une orientation claire et fixé des priorités qui permettent une dotation fondée sur les valeurs au moyen du plan RH intégré que l'Agence a élaboré pour 2006-2008. Toutefois, la mesure dans laquelle les régions et les directions générales ont dressé leurs plans RH et les ont intégrés aux besoins opérationnels variait au sein de l'Agence.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Senior management has provided clear direction and has set priorities that enable values-based staffing through a corporate integrated HR plan developed for the period 2006-2008. However, the degree to which regions and branches have completed their HR plans and integrated them to business needs varied across the Agency. A review of HR plans submitted to the Human Resources Branch noted that five regions and three branches have approved HR plans that were aligned with their business priorities as derived from an environmental scanning process (conducted as part of the business and HR planning process) or as discussed in an HR planning workshop by the corporate HR planning team. Interviews confirmed that branches and regions without HR plans are either in the process of completing one or scheduled for an HR planning workshop.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
La haute direction a fourni une orientation claire et fixé des priorités qui permettent une dotation fondée sur les valeurs au moyen du plan RH intégré que l'Agence a élaboré pour 2006-2008. Toutefois, la mesure dans laquelle les régions et les directions générales ont dressé leurs plans RH et les ont intégrés aux besoins opérationnels variait au sein de l'Agence.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Senior management has provided clear direction and has set priorities that enable values-based staffing through a corporate integrated HR plan developed for the period 2006-2008. However, the degree to which regions and branches have completed their HR plans and integrated them to business needs varied across the Agency. A review of HR plans submitted to the Human Resources Branch noted that five regions and three branches have approved HR plans that were aligned with their business priorities as derived from an environmental scanning process (conducted as part of the business and HR planning process) or as discussed in an HR planning workshop by the corporate HR planning team. Interviews confirmed that branches and regions without HR plans are either in the process of completing one or scheduled for an HR planning workshop.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
La haute direction a fourni une orientation claire et fixé des priorités qui permettent une dotation fondée sur les valeurs au moyen du plan RH intégré que l'Agence a élaboré pour 2006-2008. Toutefois, la mesure dans laquelle les régions et les directions générales ont dressé leurs plans RH et les ont intégrés aux besoins opérationnels variait au sein de l'Agence.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Senior management has provided clear direction and has set priorities that enable values-based staffing through a corporate integrated HR plan developed for the period 2006-2008. However, the degree to which regions and branches have completed their HR plans and integrated them to business needs varied across the Agency. A review of HR plans submitted to the Human Resources Branch noted that five regions and three branches have approved HR plans that were aligned with their business priorities as derived from an environmental scanning process (conducted as part of the business and HR planning process) or as discussed in an HR planning workshop by the corporate HR planning team. Interviews confirmed that branches and regions without HR plans are either in the process of completing one or scheduled for an HR planning workshop.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
La haute direction a fourni une orientation claire et fixé des priorités qui permettent une dotation fondée sur les valeurs au moyen du plan RH intégré que l'Agence a élaboré pour 2006-2008. Toutefois, la mesure dans laquelle les régions et les directions générales ont dressé leurs plans RH et les ont intégrés aux besoins opérationnels variait au sein de l'Agence.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Senior management has provided clear direction and has set priorities that enable values-based staffing through a corporate integrated HR plan developed for the period 2006-2008. However, the degree to which regions and branches have completed their HR plans and integrated them to business needs varied across the Agency. A review of HR plans submitted to the Human Resources Branch noted that five regions and three branches have approved HR plans that were aligned with their business priorities as derived from an environmental scanning process (conducted as part of the business and HR planning process) or as discussed in an HR planning workshop by the corporate HR planning team. Interviews confirmed that branches and regions without HR plans are either in the process of completing one or scheduled for an HR planning workshop.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
La haute direction a fourni une orientation claire et fixé des priorités qui permettent une dotation fondée sur les valeurs au moyen du plan RH intégré que l'Agence a élaboré pour 2006-2008. Toutefois, la mesure dans laquelle les régions et les directions générales ont dressé leurs plans RH et les ont intégrés aux besoins opérationnels variait au sein de l'Agence.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Senior management has provided clear direction and has set priorities that enable values-based staffing through a corporate integrated HR plan developed for the period 2006-2008. However, the degree to which regions and branches have completed their HR plans and integrated them to business needs varied across the Agency. A review of HR plans submitted to the Human Resources Branch noted that five regions and three branches have approved HR plans that were aligned with their business priorities as derived from an environmental scanning process (conducted as part of the business and HR planning process) or as discussed in an HR planning workshop by the corporate HR planning team. Interviews confirmed that branches and regions without HR plans are either in the process of completing one or scheduled for an HR planning workshop.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Cependant, des entretiens avec des employés dans des directions générales et des bureaux régionaux ont révélé que le nombre insuffisant de spécialistes en RH a une incidence sur la prestation de services de RH en temps utile.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The CBSA has implemented a governance infrastructure that supports the management of staffing actions and it has established policies that support the new PSEA. A communications strategy was developed to ensure that staff has access to timely staffing information, strategies and decisions. However, interviews at certain branches and regional offices indicated the insufficient number of HR specialists has affected the provision of timely HR services. The President of the CBSA has approved a PE (Personnel Administration) development and apprenticeship program. In terms of planning, integrated HR plans are still under development at certain CBSA branches and regions. Furthermore, staffing management practices, controls and results are not actively monitored.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
La vérification a révélé que les autorités subdélégataires en matière de dotation ont accès à des spécialistes en RH qui ont réussi l'Examen de connaissances sur le Cadre de nomination (ECCN) [ 6 ] et dont l'expertise a été validée par la CFP.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The audit found that staffing sub-delegates have access to HR specialists who have passed the Appointment Framework Knowledge Test (AFKT) [ 6 ] and whose expertise has been validated by the PSC. However, interviews indicated that access to HR specialists is not sufficient and affected the provision of timely HR services. Capacity and turnover issues relating to staffing experts continue to remain a challenge for the Agency. This is caused by the significant demand for HR specialists and the tight labour market in this specialized field. Furthermore, the ratio of HR specialists to the number of sub-delegates has not been set or standardized by the CBSA. In addition, the CBSA has recently implemented, with the approval of the CBSA President, a PE (Personnel Administration) development and apprenticeship program.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Les entretiens avec le personnel RH ont permis de constater qu'une liste de contrôle est utilisée par les spécialistes en RH pour « s'auto-contrôler » afin de s'assurer que le processus est complété et que les documents requis sont dans les dossiers de dotation.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
In addition, a monitoring framework is required under the PSEA. At the time of the audit, the Human Resources Branch had drafted a resource monitoring framework to meet the Agency's staffing needs. Interviews with HR staff indicated that a checklist is being used by HR specialists to "self-monitor" to ensure completeness of the process and the required documentation on the staffing files. The Agency has also implemented certain controls for staffing actions such as HR specialist recommendations and a required vice-president sign-off for non-advertised staffing processes. However, there was no evidence of any formalized monitoring taking place to prevent staffing process deficiencies and to ensure that deficiencies are corrected in a timely fashion.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Les entretiens avec le personnel RH ont permis de constater qu'une liste de contrôle est utilisée par les spécialistes en RH pour « s'auto-contrôler » afin de s'assurer que le processus est complété et que les documents requis sont dans les dossiers de dotation.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
In addition, a monitoring framework is required under the PSEA. At the time of the audit, the Human Resources Branch had drafted a resource monitoring framework to meet the Agency's staffing needs. Interviews with HR staff indicated that a checklist is being used by HR specialists to "self-monitor" to ensure completeness of the process and the required documentation on the staffing files. The Agency has also implemented certain controls for staffing actions such as HR specialist recommendations and a required vice-president sign-off for non-advertised staffing processes. However, there was no evidence of any formalized monitoring taking place to prevent staffing process deficiencies and to ensure that deficiencies are corrected in a timely fashion.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Avec la mise en oeuvre de la LEFP, les organismes fédéraux sont tenus de mettre l'accent sur la planification des RH, ce qui fait en sorte que leur dotation et leurs processus de dotation concordent avec les plans et priorités opérationnels des organisations.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The Public Service Employment Act (PSEA), a component of the PSMA, came into force on December 31, 2005. With the implementation of the PSEA, federal organizations are obligated to focus on HR planning, which ensures that their staffing and staffing processes are aligned with their business plans and priorities. In addition, organizations are required to confirm that their integrated HR and business planning is the basis for appointment decisions. The PSEA gives deputy heads delegated authority for all staffing activity in their organization except for priority entitlements.[ 1 ] Departments and agencies are expected to respect both the core values of merit and non-partisanship, as well as the guiding staffing values of access, transparency, fairness and representativeness. The Public Service Commission of Canada (PSC) only delegates those authorities that do not compromise its independence as an agency accountable to Parliament (section 15 of the PSEA).
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
La vérification a révélé que les autorités subdélégataires en matière de dotation ont accès à des spécialistes en RH qui ont réussi l'Examen de connaissances sur le Cadre de nomination (ECCN) [ 6 ] et dont l'expertise a été validée par la CFP.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The audit found that staffing sub-delegates have access to HR specialists who have passed the Appointment Framework Knowledge Test (AFKT) [ 6 ] and whose expertise has been validated by the PSC. However, interviews indicated that access to HR specialists is not sufficient and affected the provision of timely HR services. Capacity and turnover issues relating to staffing experts continue to remain a challenge for the Agency. This is caused by the significant demand for HR specialists and the tight labour market in this specialized field. Furthermore, the ratio of HR specialists to the number of sub-delegates has not been set or standardized by the CBSA. In addition, the CBSA has recently implemented, with the approval of the CBSA President, a PE (Personnel Administration) development and apprenticeship program.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
La vérification a révélé que les autorités subdélégataires en matière de dotation ont accès à des spécialistes en RH qui ont réussi l'Examen de connaissances sur le Cadre de nomination (ECCN) [ 6 ] et dont l'expertise a été validée par la CFP.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The audit found that staffing sub-delegates have access to HR specialists who have passed the Appointment Framework Knowledge Test (AFKT) [ 6 ] and whose expertise has been validated by the PSC. However, interviews indicated that access to HR specialists is not sufficient and affected the provision of timely HR services. Capacity and turnover issues relating to staffing experts continue to remain a challenge for the Agency. This is caused by the significant demand for HR specialists and the tight labour market in this specialized field. Furthermore, the ratio of HR specialists to the number of sub-delegates has not been set or standardized by the CBSA. In addition, the CBSA has recently implemented, with the approval of the CBSA President, a PE (Personnel Administration) development and apprenticeship program.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Le CRGD renforce la responsabilisation en clarifiant les rôles et les responsabilités de la CFP, des administrateurs généraux et des autorités subdélégataires en matière de dotation, et établit les obligations de rendre compte qui permettent de planifier et de gérer les RH, ainsi que d'atténuer le risque.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The SMAF sets out key areas for a well-managed appointment system by making the staffing process more flexible and efficient. The SMAF strenghtens accountability by clarifying roles and responsibilities of the PSC, deputy heads and staffing sub-delegates, and states clear reporting requirements that allow for HR planning and managing and for mitigating risk. The SMAF is broken down into five elements - governance, planning, policy, communication and control - and each of these elements has associated mandatory measures. There are 32 measures in total, of which nine were required to be in place by December 31, 2005 (refer to Appendix A for details). This date coincides with the implementation of the PSEA and when staffing delegation was assumed by the CBSA. The PSC expects the remaining measures to be implemented over time and it has set no specific timelines or deadlines at this time.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
L'évaluation du RMORCD par la CFP indique que le programme de perfectionnement professionnel des employés en gestion du personnel (PE) de l'ASFC est digne de mention et voit d'un très bon oeil sa « boîte à outils pour la stratégie de renouvellement des ressources », un outil qui sert à cerner les besoins actuels et à venir en termes de RH.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The CBSA completed the DSAR for the 2006-2007 fiscal year, thereby complying with the reporting requirements under this SMAF element. The assessment of the DSAR by the PSC stated that the CBSA's professional development program for the Personnel Administration (PE) classification is a noteworthy practice, and it applauded the Agency's "resourcing strategy toolkit," a tool to identify current and future HR needs. The PSC also stated that the Agency must implement an approach to compare actual staffing actions against the HR plan, collect and maintain its own staffing data rather than sharing a system with the Canada Revenue Agency, and put in place specific strategies for monitoring staffing. The Agency is now preparing for the 2007-2008 DSAR, which is due on March 31, and will address last year's deficiencies identified in the DSAR and identify the progress that has been made by the Agency.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Avec la mise en oeuvre de la LEFP, les organismes fédéraux sont tenus de mettre l'accent sur la planification des RH, ce qui fait en sorte que leur dotation et leurs processus de dotation concordent avec les plans et priorités opérationnels des organisations.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The Public Service Employment Act (PSEA), a component of the PSMA, came into force on December 31, 2005. With the implementation of the PSEA, federal organizations are obligated to focus on HR planning, which ensures that their staffing and staffing processes are aligned with their business plans and priorities. In addition, organizations are required to confirm that their integrated HR and business planning is the basis for appointment decisions. The PSEA gives deputy heads delegated authority for all staffing activity in their organization except for priority entitlements.[ 1 ] Departments and agencies are expected to respect both the core values of merit and non-partisanship, as well as the guiding staffing values of access, transparency, fairness and representativeness. The Public Service Commission of Canada (PSC) only delegates those authorities that do not compromise its independence as an agency accountable to Parliament (section 15 of the PSEA).
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
L'évaluation du RMORCD par la CFP indique que le programme de perfectionnement professionnel des employés en gestion du personnel (PE) de l'ASFC est digne de mention et voit d'un très bon oeil sa « boîte à outils pour la stratégie de renouvellement des ressources », un outil qui sert à cerner les besoins actuels et à venir en termes de RH.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The CBSA completed the DSAR for the 2006-2007 fiscal year, thereby complying with the reporting requirements under this SMAF element. The assessment of the DSAR by the PSC stated that the CBSA's professional development program for the Personnel Administration (PE) classification is a noteworthy practice, and it applauded the Agency's "resourcing strategy toolkit," a tool to identify current and future HR needs. The PSC also stated that the Agency must implement an approach to compare actual staffing actions against the HR plan, collect and maintain its own staffing data rather than sharing a system with the Canada Revenue Agency, and put in place specific strategies for monitoring staffing. The Agency is now preparing for the 2007-2008 DSAR, which is due on March 31, and will address last year's deficiencies identified in the DSAR and identify the progress that has been made by the Agency.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
La vérification a révélé que les autorités subdélégataires en matière de dotation ont accès à des spécialistes en RH qui ont réussi l'Examen de connaissances sur le Cadre de nomination (ECCN) [ 6 ] et dont l'expertise a été validée par la CFP.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The audit found that staffing sub-delegates have access to HR specialists who have passed the Appointment Framework Knowledge Test (AFKT) [ 6 ] and whose expertise has been validated by the PSC. However, interviews indicated that access to HR specialists is not sufficient and affected the provision of timely HR services. Capacity and turnover issues relating to staffing experts continue to remain a challenge for the Agency. This is caused by the significant demand for HR specialists and the tight labour market in this specialized field. Furthermore, the ratio of HR specialists to the number of sub-delegates has not been set or standardized by the CBSA. In addition, the CBSA has recently implemented, with the approval of the CBSA President, a PE (Personnel Administration) development and apprenticeship program.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Les systèmes administratifs d'entreprise (SAE) sont utilisés pour tous les besoins en renseignements et données RH de l'Agence. La vérification a déterminé que les SAE ne peuvent fournir de renseignements complets et fiables sur les RH, renseignements nécessaires pour appuyer les stratégies de dotation et prendre des décisions éclairées.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The Corporate Administrative System (CAS) is used for all of the Agency's HR information and data requirements. The audit determined that CAS does not have the capability of providing complete or reliable HR information required to support staffing strategies and to make informed decisions. While CAS can provide high-level statistical information (e.g. number of employees, geographical location), it cannot provide the detailed or sub-set information on specific staffing actions that is required for HR and planning purposes. The difficulty is with the current design and limitations of the present system, whereby essential HR information components are missing that support necessary HR needs of the Agency. Incomplete or unreliable HR information in the CAS cannot support staffing strategies and decisions to sustain operational requirements, or identify current or future needs of the CBSA. Interviews indicated that management cannot be assured that staffing information is accurately maintained and available when required for decision making and therefore they have developed spreadsheets/databases to capture the information. This has increased the risk of incorrect or inconsistent data due to manual input.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
La vérification a révélé que les autorités subdélégataires en matière de dotation ont accès à des spécialistes en RH qui ont réussi l'Examen de connaissances sur le Cadre de nomination (ECCN) [ 6 ] et dont l'expertise a été validée par la CFP.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The audit found that staffing sub-delegates have access to HR specialists who have passed the Appointment Framework Knowledge Test (AFKT) [ 6 ] and whose expertise has been validated by the PSC. However, interviews indicated that access to HR specialists is not sufficient and affected the provision of timely HR services. Capacity and turnover issues relating to staffing experts continue to remain a challenge for the Agency. This is caused by the significant demand for HR specialists and the tight labour market in this specialized field. Furthermore, the ratio of HR specialists to the number of sub-delegates has not been set or standardized by the CBSA. In addition, the CBSA has recently implemented, with the approval of the CBSA President, a PE (Personnel Administration) development and apprenticeship program.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
La haute direction a fourni une orientation claire et fixé des priorités qui permettent une dotation fondée sur les valeurs au moyen du plan RH intégré que l'Agence a élaboré pour 2006-2008. Toutefois, la mesure dans laquelle les régions et les directions générales ont dressé leurs plans RH et les ont intégrés aux besoins opérationnels variait au sein de l'Agence.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Senior management has provided clear direction and has set priorities that enable values-based staffing through a corporate integrated HR plan developed for the period 2006-2008. However, the degree to which regions and branches have completed their HR plans and integrated them to business needs varied across the Agency. A review of HR plans submitted to the Human Resources Branch noted that five regions and three branches have approved HR plans that were aligned with their business priorities as derived from an environmental scanning process (conducted as part of the business and HR planning process) or as discussed in an HR planning workshop by the corporate HR planning team. Interviews confirmed that branches and regions without HR plans are either in the process of completing one or scheduled for an HR planning workshop.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
La haute direction a fourni une orientation claire et fixé des priorités qui permettent une dotation fondée sur les valeurs au moyen du plan RH intégré que l'Agence a élaboré pour 2006-2008. Toutefois, la mesure dans laquelle les régions et les directions générales ont dressé leurs plans RH et les ont intégrés aux besoins opérationnels variait au sein de l'Agence.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Senior management has provided clear direction and has set priorities that enable values-based staffing through a corporate integrated HR plan developed for the period 2006-2008. However, the degree to which regions and branches have completed their HR plans and integrated them to business needs varied across the Agency. A review of HR plans submitted to the Human Resources Branch noted that five regions and three branches have approved HR plans that were aligned with their business priorities as derived from an environmental scanning process (conducted as part of the business and HR planning process) or as discussed in an HR planning workshop by the corporate HR planning team. Interviews confirmed that branches and regions without HR plans are either in the process of completing one or scheduled for an HR planning workshop.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Cependant, des entretiens avec des employés dans des directions générales et des bureaux régionaux ont révélé que le nombre insuffisant de spécialistes en RH a une incidence sur la prestation de services de RH en temps utile.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The CBSA has implemented a governance infrastructure that supports the management of staffing actions and it has established policies that support the new PSEA. A communications strategy was developed to ensure that staff has access to timely staffing information, strategies and decisions. However, interviews at certain branches and regional offices indicated the insufficient number of HR specialists has affected the provision of timely HR services. The President of the CBSA has approved a PE (Personnel Administration) development and apprenticeship program. In terms of planning, integrated HR plans are still under development at certain CBSA branches and regions. Furthermore, staffing management practices, controls and results are not actively monitored.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
La haute direction a fourni une orientation claire et fixé des priorités qui permettent une dotation fondée sur les valeurs au moyen du plan RH intégré que l'Agence a élaboré pour 2006-2008. Toutefois, la mesure dans laquelle les régions et les directions générales ont dressé leurs plans RH et les ont intégrés aux besoins opérationnels variait au sein de l'Agence.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Senior management has provided clear direction and has set priorities that enable values-based staffing through a corporate integrated HR plan developed for the period 2006-2008. However, the degree to which regions and branches have completed their HR plans and integrated them to business needs varied across the Agency. A review of HR plans submitted to the Human Resources Branch noted that five regions and three branches have approved HR plans that were aligned with their business priorities as derived from an environmental scanning process (conducted as part of the business and HR planning process) or as discussed in an HR planning workshop by the corporate HR planning team. Interviews confirmed that branches and regions without HR plans are either in the process of completing one or scheduled for an HR planning workshop.
  Vérification du cadre ...  
Show textShow cached sourceOpen source URL
Toutefois, des entretiens avec certains employés dans les directions générales et les bureaux régionaux ont révélé que le nombre insuffisant de spécialistes en RH a une incidence sur la prestation de services RH en temps utile.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The Agency has implemented a governance infrastructure that supports the management of staffing actions and it has established policies that support the new PSEA. A communications strategy was developed to ensure that staff has access to timely staffing information, strategies and decisions. However, interviews at certain branches and regional offices indicated that the insufficient number of HR specialists has affected the provision of timely HR services. In terms of planning, integrated HR plans are still under development at certain CBSA branches and regions. Furthermore, staffing management practices, controls and results are not actively monitored.
  Vérification de la dota...  
Show textShow cached sourceOpen source URL
Conseiller en RH
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
PSC or the Commission
  Suivi du rapport de la ...  
Show textShow cached sourceOpen source URL
Cette mesure aidera l'Agence à évaluer ses pratiques de gestion, son rendement et ses contrôles en matière de dotation, puis à apporter les modifications qui s'imposent pour atteindre les objectifs que l'Agence s'est fixés au chapitre des RH.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Recommendation 5: Clarify roles and responsibilities for appointment and appointment-related activities between Branch Management Services units and HR Branch to help ensure that sub-delegated managers have timely access to appropriate HR advice.
  Suivi du rapport de la ...  
Show textShow cached sourceOpen source URL
Grâce à la Direction générale des ressources humaines (DGRH), l'Agence s'assure que ses politiques, ses programmes et ses processus de gestion des ressources humaines (RH) sont harmonisés avec les politiques, les pratiques et les initiatives du gouvernement du Canada sur la gestion des ressources humaines et avec les plans opérationnels, les plans annuels et les rapports au Parlement de l'ASFC.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
The Agency launched the Staffing Accountability Improvement Strategy (SAIS) in April 2011. The Strategy is a "collection of related initiatives designed to support both managers and HR practitioners in delivering staffing excellence." The Strategy includes initiatives such as a new sub-delegation framework, a new staffing policy suite, a new guide for managers on staffing, and new tools and reference guides to aid managers in the staffing process.
  Suivi du rapport de la ...  
Show textShow cached sourceOpen source URL
L'Agence a grandement amélioré ses procédures pour fournir aux gestionnaires subdélégués et aux conseillers en RH les outils nécessaires pour s'acquitter de leurs responsabilités en matière de dotation.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
New sub-delegation training, developed over 2010-2011, comprises an online portion and a workshop portion. We found the training program to be thorough in providing information to prepare managers for their role in conducting sub-delegated staffing. The Agency is also implementing mandatory refresher training that sub-delegated managers will be required to take every two years.
  Suivi du rapport de la ...  
Show textShow cached sourceOpen source URL
Nous avons remarqué que, bien que les régions et les directions générales aient été avisées de n'envoyer que les dossiers de niveau moyen et élevé pour surveillance, elles ont joint au groupe certains dossiers à faible risque qui ont fait l'objet d'un contrôle. La direction des RH a indiqué que les dossiers à faible risque ne feront plus l'objet d'un contrôle.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Under the current system, a sample of job advertisements and notifications of proposed appointments are being monitored. We found that the monitoring team was not keeping records of which ones had been reviewed, except for those requiring corrective action. Therefore, it was difficult to determine if an advertisement or a notification that was flawed had never been reviewed, or had been, but the flaws had gone unnoticed.
  Suivi du rapport de la ...  
Show textShow cached sourceOpen source URL
Les entrevues avec les conseillers en RH et le personnel des SAIDG indiquent que les deux parties comprennent clairement leurs rôles et responsabilités respectifs par rapport aux activités de dotation.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
We acknowledge the initiative taken by some of the IBBS units in producing guides for their clients on staffing documentation requirements. However, due to the independence of the various units, these guides are not shared with the other units. This lack of communication among the units leads to inefficiencies in terms of duplication of work. Moreover, we found that some of the IBBS guides that we looked at contained outdated and incorrect staffing information. This poses a risk that managers could be misinformed about the documentation they need to prepare for a staffing action.
  Suivi du rapport de la ...  
Show textShow cached sourceOpen source URL
Les entrevues avec les conseillers en RH et le personnel des SAIDG indiquent que les deux parties comprennent clairement leurs rôles et responsabilités respectifs par rapport aux activités de dotation.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
We acknowledge the initiative taken by some of the IBBS units in producing guides for their clients on staffing documentation requirements. However, due to the independence of the various units, these guides are not shared with the other units. This lack of communication among the units leads to inefficiencies in terms of duplication of work. Moreover, we found that some of the IBBS guides that we looked at contained outdated and incorrect staffing information. This poses a risk that managers could be misinformed about the documentation they need to prepare for a staffing action.
  Suivi du rapport de la ...  
Show textShow cached sourceOpen source URL
Un examen d'assurance de la qualité est important pour assurer que la surveillance se déroule conformément à l'objectif, que la rétroaction fournie aux conseillers en RH est adéquate et que tous les agents de surveillance ont suivi une méthodologie cohérente.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
To further test the effectiveness of monitoring in the CBSA, we reviewed a sample of files that the monitoring team had recently monitored. If the monitoring exercise covered all the required elements of the PSC Compliance Audit Program, and the monitoring team reached the same conclusions as did the internal audit team as to whether or not the files complied with relevant requirements, then we would determine that the monitoring done was sufficiently effective to be relied on.
  Vérification des contrô...  
Show textShow cached sourceOpen source URL
Une fonction de resources humaines (RH) se trouve dans les huit régions de l'ASFC et à l'AC, dont une partie de la responsabilité consiste à donner aux employés dans les régions et à l'AC des conseils et une orientation sur la rémunération et les avantages sociaux, de même qu'à traiter de divers documents sur les droits à la rémunération et aux congés sur les avantages sociaux dans les SAE et le SRP.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
No internal audit on payroll controls had been conducted within CBSA since its creation in 2003. Canada Revenue Agency (CRA) conducted an internal audit on their Compensation Management in October 2008 and found that the majority of key management and processing controls were in place. However, their audit tests showed that a large percentage of pay actions had not been processed in a timely manner, with the most significant contributing factor being late paperwork submitted by the managers. The audit concluded that processing standards needed to be developed to assist in measuring performance, as the monitoring measures currently in place did not give a complete picture of compensation activities. It should be noted that like CRA, CBSA utilizes CAS to process employee pay and benefit related actions.
  Suivi du rapport de la ...  
Show textShow cached sourceOpen source URL
L'Agence a établi le premier Plan de gestion des ressources humaines (PGRH) triennal pour les exercices 2009-2012 et celui-ci a été publié sur le site intranet (Atlas) en juin 2010. Toutes les régions et les directions générales ont préparé des plans des RH pour l'exercice 2009-2010.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
More recent documents indicated that the Human Resources Branch has made changes to the HR planning process in the Agency that, once implemented, will significantly improve the process. Guidance and tools were provided to all the regions and branches so that, during June and July of 2011, each of them was able to develop Tactical Staffing Plans for fiscal 2011-2012. These plans included information such as the types of staffing planned and the timing for these staffing actions, official language and employment equity considerations, financial and accommodation issues, etc.
  Vérification des contrô...  
Show textShow cached sourceOpen source URL
L'examen exigera une participation à forte main d'ouvre et nécessitera un appui d'autres secteurs de l'Agence, dont les Relations de travail au niveau corporatif, la Direction générale de l'informatique (DGI) et des SAE à l'ARC, la RGT, les surintendants régionaux et les responsables des systèmes des Ressources humaines (RH) à l'ASFC, avant même d'aboutir à une version finale pour approbation.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain
Request an updated cost estimate from the CRA ITB-CAS on the implementation of an automated timesheet validation system for the 24 hour operation that is required at CBSA. CAS presently has automation for all non VSSA employees. The costing of this solution may be extensive. Work had commenced by HR Systems under "Shift Planning" but was suspended due to budget pressures.
1 2 3 4 5 6 7 8 9 Arrow