Management Response and Action Plan (MRAP) Audit of Strategies for Recruitment and Retention in Scientific and Medical Disciplines

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Audit of Strategies for Recruitment and Retention in Scientific and Medical Disciplines

Recommendations	Management Response: Accept Accept with conditions Reject	Planned Management Action	Deliverables	Expected Completion Date	Accountability
1. It is recommended that the Assistant Deputy Minister of the Corporate Services Branch ensure that detailed departmental strategic action plans are developed that respond to both the human resources planning issues identified, and ongoing barriers to recruitment and staffing.	Accept	CSB is responsible for Departmental strategic action plans. As such, CSB commits to develop and communicate an Integrated Departmental business and HR Plan. Build a staffing/recruitment strategy to be presented to HR Council by end of May 2008 covering difficult to staff Science and Technology positions. Develop a recruitment framework based on a proactive, innovative and aggressive sourcing strategy.	Post an integrated business and HR Plan. Staffing/Recruitment Strategy for Scientific and Technology Positions. Approval of Framework by HR Council and consideration for third party delivery where feasible and necessary	March 2008 May 2008 September 2008	CSB - DG HRSD CSB - DG HRSD CSB - DG HRSD
2. It is recommended that the Assistant Deputy Minister of the Corporate Services Branch explore cost-effective alternatives to the existing Human Resources Information System that would better respond to the strategic, tracking, measurement, and monitoring and reporting needs of the organization	Accept	CSB acknowledges that the existing HR Advantage System is deficient. Health Canada is investigating the move to a new human resources management system eg, People Soft	Options for a new human resource management system Implementation Strategy	October 2008 June 2009	CSB - DG HRSD
3. It is recommended that the Assistant Deputy Minister of the Corporate Services Branch promote: targeted marketing strategies; the use of collective staffing; and an increased emphasis on indeterminate hiring where appropriate.	Accept	Develop a targeted marketing strategy for recruitment of scientific and medical disciplines Continue to engage SMB in University Recruitment Initiatives. Develop a recruitment framework based on a proactive, innovative and aggressive sourcing strategy Monitor and evaluate the outcomes of collective staffing initiatives, and promote the use of this strategy in occupational groups where it would be effective.	Approval of Framework by HR Council and consideration for third party delivery where feasible and necessary. Launch collective staffing initiatives for PM, BI, CH, ES.	September 2008 March 2009	CSB - DG HRSD CSB - DG HRSD
4. It is recommended that the Assistant Deputy Minister of the Corporate Services Branch continue to improve and promote: the use of exit interviews by management and employees; and the collection and analysis of exit interview information.	Accept	Review the effectiveness of the exit interview program and make recommendations on required changes. Implement strategic measures of employee engagement and satisfaction as leading indicators of retention.	Report on recommendations for changes to the exit interview program. Participate in the 2008 Public Service Employee Survey as an indicator of organizational health and employee departure risks. Implement enhanced measures of employee satisfaction and engagement.	July 2008 July 2008 July 2008	July 2008 July 2008 July 2008