Recruitment and Development at Statistics Canada Connie Graziadei Director General Human Resources Branch Workshop of Human Resources Management and Training

Recruitment and Development at Statistics Canada

Connie GraziadeiDirector General

Human Resources Branch

Workshop of Human Resources Management and TrainingGeneva, Switzerland

September 2010

Statistics Canada • Statistique Canada2

Presentation Overview

Government of Canada Context

Human Resource Management at Statistics Canada

Recruitment and Development Program

Success factors, lessons learned and achievements


Canada’s National Statistical Agency

Government of Canada Agency

Agency reports to Parliament through the Minister responsible for Statistics Canada

Hub of the nation’s statistical system; legislative governance is the Statistics Act

Agency head is the Chief Statistician of Canada


Workforce Composition

Executive 100

Economists, Social Scientists 2400

Mathematicians/Statisticians 350

Computer Systems 1000

Administrative/Secretarial 1150

Clerical 1050

Total 6050

Interviewers 1750


Four Pillars of Statistics Canada’s Human Resources Strategy

The Career Public Servant

Adapting to Change

Continuous Learning and Development Professional

Recruitment

Career Broadening Positive Work Environment



Recruitment and Development Programs have officially been in place since 1988.

Program is focused on three elements: Outreach

Corporate Learning

Career Development



Outreach

Annual university recruitment campaigns result in hiring of new employees in core occupational groups

Public Service job fairs

Student employment - provides university students with work experience through a “co-op” program and summer work experience program

Students with substantial work experience meeting established criteria can be “bridged” to full-time employment



Corporate Learning Corporate Learning and Development Policy

Personal Learning Plans

Core training curriculum is mandatory: Social data process and concepts (Survey Skills Development Course)

Economic data process and concepts (Business and Economic Statistics Training)

Analytical skills (Data Interpretation Workshop)

Additional training: Language Training

Communications and Client Relations

Statistical Training – for analysis methods and techniques

Professional development: Conferences / workshops



Career Development

Two years in duration, program combines work experience with formal training

2 or 3 rotational assignments to gain corporate perspective

Recruits then “graduate” to a regular position once program is completed

Mentoring

Networking Statistics Canada Young Professional Network

StatCan Wiki


Profile of Current Recruits

205 recruits (CS 48, EC 125 and MA 32); Average age 32 years (CS 33, EC 31, MA 28) 37% of recruits are women;

Age Profile of Current Recruits(EC, MA, and CS as of June 30, 2010)

0%

10%

20%

30%

40%

50%

60%

< 25 25 - 29 30 - 34 35 - 39 40 - 44 > 44

Em

plo

ye

es

in

ag

e b

an

d

EC Total MA Total CS Total RDP Total


Recruitment Program Performance Indicators

2,150 recruits between 1996 and 2010 (700 CS; 1150 EC; 300 MA) 74% of these recruits are still working for Statistics Canada; Over 40% of current core workforce has been through a recruitment

program

Recruitment and Development Program Intake

0

50

100

150

200

250

300

350

1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010

EC Recruits (SI) EC Recruits (ES) MA Recruits CS Recruits RDP Total Intake


Success Factors

Corporate Approach

Senior Management Commitment

Line Management Responsibility and Accountability

Integration of HR and Business Planning

Workforce Analysis and Planning

Performance Management

Measuring outcomes


Lessons Learned

Reduced hiring in 1993-1996 and 2003-2006 due to fiscal restraints resulted in pent-up demand and subsequent hiring bulges.

Initial recruit rotations were too short for recruit development and appropriate evaluation.

Corporate “ownership” of recruits vs local “ownership”.


Achievements

Recruitment and development program has sustained the organisation’s capability,

Increased organisational adaptability

High retention as a result of “cradle to grave” approach

Consistent higher employee satisfaction amongst federal departments based on several Public Service Employee Surveys

Recipient of many prestigious awards: Canada’s Top 100 Employers 2010

Canada’s Best Diversity Employers 2010

Canada’s Top 25 Family-Friendly Employers 2010


Human Resources Management at Statistics Canada

For more information please contact

Connie Graziadei

[email protected]

mailto:[email protected]

mailto:[email protected]

Documents

Recruitment and Development at Statistics Canada Connie Graziadei Director General Human Resources Branch Workshop of Human Resources Management and Training