Tag Archives: HR

Deconstructing the disaster that is Phoenix

PolyWogg.ca
November 19 2017

It would seem, almost without saying, that if you work for an organization, you should get paid promptly and properly. In international organizations, there is a refrain that is heard for paying of dues — in full, on time, and without reservation. The only time that people should be having problems getting paid is if there is a glitch in paperwork or computers, or maybe when they’re first starting (longer lead time), or perhaps if the company is having cash-flow problems. None of them are acceptable, but the reasons make sense.

On the surface, an organization like the federal government with more than 250K workers should expect at any one time, perhaps an issue rate of 1-3%. Particularly when the people have been working for the organization for a while, most are on salary rather than shifts and hourly totals that change (i.e. requiring the submission of detailed timesheets), and nothing has changed. So when people see the disaster that is Phoenix, it’s hard to fathom “what went wrong?” other than complete incompetence, even if the numbers are not as bad as they first appear.

Initial context

While lots of people erroneously point to the old system as “working just fine”, the government had a problem.… Read the rest

HR and switching classifications

PolyWogg.ca
October 9 2016

In my presentations about competing for public sector jobs, one thing I talk about is the idea of landing the “dream job” even though it is way out of your current classification. That doesn’t mean you’re not qualified, it just means that it’ll be a challenge. Here’s an example:

  • You work in administration at Health Canada (AS-02);
  • Your dream job in agriculture comes up at the Canadian Food Inspection Agency, and it’s one level higher (AG-03).

Now maybe you have enough experience to apply, etc. Here’s the challenge (think of it like figure skating, gymnastics or diving):

  • Switching departments usually is about half- to one-degree of difficulty…there’s always at least some bias towards internal candidates because they already know the department;
  • Aiming for a promotion in level is always at least one degree of difficulty; and,
  • Switching categories is always at least one degree of difficulty and is often two degrees.

So the AS-02 trying to get an AS-03 in the same area would only be one degree of difficulty, but switching categories, increasing level and changing departments raises your challenge to four degrees of difficulty.

Does that mean you have no chance? No, it just means you need to prepare and practice a lot before trying to land it in competition.… Read the rest

HR, crazy trains and the PSLREB

PolyWogg.ca
March 7 2016

I know this will come as a complete shock to those reading my blog, but I’m a public servant. (Just kidding, everyone who reads this knows that fact, it is usually pretty clear). What also becomes clear when you talk to me about HR or my job is that I’m a public admin geek. One of my favourite textbooks of undergrad, law school, or grad school was one that wasn’t on any of my course lists, but I bought as part of my research for an essay … the book is “Public Administration in Canada” by Kenneth Kernaghan and David Siegel.

I bought my copy back in 1990, the link takes you to a 3rd edition in 1995, and it is long out-of-print. Public admin textbooks are passé, it’s all digital now, plus more about a series of articles, short monographs, chapters on policy, etc. But it was my first real public admin text and I thought it was brilliant. Unlike anything I had studied, and exactly in my wheelhouse. I still own it actually. From time to time, I think, “Maybe I’ll write my own version someday”, create a PolyWogg’s guide to public admin. Then I think of how much work it would be and decide I’m just crazy.… Read the rest

Articles I Like: US State Department culture and the need to change

PolyWogg.ca
March 9 2015

Before John Price became an active blogger/commenter/editorialist, he served as U.S. Ambassador for 3 years in Africa and is now a Resident Scholar at the University of Utah. His career has given him keen insights into the operations of the U.S. State Department and I enjoy reading some of his posts. In a recent post, Price talks about how the culture of the State Department culture needs to change. (Link expired).

Having read lots of communiques from Ambassadors in the Canadian world of foreign affairs, I know that sometimes those posted abroad don’t always “get it right”, and what might improve local operations on a temporary basis becomes unsustainable for an organization over time.

The complaint that people rotate “too soon” is a common one. You see it in lots of businesses, governments, etc. because it is better for the micro-unit of the organization if people join and never leave. Corporate memory isn’t an issue because it hasn’t left. No time spent staffing. You know what else looks great to managers? Slavery and indentured servitude.

But here’s the thing about managers. They’re paid to manage. Not manage when it’s easy, or manage just the easy things, but to actually manage. And one of those “inputs” is people.… Read the rest

Priority referrals from PSC: A new pilot project…

PolyWogg.ca
January 23 2012

It’s not that often that you see the Public Services Commission doing something innovative, but a new pilot project that starts today may qualify. And with all things HR-related, the impact may turn out to be either good or bad for employees on a referral list, depending on how the theory translates into practice.

So here’s the quick background you need to know first. When someone is declared surplus for whatever reason (relocation, program was cut, etc.), they can be put on a priority list for future jobs. Then, when any jobs come up in their region that match their skill sets, they’ll get referred to the hiring manager as a highly-possible hire. Unlike a regular applicant though where a hiring manager decides if a candidate meets the essential experience requirements and then invites them into a selection process (i.e. “screens” them in), a priority referral really IS a priority — if they meet the requirements, then the hiring manager MUST hire them. Good for the employee, they get a new job; good for the hiring manager, finding someone qualified really fast. Of course, there are lots of little tricks and tips on how a hiring manager may deem that the person does NOT meet the requirements if they want to screen them out, but in theory, if a priority candidate meets the requirements, screening them “in” basically means offering them the job.… Read the rest

Understanding “surplus” designations for federal public service…

PolyWogg.ca
January 23 2012

So, the federal Public Service is downsizing. Which means they are going to cut staff. And like all large bureaucracies, there are bureaucratic terms to understand what it means if you get “laid off”, so to speak. But wait, you say you have a letter appointing you in the first place to an indeterminate position, presumably “permanent”? Except that isn’t what “indeterminate” means. It means of “undetermined length of time”. Now, they’re telling you the real length of time. So you’re done sometime perhaps soon. Or are you?

How do you get downsized? Well you can be subject to “workforce adjustment” if the government decides to:

  • cut your position due to lack of work (i.e. they cut your job’s functions, often by cutting your program);
  • they’re moving the job somewhere else and you refused to go; or,
  • they’re implementing an alternative delivery initiative (usually contracting it out or automating, but not always).

So, you are workforce-adjusted, and you fall into one of three new status categories:

  1. “Affected” — this means you’ve got a letter that says your services MAY NOT be required…think of this as a “warning shot”. The good news is that it allows you to be put on “priority” lists within a department to allow you to apply for other jobs;
  2. “Surplus” — this means you’ve got a letter that says your services WILL NOT be required…direct hit.
… Read the rest