The Departmental Talent Management Program provides employees in Pay Band 5 to 7 and equivalents with opportunities to further develop their middle manager core competencies and/or their executive leadership competencies within their department.
It responds to the need for identifying new and emerging talent within the department and training employees so they are ready to take on increased responsibility as the need may arise.
The authority for appointment lies with the Deputy Head upon the recommendation of the departmental Talent Management Committee (TMC). Deputy Heads cannot delegate appointments under this program to Assistant Deputy Ministers.
A Talent Management Committee (TMC) must be formed in order for the Deputy Head to receive delegated authority from the Deputy Minister of the Office of Human Resources to make appointments without competition under the Departmental Talent Management Program.
The purpose of the Program is to facilitate the pro-active planning and development of employees and provide accelerated leadership development for employees who have demonstrated the desire, commitment, and potential for advancing to leadership positions.
All permanent employees currently in Pay Band 5 to 7 and equivalents who have completed their Learning and Development Plan. (Bargaining employees can only be appointed to non-bargaining positions and non-bargaining employees can only be appointed to non-bargaining positions.)
The Departmental Talent Management Program seeks to
The following leadership training is suggested to further enhance leadership potential
The departmental TMC is comprised of all departmental ADMs, along with the Director of Human Resources, and other members as deemed appropriate by the committee.
The role of the TMC is to identify departmental developmental opportunities and make recommendations on the assignment of talent. Assessment of candidate readiness, performance and development, and matching employees against the three categories of opportunities are factors to consider (see Chapter 3 for more information). The recommendations are forwarded to the Deputy Head and are based on approved Learning and Development Plans.
A Learning and Development Plan identifies career goals, areas of development as they relate to leadership and/or behavioural competencies, and associated actions to assist employees in achieving their goals.
Employees must create their Learning and Development Plan in collaboration with their immediate supervisor.
These plans assist the TMC in
An employee who is currently in Pay Band 5-7 and equivalents can be offered a developmental opportunity or can be appointed to a vacant position provided the following steps are met
| Step | Action |
|---|---|
| 1. | All developmental opportunities must be vetted through the TMC. |
| 2. | The TMC reviews the opportunity and makes a unanimous recommendation to the Deputy Head. The employee must possess the requisite skills, training, competencies, knowledge and abilities to perform the job. Although the TMC is making a unanimous recommendation to the Deputy Head, the details on the talent pool in which the employee was selected must be identified. |
| 3. | The Deputy Head reviews the recommendation and makes a determination on authorizing the appointment. The Department must ensure full compliance with the policy. Note: If the opportunity is of a permanent nature, the employee must be appointed to a properly classified vacant position on the department’s plan of establishment. |
| 4. | Interviews may be scheduled with the top candidates if deemed necessary by TMC and the Deputy Head. |
| 5. | The department must complete the Appointment and Commencement Authorization form (see Appendix T) demonstrating how the employee has the qualifications, skills and abilities to meet job requirements and how the appointment qualifies as an exception to the competitive process. In situations where the appointment is made in support of knowledge transfer and that the employee will be appointed against the same position number as an existing employee, the department must submit a Human Resource Transaction (HRT) form to notify the HRIS section of the Office of Human Resources that a position overrun is required. |
| 6. | The Deputy Head of the department prepares the letter of offer (see Appendix O) pursuant to Section 16 of the Civil Service Act. |