Recruitment and Development at Statistics Canada Connie Graziadei Director General Human Resources Branch Workshop of Human Resources Management and Training Geneva, Switzerland September 2010

Statistics Canada Statistique Canada 2 Presentation Overview  Government of Canada Context  Human Resource Management at Statistics Canada  Recruitment and Development Program  Success factors, lessons learned and achievements

Statistics Canada Statistique Canada 3 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

Statistics Canada Statistique Canada 4 Workforce Composition Executive 100 Economists, Social Scientists 2400 Mathematicians/Statisticians 350 Computer Systems 1000 Administrative/Secretarial 1150 Clerical 1050 Total 6050 Interviewers 1750

Statistics Canada Statistique Canada 5 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

Statistics Canada Statistique Canada 6 Recruitment and Development Program  Recruitment and Development Programs have officially been in place since  Program is focused on three elements :  Outreach  Corporate Learning  Career Development

Statistics Canada Statistique Canada 7 Recruitment and Development Program 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

Statistics Canada Statistique Canada 8 Recruitment and Development Program 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

Statistics Canada Statistique Canada 9 Recruitment and Development Program 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

Statistics Canada Statistique Canada 10 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 ;

Statistics Canada Statistique Canada 11 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

Statistics Canada Statistique Canada 12 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

Statistics Canada Statistique Canada 13 Lessons Learned  Reduced hiring in and 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”.

Statistics Canada Statistique Canada 14 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

Statistics Canada Statistique Canada 15 Human Resources Management at Statistics Canada For more information please contact Connie Graziadei