The OPS Talent Management Program

Talent Management A key priority of the 2008-2011 OPS HR Plan

What is Talent Management in the Ontario Public Service? An annual process to identify, assess, and develop talent in order to ensure that capacity for all key positions continues to be available and developed People & Positions

Why Talent Management for the OPS? Achieve business objectives by ensuring that OPS talent is in the right place, at the right time Address workforce/skill shortages due to retirement pressures Engage OPS leaders to develop OPS leaders of the future Encourage effective performance management and employee engagement through authentic conversations between employees and their managers on performance, competencies, development needs and career aspirations Determine leadership development and learning priorities of the organization Support the modernization of government in making the OPS an ‘Employer of First Choice’

The OPS Talent Management Program

Three Integrated Modules The TM Online System Work experience Education and learning Functional work experience Career interests and aspirations Mobility/willingness to relocate Willingness to move to new or more complex role Readiness assessment against Leader-Manager competencies and two Personal Attributes Learning and development strategies Successor Identification Performance plan and review Learning plan Performance improvement plan (for employees rated as “Requires Significant Performance Management”) Pay-for-Performance Online Three Integrated Modules

How are employees assessed? The Performance Rating is determined based on the performance plan

Assessing Readiness An employee’s readiness to move to higher or more complex role is assessed using the OPS Leader-Manager Competencies and Personal Attributes. The employee is assigned a readiness rating based on how they have demonstrated these competencies and personal attributes in their current or past roles.

It’s really all about authentic conversations… Performance and Talent Conversation #2: Approved performance rating Assessment of Leader- Manager Competencies & Personal Attributes Career interests Learning & development Performance and Talent Conversation #1: End-of-Term performance review Performance planning for next cycle Learning plan Performance and Talent Conversation #3: Mid-term performance review Approved Talent Map Placement Additional learning strategies