Audit of Atlantic Region Governance

Appendix E: Management action plan

Recommendation	Action Plan	Responsibility	Target Date
1. The Atlantic RDG should develop operational plans to support the Region’s business plan, which should be reviewed at appropriate intervals.	The Region agrees that local operational plans would be useful in supporting the Region’s business plan. We have begun the process to develop such plans and have requested a few local operational plans from colleagues in other domestic regions. We will use the structure and substance of those plans in the developing local plans in our region. We will continue to consult with colleagues, including those at headquarters, as we develop these plans. Local operational plans will be developed during the next planning cycle.	RDG, Operations	April 1, 2011
2. The Atlantic RDG should develop a more robust framework to promote and reinforce values and ethics locally.	1. Make values and ethics a permanent item on the ARMT agenda in order to foster communication at the management level through the leadership of our regional champion and on the AMC agenda quarterly so that we can track and record discussions and help managers discuss values and ethics with their employees 2. Ensure that a dialogue takes place between management and employees at the branch, provincial and local levels as part of their staff meetings 3. Explore the creation of an Atlantic values and ethics committee (membership would include managers and staff from various locations) 4. Explore the possibility of a facilitated session (could be done by video or teleconference) with all staff in the Region to provide updates, share information, discuss issues and encourage staff to make values and ethics an integral part of their work. These actions will be undertaken on a regular basis throughout the year.	RDG, Values and Ethics Champion	April 1, 2011
3. The Atlantic RDG should develop an HR plan, including a learning strategy to support employees’ and management’s goals outlined in the Region’s business plan.	The HR manager, in consultation with the AMC, will incorporate current forecasting (i.e. staffing template), measurement (i.e. regional training template) and evaluation tools into a broader regional HR plan and will make any necessary modifications to those tools. HR planning information posted on the Intranet will be used as an initial reference, and the HR manager will consult with colleagues across the country in developing the plan. The plan will be guided by the HR Branch priorities and plan, and will support the objectives outlined in the Region’s business plan.	RDG, HR	April 1, 2011

 

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