The OPS Talent Management Program

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

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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

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The OPS Talent Management Program
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The TM Online System

• 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

• Work experience
• Education and learning
• Functional work experience
• Career interests and aspirations
• Mobility/willingness to relocate

Three Integrated Modules
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How are employees assessed?
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Assessing Readiness

• An employees 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.

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Its 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