Ace Employer Tips Li Mar 2010

ABORIGINAL CENTRE OF EXCELLENCE:

LinkedIn VersionMarch 11, 2010

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Agenda

• Role of ACE

• Employer preparation/Employee development

• Strategy Development

• Bias Free Recruitment

• Retention

• Employee Development

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Role of ACE

• The role of ACE is to provide key support to the PSC in the area of Aboriginal recruitment

• This is accomplished by sharing expertise, research and providing functional guidance

• ACE is a national program and is a hub for research and expertise in the area of Aboriginal recruitment

Unofficial logo of ACE

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Employer Preparation

Bias-Free Recruitment

Strategy Development

Employee Development

Retention

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Orientation/ On-Boarding

Recruitment/ Appointment

Keeping Motivated

Career Development

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Parallel Processes

Orientation/ On-Boarding Bias-Free

Recruitment


Keeping Motivated

Career Development


Retention


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1. Strategy Development

• Why a strategy?

• Cluff Lake, SK – drive without a roadmap?

• Reasons for a strategy:– Focus

– Clarity

– Resources

– Progress

• Resource: SAHO RW Guide– www.saho.org Services Representative Workforce

Program

• Resource: AWPI Employment Strategy Guide– http://www.ainc-inac.gc.ca/emp/ae/awp/etk/index-eng.asp

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Components to a Strategy

Establish TeamEstablish Team

AssessAssess

SupportSupport

PlanPlan

ImplementImplement

CommitCommit

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• Commitment– Management and leadership

• Support

• Endorsement

– Business Case• Government priorities

• Demographics – Stats Can

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• Commitment – Business Case continued…– Social/moral rationale – inequitable employment access, EE vs. RW

– Employment Equity legislation

– Comprehensive land claims and treaties – NU, YK, etc.

– Good business sense – performance

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SupportSupport

CommitCommit PlanPlan

ImplementImplement

AssessAssess

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• Assessment– Policies

– Procedures

– Qualifications

– Current representation

– Turnover, etc.

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AssessAssessCommitCommit PlanPlan

ImplementImplement

SupportSupport

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• Supports– Stakeholders, Partners, Programs and service providers

• Aboriginal Centre of Excellence

• Aboriginal Human Resource Development Agreement holders

• Aboriginal Human Resource Council

• Friendship Centres

• Communities

• Aboriginal student centres

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CommitCommit

SupportSupport

AssessAssess PlanPlan

ImplementImplement

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• Planning– Goals, SMART objectives

– Indicators, metrics

– Progress tracking

– Resourcing the plan

• Implementation– Keeping momentum

– Ensuring continued support

• Evaluation and Improvement– Assessing where things are at

– Revamping the plan and cycling through again

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Keeping Motivated

Career Development


Retention



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2. Bias Free Recruitment

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Bias Free Recruitment

• Assessment Board– Representation

– Training

• Merit Criteria– Minimums

– Additional criteria

• Posting and Advertising– Jargon

– Acronyms

– Language

– Distribution and market penetration

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Sample Jargon• Actionable

• Assessment

• Attract

• Bandwidth

• Benchmark

• Best practices

• Bottle neck

• Champion

• Change

• Coach

• Compensation actions

• Competitive advantage

• Conflict resolution

• Constraints

• Core competencies

• Core values

• Cracker jack

• Critical thinker

• Cutting edge practices

• Dashboard

• Deliver

• Deliverables

• Diagnosis

• Dialogue

• Downsize

• Emerge

• Enhance

• Enterprise

• Even playing field

• Evolve

• Execute

• Excellence

• Facilitate

• Flavour of the month

• Fire fighter

• Forge

• Game theory

• Gatekeeper

• Generate

• Geographically dispersed

• Golden handshake

• Grow

• Headhunter

• Highlight

• Implement

• Income pressures

• Individual contributor

• Integrate

• Leadership

• Learning experience

• Leverage

• Manage

• Mastery

• Matrix organization

• Metrics Milestones

• Momentum

• Moving target

• Outcomes

• Partnership

• Positive Momentum

• Practical application

• Process

• Silo

• Synergy

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Sample Acronyms• AAFC

• AAPCI

• ABE

• ACIS

• AEXDP

• AGMET

• CANARIE

• CASE

• CBSCS

• ERAP

• FDMS

• FINTRAC

• FTAA

• GEDIS

• GTIS

• HACCP

• HRDC

• IHAC

• LIMS

• NAAEC

• NAICS

• NEXPRO

• NOC

• OAS

• PCO

• PMO

• PWGSC

• PLRP

• OSFI

• NSS

• NCR

• MTP

• RAN

• RRAP

• RRIF

• RRSP

• RSC

• SARA

• SARC

• SBLA

• SBPS

• SC

• SCC

• SDDS

• SIMA

• SIN

• SITT

• SPEC

• SSHRC

• StatsCan

• SWC

• TAGS

• TCCCS

• TIP

• TIPS

• TTAI

• UCCB

• EI

• WD

• WGTA

• WIN

• YEA

• YCJA

• YOA

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• Applications– Submission methods

– Bias considerations in reviewing applications• Names

• Educational institutions

• Geography

• Commonalities

• Application style vs. content

• Testing– Content or design

– Application of test

– Situational or incidental factors

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• Interviewing– Response styles

• Self-promotion

• Silence

• Directness

• Minimal answer

– Language styles• Stress/Intonation

• Vocabulary

– Non-verbal Differences• Eye Contact

• Hand and head shakes

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• Interviewing continued…– Bias Pitfalls

• Stereotyping

• Similarity

• Intuition

• Misunderstandings/misinterpretations

• Reference Checking– Same considerations apply to referees as applicants

• Right Fit Selection / Appointment– Review all tips and considerations

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Keeping Motivated

Career Development




Retention

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3. Retention

• Managing Cultural Diversity– The members of each culture or group is as diverse as the diversity of the world

– Manage the individual – personal culture vs. group culture

• Cultural Awareness• Cross-cultural – both ways

• Orientation / Next Generation• Orientation package / plan

• Detailed file summaries and tips

• One-on-ones– Regular short meetings

– Get to know individual employees

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Keeping Motivated

Career Development

Retention




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4. Employee Development

• Feedback– Knowing the employees

– Culture and values

– Recognition

• Development opportunities– Special projects

– Presentations, lunch & learns, committees, volunteers opportunities

• Development programs

• Training – E-courses, CSPS, etc.

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Questions?

• Contact Information:

Ken Sanderson

Senior Project Lead

Aboriginal Centre of Excellence

1st Floor, 320 Donald Street

Winnipeg, MB R3B 2H3

Phone: (204) 984-0234

Email: [email protected]