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Line 1: − <!--START CONTENT DIV--> <div style="width:60%;float:left;">+ − =Faro Mine Remediation Project News=+ − + − ===Care and Maintenance Updates:===+ − CIRNAC and their care and maintenance constructor, Parsons, have continued to manage site access, safety and water management and at the Faro Mine Complex (FMC) in 2019. Water treatment and discharge to the environment continues and water elevations have been reduced by more than 2.2 m in Faro pit, and more than 1.6 m in Vangorda pit year to date and are on track to meet treatment targets for the year. + + + − + − Faro Pit. Photo courtesy of Rick Massie, CIRNAC.+ − + + − Faro IWTS, Photo Courtesy of Rick Massie, CIRNAC+ + − + − Vangorda Booster, Photo Courtesy Parsons+ + + + + − There are also a number of care and maintenance projects that will improve site water management and treatment at the FMC. The key ones that are under way include:+ + + + − + + + + − An additional water treatment process step is being added to the IWTS. This will involve adjusting the pH of treated water through acid addition to reduce potential impacts of ammonia on the receiving environment. The treatment system components are on site and are in the final stages of assembly. It is expected to be operational later in July 2019.+ + − + − New Tank for pH adjustment for the IWTS. Photo courtesy of Rick Massie, CIRNAC.+ − ===New (Additional) Water Treatment Plant for Cross Valley Pond===+ + − + + − Temporary power has been brought to the pad to support the construction phase of the project prior to connection of the permanent feed planned to be constructed in September. The mechanical subcontractor will begin rigging and installing the mechanical equipment during the week of July 15th, and the electrical subcontractor will install plant electrical, instrumentation and controls equipment beginning mid-August. CVP TP construction is estimated to be completed by September 27th and will be winterized following testing for startup in April 2020.+ + − + − Photo of new CVPTP Pad − ===Emergency Tailings Area – Water Capture and Piping to the Intermediate Pond===+ − A new water collection feature has been installed in the area of the former Emergency Tailings Area (ETA). The capture system was designed and installed by Parsons in July 2019. This captures water at the ETA and sends it by pipe directly to the Intermediate Pond and then to the water treatment plant for treatment prior to discharge.+ − + − New ETA Capture system. Photo courtesy of Parsons+ + − ===Urgent Works Updates:===+ − CIRNAC, and their Interim Construction Manager (ICM), Parsons Inc. are carrying out Urgent Works projects. + − ===North Fork of Rose Creek=== − The intent of the NFRC project is to relocate the channel conveying clean water of the North Fork of Rose Creek to remove it from and potential contaminated contact water seeping from the Faro waste rock piles. The design was completed by BGC Engineering for CIRNAC, and is being implemented by the ICM and their contractors who are selected through competitive processes. The first step of the project was the completion of the construction diversion channel which was completed by Pelly Construction over the winter of 2019, and was finished in early May 2019. An aerial UAV photo of the completed first phase of the project is below.+ − − This overall work package 1 included construction of haul roads, a 1.2 km diversion channel, some storm water management features and an outwash pond. − − − UAV aerial photo of NFRC construction diversion channel. May 2019. Photo courtesy of Parsons. − − − Parsons Inc., has awarded a new contract for the North Fork Rose Creek realignment project to the Yukon company Pelly Construction Ltd. Valued at $44.4 million, this next phase of the project will realign the north fork of Rose Creek away from the contaminated areas of the site to keep the creek water clean. This work will include the construction of a new 1.9 km water channel (excavating, blasting, liners, aggregate production and placement), road construction, haul roads excavation, dam construction, multi-plate culvert, water management and other related works. − − Pelly Construction is partnering with Dena Nezziddi Development Corporation, owned by Ross River Dena Council, to complete this project. Pelly will also be working with Yukon College to bring the college’s heavy equipment simulator to Ross River to provide training opportunities. It is estimated that Pelly will be employing approximately 70 people on this project over the next year. − − − ===Elders Tour:=== − − On June 11, 2019 CIRNAC’s Care and Maintenance Contractor, Parsons hosted the Ross River Dena Council (RRDC) Elders Visit at the Faro Mine Complex (FMC). A group of 22 RRDC citizens including Chief Jack Caesar, some councilors, and Elders visited FMC for a sharing of stories and a discussion of past and present events at Faro Mine. A group tour of the Faro side was carried out. The group visited the Faro Pit viewpoint, the recently completed North Fork of Rose Creek construction diversion channel, the Interim Water Treatment Plant, and the X13 water recovery project. Parsons then served a BBQ lunch onsite and the tour group departed for Ross River. − − − − RRDC Elders Tour – IWTS Control Room, Photo Courtesy Parsons − − − Faro Elders tour – X13 Area. Photo courtesy Parsons. − − ===Faro 50 Tour:=== − − The Town of Faro recently celebrated their 50th anniversary. As part of the 50th anniversary, tours of the Faro Mine Complex were provided to the public. These were facilitated by Parsons on behalf of CIRNAC. In total, 122 visitors toured the FMC between July 2nd and 6th. The toured followed the water management on the site, and the tour guides explained diversions of fresh water and the contact water capture and treatment. The new North Fork Rose Creek Diversion, Faro Pit, Rose Creek Tailings area were all visited. − − − − <!--END CONTENT DIV--> − </div> − − <!--START RHM DIV--> − <div class="farorhm" style="width:35%;float:right;padding:2%;"> − {{FARONEWSLETTERRHM}} − <!--END RHM DIV--> − </div> − − − − − − − − − − __NOTOC__ <!--{{TOCright}}--> {{Imgresize}} {{Farocss}} {{#css: − .faroimg { − max-width:100%; − height:auto; − } − .faroimgl { − max-width:100%; − height:auto; − float:left; − } − .faroimgr { − max-width:100%; − height:auto; − float:right; − margin-bottom:2%; − } − #content h3 { − font-size: 16px; − font-family: Calibri Light, sans-serif; − font-color: Navy; − } − pre { − background-color: white; − border-color: 0px; − border-width: 0 0 0 0px; − font-family: Calibri, sans-serif; − } −
User:Rick.massie1/sandbox (view source)
Revision as of 15:51, 14 January 2022
, 15:51, 14 January 2022no edit summary
=What is NextGen HR and Pay?=
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==Fall 2018 News==
==Welcome to the Next Generation HR & Pay Wiki!==
This site serves as a repository for NextGen documents. The NextGen Team has committed to working in the open by sharing documents as they’re being created. While work continues to advance on the NextGen initiative, new documents will be posted here.
==What is NextGen HR and Pay? ==
The Next Generation Human Resources and Pay (NextGen HR and Pay) initiative at Shared Services Canada (SSC) is testing human resources (HR) and pay systems to replace 34 HR systems across government and the current pay system.
This high-profile initiative will produce options and recommendations for a future enterprise-wide NextGen HR and Pay system for the Government of Canada.
==The Future of HR and Pay in the Government of Canada==
The Next Generation HR and Pay initiative is working towards aligning the Government of Canada’s HR and Pay processes and systems with industry best practices. These practices are being identified by looking at organizations (governments, businesses, industry) that are recognized for their success in this field.
Through pilot projects with select federal departments, Next Generation HR and Pay is testing some of the best practices identified to determine what changes need to be made to our own processes and systems, in order to align with proven methods.
This work includes:
*Finding the software solution that can do everything the federal public service needs - now, and into the future; and
*identifying changes in federal public service processes, policies, directives and collective agreements so that our HR and Pay business can fit into the framework of the powerful HR and Pay software solutions that are currently available.
==Our mandate==
*Test the proposed solution against the complexities of the Government of Canada’s HR and pay requirements.
*Prove there is a viable solution to solve the defined business problem.
*Seek clarity of business process redesign, change management activities and training required to adopt a new solution.
*Test viable working relationships with vendor(s).
At the end of this initiative, a software program and funding recommendation will be presented to the Treasury Board of Canada that will include a path forward to replace existing HR and pay systems within the current operating context of the Government of Canada.
==Next Generation HR and Pay’s Vision==
*Government of Canada employees need to be paid accurately and on time. In creating a solution, NextGen will adopt an iterative approach with key stakeholders, GC experts and their future vendor to solve this business problem starting with a pilot.
*NextGen’s vision ties to the overarching vision to deliver a modern end to end HR and Pay solution that addresses the business problem and enables Canada to be an employer of choice.
Dashboard (To be published at a later date)
===Additional Treatment at the Interim Water Treatment System (IWTS)===
==Timelines==
In early 2018, a Next Generation Human Resources and Pay team (NextGen HR and Pay) was established at the Treasury Board of Canada Secretariat (TBS) to explore a future HR and pay solution for the Government of Canada. The HR and pay solution will be a digital solution that is mobile and accessible and will be built on the foundation of users’ needs and modern people management processes.
The NextGen team was transferred from TBS to Shared Services Canada (SSC) on April 1, 2020. The Office of the Chief Human Resources Officer (OCHRO) at TBS remains the HR and pay policy owner as well as the lead on other GC HR transformation initiatives.
For more information, see the [https://www.canada.ca/en/shared-services/corporate/next-generation-human-resources-pay-system/next-generation-human-resources-pay-system-public-service-timeline.html full project timeline and milestones] completed so far.
===First NextGen Exploratory Phase with Canadian Heritage===
In October 2020 the NextGen team began work with Canadian Heritage on the first exploratory phase of this project. Learnings and results from this exploratory phase will help inform and define the way forward.
As this is an iterative process where each step will inform the next, the exact dates for the future phases have yet not been determined. The exploratory phase is expected to last approximately six months, however, this timeframe could be shortened or lengthened depending on the findings. In this phase, the NextGen team will develop work products such as a business case, privacy impact assessment, change management and other planning considerations.
This approach reflects the government’s key digital principles — such as being open and iterative — based on modern best practices and lessons learned. The government is taking the time required to deliver a new system will work with the complexities of government human resources and pay. The NextGen team will continue to communicate openly on the status of this initiative and to engage regularly with employees and other stakeholders.
The exploratory phase will not affect employee’s pay. It will occur in a controlled environment that is separate from Phoenix. Canadian Heritage employees will continue to be paid through the Phoenix pay system while testing is completed.
Canadian Heritage was selected as the first exploratory phase Department because their organization provides a good representation of the government’s human resources complexities, including multiple occupational groups, regional representation, overtime, and other considerations.
The Cross Valley Pond Water Treatment Plant (CVP TP) project began construction in May 2019. This new water treatment plant, once completed, will allow treatment of water directly from the CVP and will provide additional overall treatment capacity for water management on the Faro pit side of the FMC. The majority of the plant’s materials have been delivered to the site and a pad structure and mobile foundation system has been constructed to support the new facility (see photo below).
===Engagement Update===
Since the beginning of the exploratory phase in October 2020 the NextGen team has made progress on engagement with HR and pay stakeholders. The NextGen team has engaged with more 890 participants from 20 federal organizations in engagement activities that include workshops, working sessions and user research with HR and pay practitioners, end users, and technical experts. Leadership interviews have also been conducted with senior executives to gather their perspectives on the current and future operations of HR and pay teams. These engagement activities are providing the NextGen team with valuable information that will inform the next steps for the NextGen initiative.
===Expansion of Pilot to New Departments===
The NextGen HR and Pay initiative continues to advance. On July 27, 2021, the expansion of the pilot to additional government departments was announced by the Government of Canada. This follows the successful completion of the Exploratory Phase, which took place from October 2020 to April 2021.
Canadian Heritage was selected for the first pilot because the organization provides a modest representation of the government’s human resources complexities. Work will continue with Canadian Heritage.
To better understand the complexities of the human resources and pay systems in other federal departments, the pilot is now being expanded to test with the Department of Fisheries and Oceans and the Canadian Coast Guard. Testing will take place in a controlled environment.
The pilot will also include Canada Economic Development for Quebec Regions (CED-Q) to ensure an effective user experience in French and confirm a product that works effectively in both official languages.
The pilot with CED-Q also allows the NextGen HR and Pay team to confirm that small and regional government organizations with headquarters outside of the National Capital Region will be served equally by the proposed software.
Throughout the Exploratory Phase, more than 890 participants from 20 federal organizations took part in engagement forums including 38 workshops and 90 working sessions. In total, there were more than 180 hours of workshops, 170 hours of working and follow-up sessions, and 2,400 workshop people hours. Learnings and results from the Exploratory Phase will continue to inform and define the way forward.
The NextGen HR and Pay team continues to engage with employees and HR advisors who use the system, as well as with bargaining agents, in the development of a user-centric HR and Pay solution. Extensive consultation will continue throughout this initiative.
Using an agile and iterative approach, the NextGen HR and Pay team remains committed to taking the necessary time to let each step in the process inform the next.
For more information on the NextGen initiative, please visit our [https://www.canada.ca/en/shared-services/corporate/next-generation-human-resources-pay-system.html website] to follow our progress and share your feedback!
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