https://wiki.gccollab.ca/api.php?action=feedcontributions&feedformat=atom&user=Anthony.sheehan 2026-04-30T06:58:09Z User contributions MediaWiki 1.35.2 https://wiki.gccollab.ca/index.php?title=Work_with_Anthony_P._Sheehan&diff=75099 2022-07-06T17:40:29Z

<p>Anthony.sheehan: Finalized content and updated a few of the positions.</p> <hr /> <div>Le texte français est un peu plus loin :) <br /> <br /> == Why This Page? ==<br /> It’s no secret that it is becoming [https://www.hrreporter.com/focus-areas/recruitment-and-staffing/global-talent-shortage-at-15-year-high-report/356758 more and more difficult to attract and retain top talent]. The increased competitiveness of available opportunities, combined with the relative ease of talent mobility across the public service, is resulting in several vacancies across departments and agencies; and my team is no exception.<br /> <br /> I created this page to try and creatively tackle the problem and maintain an ongoing list of open positions within my team.<br /> <br /> More importantly, this page provides you with additional information on my organization, my management style and the open positions; so that you may make a more informed decisions of whether to come work with us!<br /> <br /> == Opportunities ==<br /> Below is the list of opportunities. Each opportunity is further described after the summary of the work environment. <br /> <br /> Please also note the important disclaimers and additional information below.<br /> <br /> Should any of the opportunities capture your attention, please reach out to me at [email].<br /> <br /> == Why work with us – More about myself ==<br /> After 10+ years in the private sector, including working as a producer in the video game industry (Ubisoft), I joined the public service in 2014. Ever since, I’ve been trying to bring more Agile and Design Thinking practices to the GC to deliver better services to Canadians. I published an article in 2017 on this topic, which made the [https://canadiangovernmentexecutive.ca/dig/23_04/files/assets/common/downloads/publication.pdf cover page of the Canadian Government Executive magazine]. I was appointed the Chief Digital Officer of Courts Administration Service (CAS) in July 2022. Before that, I worked as the Director General of the Transformation, Strategy &amp; Results directorate at Transport Canada. Prior to joining TC in 2019, I was the Sr. Director of Digital Delivery and one of the leaders driving the [https://www.canada.ca/en/shared-services/corporate/next-generation-human-resources-pay-system.html NextGen HR &amp; Pay innovative Agile Procurement Process]. I hold an undergraduate degree from the Université de Sherbrooke, an Exec MBA from the Telfer School of Management and try to continuously improve as a public servant and as a leader. With this goal in mind, I recently participated in the [https://www.leadershipcanada.ca/ Governor General Canadian Leadership Conference] and the [http://canadabeyond150.ca/index-en.html Canada Beyond 150 Program]. I’m also a suicide prevention volunteer and co-founded the Gatineau Ottawa Agile Tour as well as co-launched and sold the startup alagarderie.ca. Originally from Québec city, I live in Aylmer with my wife and 2 young boys.  <br /> <br /> You can find out more about me on [https://twitter.com/ForgabhAnLa Twitter] and [https://www.linkedin.com/in/anthonypsheehan/ LinkedIn].  <br /> <br /> === Leadership Style ===<br /> We have a great team! I believe that a high-performing organization is one that is made up of talented people where team members have each other’s back, trust each other and hold each other accountable – [https://www.executiveagenda.com/application/files/3215/6401/6016/fivedysfunctions.pdf pretty much what’s in here].  We have a Work Hard/Play Hard mentality which makes being part of our team fun and gratifying. That’s why we hire based on competency and potential, and also on fit and behaviors; as how you deliver results is just as important as the results themselves. <br /> <br /> <br /> <br /> I believe in self-empowered team, supported by clear decision-making. I really liked some of the concepts in [https://www.principles.com/ Ray Dalio’s book Principles], especially the concepts of radical truth and radical transparency. When you have a culture of open sharing of information and open and respectful discussions - you get to better results quicker. I also believe in a clear hierarchy of decision-making. This doesn’t mean that the most senior person is always right, not at all, but at the end of the day, they are accountable for the decision and the result and should therefore have the decision-making authority. In many cases, the leader will and should go with the team’s (and the experts’) recommendations. It’s what Ray calls “believability” – which is not the same thing as hierarchical level. I think that this model brings a good balance of empowering teams, good and trustworthy discussions and brings it all together with clear decision-making aligned to goals and vision. <br /> <br /> <br /> <br /> Our leaders also take great pride in empowering our teams and working closely with team members to support their career growth. One of the greatest testimony of our success is when one of our employees gets a promotion – of course, I prefer when it’s a promotion within our team  <br /> <br /> === Work – Life Balance ===<br /> I believe that jobs in the GC are really good jobs. They are not the best paid jobs, but they come with an opportunity to help increase the quality of life of all Canadians – that’s pretty amazing – and our salaries are paid from the taxes we collect from citizens. For me, this comes with the accountability and duty to “give it your all” and take your job very seriously. So yes, we have deadlines, I hold my team to account, I make sure their performance is in line with expectations, I tell them when they fall short, we have difficult conversations when they fall short too often and I support them with the tools and training so they can get there. I do all this because its my job and we owe it to Canadians. <br /> <br /> <br /> <br /> At the same time, I know that outcomes are more important than outputs, that tired and stressed employees are not productive, that there’s more to life than work and that ultimately, a happy, engaged and competent workforce is one that will best serve Canadians. So it’s in this interesting context that I try to find the right balance of Work hard/Play hard and yes, having the right balance – or integration – is important to me personally and professionally. <br /> <br /> <br /> === Flexible Work Arrangement ===<br /> I started my career at Ubisoft, where I was managing a team that was spread across Québec city, Montreal, San Francisco and Romania. Until joining the public service, I had always managed dispersed and asynchronous teams. I’ve grown in a culture where the results of your work are much more important than when and where you work. We try to hire the best. In return, we trust our team members to do their best and this means that they can – within applicable terms of conditions and rules – decide where and when they work, as long as it does not introduce risks and negatively impact team productivity. So aside from a few exceptions, roles in my team can be filled and performed from anywhere in Canada – where there’s good Internet connection J  <br /> <br /> <br /> <br /> == Working Environment ==<br /> <br /> === Working for the Government of Canada (GC) ===<br /> Working for the GC is rewarding and fulfilling!  See the [https://www.canada.ca/en/treasury-board-secretariat/site/proudly-serving/top-10-reasons-join-public-service.html Top 10 reasons for joining Canada’s Public Service]. <br /> <br /> === Working at Courts Administration Service (CAS) ===<br /> CAS is a great place to work! The organization plays a major role in Canada's democracy. <br /> <br /> The [https://www.cas-satj.gc.ca/en/about/mandate.shtml 4 federal courts Courts served by CAS] are superior courts of record established by Parliament for the better administration of the laws of Canada. They have jurisdiction over a wide range of matters including immigration and refugee protection, intellectual property, application of income tax and other revenue-related laws, as well as matters pertaining to aboriginal claims, environmental assessment and national security.  All of the Courts are national and bilingual with 2 courts also being bijural, adjudicating under both the Common Law and Quebec Civil Code. As independent bodies, the Courts play a vital role in Canada’s democratic process and form a big part of the [https://justice.gc.ca/eng/csj-sjc/ccs-ajc/01.html 3rd branch of government, the judiciary].<br /> <br /> <br /> Here’s a [https://www.cas-satj.gc.ca/en/about/orgchart.shtml high-level org chart] to better understand how CAS is organized.<br /> <br /> === Working within CAS' Information and Technology Services Division (ITSD) ===<br /> As the Chief Information Officer, I have the pleasure of being part of CAS' executive committee and lead the Information and Technology Services Division (ITSD). ITSD is accountable for providing the executive leadership and management direction for service and data management and modernization, the delivery of the Department’s IM/IT program as well as actively supporting CAS' departmental transformation. This includes the advancement of CAS's Court Registry Management Solution initiative aimed at improving the performance of our courts administration services and improving access to justice. ITSD's accountabilities also include the programs and governance required to meet the requirements of the [https://www.tbs-sct.canada.ca/pol/doc-eng.aspx?id=32603 Policy on Service and Digital] to ensure client service experience and government operations are improved through digital transformation approaches.  Working in the #GCDigital family is pretty amazing, [https://www.youtube.com/watch?v=bITeT65Rwcc learn more here]! <br /> <br /> <br /> Have a look at [https://www.cas-satj.gc.ca/en/publications/rpp/2022-2023/pdf/CAS-DP-2022-23-ENG-FINAL.pdf CAS' 2022-23 Departmental Plan] to learn more about the organization's 4 strategic priorities: <br /> <br /> # DIGITAL COURTS AND VIRTUAL HEARINGS - Deliver information technology solutions that provide for the effective management of court business, offer self-service to litigants and improve access to justice. <br /> # NATIONAL COURT FACILITIES AND COURTROOMS - Deliver modern, equipped, accessible and secure federal court facilities across Canada. <br /> # OUR WORKFORCE - Attract, retain and develop a highly skilled, diverse and engaged workforce. Optimize our work environment and strengthen management excellence. <br /> # SERVICE EXCELLENCE - Provide consistent, quality and timely client-centric services. Modernize our practices, processes and tools and integrate new business and technological solutions. <br /> <br /> <br /> == Open Positions ==<br /> <br /> === AS-05 – Lead, Performance Measurement (BBB) ===<br /> This person leads ITSD's performance measurement work, including the following: <br /> <br /> * Monitor the realization of planned benefits (from projects, activities, investments…)<br /> * Produce and maintain various performance reports &amp; balanced scorecards<br /> * Coordinate the tracking and resolution of ITSD's Management Action Plans<br /> * Lead and monitor ITSD's MAF activities and responses<br /> * Coordinate the agenda and production of materials for ITSD's Quarterly Performance Management meetings<br /> * Track the achievement of various corporate commitments (Risks resolution plans, DP, DRF…)<br /> * Act as the Liaison for ITSD and attending briefings and formal meetings with Corporate Planning and TBS to seek guidance and clarity<br /> <br /> === AS-07 – Chief of Staff &amp; Strategic Advisor to the CIO (CBC) ===<br /> This person works closely with the ITSD management team to ensure the division is a high-performing organization. To achieve this, this individual is expected to: <br /> <br /> * Conduct research and strategic analysis to review material, produce executive briefings, options and recommendations for the DG and other senior executives<br /> * Review files and manage the directorate’s quality control and assurance processes and workflows to ensure the timely and quality completion of the directorate’s deliverables<br /> * Lead and coordinate the resolution of various issues and urgent requests for the directorate<br /> <br /> * Review, develop and recommend correspondence and serve as a critical liaison in dealings with the offices of the Chief Administrator, with offices of other executive committee members, with various committee secretariat and with other governmental stakeholders<br /> * Manage the directorate’s team of executive assistants &amp; administrative staff to ensure the team provides the following services:  <br /> <br /> * Manage and organize the DG’s and the Directors’ schedule, meetings, travel and conferences<br /> * Manage, monitor the status and move forward the directorate’s list of strategic commitments, Bring Forwards (BFs) and executive taskings<br /> * Liaise with the directorate’s managers and directors to ensure the completion of timely and high-quality deliverables.<br /> <br /> * Support various governance committees and management meetings by preparing meeting agendas, managing membership and meeting attendance, managing meeting invites, takings notes and producing records of decisions, issuing call outs to presenters, manage pre-brief and debrief meetings…<br /> * Develop guidelines and processes to enhance operational efficiency and communications across the DG’s office and the entire directorate<br /> <br /> === AS-04 – Talent Acquisition Coordinator ===<br /> This person works closely with the rest of the Talent Management team to attract top talent into our team. They do so by researching and contacting candidates through social media and other channels to share stories and explain how great it is to work in our team, to entice them to apply to our open positions and competitions and to answer any questions they may have. <br /> <br /> == Disclaimers and additional information ==<br /> <br /> === Classification ===<br /> To accelerate staffing and gather iterative feedback, the below opportunities are shared although they have not yet been formally classified.  As such, the proposed language profiles, levels and groups - which impact rates of pay – are tentative and may change following the results of a formal classification assessment. <br /> <br /> === Rates of Pay ===<br /> For those not fully familiar with the rates of pay and terms of employment in the public service, please consult the [https://www.tbs-sct.canada.ca/agreements-conventions/index-eng.aspx collective agreements for each of the positions] (IT group, EC group, AS group). <br /> <br /> === Overview of the hiring process ===<br /> Although each hiring process is different, [https://www.youtube.com/watch?v=0GW7P3g9hhI here’s a video] that provides an overview of each of the steps and provides tips on navigating the application process in the GC.</div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=Work_with_Anthony_P._Sheehan&diff=75089 2022-07-06T14:55:28Z

<p>Anthony.sheehan: Still draft.</p> <hr /> <div>Le texte français est un peu plus loin :) <br /> <br /> == Why This Page? ==<br /> It’s no secret that it is becoming [https://www.hrreporter.com/focus-areas/recruitment-and-staffing/global-talent-shortage-at-15-year-high-report/356758 more and more difficult to attract and retain top talent]. The increased competitiveness of available opportunities, combined with the relative ease of talent mobility across the public service, is resulting in several vacancies across departments and agencies; and my team is no exception.<br /> <br /> I created this page to try and creatively tackle the problem and maintain an ongoing list of open positions within my team.<br /> <br /> More importantly, this page provides you with additional information on my organization, my management style and the open positions; so that you may make a more informed decisions of whether to come work with us!<br /> <br /> == Opportunities ==<br /> Below is the list of opportunities. Each opportunity is further described after the summary of the work environment. <br /> <br /> Please also note the important disclaimers and additional information below.<br /> <br /> Should any of the opportunities capture your attention, please reach out to me at [email].<br /> <br /> == Why work with us – More about myself ==<br /> After 10+ years in the private sector, including working as a producer in the video game industry (Ubisoft), I joined the public service in 2014. Ever since, I’ve been trying to bring more Agile and Design Thinking practices to the GC to deliver better services to Canadians. I published an article in 2017 on this topic, which made the [https://canadiangovernmentexecutive.ca/dig/23_04/files/assets/common/downloads/publication.pdf cover page of the Canadian Government Executive magazine]. I was appointed the Chief Digital Officer of Courts Administration Service (CAS) in July 2022. Before that, I worked as the Director General of the Transformation, Strategy &amp; Results directorate at Transport Canada. Prior to joining TC in 2019, I was the Sr. Director of Digital Delivery and one of the leaders driving the [https://www.canada.ca/en/shared-services/corporate/next-generation-human-resources-pay-system.html NextGen HR &amp; Pay innovative Agile Procurement Process]. I hold an undergraduate degree from the Université de Sherbrooke, an Exec MBA from the Telfer School of Management and try to continuously improve as a public servant and as a leader. With this goal in mind, I recently participated in the [https://www.leadershipcanada.ca/ Governor General Canadian Leadership Conference] and the [http://canadabeyond150.ca/index-en.html Canada Beyond 150 Program]. I’m also a suicide prevention volunteer and co-founded the Gatineau Ottawa Agile Tour as well as co-launched and sold the startup alagarderie.ca. Originally from Québec city, I live in Aylmer with my wife and 2 young boys.  <br /> <br /> You can find out more about me on [https://twitter.com/ForgabhAnLa Twitter] and [https://www.linkedin.com/in/anthonypsheehan/ LinkedIn].  <br /> <br /> === Leadership Style ===<br /> We have a great team! I believe that a high-performing organization is one that is made up of talented people where team members have each other’s back, trust each other and hold each other accountable – pretty much what’s in here.  We have a Work Hard/Play Hard mentality which makes being part of our team fun and gratifying. That’s why we hire based on competency, but also on fit and behaviors as how you deliver results is just as important as the results you deliver. <br /> <br /> <br /> I believe in self-empowered team, supported by clear decision-making. I really liked some of the concepts in Ray Dalio’s book Principles, especially the concepts of radical truth and radical transparency. When you have a culture of open sharing of information and open and respectful discussions - you get to better results quicker. I also believe in a clear hierarchy of decision-making. This doesn’t mean that the most senior person is always right, not at all, but at the end of the day, they are accountable for the decision and the result and should therefore have the decision-making authority. In many cases, the leader will and should go with the team’s (and the experts’) recommendations. It’s what Ray calls “believability” – which is not the same thing as hierarchical level. I think that this model brings a good balance of empowering teams, good and trustworthy discussions and brings it all together with clear decision-making aligned to goals and vision. <br /> <br /> <br /> Our leaders also take great pride in empowering our teams and working closely with team members to support their career growth. One of the greatest testimony of our success is when one of our employees gets a promotion – of course, I prefer when it’s a promotion within our team  <br /> <br /> <br /> === Work – Life Balance ===<br /> I believe that jobs in the GC are really good jobs. They are not the best paid jobs, but they come with an opportunity to help increase the quality of life of all Canadians – that’s pretty amazing – and our salaries are paid from the taxes we collect from citizens. For me, this comes with the accountability and duty to “give it your all” and take your job very seriously. So yes, we have deadlines, I hold my team to account, I make sure their performance is in line with expectations, I tell them when they fall short, we have difficult conversations when they fall short too often and I support them with the tools and training so they can get there. I do all this because its my job and we owe it to Canadians. <br /> <br /> <br /> At the same time, I know that outcomes are more important than outputs, that tired and stressed employees are not productive, that there’s more to life than work and that ultimately, a happy, engaged and competent workforce is one that will best serve Canadians. So it’s in this interesting context that I try to find the right balance of Work hard/Play hard and yes, having the right balance – or integration – is important to me personally and professionally. <br /> <br /> <br /> === Flexible Work Arrangement ===<br /> I started my career at Ubisoft, where I was managing a team that was spread across Québec city, Montreal, San Francisco and Romania. Until joining the public service, I had always managed dispersed and asynchronous teams. I’ve grown in a culture where the results of your work are much more important than when and where you work. We try to hire the best. In return, we trust our team members to do their best and this means that they can – within applicable terms of conditions and rules – decide where and when they work, as long as it does not introduce risks and negatively impact team productivity. So aside from a few exceptions, roles in my team can be filled and performed from anywhere in Canada – where there’s good Internet connection J  <br /> <br /> <br /> == Disclaimers and additional information ==<br /> <br /> === Classification ===<br /> To accelerate staffing and gather iterative feedback, the below opportunities are shared although they have not yet been formally classified.  As such, the proposed language profiles, levels and groups - which impact rates of pay – are tentative and may change following the results of a formal classification assessment. <br /> <br /> === Rates of Pay ===<br /> For those not fully familiar with the rates of pay and terms of employment in the public service, please consult the [https://www.tbs-sct.canada.ca/agreements-conventions/index-eng.aspx collective agreements for each of the positions] (IT group, EC group, AS group). <br /> <br /> === Overview of the hiring process ===<br /> Although each hiring process is different, [https://www.youtube.com/watch?v=0GW7P3g9hhI here’s a video] that provides an overview of each of the steps and provides tips on navigating the application process in the GC. <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> Working Environment <br /> <br /> Working for the Government of Canada (GC) <br /> <br /> Working for the GC is rewarding and fulfilling!  See the Top 10 reasons for joining Canada’s Public Service. <br /> <br /> <br /> Working at TC <br /> <br /> Transport Canada (TC) is a great place to work! TC plays a major role in keeping Canadians and travelers safe and secure and in supporting Canada’s economy and greening efforts. TC’s workforce is competent, passionate, collaborative, diverse and fun to work with! Learn more about our awesome Deputy Ministers, Michael Keenan and Arun Thangaraj. Here’s also a high-level org chart to better understand how TC is organized.  <br /> <br /> <br /> Working within the Digital Services and Transformation Office <br /> <br /> I work in the Digital Services and Transformation Office (DSTO). DSTO is accountable for providing the executive leadership and management direction for departmental transformation, service and data management and modernization, as well as for the delivery of the Department’s IM/IT program. This includes the advancement of Transport Canada’s Priority #6 of Transforming the design and delivery of programs and services to Canadians in order to adapt to a changing world. DSTO’s accountabilities also include the programs and governance required to meet the requirements of the Policy on Service and Digital to ensure client service experience and government operations are improved through digital transformation approaches.  Working in the #GCDigital family is pretty amazing, learn more here! <br /> <br /> <br /> DSTO’s leader is TC’s Chief Digital Officer and Assistant Deputy Minister, Raj Thuppal. You can find more info on Raj on his LinkedIn profile. Raj leads of team of +500 employees that are spread across Canada. <br /> <br /> DSTO is organized into 4 directorates: <br /> <br /> # Service &amp; Data Modernization: Enabling service design and data-driven decision making across TC <br /> <br /> # Business Solutions: Delivering digital projects, solutions, and platforms for external services and oversight activities. <br /> <br /> # Enterprise Solutions: Delivering digital solutions and support to employees. <br /> <br /> # Transformation, Strategy and Results <br /> <br /> <br /> TC was one of the first departments to bring together the accountabilities for Data, Service, Transformation and IM/IT together under one ADM. Our ADM is part of the department Executive Committee and DSTO is a key strategic advisor to the other ADMs and core to TCs digital transformation journey. DSTO’s mandate is strategic, broad, innovative and exciting!  <br /> <br /> <br /> Working within the Transformation, Strategy &amp; Results (TSR) Directorate <br /> <br /> My team’s mandate is strategic and core to DSTO’s success.  We are accountable for the following key areas: <br /> <br /> <br /> Transformation Management <br /> <br /> Aligned with Canada’s Digital Government Strategy, TC is committed to modernizing and adapting the way we work to make our Department more responsive, resilient, and most important, better at serving people. TC’s Transformation vision to be agile, smart, and trusted will ensure that TC remains a world class regulator, that delivers modern digital services and is an employer of choice. Our Transformation Plan is organized around 4 key themes: <br /> <br /> # Service Modernization: Work in this theme will, while ensuring a safe and secure transport system, transform people’s experience with government by designing and delivering services that put people’s needs first, increase access to services for all Canadians, and improve citizen trust. <br /> <br /> # Oversight Modernization: Work in this theme will build a more effective oversight regime that enhances public trust and confidence in the safety and security of the transportation system by leveraging data, empowering our inspectors with new tools and expanding multi-modal approaches, while reducing regulatory burden on industry. <br /> <br /> # Our TC: Work in this theme is focused on making TC the best place to work. Aligned with Beyond 2020’s areas of focus, activities within this theme will help retain and attract a high-performing, diverse workforce by being a leader in creating a flexible, service-oriented, and digitally-enabled work environment. <br /> <br /> # Foundation: Work in this theme will help advance core and supporting changes across DSTO and across the organization, including many of the strategic priorities described in the Digital Operations Strategic Plan: 2021–2024. <br /> <br /> <br /> TSR’s mandate, aligned with recommendations from a 2019 audit of TC’s Transformation Governance and Oversight, is to support TC’s Transformation in the following areas: <br /> <br /> * Strategy &amp; Governance: TC’s Transformation Plan has a clearly defined vision and strategy. An effective governance framework is in place to oversee the implementation of TC’s Transformation initiatives. Governance committees are in place with clear objectives, defined roles and responsibilities that help ensure effective coordination, integration and oversight of Transformation initiatives and projects. Risks to the overall success of TC Transformation are tracked, managed and reported. <br /> <br /> * Integrated planning: An effective planning approach has been developed to set clear direction and priorities on the implementation of TC Transformation.  <br /> * Change management: Change management processes and practices are established to facilitate the implementation of TC Transformation. <br /> * Reporting on results: The progress of initiatives is effectively tracked and reported. Senior management and governance bodies receive relevant, accurate, complete and timely information for their timely decision making. <br /> <br /> <br /> Strategic Direction – Doing the Right Thing <br /> <br /> Another component of TSR’s mandate is to set and coordinate’s DSTO’s strategic direction. This includes scanning the environment, looking at the market and trends, understanding the organization’s performance and resources and working with stakeholders across DSTO to define what this means for the organization and, as a result, where we should be going. This responsibility includes managing TC’s digital strategy and DSTO’s strategy, DSTO’s investment strategy (what we should be investing in and why) and monitoring the overall demand for DSTO’s services.  <br /> <br /> <br /> Oversight, Governance &amp; Operational Excellence – Doing Things Right <br /> <br /> TSR’s mandate also includes ensuring DSTO adheres to GC and TC policy requirements, including ones defined in the Policy on Service and Digital. TSR is also responsible for overseeing DSTO’s portfolio of projects and initiatives and recommend corrective actions to increase the likelihood of delivering the planned benefits. TSR also provides DSTO with various human resource, financial and talent management functions to ensure DSTO works as one group and is a high-performing organization. <br /> <br /> <br /> Measuring Results – Learn &amp; Adapt <br /> <br /> Finally, TSR is responsible for various performance measurement activities, including monitoring DSTO’s service performance, tracking various commitments related to Management Action Plans and the Management Accountability Framework, monitoring the achievement of planned benefits from our digital investment portfolio, managing the performance of our vendors, supporting the production of TC’s Departmental  Results Reports for DSTO commitments and other corporate reporting functions. <br /> <br /> <br /> In short, our team is accountable for driving departmental Transformation, DSTO’s strategy, oversight and governance of DSTO’s work, driving operational excellence and ensuring the achievement of planned results. TSR’s mandate is not about policing, but rather about enabling DSTO’s and TC’s success. <br /> <br /> <br /> <br /> EX-02 – Executive Director, Digital Strategies &amp; Results (Bilingual imperative CBC/CBC) <br /> <br /> This strategic and enthusiastic leader provides direct leadership over the Digital Strategies, Project Delivery and Oversight, as well as the Performance Measurement teams. As their 2ic, the individual also supports the Director General, Transformation Strategy and Results on a number of strategic, horizontal, and complex files to support departmental transformation while also ensuring DSTO is a high performing organization by making sure we Do the right thing, and do it right. <br /> <br /> <br /> Although the position’s HR &amp; financial accountabilities are rather small, the role is strategic and horizontal in nature and offers an exciting opportunity for an experienced executive to build a new team and branch-off from more traditional IM/IT spaces into more strategic and enterprise areas. <br /> <br /> Below is a description of each of the 4 teams under the position’s direct responsibilities. <br /> <br /> * Digital Strategies (EC-07) <br /> * Results &amp; Performance Measurement (AS-05) <br /> * Project Delivery (CS-04) <br /> * Project Oversight (AS-06) <br /> <br /> * Responsibilities <br /> <br /> * Management and oversight of DSTO’s project portfolio: <br /> <br /> * Project health, portfolio risks/issues, financial health <br /> * Tracking of investment benefits <br /> <br /> * Support investment management decisions <br /> * Support secretarial functions for: <br /> <br /> * Project Community of Practice <br /> * Project Review Committee <br /> * ADM Investment Management Committee <br /> <br /> * Sponsor responsibilities for implementation of a Project &amp; Portfolio Management Solution <br /> <br /> <br /> EC-07 – Manager, Digital Strategies (CBC) <br /> <br /> This strategic thinker leads the Digital Strategies team, including the EC06 – Digital Strategist and the EC-06 – Strategic Policy Analyst. <br /> <br /> <br /> EC-06 – Digital Strategist (BBB) <br /> <br /> Part of the Digital Strategies team, this strategic thinker is responsible for the following: <br /> <br /> * Research and understand the technological forces at play influencing the transportation sector <br /> * Research, review and authorize opportunities for new services to better support the department’s mandate <br /> * Coordinate Research &amp; Advisory services from consulting firms <br /> * Produce whitepapers and advise to guide DSTO’s investment and prioritization decisions <br /> * Consolidate various DSTO strategic initiatives into a cohesive digital strategy <br /> <br /> * Lead DSTO’s strategic demand management functions <br /> <br />  <br /> <br /> EC-06 – Strategic Policy Analyst (BBB) <br /> <br /> Part of the Digital Strategies team, this strategic thinker is responsible for providing strategic policy advice, vision, and leadership on policy issues across DSTO and the department, including the following: <br /> <br /> * Research and understand the trends in the transportation sector <br /> <br /> * Conduct research and liaise with GC stakeholders to understand the political and GC ecosystem <br /> * Lead and/or support medium-term planning, transitions, MCs, Budget Requests, TB Subs <br /> * Produce strategic communication products and briefings to support senior executive attendance to key GC committees (Cabinet, DMCEPP, PSMAC...) <br /> * Work with various stakeholders to proactively identify and influence (where applicable) key priorities (Digital Operations and Strategic Plan, mandate commitments, Departmental Plans…) and ensure ongoing alignment of DSTO’s strategy and these key priorities. <br /> <br /> <br /> AS-05 – Lead, Performance Measurement (BBB) <br /> <br /> This person leads DSTO’s performance measurement unit, including the following: <br /> <br /> * Monitor the realization of planned benefits (from projects, activities, investments…) <br /> * Produce and maintain various performance reports &amp; balanced scorecards <br /> * Coordinate the tracking and resolution of DSTO’s Management Action Plans <br /> <br /> * Lead and monitor DSTO’s MAF activities and responses <br /> * Coordinate the agenda and production of materials for DSTO’s Quarterly Performance Management meetings <br /> * Track the achievement of various corporate commitments (Risks resolution plans, DP, DRF…) <br /> * Act as the Liaison for DSTO and attending briefings and formal meetings with TC corporate Planning and TBS to seek guidance and clarity <br /> <br /> <br /> CS-04 – Manager, Digital Delivery <br /> <br /> The Manager, Digital Delivery, manages a group of digital project managers that work following digital government practices to enable project teams to create project outputs that deliver planned benefits. <br /> <br /> <br /> CS-04 – Sr Digital Project Manager <br /> <br /> The Sr Digital Project Manager manages large, and/or a suite of, digital projects and teams (in a matrix environment) and is accountable for their success. <br /> <br /> <br /> Canada’s Digital Standards provide additional information on how the Government of Canada is shifting to becoming more agile, open, and user-focused. The Sr Digital Project Manager is expected to follow the Digital Standards to guide teams in designing digital services in a way that best serves Canadians. <br /> <br /> <br /> CS-03 – Digital Project Manager <br /> <br /> The Digital Project Manager manages a suite of digital projects and teams (in a matrix environment) and is accountable for their success. <br /> <br /> <br /> Canada’s Digital Standards provide additional information on how the Government of Canada is shifting to becoming more agile, open, and user-focused. The Digital Project Manager is expected to follow the Digital Standards to guide teams in designing digital services in a way that best serves Canadians. <br /> <br /> <br /> <br /> CS-04 – Business Architect (BBB) <br /> <br /> This person acts as a bridge between business and technology, develops capability maps and other artifacts to help in the operationalization of strategy, and assists in the technology enablement of core capabilities and value streams. We’re looking for someone who can function as the glue that binds various facets of our organization and is at the vanguard of enterprise transformation.  This person will work alongside enterprise architects, business strategists, product (service) owners, and technologists to provide business architecture inputs to drive optimal investment decisions and a cohesive enterprise architecture. <br /> <br /> <br /> The business architect will be responsible for the following: <br /> <br /> * Craft business capability maps and define the capability attributes <br /> * Abstract business flows and processes into higher level value streams and/or journey maps to show the end-to-end flows to realize a business outcome or service output <br /> <br /> * Conduct capability assessments including a future state maturity at a capability level <br /> * Work with product and service owners, user groups, and business analysts to create and/or validate investment concept cases <br /> * Work with solution architects and technical architects to map systems and services to capabilities for footprint analysis of what systems/services support which capabilities <br /> * Work with corporate and business strategy teams to assess the strategic plans’ impact on various capabilities and document the maturity needs at a capability level <br /> * Develop various viewpoints, lenses, and mappings to show relationships, juxtaposition, linkages, overlaps, and footprint <br /> <br /> <br /> CS-04 – Lead, Vendor Management (BBB) <br /> <br /> This person leads DSTO’s vendor performance management program, including the following: <br /> <br /> * Coordinate DSTO’s Vendor Management Committee <br /> * Monitor KPIs and the performance of DSTO’s vendors and procurement vehicles <br /> <br /> * Provide strategic advice on procurement approaches to optimize the value derived from procurement activities and contracts <br /> * In partnership with corporate procurement teams, manage vendor performance escalations <br /> * Monitor procurement activities to ensure key solution and technology vendors go beyond providing technical solutions and also complement their offering with the training, reskilling and support required to maximize value for money <br /> * Acts a TC representative with PSPC and SSC for contracting and procurement strategies and resolutions of issues. <br /> <br /> <br /> AS-06 – Chief of Staff &amp; Issues Manager to the DG (CBC) <br /> <br /> This person works closely with the TSR management team to ensure the directorate is a high-performing organization. To achieve this, this individual is expected to: <br /> <br /> * Conduct research and strategic analysis to review material, produce executive briefings, options and recommendations for the DG and other senior executives <br /> * Review files and manage the directorate’s quality control and assurance processes and workflows to ensure the timely and quality completion of the directorate’s deliverables <br /> * Lead and coordinate the resolution of various issues and urgent requests for the directorate <br /> <br /> * Review, develop and recommend correspondence and serve as a critical liaison in dealings with the offices of the Chief Digital Officer, with offices of other ADMs and DGs, with various committee secretariat and with other governmental stakeholders <br /> * Manage the directorate’s team of executive assistants &amp; administrative staff to ensure the team provides the following services:  <br /> <br /> * Manage and organize the DG’s and the Directors’ schedule, meetings, travel and conferences <br /> * Manage, monitor the status and move forward the directorate’s list of strategic commitments, Bring Forwards (BFs) and executive taskings <br /> * Liaise with the directorate’s managers and directors to ensure the completion of timely and high-quality deliverables. <br /> <br /> * Support various governance committees and management meetings by preparing meeting agendas, managing membership and meeting attendance, managing meeting invites, takings notes and producing records of decisions, issuing call outs to presenters, manage pre-brief and debrief meetings… <br /> * Develop guidelines and processes to enhance operational efficiency and communications across the DG’s office and the entire directorate <br /> <br /> <br /> <br /> AS-05 – Supervisor, Talent Management <br /> <br /> This person helps DSTO’s managers attract, develop and retain a high-performing workforce; including the following responsibilities: <br /> <br /> * Coordinate the completion of various staffing competitions and pools <br /> * Coordinate and streamline the announcement of various job opportunities across various channels (internal emails, intranet, GC career marketplace, social media…) <br /> * Develop and nurture relationships with various talent sourcing channels (colleges and universities, public sector recruitment programs…) <br /> * Coordinate DSTO’s coop and student recruitment programs <br /> <br /> * Manage DSTO’s Talent Management and mobility management program <br /> * Coordinate key training opportunities across DSTO <br /> * Manages the Free Agent Program’s administrative requirement and support its mission of mobility by taking part in various initiative (such as Canada Free Agent recruitment campaign)  <br /> <br /> <br /> AS-04 – Talent Acquisition Coordinator <br /> <br /> This person works closely with the rest of the Talent Management team to attract top talent into our team. They do so by researching and contacting candidates through social media and other channels to share stories and explain how great it is to work in our team, to entice them to apply to our open positions and competitions and to answer any questions they may have. <br /> <br /> <br /> AS-03 – Talent Management Coordinator <br /> <br /> This person supports the Supervisor, Talent Management in managing DSTO’s Talent Management program and Free Agent Program <br /> <br /> Page Break</div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=NextGenHRandPay-ProGenRHetPaye&diff=6268 2018-11-27T18:50:56Z

<p>Anthony.sheehan: Added link to draft G2 requirements</p> <hr /> <div>== NextGen ==<br /> '''&lt;big&gt;Welcome to the Next Generation HR &amp; Pay Wiki!&lt;/big&gt;'''<br /> <br /> 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. <br /> <br /> For more information on the NextGen initiative, please visit our [http://www.tbs-sct.gc.ca/next-gen-prochaine/next-generation-human-resources-pay-system-public-service.html '''website'''] to follow our blog and progress, and share your feedback!<br /> <br /> === '''&lt;big&gt;Digital Delivery&lt;/big&gt;''' ===<br /> <br /> ==== Procurement Materials ====<br /> * [[:File:Next Generation HR and Pay Industry Day - Agenda.pdf|Next Generation HR and Pay Industry Day - Agenda]]<br /> <br /> * [[:File:Next Generation HR and Pay Industry Day - Presentation Material.pdf|Next Generation HR and Pay Industry Day - Presentation Material]]<br /> * [https://buyandsell.gc.ca/cds/public/2018/09/19/112cce3d554c2ad4648e07f2ae4f690f/draft_next_gen_gate_1_evaluation_criteria_-_ebauche_progen_criteres_devaluation_pour_le_point_de_controle_1.pdf Draft evaluation critera for Gate #1]<br /> * [https://buyandsell.gc.ca/cds/public/2018/11/23/679201d127e030fcd1b0807dad709674/24062-190560_draft_itq_gate2.pdf Draft evaluation criteria for Gate #2]<br /> <br /> === '''&lt;big&gt;Human Resources&lt;/big&gt;''' ===<br /> <br /> ==== Engagement Materials ====<br /> * [[:File:2018-09-14 Employee Engagement Workshop - Ottawa.pdf|2018-09-14 Employee Engagement Workshop - Ottawa]]<br /> * [[:File:2018-09-20 Employee Engagement Workshop Ottawa.pdf|2018-09-20 Employee Engagement Workshop - Ottawa]]<br /> * [[:File:2018-09-21 Employee Engagement Workshop - Ottawa.pdf|2018-09-21 Employee Engagement Workshop - Ottawa]]<br /> <br /> * [[:File:2018-09-26 Employee Engagement Workshop Vancouver.pdf|2018-09-26 Employee Engagement Workshop - Vancouver]]<br /> * [[:File:2018-10-12 Employee Engagement Workshop - Halifax.pdf|2018-10-12 Employee Engagement Workshop - Halifax]]<br /> <br /> ==== HR Materials ====<br /> * [[:File:HR - Pay - Pension Landscape - EN.jpg|HR - Pay - Pension Landscape - EN]] <br /> <br /> * [[:File:GC HR Business Reference Model EN.pdf|GC HR Business Reference Model]] <br /> <br /> === '''&lt;big&gt;Corporate Secretariat&lt;/big&gt;''' ===<br /> <br /> ==== Meeting agendas ====<br /> * [[:File:Agenda 20180713.docx|NextGen Team Meeting - Agenda - July 13]]<br /> * [[:File:Agenda 20180719.docx|NextGen Team Meeting - Agenda - July 19]]<br /> * [[:File:Agenda 20180723.docx|NextGen Team Meeting - Agenda - July 23]]<br /> * [[:File:Agenda 20180724.docx|NextGen Team Meeting - Agenda - July 24]]<br /> * [[:File:Agenda 20180726.docx|NextGen Team Meeting - Agenda - July 26]]<br /> * [[:File:Agenda 20180730.docx|NextGen Team Meeting - Agenda - July 30]]<br /> * [[:File:Agenda 20180801.docx|NextGen Team Meeting - Agenda - August 1]]<br /> * [[:File:Agenda 20180807.docx|NextGen Team Meeting - Agenda - August 7]]<br /> * [[:File:Agenda 20180808.docx|NextGen Team Meeting - Agenda - August 8]]<br /> * [[:File:Agenda 20180809.docx|NextGen Team Meeting - Agenda - August 9]]<br /> * [[:File:Agenda 20180813.docx|NextGen Team Meeting - Agenda - August 13]]<br /> * [[:File:Agenda 20180816.docx|NextGen Team Meeting - Agenda - August 16]]<br /> * [[:File:Agenda 20180820.docx|NextGen Team Meeting - Agenda - August 20]]<br /> * [[:File:Agenda 20180822.docx|NextGen Team Meeting - Agenda - August 22]]<br /> * [[:File:Agenda 20180827.docx|NextGen Team Meeting - Agenda - August 27]]<br /> * [[:File:Agenda 20180829.docx|NextGen Team Meeting - Agenda - August 29]]<br /> * [[:File:Agenda 20180905.docx|NextGen Team Meeting - Agenda - September 5]]<br /> * [[:File:NextGen minutes 20180905.docx|NextGen Team Meeting  - Meeting Minutes - September 5]]<br /> * [[:File:Agenda 20180910.docx|NextGen Team Meeting - Agenda - September 10]]<br /> * [[:File:Agenda 20180914.docx|NextGen Team Meeting - Agenda - September 14]]<br /> * [[:File:2018-10-1 - Agenda.docx|NextGen Team Meeting - Agenda - October 1]]<br /> <br /> ==== General briefing materials ====<br /> * [[:File:NextGen Update (Week of September 18).docx|NextGen Update (Week of September 18)]]<br /> <br /> * [[:File:NextGen Update (Week of September 10-14) .docx|NextGen Update (Week of September 10-14)]]<br /> <br /> * [[:File:NextGen Update (Week of September 10-14) 2.docx|NextGen Update (Week of September 10-14)]]<br /> * [[:File:Bullets - UMCC update - September 27.docx|NextGen Update (September 27)]]<br /> * [[:File:Update to the Human Resources Council Fall 2018.pptx|NextGen Update to the Human Resources Council (Fall 2018)]]<br /> * [[:File:All Staff Update October 4.pptx|NextGen - All Staff (October 4)]]<br /> * [[:File:UMCC Nov 13 translated.docx|NextGen Update (November 13)]]<br /> <br /> == ProGen ==<br /> '''&lt;big&gt;Bienvenue sur le wiki de la Prochaine Génération RH et Paye!&lt;/big&gt;'''<br /> <br /> Ce site sert comme un dépôt pour les documents de ProGen. L’équipe ProGen s’est engagé à travailler dans l’ouvrir en partageant des documents comme ils sont créés. Bien que le travail se poursuit pour faire progresser l’initiative ProGen, ces documents seront affichés publiquement ci-dessous:<br /> <br /> Pour plus d'informations sur l'initiative ProGen, visitez notre [http://www.tbs-sct.gc.ca/next-gen-prochaine/systeme-ressources-humaines-paye-prochaine-generation-pour-fonction-publique.html '''site web'''] pour suivre notre blog et notre progrès, et partagez vos commentaires!<br /> <br /> === '''&lt;big&gt;Livraison numérique&lt;/big&gt;''' ===<br /> <br /> ==== Matériel d'approvisonnement ====<br /> * [[:File:L'ordre du jour .pdf|La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération - l'ordre du jour]]<br /> <br /> * [[:File:La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération - Matérial de présentation.pdf|La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération - Matérial de presentation]]<br /> * [https://buyandsell.gc.ca/cds/public/2018/09/19/112cce3d554c2ad4648e07f2ae4f690f/draft_next_gen_gate_1_evaluation_criteria_-_ebauche_progen_criteres_devaluation_pour_le_point_de_controle_1.pdf Ébauche des critères pour le point de contrôle #1]<br /> * [https://buyandsell.gc.ca/cds/public/2018/11/23/41c29f84c821a9790b8ff322fcafe8f3/24062-190560_ebauche_isq_pc2.pdf Ébauche des critères pour le point de contrôle #2]<br /> <br /> === '''&lt;big&gt;Ressources humaines&lt;/big&gt;''' ===<br /> <br /> ==== Matériel de mobilisation ====<br /> * [[:File:2018-09-14 Atelier de mobilisation des employés - Ottawa.pdf|2018-09-14 Atelier de mobilisation des employés - Ottawa]]<br /> * [[:File:2018-09-20 Atelier de mobilisation des employés Ottawa.pdf|2018-09-20 Atelier de mobilisation des employés - Ottawa]]<br /> * [[:File:2018-09-21 Atelier de mobilisation des employés - Ottawa.pdf|2018-09-21 Atelier de mobilisation des employés - Ottawa]]<br /> * [[:File:2018-09-26 Atelier de mobilisation des employés Vancouver.pdf|2018-09-26 Atelier de mobilisation des employés - Vancouver]]<br /> * [[:File:2018-10-12 Atelier de mobilisation des employés - Halifax.pdf|2018-10-12 Atelier de mobilisation des employés - Halifax]]<br /> <br /> ==== Matériel de RH ====<br /> *[[:File:HR - Pay - Pension Landscape - FR.jpg|Environnement de RH - Paye - Pension]] <br /> *[[:File:GC HR Business Reference Model FR.pdf|Modèle de reference d'affaire RH du GC]] <br /> <br /> === '''&lt;big&gt;Secrétariat d'entreprise&lt;/big&gt;''' ===<br /> <br /> ==== Ordres du jour des réunions ====<br /> * [[:File:Agenda 20180713.docx|Réunion de l’équipe ProGen - l'ordre du jour - 13 juillet]]<br /> * [[:File:Agenda 20180719.docx|Réunion de l’équipe ProGen - l'ordre du jour - 19 juillet]]<br /> * [[:File:Agenda 20180723.docx|Réunion de l’équipe ProGen - l'ordre du jour - 23 juillet]]<br /> * [[:File:Agenda 20180724.docx|Réunion de l’équipe ProGen - l'ordre du jour - 24 juillet]]<br /> * [[:File:Agenda 20180726.docx|Réunion de l’équipe ProGen - l'ordre du jour - 26 juillet]]<br /> * [[:File:Agenda 20180730.docx|Réunion de l’équipe ProGen - l'ordre du jour - 30 juillet]]<br /> * [[:File:Agenda 20180801.docx|Réunion de l’équipe ProGen - l'ordre du jour - 1 août]]<br /> * [[:File:Agenda 20180807.docx|Réunion de l’équipe ProGen - l'ordre du jour - 7 août]]<br /> * [[:File:Agenda 20180808.docx|Réunion de l’équipe ProGen - l'ordre du jour - 8 août]]<br /> * [[:File:Agenda 20180809.docx|Réunion de l’équipe ProGen - l'ordre du jour - 9 août]]<br /> * [[:File:Agenda 20180813.docx|Réunion de l’équipe ProGen - l'ordre du jour - 13 août]]<br /> * [[:File:Agenda 20180816.docx|Réunion de l’équipe ProGen - l'ordre du jour - 16 août]]<br /> * [[:File:Agenda 20180820.docx|Réunion de l’équipe ProGen - l'ordre du jour - 20 août]]<br /> * [[:File:Agenda 20180822.docx|Réunion de l’équipe ProGen - l'ordre du jour - 22 août]]<br /> * [[:File:Agenda 20180827.docx|Réunion de l’équipe ProGen - l'ordre du jour - 27 août]]<br /> * [[:File:Agenda 20180829.docx|Réunion de l’équipe ProGen - l'ordre du jour - 29 août]]<br /> * [[:File:Agenda 20180905.docx|Réunion de l’équipe ProGen - l'ordre du jour - 5 septembre]]<br /> * [[:File:NextGen minutes 20180905.docx|Réunion de l’équipe ProGen - proces-verbaux- 5 septembre]]<br /> * [[:File:Agenda 20180910.docx|Réunion de l’équipe ProGen - l'ordre du jour - 10 septembre]]<br /> * [[:File:Agenda 20180914.docx|Réunion de l’équipe ProGen - l'ordre du jour - 14 septembre]]<br /> * [[:File:FINAL-2018 10 1 Agenda-FR.docx|Réunion de l’équipe ProGen - l'ordre du jour - 1 octobre]]<br /> <br /> ==== Matériel d’information général ====<br /> * [[:File:NextGen Update (Week of September 18).docx|Mise à jour de la ProchaineGen (18 septembre)]]<br /> <br /> * [[:File:NextGen Update (Week of September 10-14) .docx|Mise à jour de la ProchaineGen (Semaine du 10 au 14 sept)]]<br /> <br /> * [[:File:NextGen Update (Week of September 10-14) 2.docx|Mise à jour de la ProchaineGen (Semaine du 10 au 14 sept)]]<br /> * [[:File:Bullets - UMCC update - September 27.docx|Mise à jour de la ProchaineGen (27 septembre)]]<br /> * [[:File:Mise à jour présentée au Conseil des ressources humaines (Automne 2018).pptx|Mise à jour de la ProchaineGen au Conseil des ressources humaines (Automne 2018)]]<br /> * [[:File:All Staff Update October 4 FR.PPTX|ProchaineGen - Séance d’information du personnel (4 octobre)]]<br /> * [[:File:UMCC Nov 13 translated.docx|Mise à jour de la ProchaineGen (13 novembre)]]<br /> <br /> == Other Links / Autres liens ==<br /> *[https://www.canada.ca/en/privy-council/topics/blueprint-2020-public-service-renewal.html Blueprint 2020] - [https://www.canada.ca/fr/conseil-prive/sujets/objectif-2020-renouvellement-fonction-publique.html Objectif 2020]<br /> *[https://www.tbs-sct.gc.ca/ems-sgd/edb-bdd/index-eng.html#start GC InfoBase] - [https://www.tbs-sct.gc.ca/ems-sgd/edb-bdd/index-fra.html#start InfoBase du GC]<br /> *[http://www.tbs-sct.gc.ca/agreements-conventions/index-eng.aspx Collective Agreements for Public Service] - [http://www.tbs-sct.gc.ca/agreements-conventions/index-fra.aspx Conventions collectives pour la fonction publique]<br /> *[https://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=15772 Directive on Terms and Conditions of Employment] - [https://www.tbs-sct.gc.ca/pol/doc-fra.aspx?id=15772 Directive sur les conditions d’emploi]<br /> *[https://tbs-sct.gc.ca/pol/topic-sujet-eng.aspx?ta=27 IM-IT Policies] - [https://tbs-sct.gc.ca/pol/topic-sujet-fra.aspx?ta=27 Politiques de GI - TI]<br /> *[[:File:Digital Solution Stream Core HCM.pdf|Digital Solution Stream: Core HCM]]<br /> *[[:File:GC_Reference_Architecture_and_enterprise_roles_-_BIL.pdf| GC Reference Architecture and enterprise roles]]</div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=HRandPayNextGen-ProGenRHetPaye/UserExperienceResearchAndEngagement/EngagementCalendar&diff=5271 2018-09-24T16:06:23Z

<p>Anthony.sheehan: Blanked the page</p> <hr /> <div></div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=HRandPayNextGen-ProGenRHetPaye/UserExperienceResearchAndEngagement/EngagementCalendar&diff=5270 2018-09-24T16:02:32Z

<p>Anthony.sheehan: Created page with &quot;&lt;html&gt;&lt;iframe src=&quot;https://calendar.google.com/calendar/embed?title=NextGen%20HR%20%26%20Pay%20Engagement%20Calendar%20-%20ProGen%20RH%20et%20Paye%20Calendrier%20Engagement&amp;am...&quot;</p> <hr /> <div>&lt;html&gt;&lt;iframe src=&quot;https://calendar.google.com/calendar/embed?title=NextGen%20HR%20%26%20Pay%20Engagement%20Calendar%20-%20ProGen%20RH%20et%20Paye%20Calendrier%20Engagement&amp;amp;height=600&amp;amp;wkst=1&amp;amp;bgcolor=%23FFFFFF&amp;amp;src=hrandpaynextgen.progenrhetpaye%40gmail.com&amp;amp;color=%231B887A&amp;amp;ctz=America%2FToronto&quot; style=&quot;border-width:0&quot; width=&quot;800&quot; height=&quot;600&quot; frameborder=&quot;0&quot; scrolling=&quot;no&quot;&gt;&lt;/iframe&gt;&lt;/html&gt;<br /> <br /> &lt;html&gt;&lt;iframe src=&quot;https://calendar.google.com/calendar/embed?src=cfrcrf2006%40gmail.com&amp;ctz=America%2FToronto&quot; style=&quot;border: 0&quot; width=&quot;800&quot; height=&quot;600&quot; frameborder=&quot;0&quot; scrolling=&quot;no&quot;&gt;&lt;/iframe&gt;&lt;/html&gt;</div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=NextGenHRandPay-ProGenRHetPaye&diff=5214 2018-09-19T17:12:42Z

<p>Anthony.sheehan: </p> <hr /> <div>== '''NextGen Industry Day / Prochaine Gen, Journée de l'industrie''' ==<br /> <br /> === Event Description / Description de l'événement ===<br /> Treasury Board of Canada Secretariat in collaboration with Public Services and Procurement Canada – Procurement Branch, is hosting an all-day Industry Day in Ottawa on '''September 19, 2018.'''<br /> <br /> The objectives of this day are to present the scope of the work for the Next Generation HR and Pay Team, its current challenges, and the team’s approach. Industry will also have the opportunity to understand our Agile Procurement Process (APP). As Stated in the Notice of Proposed Procurement (NPP), the Next Generation HR and Pay team is soliciting interest for the following five (5) streams: Discovery and Design Thinking, Digital Business Optimization and Architecture, Innovative technology, Change Management, and Program Management &amp; Capacity.<br /> <br /> The Next Generation HR and Pay Industry Day will:<br /> * Provide industry with information on how best to respond to the Agile Procurement Process(es);<br /> * Provide industry with a view of the current HR and Pay landscape in the Government of Canada; and<br /> * Respond to questions and provide feedback.<br /> &lt;u&gt;How to participate&lt;/u&gt;<br /> <br /> Participation is intended for members of Industry as the primary audience. Seating is limited so registration will be done on a first-come, first-serve basis with participation also possible via WebEx.<br /> <br /> To participate online, please join us via WebEx or YouTube Live<br /> <br /> '''WebEx Link''': https://gts-ee.webex.com/gts-ee/j.php?MTID=mf363a5f077be79749dd2f1a0730692e6<br /> <br /> Audio connection: <br /> <br /> 1-877-413-4792  (Canada) Call-in toll-free number<br /> <br /> 1-613-960-7516  (Canada) Call-in number<br /> <br /> Attendee access code: 646 673 7<br /> <br /> '''Youtube''': https://www.youtube.com/watch?v=A-j8z74T75k<br /> <br /> &lt;nowiki&gt;***&lt;/nowiki&gt; <br /> <br /> Le Secrétariat du Conseil du Trésor du Canada, en collaboration avec la Direction générale de l’approvisionnement de Services publics et Approvisionnement Canada, organise une Journée de l’industrie à Ottawa, le '''19 septembre 2018.'''<br /> <br /> Les objectifs de cette journée sont de présenter la portée du travail de l’équipe des RH et de la paye de la prochaine génération, ses défis actuels ainsi que l’approche. L’industrie aura également l’occasion de comprendre notre processus d’approvisionnement agile. Comme il est indiqué dans l’avis de projet de marchés (APM), l’équipe des RH et de la paye de la prochaine génération manifeste un intérêt pour les cinq volets suivants : Découverte et réflexion sur la conception, Optimisation et architecture des opérations numériques, Solution de technologies novatrices, Gestion du changement et Gestion de programme et de la capacité.<br /> <br /> La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération :<br /> * fournira à l’industrie de l’information sur la meilleure façon de répondre aux processus d’approvisionnement agile;<br /> * fournira à l’industrie une vue d’ensemble du paysage actuel des RH et de la paye au gouvernement du Canada; et<br /> * permettra de répondre aux questions et de donner de la rétroaction.<br /> &lt;u&gt;Comment participer&lt;/u&gt;<br /> <br /> La participation s’adresse principalement aux membres de l’industrie. Comme les places sont limitées, l’inscription se fera selon le principe du premier arrivé, premier servi, et il sera également possible d’y participer par l’intermédiaire de WebEx.<br /> <br /> Pour participer en ligne, veuillez nous rejoindre via WebEx ou YouTube en direct<br /> <br /> '''WebEx Link''': https://gts-ee.webex.com/gts-ee/j.php?MTID=mf363a5f077be79749dd2f1a0730692e6<br /> <br /> Connexion audio :<br /> <br /> 1-877-413-4792  (Canada) Numéro d'appel gratui<br /> <br /> 1-613-960-7516  (Canada) Numéro d'appel<br /> <br /> Code d'accès participant: 646 673 7<br /> <br /> '''Youtube''': https://www.youtube.com/watch?v=A-j8z74T75k<br /> <br /> === Presentation Material / Matériel de présentation ===<br /> *[[:File:Next Generation HR and Pay Industry Day - Agenda.pdf|Next Generation HR and Pay Industry Day - Agenda]]<br /> *[[:File:L'ordre du jour .pdf|La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération - l'ordre du jour]]<br /> *[[:File:Next Generation HR and Pay Industry Day - Presentation Material.pdf|Next Generation HR and Pay Industry Day - Presentation Material]]<br /> *[[:File:La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération - Matérial de présentation.pdf|La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération - Matérial de présentation]] <br /> <br /> == '''Other Links / Autres liens''' ==<br /> *[https://www.eventbrite.ca/e/nextgen-industry-day-prochaine-gen-journee-de-lindustrie-tickets-49863922334?aff=eac2 Eventbrite]<br /> *[https://www.canada.ca/en/privy-council/topics/blueprint-2020-public-service-renewal.html Blueprint 2020] - [https://www.canada.ca/fr/conseil-prive/sujets/objectif-2020-renouvellement-fonction-publique.html Objectif 2020]<br /> *[https://www.tbs-sct.gc.ca/ems-sgd/edb-bdd/index-eng.html#start GC InfoBase] - [https://www.tbs-sct.gc.ca/ems-sgd/edb-bdd/index-fra.html#start InfoBase du GC]<br /> *[http://www.tbs-sct.gc.ca/agreements-conventions/index-eng.aspx Collective Agreements for Public Service] - [http://www.tbs-sct.gc.ca/agreements-conventions/index-fra.aspx Conventions collectives pour la fonction publique]<br /> *[https://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=15772 Directive on Terms and Conditions of Employment] - [https://www.tbs-sct.gc.ca/pol/doc-fra.aspx?id=15772 Directive sur les conditions d’emploi]<br /> *[https://tbs-sct.gc.ca/pol/topic-sujet-eng.aspx?ta=27 IM-IT Policies] - [https://tbs-sct.gc.ca/pol/topic-sujet-fra.aspx?ta=27 Politiques de GI - TI]<br /> *[[:File:Digital Solution Stream Core HCM.pdf|Digital Solution Stream: Core HCM]]<br /> *[[:File:GC_Reference_Architecture_and_enterprise_roles_-_BIL.pdf| GC Reference Architecture and enterprise roles]]<br /> *[[:File:HR - Pay - Pension Landscape - EN.jpg| HR - Pay - Pension Landscape - EN]] - [[:File:HR - Pay - Pension Landscape - FR.jpg| Environnement de RH - Paye - Pension]]<br /> *[[:File:GC HR Business Reference Model EN.pdf| GC HR Business Reference Model]] - [[:File:GC HR Business Reference Model FR.pdf| Modèle de reference d'affaire RH du GC]]<br /> *[https://buyandsell.gc.ca/cds/public/2018/09/19/112cce3d554c2ad4648e07f2ae4f690f/draft_next_gen_gate_1_evaluation_criteria_-_ebauche_progen_criteres_devaluation_pour_le_point_de_controle_1.pdf Draft evaluation critera for Gate #1 - Ébauche des critères pour le point de contrôle #1]<br /> *[[HRandPayNextGen-ProGenRHetPaye/UserExperienceResearchAndEngagement| User Experience Research &amp; Engagement]]</div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=File:GC_HR_Business_Reference_Model_EN.pdf&diff=5213 2018-09-19T17:09:04Z

<p>Anthony.sheehan: </p> <hr /> <div></div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=File:GC_HR_Business_Reference_Model_FR.pdf&diff=5212 2018-09-19T17:08:50Z

<p>Anthony.sheehan: </p> <hr /> <div></div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=NextGenHRandPay-ProGenRHetPaye&diff=5199 2018-09-19T12:18:38Z

<p>Anthony.sheehan: </p> <hr /> <div>== '''NextGen Industry Day / Prochaine Gen, Journée de l'industrie''' ==<br /> <br /> === Event Description / Description de l'événement ===<br /> Treasury Board of Canada Secretariat in collaboration with Public Services and Procurement Canada – Procurement Branch, is hosting an all-day Industry Day in Ottawa on '''September 19, 2018.'''<br /> <br /> The objectives of this day are to present the scope of the work for the Next Generation HR and Pay Team, its current challenges, and the team’s approach. Industry will also have the opportunity to understand our Agile Procurement Process (APP). As Stated in the Notice of Proposed Procurement (NPP), the Next Generation HR and Pay team is soliciting interest for the following five (5) streams: Discovery and Design Thinking, Digital Business Optimization and Architecture, Innovative technology, Change Management, and Program Management &amp; Capacity.<br /> <br /> The Next Generation HR and Pay Industry Day will:<br /> * Provide industry with information on how best to respond to the Agile Procurement Process(es);<br /> * Provide industry with a view of the current HR and Pay landscape in the Government of Canada; and<br /> * Respond to questions and provide feedback.<br /> &lt;u&gt;How to participate&lt;/u&gt;<br /> <br /> Participation is intended for members of Industry as the primary audience. Seating is limited so registration will be done on a first-come, first-serve basis with participation also possible via WebEx.<br /> <br /> To participate online, please join us via WebEx or YouTube Live<br /> <br /> '''WebEx Link''': https://gts-ee.webex.com/gts-ee/j.php?MTID=mf363a5f077be79749dd2f1a0730692e6<br /> <br /> Audio connection: <br /> <br /> 1-877-413-4792  (Canada) Call-in toll-free number<br /> <br /> 1-613-960-7516  (Canada) Call-in number<br /> <br /> Attendee access code: 646 673 7<br /> <br /> '''Youtube''': https://www.youtube.com/watch?v=A-j8z74T75k<br /> <br /> &lt;nowiki&gt;***&lt;/nowiki&gt; <br /> <br /> Le Secrétariat du Conseil du Trésor du Canada, en collaboration avec la Direction générale de l’approvisionnement de Services publics et Approvisionnement Canada, organise une Journée de l’industrie à Ottawa, le '''19 septembre 2018.'''<br /> <br /> Les objectifs de cette journée sont de présenter la portée du travail de l’équipe des RH et de la paye de la prochaine génération, ses défis actuels ainsi que l’approche. L’industrie aura également l’occasion de comprendre notre processus d’approvisionnement agile. Comme il est indiqué dans l’avis de projet de marchés (APM), l’équipe des RH et de la paye de la prochaine génération manifeste un intérêt pour les cinq volets suivants : Découverte et réflexion sur la conception, Optimisation et architecture des opérations numériques, Solution de technologies novatrices, Gestion du changement et Gestion de programme et de la capacité.<br /> <br /> La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération :<br /> * fournira à l’industrie de l’information sur la meilleure façon de répondre aux processus d’approvisionnement agile;<br /> * fournira à l’industrie une vue d’ensemble du paysage actuel des RH et de la paye au gouvernement du Canada; et<br /> * permettra de répondre aux questions et de donner de la rétroaction.<br /> &lt;u&gt;Comment participer&lt;/u&gt;<br /> <br /> La participation s’adresse principalement aux membres de l’industrie. Comme les places sont limitées, l’inscription se fera selon le principe du premier arrivé, premier servi, et il sera également possible d’y participer par l’intermédiaire de WebEx.<br /> <br /> Pour participer en ligne, veuillez nous rejoindre via WebEx ou YouTube en direct<br /> <br /> '''WebEx Link''': https://gts-ee.webex.com/gts-ee/j.php?MTID=mf363a5f077be79749dd2f1a0730692e6<br /> <br /> Connexion audio :<br /> <br /> 1-877-413-4792  (Canada) Numéro d'appel gratui<br /> <br /> 1-613-960-7516  (Canada) Numéro d'appel<br /> <br /> Code d'accès participant: 646 673 7<br /> <br /> '''Youtube''': https://www.youtube.com/watch?v=A-j8z74T75k<br /> <br /> === Presentation Material / Matériel de présentation ===<br /> *[[:File:Next Generation HR and Pay Industry Day - Agenda.pdf|Next Generation HR and Pay Industry Day - Agenda]]<br /> *[[:File:L'ordre du jour .pdf|La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération - l'ordre du jour]]<br /> *[[:File:Next Generation HR and Pay Industry Day - Presentation Material.pdf|Next Generation HR and Pay Industry Day - Presentation Material]]<br /> *[[:File:La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération - Matérial de présentation.pdf|La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération - Matérial de présentation]] <br /> <br /> == '''Other Links / Autres liens''' ==<br /> *[https://www.eventbrite.ca/e/nextgen-industry-day-prochaine-gen-journee-de-lindustrie-tickets-49863922334?aff=eac2 Eventbrite]<br /> *[https://www.canada.ca/en/privy-council/topics/blueprint-2020-public-service-renewal.html Blueprint 2020] - [https://www.canada.ca/fr/conseil-prive/sujets/objectif-2020-renouvellement-fonction-publique.html Objectif 2020]<br /> *[https://www.tbs-sct.gc.ca/ems-sgd/edb-bdd/index-eng.html#start GC InfoBase] - [https://www.tbs-sct.gc.ca/ems-sgd/edb-bdd/index-fra.html#start InfoBase du GC]<br /> *[http://www.tbs-sct.gc.ca/agreements-conventions/index-eng.aspx Collective Agreements for Public Service] - [http://www.tbs-sct.gc.ca/agreements-conventions/index-fra.aspx Conventions collectives pour la fonction publique]<br /> *[https://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=15772 Directive on Terms and Conditions of Employment] - [https://www.tbs-sct.gc.ca/pol/doc-fra.aspx?id=15772 Directive sur les conditions d’emploi]<br /> *[https://tbs-sct.gc.ca/pol/topic-sujet-eng.aspx?ta=27 IM-IT Policies] - [https://tbs-sct.gc.ca/pol/topic-sujet-fra.aspx?ta=27 Politiques de GI - TI]<br /> *[[:File:Digital Solution Stream Core HCM.pdf|Digital Solution Stream: Core HCM]]<br /> *[[:File:GC_Reference_Architecture_and_enterprise_roles_-_BIL.pdf| GC Reference Architecture and enterprise roles]]<br /> *[[:File:HR - Pay - Pension Landscape - EN.jpg| HR - Pay - Pension Landscape - EN]] - [[:File:HR - Pay - Pension Landscape - FR.jpg| RH - Paye - Pension Environnement]]<br /> *[https://buyandsell.gc.ca/cds/public/2018/09/19/112cce3d554c2ad4648e07f2ae4f690f/draft_next_gen_gate_1_evaluation_criteria_-_ebauche_progen_criteres_devaluation_pour_le_point_de_controle_1.pdf Draft evaluation critera for Gate #1 - Ébauche des critères pour le point de contrôle #1]<br /> *[[HRandPayNextGen-ProGenRHetPaye/UserExperienceResearchAndEngagement| User Experience Research &amp; Engagement]]</div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=File:HR_-_Pay_-_Pension_Landscape_-_FR.jpg&diff=5198 2018-09-19T12:14:45Z

<p>Anthony.sheehan: </p> <hr /> <div></div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=File:HR_-_Pay_-_Pension_Landscape_-_EN.jpg&diff=5197 2018-09-19T12:13:56Z

<p>Anthony.sheehan: </p> <hr /> <div></div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=NextGenHRandPay-ProGenRHetPaye&diff=5196 2018-09-19T11:42:02Z

<p>Anthony.sheehan: </p> <hr /> <div>== '''NextGen Industry Day / Prochaine Gen, Journée de l'industrie''' ==<br /> <br /> === Event Description / Description de l'événement ===<br /> Treasury Board of Canada Secretariat in collaboration with Public Services and Procurement Canada – Procurement Branch, is hosting an all-day Industry Day in Ottawa on '''September 19, 2018.'''<br /> <br /> The objectives of this day are to present the scope of the work for the Next Generation HR and Pay Team, its current challenges, and the team’s approach. Industry will also have the opportunity to understand our Agile Procurement Process (APP). As Stated in the Notice of Proposed Procurement (NPP), the Next Generation HR and Pay team is soliciting interest for the following five (5) streams: Discovery and Design Thinking, Digital Business Optimization and Architecture, Innovative technology, Change Management, and Program Management &amp; Capacity.<br /> <br /> The Next Generation HR and Pay Industry Day will:<br /> * Provide industry with information on how best to respond to the Agile Procurement Process(es);<br /> * Provide industry with a view of the current HR and Pay landscape in the Government of Canada; and<br /> * Respond to questions and provide feedback.<br /> &lt;u&gt;How to participate&lt;/u&gt;<br /> <br /> Participation is intended for members of Industry as the primary audience. Seating is limited so registration will be done on a first-come, first-serve basis with participation also possible via WebEx.<br /> <br /> To participate online, please join us via WebEx or YouTube Live<br /> <br /> '''WebEx Link''': https://gts-ee.webex.com/gts-ee/j.php?MTID=mf363a5f077be79749dd2f1a0730692e6<br /> <br /> Audio connection: <br /> <br /> 1-877-413-4792  (Canada) Call-in toll-free number<br /> <br /> 1-613-960-7516  (Canada) Call-in number<br /> <br /> Attendee access code: 646 673 7<br /> <br /> '''Youtube''': https://www.youtube.com/watch?v=A-j8z74T75k<br /> <br /> &lt;nowiki&gt;***&lt;/nowiki&gt; <br /> <br /> Le Secrétariat du Conseil du Trésor du Canada, en collaboration avec la Direction générale de l’approvisionnement de Services publics et Approvisionnement Canada, organise une Journée de l’industrie à Ottawa, le '''19 septembre 2018.'''<br /> <br /> Les objectifs de cette journée sont de présenter la portée du travail de l’équipe des RH et de la paye de la prochaine génération, ses défis actuels ainsi que l’approche. L’industrie aura également l’occasion de comprendre notre processus d’approvisionnement agile. Comme il est indiqué dans l’avis de projet de marchés (APM), l’équipe des RH et de la paye de la prochaine génération manifeste un intérêt pour les cinq volets suivants : Découverte et réflexion sur la conception, Optimisation et architecture des opérations numériques, Solution de technologies novatrices, Gestion du changement et Gestion de programme et de la capacité.<br /> <br /> La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération :<br /> * fournira à l’industrie de l’information sur la meilleure façon de répondre aux processus d’approvisionnement agile;<br /> * fournira à l’industrie une vue d’ensemble du paysage actuel des RH et de la paye au gouvernement du Canada; et<br /> * permettra de répondre aux questions et de donner de la rétroaction.<br /> &lt;u&gt;Comment participer&lt;/u&gt;<br /> <br /> La participation s’adresse principalement aux membres de l’industrie. Comme les places sont limitées, l’inscription se fera selon le principe du premier arrivé, premier servi, et il sera également possible d’y participer par l’intermédiaire de WebEx.<br /> <br /> Pour participer en ligne, veuillez nous rejoindre via WebEx ou YouTube en direct<br /> <br /> '''WebEx Link''': https://gts-ee.webex.com/gts-ee/j.php?MTID=mf363a5f077be79749dd2f1a0730692e6<br /> <br /> Connexion audio :<br /> <br /> 1-877-413-4792  (Canada) Numéro d'appel gratui<br /> <br /> 1-613-960-7516  (Canada) Numéro d'appel<br /> <br /> Code d'accès participant: 646 673 7<br /> <br /> '''Youtube''': https://www.youtube.com/watch?v=A-j8z74T75k<br /> <br /> === Presentation Material / Matériel de présentation ===<br /> *[[:File:Next Generation HR and Pay Industry Day - Agenda.pdf|Next Generation HR and Pay Industry Day - Agenda]]<br /> *[[:File:L'ordre du jour .pdf|La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération - l'ordre du jour]]<br /> *[[:File:Next Generation HR and Pay Industry Day - Presentation Material.pdf|Next Generation HR and Pay Industry Day - Presentation Material]]<br /> *[[:File:La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération - Matérial de présentation.pdf|La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération - Matérial de présentation]] <br /> <br /> == '''Other Links / Autres liens''' ==<br /> *[https://www.eventbrite.ca/e/nextgen-industry-day-prochaine-gen-journee-de-lindustrie-tickets-49863922334?aff=eac2 Eventbrite]<br /> *[https://www.canada.ca/en/privy-council/topics/blueprint-2020-public-service-renewal.html Blueprint 2020] - [https://www.canada.ca/fr/conseil-prive/sujets/objectif-2020-renouvellement-fonction-publique.html Objectif 2020]<br /> *[https://www.tbs-sct.gc.ca/ems-sgd/edb-bdd/index-eng.html#start GC InfoBase] - [https://www.tbs-sct.gc.ca/ems-sgd/edb-bdd/index-fra.html#start InfoBase du GC]<br /> *[http://www.tbs-sct.gc.ca/agreements-conventions/index-eng.aspx Collective Agreements for Public Service] - [http://www.tbs-sct.gc.ca/agreements-conventions/index-fra.aspx Conventions collectives pour la fonction publique]<br /> *[https://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=15772 Directive on Terms and Conditions of Employment] - [https://www.tbs-sct.gc.ca/pol/doc-fra.aspx?id=15772 Directive sur les conditions d’emploi]<br /> *[https://tbs-sct.gc.ca/pol/topic-sujet-eng.aspx?ta=27 IM-IT Policies] - [https://tbs-sct.gc.ca/pol/topic-sujet-fra.aspx?ta=27 Politiques de GI - TI]<br /> *[[:File:Digital Solution Stream Core HCM.pdf|Digital Solution Stream: Core HCM]]<br /> *[[:File:GC_Reference_Architecture_and_enterprise_roles_-_BIL.pdf| GC Reference Architecture and enterprise roles]]<br /> *[https://buyandsell.gc.ca/cds/public/2018/09/19/112cce3d554c2ad4648e07f2ae4f690f/draft_next_gen_gate_1_evaluation_criteria_-_ebauche_progen_criteres_devaluation_pour_le_point_de_controle_1.pdf Draft evaluation critera for Gate #1 - Ébeauche des critères pour le point de contrôle #1]<br /> *[[HRandPayNextGen-ProGenRHetPaye/UserExperienceResearchAndEngagement| User Experience Research &amp; Engagement]]</div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=NextGenHRandPay-ProGenRHetPaye&diff=5195 2018-09-19T04:00:19Z

<p>Anthony.sheehan: </p> <hr /> <div>== '''NextGen Industry Day / Prochaine Gen, Journée de l'industrie''' ==<br /> <br /> === Event Description / Description de l'événement ===<br /> Treasury Board of Canada Secretariat in collaboration with Public Services and Procurement Canada – Procurement Branch, is hosting an all-day Industry Day in Ottawa on '''September 19, 2018.'''<br /> <br /> The objectives of this day are to present the scope of the work for the Next Generation HR and Pay Team, its current challenges, and the team’s approach. Industry will also have the opportunity to understand our Agile Procurement Process (APP). As Stated in the Notice of Proposed Procurement (NPP), the Next Generation HR and Pay team is soliciting interest for the following five (5) streams: Discovery and Design Thinking, Digital Business Optimization and Architecture, Innovative technology, Change Management, and Program Management &amp; Capacity.<br /> <br /> The Next Generation HR and Pay Industry Day will:<br /> * Provide industry with information on how best to respond to the Agile Procurement Process(es);<br /> * Provide industry with a view of the current HR and Pay landscape in the Government of Canada; and<br /> * Respond to questions and provide feedback.<br /> &lt;u&gt;How to participate&lt;/u&gt;<br /> <br /> Participation is intended for members of Industry as the primary audience. Seating is limited so registration will be done on a first-come, first-serve basis with participation also possible via WebEx.<br /> <br /> To participate online, please join us via WebEx or YouTube Live<br /> <br /> '''WebEx Link''': https://gts-ee.webex.com/gts-ee/j.php?MTID=mf363a5f077be79749dd2f1a0730692e6<br /> <br /> Audio connection: <br /> <br /> 1-877-413-4792  (Canada) Call-in toll-free number<br /> <br /> 1-613-960-7516  (Canada) Call-in number<br /> <br /> Attendee access code: 646 673 7<br /> <br /> '''Youtube''': https://www.youtube.com/watch?v=A-j8z74T75k<br /> <br /> &lt;nowiki&gt;***&lt;/nowiki&gt; <br /> <br /> Le Secrétariat du Conseil du Trésor du Canada, en collaboration avec la Direction générale de l’approvisionnement de Services publics et Approvisionnement Canada, organise une Journée de l’industrie à Ottawa, le '''19 septembre 2018.'''<br /> <br /> Les objectifs de cette journée sont de présenter la portée du travail de l’équipe des RH et de la paye de la prochaine génération, ses défis actuels ainsi que l’approche. L’industrie aura également l’occasion de comprendre notre processus d’approvisionnement agile. Comme il est indiqué dans l’avis de projet de marchés (APM), l’équipe des RH et de la paye de la prochaine génération manifeste un intérêt pour les cinq volets suivants : Découverte et réflexion sur la conception, Optimisation et architecture des opérations numériques, Solution de technologies novatrices, Gestion du changement et Gestion de programme et de la capacité.<br /> <br /> La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération :<br /> * fournira à l’industrie de l’information sur la meilleure façon de répondre aux processus d’approvisionnement agile;<br /> * fournira à l’industrie une vue d’ensemble du paysage actuel des RH et de la paye au gouvernement du Canada; et<br /> * permettra de répondre aux questions et de donner de la rétroaction.<br /> &lt;u&gt;Comment participer&lt;/u&gt;<br /> <br /> La participation s’adresse principalement aux membres de l’industrie. Comme les places sont limitées, l’inscription se fera selon le principe du premier arrivé, premier servi, et il sera également possible d’y participer par l’intermédiaire de WebEx.<br /> <br /> Pour participer en ligne, veuillez nous rejoindre via WebEx ou YouTube en direct<br /> <br /> '''WebEx Link''': https://gts-ee.webex.com/gts-ee/j.php?MTID=mf363a5f077be79749dd2f1a0730692e6<br /> <br /> Connexion audio :<br /> <br /> 1-877-413-4792  (Canada) Numéro d'appel gratui<br /> <br /> 1-613-960-7516  (Canada) Numéro d'appel<br /> <br /> Code d'accès participant: 646 673 7<br /> <br /> '''Youtube''': https://www.youtube.com/watch?v=A-j8z74T75k<br /> <br /> === Presentation Material / Matériel de présentation ===<br /> *[[:File:Next Generation HR and Pay Industry Day - Agenda.pdf|Next Generation HR and Pay Industry Day - Agenda]]<br /> *[[:File:L'ordre du jour .pdf|La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération - l'ordre du jour]]<br /> *[[:File:Next Generation HR and Pay Industry Day - Presentation Material.pdf|Next Generation HR and Pay Industry Day - Presentation Material]]<br /> *[[:File:La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération - Matérial de présentation.pdf|La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération - Matérial de présentation]] <br /> <br /> == '''Other Links / Autres liens''' ==<br /> *[[HRandPayNextGen-ProGenRHetPaye/UserExperienceResearchAndEngagement| User Experience Research &amp; Engagement]]<br /> *[https://www.eventbrite.ca/e/nextgen-industry-day-prochaine-gen-journee-de-lindustrie-tickets-49863922334?aff=eac2 Eventbrite]<br /> *[https://www.canada.ca/en/privy-council/topics/blueprint-2020-public-service-renewal.html Blueprint 2020] - [https://www.canada.ca/fr/conseil-prive/sujets/objectif-2020-renouvellement-fonction-publique.html Objectif 2020]<br /> *[https://www.tbs-sct.gc.ca/ems-sgd/edb-bdd/index-eng.html#start GC InfoBase] - [https://www.tbs-sct.gc.ca/ems-sgd/edb-bdd/index-fra.html#start InfoBase du GC]<br /> *[http://www.tbs-sct.gc.ca/agreements-conventions/index-eng.aspx Collective Agreements for Public Service] - [http://www.tbs-sct.gc.ca/agreements-conventions/index-fra.aspx Conventions collectives pour la fonction publique]<br /> *[https://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=15772 Directive on Terms and Conditions of Employment] - [https://www.tbs-sct.gc.ca/pol/doc-fra.aspx?id=15772 Directive sur les conditions d’emploi]<br /> *[https://tbs-sct.gc.ca/pol/topic-sujet-eng.aspx?ta=27 IM-IT Policies] - [https://tbs-sct.gc.ca/pol/topic-sujet-fra.aspx?ta=27 Politiques de GI - TI]<br /> *[[:File:Digital Solution Stream Core HCM.pdf|Digital Solution Stream: Core HCM]]<br /> *[[:File:GC_Reference_Architecture_and_enterprise_roles_-_BIL.pdf| GC Reference Architecture and enterprise roles]]</div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=File:GC_Reference_Architecture_and_enterprise_roles_-_BIL.pdf&diff=5194 2018-09-19T03:53:00Z

<p>Anthony.sheehan: </p> <hr /> <div>High resolution images for the Reference Architecture and enterprise roles</div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=NextGenHRandPay-ProGenRHetPaye&diff=5193 2018-09-19T03:47:57Z

<p>Anthony.sheehan: </p> <hr /> <div>== '''NextGen Industry Day / Prochaine Gen, Journée de l'industrie''' ==<br /> <br /> === Event Description / Description de l'événement ===<br /> Treasury Board of Canada Secretariat in collaboration with Public Services and Procurement Canada – Procurement Branch, is hosting an all-day Industry Day in Ottawa on '''September 19, 2018.'''<br /> <br /> The objectives of this day are to present the scope of the work for the Next Generation HR and Pay Team, its current challenges, and the team’s approach. Industry will also have the opportunity to understand our Agile Procurement Process (APP). As Stated in the Notice of Proposed Procurement (NPP), the Next Generation HR and Pay team is soliciting interest for the following five (5) streams: Discovery and Design Thinking, Digital Business Optimization and Architecture, Innovative technology, Change Management, and Program Management &amp; Capacity.<br /> <br /> The Next Generation HR and Pay Industry Day will:<br /> * Provide industry with information on how best to respond to the Agile Procurement Process(es);<br /> * Provide industry with a view of the current HR and Pay landscape in the Government of Canada; and<br /> * Respond to questions and provide feedback.<br /> &lt;u&gt;How to participate&lt;/u&gt;<br /> <br /> Participation is intended for members of Industry as the primary audience. Seating is limited so registration will be done on a first-come, first-serve basis with participation also possible via WebEx.<br /> <br /> To participate online, please join us via WebEx or YouTube Live<br /> <br /> '''WebEx Link''': https://gts-ee.webex.com/gts-ee/j.php?MTID=mf363a5f077be79749dd2f1a0730692e6<br /> <br /> Audio connection: <br /> <br /> 1-877-413-4792  (Canada) Call-in toll-free number<br /> <br /> 1-613-960-7516  (Canada) Call-in number<br /> <br /> Attendee access code: 646 673 7<br /> <br /> '''Youtube''': https://www.youtube.com/watch?v=A-j8z74T75k<br /> <br /> &lt;nowiki&gt;***&lt;/nowiki&gt; <br /> <br /> Le Secrétariat du Conseil du Trésor du Canada, en collaboration avec la Direction générale de l’approvisionnement de Services publics et Approvisionnement Canada, organise une Journée de l’industrie à Ottawa, le '''19 septembre 2018.'''<br /> <br /> Les objectifs de cette journée sont de présenter la portée du travail de l’équipe des RH et de la paye de la prochaine génération, ses défis actuels ainsi que l’approche. L’industrie aura également l’occasion de comprendre notre processus d’approvisionnement agile. Comme il est indiqué dans l’avis de projet de marchés (APM), l’équipe des RH et de la paye de la prochaine génération manifeste un intérêt pour les cinq volets suivants : Découverte et réflexion sur la conception, Optimisation et architecture des opérations numériques, Solution de technologies novatrices, Gestion du changement et Gestion de programme et de la capacité.<br /> <br /> La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération :<br /> * fournira à l’industrie de l’information sur la meilleure façon de répondre aux processus d’approvisionnement agile;<br /> * fournira à l’industrie une vue d’ensemble du paysage actuel des RH et de la paye au gouvernement du Canada; et<br /> * permettra de répondre aux questions et de donner de la rétroaction.<br /> &lt;u&gt;Comment participer&lt;/u&gt;<br /> <br /> La participation s’adresse principalement aux membres de l’industrie. Comme les places sont limitées, l’inscription se fera selon le principe du premier arrivé, premier servi, et il sera également possible d’y participer par l’intermédiaire de WebEx.<br /> <br /> Pour participer en ligne, veuillez nous rejoindre via WebEx ou YouTube en direct<br /> <br /> '''WebEx Link''': https://gts-ee.webex.com/gts-ee/j.php?MTID=mf363a5f077be79749dd2f1a0730692e6<br /> <br /> Connexion audio :<br /> <br /> 1-877-413-4792  (Canada) Numéro d'appel gratui<br /> <br /> 1-613-960-7516  (Canada) Numéro d'appel<br /> <br /> Code d'accès participant: 646 673 7<br /> <br /> '''Youtube''': https://www.youtube.com/watch?v=A-j8z74T75k<br /> <br /> === Presentation Material / Matériel de présentation ===<br /> *[[:File:Next Generation HR and Pay Industry Day - Agenda.pdf|Next Generation HR and Pay Industry Day - Agenda]]<br /> *[[:File:L'ordre du jour .pdf|La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération - l'ordre du jour]]<br /> *[[:File:Next Generation HR and Pay Industry Day - Presentation Material.pdf|Next Generation HR and Pay Industry Day - Presentation Material]]<br /> *[[:File:La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération - Matérial de présentation.pdf|La Journée de l’industrie de l’équipe des RH et de la paye de la prochaine génération - Matérial de présentation]] <br /> <br /> == '''Other Links / Autres liens''' ==<br /> *[[HRandPayNextGen-ProGenRHetPaye/UserExperienceResearchAndEngagement| User Experience Research &amp; Engagement]]<br /> *[https://www.eventbrite.ca/e/nextgen-industry-day-prochaine-gen-journee-de-lindustrie-tickets-49863922334?aff=eac2 Eventbrite]<br /> *[https://www.canada.ca/en/privy-council/topics/blueprint-2020-public-service-renewal.html Blueprint 2020] - [https://www.canada.ca/fr/conseil-prive/sujets/objectif-2020-renouvellement-fonction-publique.html Objectif 2020]<br /> *[https://www.tbs-sct.gc.ca/ems-sgd/edb-bdd/index-eng.html#start GC InfoBase] - [https://www.tbs-sct.gc.ca/ems-sgd/edb-bdd/index-fra.html#start InfoBase du GC]<br /> *[http://www.tbs-sct.gc.ca/agreements-conventions/index-eng.aspx Collective Agreements for Public Service] - [http://www.tbs-sct.gc.ca/agreements-conventions/index-fra.aspx Conventions collectives pour la fonction publique]<br /> *[https://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=15772 Directive on Terms and Conditions of Employment] - [https://www.tbs-sct.gc.ca/pol/doc-fra.aspx?id=15772 Directive sur les conditions d’emploi]<br /> *[https://tbs-sct.gc.ca/pol/topic-sujet-eng.aspx?ta=27 IM-IT Policies] - [https://tbs-sct.gc.ca/pol/topic-sujet-fra.aspx?ta=27 Politiques de GI - TI]<br /> *[[:File:Digital Solution Stream Core HCM.pdf|Digital Solution Stream: Core HCM]]</div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=HRandPayNextGen-ProGenRHetPaye/UserExperienceResearchAndEngagement&diff=5168 2018-09-18T18:01:38Z

<p>Anthony.sheehan: </p> <hr /> <div>The HR &amp; Pay Next Gen team is committed to involving users every step of the way.<br /> We will be leveraging GCCollab to create groups of people representing key personas (type of stakeholder).<br /> <br /> We will creating the GCCollab groups shortly so people can start signing up.<br /> <br /> ------------<br /> <br /> L'équipe de RH &amp; Paye Prochaine Génération est résolue à impliquer les utilisateurs à chaque étape du projet.<br /> Nous allons utiliser GCCollab pour créer un groupe pour chaque archetype d'utilisateur.<br /> <br /> Nous créérons les groups dans GCCollab sous peu.</div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=NextGenHRandPay-ProGenRHetPaye&diff=5105 2018-09-14T01:13:05Z

<p>Anthony.sheehan: </p> <hr /> <div>*[[HRandPayNextGen-ProGenRHetPaye/UserExperienceResearchAndEngagement| User Experience Research &amp; Engagement]]<br /> <br /> More to come soon.<br /> <br /> Plus de détails à venir bientôt.</div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=NextGenHRandPay-ProGenRHetPaye&diff=5104 2018-09-14T01:12:18Z

<p>Anthony.sheehan: </p> <hr /> <div>*[[HRandPayNextGen-ProGenRHetPaye/UserExperienceResearchAndEngagement|UserExperienceResearchAndEngagement]]<br /> <br /> More to come soon.<br /> <br /> Plus de détails à venir bientôt.</div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=NextGenHRandPay-ProGenRHetPaye&diff=5103 2018-09-14T01:11:58Z

<p>Anthony.sheehan: </p> <hr /> <div>*[[User experience and engagement|UserExperienceResearchAndEngagement]]<br /> <br /> More to come soon.<br /> <br /> Plus de détails à venir bientôt.</div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=NextGenHRandPay-ProGenRHetPaye&diff=5102 2018-09-14T01:10:00Z

<p>Anthony.sheehan: </p> <hr /> <div>*[[UserExperienceResearchAndEngagement]]<br /> <br /> More to come soon.<br /> <br /> Plus de détails à venir bientôt.</div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=NextGenHRandPay-ProGenRHetPaye&diff=5101 2018-09-14T01:09:15Z

<p>Anthony.sheehan: </p> <hr /> <div>[[UserExperienceResearchAndEngagement]]<br /> <br /> More to come soon.<br /> <br /> Plus de détails à venir bientôt.</div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=HRandPayNextGen-ProGenRHetPaye/UserExperienceResearchAndEngagement&diff=5085 2018-09-13T02:51:28Z

<p>Anthony.sheehan: </p> <hr /> <div>'''FOR TESTING PURPOSE ONLY'''<br /> <br /> The HR &amp; Pay Next Gen team is committed to involving users every step of the way.<br /> We will be leveraging GCCollab to create groups of people representing key personas (type of stakeholder).<br /> <br /> Join the following GCCollab groups to be part of the conversation.<br /> Are first workshops will take place at the end of September 2018 so sign-up fast!<br /> <br /> - [https://gccollab.ca/groups/profile/1216260/enmanagers-persona-sub-groupfrgestionnaires-sous-group-darchetype Manager GCCollab user group]</div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=HRandPayNextGen-ProGenRHetPaye/UserExperienceResearchAndEngagement&diff=5084 2018-09-13T02:50:41Z

<p>Anthony.sheehan: Created page with &quot;The HR &amp; Pay Next Gen team is committed to involving users every step of the way. We will be leveraging GCCollab to create groups of people representing key personas (type of...&quot;</p> <hr /> <div>The HR &amp; Pay Next Gen team is committed to involving users every step of the way.<br /> We will be leveraging GCCollab to create groups of people representing key personas (type of stakeholder).<br /> <br /> Join the following GCCollab groups to be part of the conversation.<br /> Are first workshops will take place at the end of September 2018 so sign-up fast!<br /> <br /> - [https://gccollab.ca/groups/profile/1216260/enmanagers-persona-sub-groupfrgestionnaires-sous-group-darchetype Manager GCCollab user group]</div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=NextGenHRandPay-ProGenRHetPaye&diff=5083 2018-09-13T02:42:39Z

<p>Anthony.sheehan: </p> <hr /> <div>[User Experience Research &amp; Engagement]<br /> <br /> More to come soon.<br /> <br /> Plus de détails à venir bientôt.</div>

Anthony.sheehan https://wiki.gccollab.ca/index.php?title=NextGenHRandPay-ProGenRHetPaye&diff=4962 2018-09-08T14:41:36Z

<p>Anthony.sheehan: Created page with &quot;More to come soon. Plus de détails à venir bientôt.&quot;</p> <hr /> <div>More to come soon.<br /> <br /> Plus de détails à venir bientôt.</div>

Anthony.sheehan