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Line 1: − {{construction}} − |+[[File:CSPS_Digital_Accelerator.png|alt=|left|frameless|1201x1201px]] − | − ====== <big>Join the team from 2:30-3:30 PM (ET) in their breakout room for a live demo and Q&A.</big> ====== − [https://teams.microsoft.com/l/meetup-join/19%3ameeting_MTM5ODlkOTEtM2EwNS00NGVlLWE3ZDUtNzRiNWEwYjU3OTA3%40thread.v2/0?context=%7b%22Tid%22%3a%221594fdae-a1d9-4405-915d-011467234338%22%2c%22Oid%22%3a%2276a8fb38-8c5e-4a96-a182-d32263116faf%22%7d '''Click here to join the room'''] − − '''Or call in (audio only)''' − − [[Tel:+16474845913,,504360124|+1 647-484-5913,,504360124#]] Canada, Toronto − − Phone Conference ID: 504 360 124# − − − − Line 29:
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CSPS Digital Academy/CSPS Digital Accelerator/Team 5 - DFO (view source)
Revision as of 15:54, 24 June 2021
, 15:54, 24 June 2021no edit summary
[[FR:Académie_du_numérique/Accélérateur_du_numérique_EFPC/Équipe_5_-_MPO]]
[[FR:Académie_du_numérique/Accélérateur_du_numérique_EFPC/Équipe_5_-_MPO]]
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== '''<big>Improving the Onboarding Experience at DFO</big>''' ==
== '''<big>Improving the Onboarding Experience at DFO</big>''' ==
=== <big>Our Team</big> ===
=== <big>Our Team</big> ===
Our team contains members from our Department’s Corporate Services, including developers from the Corporate Solutions team and human resources personnel. We have Edithe Sauvé and Stephanie Hébert-Arseneault from Human Resources administration team, with Martin Dion, Jarett Noade, Justin Angus and Marcio Paulo on the development side.
Our team contains members from our Department’s Corporate Services, including developers from the Corporate Solutions team and human resources personnel. We have Edithe Sauvé and Stephanie Hébert-Arseneault from Human Resources administration team, with Martin Dion, Jarett Noade, Justin Angus and Marcio Paulo on the development side.
This combination makes us able to tackle the hiring and staffing process at the Department of Fisheries and Oceans from an administrative and technical side.
This combination makes us able to tackle the hiring and staffing process at the Department of Fisheries and Oceans from an administrative and technical side.
=== <big>Our original problem</big> ===
=== <big>Our original problem</big> ===
This problem is important to solve because hiring and onboarding offer an opportunity for the organization to make a positive impression on the newly hired employee. If the Department of Fisheries and Oceans wants to position itself as an employer of choice and attract and retain talent, streamlining its hiring and onboarding process is a logical first step to take.
This problem is important to solve because hiring and onboarding offer an opportunity for the organization to make a positive impression on the newly hired employee. If the Department of Fisheries and Oceans wants to position itself as an employer of choice and attract and retain talent, streamlining its hiring and onboarding process is a logical first step to take.
=== <big>Evolution of our problem</big> ===
=== <big>Evolution of our problem</big> ===
Over the course of the Accelerator, we interviewed hiring managers and administrative assistants. Thanks to those interviews, we discovered a more comprehensive onboarding process that had been implemented in the Maritimes region. When onboarding a new employee, the Maritimes onboarding team considers the unique situation of the individual, such as whether they are a student or transferring from out of the province, or have disabilities. If needed, the Maritimes onboarding team then provides them with additional resources based on their unique situation. This made us realize that hiring and onboarding should not be one-size-fits-all.
Over the course of the Accelerator, we interviewed hiring managers and administrative assistants. Thanks to those interviews, we discovered a more comprehensive onboarding process that had been implemented in the Maritimes region. When onboarding a new employee, the Maritimes onboarding team considers the unique situation of the individual, such as whether they are a student or transferring from out of the province, or have disabilities. If needed, the Maritimes onboarding team then provides them with additional resources based on their unique situation. This made us realize that hiring and onboarding should not be one-size-fits-all.
=== <big>Our prototyped solution</big> ===
=== <big>Our prototyped solution</big> ===
This seemed the most logical starting point to improve the experience.
This seemed the most logical starting point to improve the experience.
=== <big>Takeaways</big> ===
=== <big>Takeaways</big> ===
The CSPS Digital Accelerator was very interesting and introduced us to new ways of approaching problem solving, notably through user research. We also got to experiment with agile product development, which was a very helpful process for our team. It was also fun on a personal level to be working on a project that is this ambitious and has implications for improving processes across a variety of sectors at Fisheries and Oceans Canada.
The CSPS Digital Accelerator was very interesting and introduced us to new ways of approaching problem solving, notably through user research. We also got to experiment with agile product development, which was a very helpful process for our team. It was also fun on a personal level to be working on a project that is this ambitious and has implications for improving processes across a variety of sectors at Fisheries and Oceans Canada.
