14 November 2007 / le 14 novembre 2007
Submitted by/Soumis par : Stephen Finnamore, Executive Director, Business
Transformation Services/Services de transformation des activités
Employee Services/Services aux employés
(613) 580-2424 x14946, lois.pearce@ottawa.ca
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REPORT RECOMMENDATION
That Council receive the Human Resource 2007 Plan for information.
RECOMMANDATION DU RAPPORT
Que le Conseil municipal prenne connaissance du Plan des ressources humaines de 2007 à titre d’information.
BACKGROUND
At the City Council meetings held between March 24-26, 2004, staff were directed to develop a proposal for a human resource plan. In consultation with members of the Long Range Financial Plan Sub-Committee, the Employee Services Branch created a proposed framework for a comprehensive Human Resource (HR) Plan. The framework was approved by City Council on September 14, 2005 with the first HR Plan delivered during the November 2005 Budget process.
This is the third edition of the HR Plan tabled annually in conjunction with the City’s budget process. Although this is not the format of a traditional HR Plan which addresses issues such as succession planning and talent management, this Plan addresses Council’s request to report on current FTE allocations. It is designed to assist senior management and Council in planning and decision-making by providing information on how human resources are being utilized and by showing human resource trends over time. It provides a detailed analysis of where full-time equivalent positions (FTEs) are located in the organization and what types of positions support the City’s programs and services. This increases the City’s transparency and accountability to Council and the public.
DISCUSSION
The FTE count is used for budget purposes to quantify the number of positions approved by Council. The FTE count includes full-time, part-time, salary, wage, casual and student positions. This is distinct from headcount, which represents the number of employees in those positions. For example, two half-time positions would equal one FTE.
The HR Plan summarizes the FTE count from 2000 through 2007 and provides an explanation of the changes by Department. It also provides a summary of the FTE changes from 2001 to 2007 by key categories. Since 2000 there has been a reduction of 664.50 FTEs as a result of amalgamation savings. Furthermore, in 2004 there was a reduction of 483.20 FTEs as a result of corporate restructuring and the Universal Program Review initiative; as well as a subsequent reduction of 88.10 FTEs in March 2006. These reductions in FTEs were offset by an increase of 588.18 FTEs over a seven-year period as a result of provincial/federal downloading and legislated and mandated programs. Finally, from 2001 to 2007, Council approved the addition of 1,645.02 FTEs as a result of new or expanded programs.
It is important to note that the 2007 FTE and employee headcount were extracted from the SAP-HR system as of July 31, 2007 and represent position information at that time.
Five appendices are included as part of the HR Plan. Appendix 1 shows the Corporate Organization Chart down to the Branch level. Appendix 2 provides the number of FTE’s performing job functions broken down by department, branch, division, section and work group as of July 31, 2007.
Appendix 3 provides the headcount by bargaining unit/non-union/elected representatives as of July 31, 2007. Appendix 4 provides the budgeted FTE and employee headcount by Branch as of July 31, 2007. Headcounts may exceed the number of budgeted positions due to temporary, casual, part-time or student positions. Appendix 5 includes information from the monthly Headcount, FTE, and Employee Turnover reports provided to members of Council each month.
CONSULTATION
Consultation was not required.
FINANCIAL IMPLICATIONS
There are no direct financial implications associated with this recommendation.
SUPPORTING DOCUMENTATION