| People |
Build Capacity |
- Increase capacity on the Compensation Team from 65 employees (17 compensation advisors) to 100 (including 35 compensation advisors)
- Negotiate the integration of DND staff in satellite offices and accessibility to Phoenix with PSPC
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| Governance Support |
- Build a Governance Secretariat
- Membership in governance committees (DM, ADM, DG) and HR-to-Pay working groups
- Participate on UMCC Communication Subcommittee and the Data, Report and Analytics Working Group
- Engage with OGD / cluster departments to identify common solutions
- Establish an internal HR-to-Pay Team comprised of HR, compensation, IT, CFO, communication and analytics stakeholders
- Consult and engage with key stakeholders, including Senior Military and Civilian Management and Base/Wing Commanders
- Consult and engage with Bargaining Agents
- Provide cyclical progress report and data to governance forums for business decisions
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| Change Management and Culture Change |
- Shift the culture from late processing to on-time processing
- Create HR-Pay Training and Communications to bring awareness, knowledge, changed behaviour and work planning
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| Equip HR Professionals |
- Train HR staff to improve data quality and timely data entry in HRMS
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| Equip Employees and Managers |
- Roll out and monitor completion rates for new Compensation Training for employees and managers
- Participate in town halls to support managers and employees
- Develop training aids and videos to support employee and managers in pay administration
- Ongoing communication on the Defence Team News, including cyclical pop-up messages
- Launch an awareness campaign for employees on maintaining correct personal address information in the HR system
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| Improve Compensation Client Service |
- Continue to communicate and manage emergency payment requests (ESA and Priority Payment)
- Assess 1-800 Call Centre capability
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| Process |
Collaborate with OCHRO and PSPC to improve pay |
- Identify and negotiate additional transaction repatriation with PSPC based on select criteria (e.g. high volume, simple process, highest impact)
- Provide input to proposed PSPC process changes
- Engage PSPC on the changes to service delivery model (pods)
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| Address the DND backlog |
- Reduce PAR rejection rate
- Reduce Section 34 outstanding cases through communication and monitoring
- In collaboration with PSPC, repatriate selected processes and train staff:
- Compensatory Time Off (CTO)
- Transfer IN/Transfer OUT requests
- LWOP
- Assess portfolio management process to address complex case backlog by community (i.e. FR, UT, SR)
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| Review and improve DND HR Business Processes linked to Pay |
- Perform root cause analysis to inform the streamlining and improvement of HR processes (classification, e-staffing and staffing) that directly impact compensation.
- Address data integrity and timely integration of information.
- Assess and revise the Common HR Business Processes (CHRBP) to eliminate steps that impede pay.
- Monitoring and measuring both the quality and timeliness of our input into Phoenix.
- Concentrated effort being applied on PAR rejections to further reduce from 11% - two keys areas being targeted are 1. Process changes and 2. Completeness and accuracy of information.
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| Technology/ Tools |
Access to PSPC tools |
- Advocate for greater and enhanced access to the Phoenix system for Compensation staff
- Advocate for view access for Classification and Staffing personnel to confirm HR activity
- Access to Case Management Tool to target areas of focus
- Diagnose system deficiencies
- Propose required system changes
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| Access to OCHRO data |
- Participate on the Data, Report and Analytics WG
- Collaborate with OCHRO for data and reports accessibility
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| Build DND analytics capability |
- Develop internal dashboards to assess HR root causes
- Develop reports and analyses for senior management for decision-making
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| Develop DND IT solutions |
- Improve and enhance website content specific to DND
- Improve intranet and internet presence for employees and managers in the workplace and at home to access services and information
- Resolve firewall issues to improve accessibility for employees at work and home
- Develop a Case Management Tool (CMT) to manage and monitor escalated cases.
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