Library and Archives Canada
www.collectionscanada.gc.ca
Common menu bar links
Institutional links
ARCHIVED - About Us
Archived Content
This archived Web page remains online for reference, research or recordkeeping purposes. This page will not be altered or updated. Web pages that are archived on the Internet are not subject to the Government of Canada Web Standards. As per the Communications Policy of the Government of Canada, you can request alternate formats of this page on the Contact Us page.
Response of Library and Archives Canada to the Round VII Management Accountability Framework
Action Plan 2010-2011
Previous | Table of Contents | Next
Learning, Innovation and Change Management
The Government of Canada wishes to ensure that "the department manages through continuous innovation and transformation, promotes organizational learning, values corporate knowledge, and learns from its performance."
LAC is an institution undergoing organizational change. Since the merger of the former National Archives of Canada and the National Library of Canada, LAC has flourished. Many LAC employees have gone through a stimulating, exciting period of redefining and modernizing old structures and approaches. The institution's leaders and employees are now more aware of the need for organizational change to put the institution in the right position to carry out its mission within government, Canadian society and various professional communities.
LAC has undergone significant organizational change in 2009–2010 with the appointment of a new Librarian and Archivist in April 2009 and a shuffle in the ranks of senior management. The organization has also launched a corporate modernization exercise, to create a more effective organization in response to the evolving challenges and opportunities in the industry.
In addition to the Organizational Change Management Framework, LAC has also developed guidelines to help managers establish the most effective organizational structure. Managers and directors were equipped with a toolkit to facilitate discussions with their employees regarding the reorganization. Employees were engaged in the strategic development phase.
| Area of Management | TBS evaluation |
|---|---|
| 8. Managing Organizational Change | Acceptable |
TBS Recommendations:
- LAC should provide supporting documentation to demonstrate its existing ability to effectively assess organizational change that has taken place as well as the results.
- Assessment plans exist but their scope should be wider and they should be more detailed.
- LAC should continue to proactively engage its employees throughout the organization and should provide increased learning opportunities regarding the organization's change management agenda.
- LAC should complete the evaluation framework and provide evidence that it can effectively assess the results of change management. Results have to be more apparent.
LAC Action Plan:
Continue our efforts to help the organization by managing the changes well.
Change in Progress
- The Business Integration sector and the Human Resources branch will ensure that change management is a performance indicator of the performance management agreements for executives.
- Develop a plan to support modernization of the change management agenda.
- Develop the tools and methodology to monitor progress and report to Management Board (dashboard).
- Report lessons learned in the Departmental Performance Report.
- Develop the modernization of RMAF and have it approved by the Evaluation Committee.
