Library and Archives Canada
Symbol of the Government of Canada

Institutional links

Government

BASCS Guidance

Human Resources Management Function Model

Introduction

This section covers the Human Resources Management Function, sub-functions, processes, activities, and transactions of administrative business concerning the management of federal government employees commonly conducted in and across all government institutions to facilitate the delivery of programmes and services.

Links to Relevant Human Resources Management Policies and Legislation

The Human Resources Management function has been modeled according to specific policies, legislations or documents related to Human Resources Management within the Government of Canada, in addition to a number of common laws, policies and publications that relate to all common administrative functions addressed within this BASCS Guide.

Common legislation:

Common Treasury Board Secretariat policies and publications:

Legislation related specifically to Human Resources:

Treasury Board Secretariat policies and publications:

A search for other links to policies that may relate to the Human Resources Management function can be undertaken by accessing the Treasury Board website, while links to related legislation can be further researched on the Justice Canada website.



Human Resources Management Function Business Process Model

According to our research and consultation process, we have identified a number of sequential sub-functions within the Human Resources Management business process model. These sub-functions, shown in black text in the diagram below, provide a foundation for BASCS classifications related to the Human Resources Management function.

Image 1

Human Resources Management Sub-function Business Process Model

A number of sequential activities in each sub-function were identified for the Human Resources Management process. These activities, shown in black text in the diagram below, provide the next level of BASCS classifications related to the Human Resources Management function.

Image 2

Human Resources Management Function Draft Classification Model

This model records classification structure addresses the Human Resources Management function, the steps in the business process developed to fulfill the function (i.e., sub-functions), the activities associated with each of these sub-functions, and the transactions of administrative business concerning the management of human resources within the federal government-as commonly conducted in and across all government institutions to facilitate the delivery of programmes and services.

The five sub-functions of the Human Resources Management business process, listed in order of a life-cycle concept of managing human resources, are:

  • Human Resources Management - Planning
  • Human Resources Management - Recruiting
  • Human Resources Management - Developing
  • Human Resources Management - Retaining
  • Human Resources Management - Performance Measurement.

As a business process, these sub-functions are arranged in the following sequence:

Image 3



HUMAN RESOURCES MANAGEMENT FUNCTION

PRIMARY NUMBERS AND SUB-FUNCTIONS

1.5.0 Human Resources Management - Comprehensive Matters

1.5.1 Human Resources Management - Planning

1.5.2 Human Resources Management - Recruiting

1.5.3 Human Resources Management - Developing

1.5.4 Finance Management - Performance Measurement

1.5.4 Finance Management - Performance Measurement

Note: the numeric coding system presented in this draft model classification structure is used for example purposes only. As of the date of this model, LAC has made no final decisions regarding the application of a standard coding system (including delimiters) to complement classification structures for common administrative records.

1.5.0 HUMAN RESOURCES MANAGEMENT - COMPREHENSIVE MATTERS

The Human Resources - Comprehensive Matters record grouping is reserved for records of activities and transactions that relate to or affect, in a comprehensive manner, the Human Resources Management function or the business process developed to fulfill that function (i.e., this record grouping is reserved for records of activities and transactions that relate to or affect all or most sub-functions of the Human Resources Management business process).

Examples of such activities and/or transactions are:

  • developing, applying, monitoring, and/or evaluating a policy, guidelines, systems, procedures, etc. that address or encompass all or most aspects of the human resources management function and/or business process (example record types: draft and approved policies, guidelines, procedures; draft and final requirements definitions for human resources management information systems1);
  • group activities and initiatives, i.e., those of committees, project teams, delegations, etc., that focus on all or most aspects of the human resource management function and/or business process (example record types: committee and/or work group meeting agenda and minutes, records of decisions, issue logs);
  • liaison activities, e.g., via the Human Resources Council, the Human Resources Management Institute, that address or encompass all or most aspects of the human resources management function and/or business process (example record types: documents of inter-organizational information sessions and/or collaborative initiatives);
  • reporting activities that address or encompass all or most aspects of the human resource management function and/or business process (example record types: draft and final reports addressing the overall (e.g., corporate) human resources management function and/or business process.


1 Note: for records of activities relating to information management systems and technologies, see the model records classification structure developed for the Management of Information function.

Note: records of activities and/or transactions that relate to specific sub-functions of the human resources management business process (i.e., planning, recruiting, developing, retaining, or performance measurement) should be classified to those sections of this classification scheme. Records that simultaneously address two or more, but not all, sub-functions of the business process should be classified to one of those sub-functions; the existence of these records should be noted in the descriptions of the related sub-function, activity, and/or transaction records groupings or, if appropriate, in the profiles of related individual documents (as a metadata 'cross-reference' element).

Example file codes and titles for: Human Resources - Comprehensive Matters

1.5.0-0

Human Resources Management - Comprehensive Matters - Policy Matters
(reserved for records related to developing, applying, monitoring, and/or evaluating a policy that simultaneously addresses all or most sub-functions of Human Resources Management)

1.5.0-1

Human Resources Management - Comprehensive Matters - General Matters
(reserved for records related to the Human Resources Management - Comprehensive Matters record grouping but for which no specific file or file grouping has been created)

1.5.0-2

Human Resources Management - Comprehensive Matters - (Departmental/Sector/Branch) Human Resources Management Committee
(reserved for records related to the deliberations of the [departmental/sector/branch] human resources management committee)

1.5.0-2-1

- Terms of Reference

1.5.0-2-2

- Cumulative Record of Decisions

1.5.0-2-2004/05

- Meetings Agenda and Minutes - Fiscal Year 2004-2005

1.5.0-2-2005/06

- Meetings Agenda and Minutes - Fiscal Year 2005-2006

1.5.0-3

Human Resources Management - Comprehensive Matters - Liaison Activities
(reserved for records related to internal or external relations on a spectrum of issues and/or initiatives that encompass more than one specific sub-function of Human Resources Management)

1.5.0-3-CCHRA

- Canadian Council of Human Resources Associations

1.5.0-3-HRC

- Human Resources Council

1.5.0-3-HRC-1

- HRC Position Paper on Modernizing Human Resources Management in the Public Service

1.5.0-3-HRIM

- Interdepartmental Human Resources Information Management Working Group

1.5.0-4

Human Resources Management - Comprehensive Matters - Reporting Activities
(reserved for records related to the process of reporting to management on [departmental/sector/branch] human resources management matters of a comprehensive nature)

1.5.0-5

Human Resources Management - Comprehensive Matters - Volunteers - Risk Assessment and Management
(reserved for records related to the assessing and managing risks associated with volunteer workers who provide services directly to or on behalf of the institution)

[back to Human Resources Management Function - Primary Numbers and Sub-functions]

1.5.1 HUMAN RESOURCE MANAGEMENT - PLANNING

This sub-function record grouping is reserved for records of activities and transactions that relate to or affect, in a specific manner, determining how human resources will be used to achieve goals and objectives. Activities associated with the Human Resource Management - Planning sub-function may have a sequential relationship as follows:

Image 4

'Human resources - planning' entails the activities of:

  • assessing and evaluating the numbers, skills, capabilities, etc., of current work force establishments
  • defining current and future human resources needs against mandated goals and objectives; and
  • designing, monitoring, and evaluating plans for meeting human resources requirements, including evaluating alternate means for satisfying human resources needs.

Note: records of activities and/or transactions that relate to recruiting to fill specific positions or types of positions should be classified to the Human Resources Management - Recruiting sub-function record grouping.

Example file codes and titles for: Human Resources Management - Planning

1.5.1-0

Human Resources Management - Planning - Policy Matters
(reserved for records related to developing, applying, monitoring, and/or evaluating policies that address the planning sub-function of Human Resources Management)

1.5.1-1

Human Resources Management - Planning - General Matters
(reserved for records related to the Human Resources Management - Planning sub-function record grouping but for which no specific file or file grouping has been created)

1.5.1-2

Human Resources Management - Planning - Government Planning Process
(reserved for records related to the Government of Canada and institution-specific planning processes that have human resources implications)

1.5.1-2-1

- Government of Canada Planning Cycle

1.5.1-2-2

- Strategic Planning

1.5.1-2-3

- Business Planning

1.5.1-3

Human Resources Management - Planning - Human Resources Management Planning Committee
(reserved for records related to the deliberations of a [departmental/sector/branch] human resources management planning committee)

1.5.1-3-1

- Terms of Reference

1.5.1-3-2004/05

- Meetings Agenda and Minutes - Fiscal Year 2004-2005

1.5.1-3-2005/06

- Meetings Agenda and Minutes - Fiscal Year 2005-2006

1.5.1-4

Human Resources Management - Planning - Assessing
(reserved for records that relate to the process of assessing and evaluating the numbers, skills, capabilities, etc., of current work force establishments)

1.5.1-4-1

- Work Force Establishment

1.5.1-4-1-Excluded

- Excluded - Managerial / Confidential Positions

1.5.1-4-1-PIPS

- Professional Institute of the Public Service (PIPS)

1.5.1-4-1-PSAC

- Public Service Alliance of Canada (PSAC)

1.5.1-4-2

- Skills Inventorying

1.5.1-4-2-2005/06

- Skills Inventory Report - Fiscal Year 2005-2006

1.5.1-4-2-2006/07

- Skills Inventory Report - Fiscal Year 2006-2007

1.5.1-4-3

- Self Identification (e.g., visible minorities)

1.5.1-4-3-2005/06

- Skills Inventory Report - Fiscal Year 2005-2006

1.5.1-4-3-2006/07

- Skills Inventory Report - Fiscal Year 2006-2007

1.5.1-5

Human Resources Management - Planning - Defining Requirements
(reserved for records related to the process of defining current and future human resources management needs and performance targets against mandated goals and objectives)

1.5.1-5-1

- Classifying (describing) work and work force positions

1.5.1-5-1-1

- Delegation of Organizational Authority Policy Requirements

1.5.1-5-1-2

- Executive Group Positions Policy Requirements

1.5.1-5-1-UCS

- Universal Classification System (UCS)

1.5.1-5-1-position no.

- (individual position case file)

1.5.1-5-2

- Legal Requirements

1.5.1-5-2-1

- Official Languages Act and Policy Requirements

1.5.1-5-2-2

- Employment Equity Act and Policy Requirements

1.5.1-5-3

- Work Force Adjustment

1.5.1-6

Human Resources Management - Planning - Designing Plans
(reserved for records related to the process of designing, monitoring, and evaluating plans for meeting human resources management requirements)

1.5.1-6-1

- Skills Gap Analysis

1.5.1-6-1-2005/06

- Report for Fiscal Year 2005-2006

1.5.1-6-2

- Succession Planning

1.5.1-6-3

- Anticipatory Hiring

1.5.1-6-4

- Departmental Re-organisation

1.5.1-6-4-2004

- 2004 Initiative

1.5.1-6-1

- Annual Human Resources Management Plans

1.5.1-6-1-2005/06

- Fiscal Year 2005-2006

1.5.1-6-2

- Five Year Human Resources Management Plans

1.5.1-6-2-2005/10

- Fiscal Years 2005-2010



[back to Human Resources Management Function - Primary Numbers and Sub-functions]

1.5.2 HUMAN RESOURCES MANAGEMENT - RECRUITING

This sub-function record grouping is reserved for records of activities and transactions that relate to or affect, in a specific manner, the recruiting of human resources. Activities associated with the Human Resources Management - Recruiting sub-function may have a sequential relationship as follows:

Image 5

'Human resources management - recruiting' entails the activities of:

  • selecting human resources to fill full or part-time positions within the federal government;
  • deploying human resources within the institution or between the institution and other federal government institutions or external organisations to meet goals and objectives;
  • monitoring the provision of human resources against requirements identified in the Human Resources Management - Recruiting process; and
  • evaluating the performance of employees against competency/skills sets requirements identified in the Human Resources Management - Recruiting process.

Example file codes and titles for: Human Resources Management - Recruiting

1.5.2-0

Human Resources Management - Recruiting - Policy Matters
(reserved for records related to developing, applying, monitoring, and/or evaluating policies that address the recruiting sub-function of Human Resources Management)

1.5.2-1

Human Resources Management - Recruiting - General Matters
(reserved for records that relate to the Human Resources Management - Recruiting sub-function record grouping but for which no specific file or file grouping has been created)

1.5.2-2

Human Resources Management - Recruiting - Government Recruiting Process
(reserved for records related to the Government of Canada and institution-specific recruiting processes that have human resources implications)

1.5.2-1

- Legal Requirements

1.5.2-1-1

- Official Languages Act and Policy Requirements

1.5.2-1-2

- Employment Equity Act and Policy Requirements

1.5.2-3

Human Resources Management - Recruiting - Human Resources Recruitment Committee
(reserved for records related to the deliberations of a [departmental/sector/branch] human resources recruitment committee)

1.5.2-3-1

- Terms of Reference

1.5.2-3-2004/05

- Meetings Agenda and Minutes - Fiscal Year 2004-2005

1.5.2-3-2005/06

- Meetings Agenda and Minutes - Fiscal Year 2005-2006

1.5.2-4

Human Resources Management - Recruiting - Liaison Activities
(reserved for records related to internal or external relations on recruiting human resources)

1.5.2-4-NSC

- National Staffing Council

1.5.2-5

Human Resources Management - Recruiting - Selecting
(reserved for records related to the process of selecting human resources to meet planned goals and objectives)

1.5.2-5-1

- Advertising Employment

1.5.2-5-1-1

- Internet/Intranet Postings

1.5.2-5-1-1-2005/06

- Fiscal Year 2005-2006

1.5.2-5-1-2

- Competition Notices

1.5.2-5-1-2-2005/06

- Fiscal Year 2005-2006

1.5.2-5-2

- Processing Applications for Employment

1.5.2-5-2-2005/06

- Applications Received in Fiscal Year 2005-2006

1.5.2-5-3

- Competitions

1.5.2-5-3-2005/06

- Fiscal Year 2005-2006

1.5.2-5-4

- Promotions

1.5.2-5-4-2005/06

- Fiscal Year 2005-2006

1.5.2-5-5

- Student Hires

1.5.2-5-5-2005/06

- Fiscal Year 2005-2006

1.5.2-5-6

- Surplus and Priority Employee Placement

1.5.2-5-6-2005/06

- Fiscal Year 2005-2006

1.5.2-6

Human Resources Management - Recruiting - Deploying
(reserved for records related to the process of deploying human resources to meet planned goals and objectives)

1.5.2-6-1

- Assignments/Secondments

1.5.2-6-1-2005/06

- Fiscal Year 2005-2006

1.5.2-6-2

- Redeploys

1.5.2-6-2-2005/06

- Fiscal Year 2005-2006

1.5.2-6-3

- Relocating Human Resources

1.5.2-6-3-2005/06

- Fiscal Year 2005-2006

1.5.2-6-4

- Redeploys

1.5.2-6-4-2005/06

- Fiscal Year 2005-2006

1.5.2-6-5

- Transfers

1.5.2-6-5-1

- Internal

1.5.2-6-5-1-2005/06

- Fiscal Year 2005-2006

1.5.2-6-5-2

- External

1.5.2-6-5-2-2005/06

- Fiscal Year 2005-2006

1.5.2-7

Human Resources Management - Recruiting - Monitoring
(reserved for records related to the process of monitoring the provision of human resources against requirements identified in the Human Resources Management - Planning process)

1.5.2-7-1

- Human Resources Utilisation Report

1.5.2-7-1-2005/06-Q1

- Fiscal Year 2005-2006 - First Quarter

1.5.2-8

Human Resources Management - Recruiting - Evaluating
(reserved for records related to the process of evaluating the performance of employees against competency / skills sets requirements identified in the Human Resources Management - Planning process)

1.5.2-8-1

- Employee Performance Appraisals

1.5.2-8-1-2005/06

- Fiscal Year 2005-2006

1.5.2-8-1-2005/06-(PRI)

- PRI number



[back to Human Resources Management Function - Primary Numbers and Sub-functions]

1.5.3 HUMAN RESOURCES MANAGEMENT - DEVELOPING

This sub-function record grouping is reserved for records of activities and transactions that relate to or affect, in a specific manner, developing of human resources. Activities associated with the Human Resources Management - Recruiting sub-function may have a sequential relationship as follows:

Image 6

'Human resources management - developing' entails the activities of:

  • planning to establish development and training goals and standards designed to provide employees with the knowledge, skills, and abilities needed to fulfil current and anticipated human resources requirements;
  • designing professional development, learning, and training plans, programs and courses to meet human resources management goals and objectives;
  • delivering professional development, learning, and training programs and courses to meet identified requirements and to create and build a continuous learning culture;
  • monitoring professional development, learning, and training initiatives to ensure that content reflects revised or new policy requirements, trends, theories, etc.;
  • evaluating the effectiveness of professional development, learning, and training initiatives, and the means by which they are delivered, to facilitate meeting human resources development goals and objectives and as per the Policy for Continuous Learning in the Public Service of Canada.

Example file codes and titles for: Human Resources Management - Developing

1.5.3-0

Human Resources Management - Developing - Policy Matters
(reserved for records related to developing, applying, monitoring, and/or evaluating policies that address the developing sub-function of Human Resources Management)

1.5.3-1

Human Resources Management - Developing - General Matters
(reserved for records related to the Human Resources Management - Developing sub-function record grouping but for which no specific file or file grouping has been created)

1.5.3-2

Human Resources Management - Developing - Government Process for Developing Human Resources
(reserved for records related to the Government of Canada and institution-specific processes that have implications for developing human resources)

1.5.3-2-1

- Continuous Learning in the Public Service of Canada

1.5.3-3

Human Resources Management - Developing - Human Resources Development Committee
(reserved for records related to the deliberations of a [departmental/sector/branch] human resources development committee)

1.5.3-3-1

- Terms of Reference

1.5.3-3-2004/05

- Meetings Agenda and Minutes - Fiscal Year 2004-2005

1.5.3-3-2005/06

- Meetings Agenda and Minutes - Fiscal Year 2005-2006

1.5.3-4

Human Resources Management - Developing - Liaison Activities
(reserved for records related to internal or external relations on developing human resources)

1.5.3-4-1

- Interdepartmental Training Initiative

1.5.3-5

Human Resources Management - Developing - Planning
(reserved for records related to planning development and training goals and standards)

1.5.3-5-1

- Human Resources Development Plan

1.5.3-5-1-2005/06

- Fiscal Year 2005-2006

1.5.3-6

Human Resources Management - Designing - Reconciliation
(reserved for records related to designing professional development, learning, and training plans, programs and courses)

1.5.3-6-1

- Employee Orientation Program

1.5.3-6-2

- Accelerated Economist Trainee Program (AETP)

1.5.3-6-3

- Health and Safety Training

1.5.3-6-4

- Language Training

1.5.3-6-5

- Management Development

1.5.3-6-5-1

- Accelerated Executive Development Program (AEXDP)

1.5.3-6-5-2

- Career Assignment Program (CAP)

1.5.3-6-5-3

- Management Trainee Program (MTP)

1.5.3-6-6

- Career and Personal Development

1.5.3-6-7

- Pre-Retirement Planning

1.5.3-7

Human Resources Management - Developing - Delivering
(reserved for records related to delivering professional development, learning, and training programs and courses)

1.5.3-7-1

- In-house Learning Centre

1.5.3-7-1-2005/06

- Courses for Fiscal Year 2005-2006

1.5.3-7-2

- Mentoring Program

1.5.3-7-3

- Workshops

1.5.3-7-3-2005/06

- Fiscal Year 2005-2006

1.5.3-7-4

- Seminars

1.5.3-7-4-2005/06

- Fiscal Year 2005-2006

1.5.3-7-5

- Development Through University and College Programs

1.5.3-7-CCMD

- Canadian Centre for Management Development (CCMD)

1.5.3-7-CCMD-2005/06

- Learning Events for Fiscal Year 2005-2006

1.5.3-7-PSC

- Public Service Commission (PSC)

1.5.3-7-PSC-2005/06

- Courses for Fiscal Year 2005-2006

1.5.3-7-IC

- Interchange Canada

1.5.3-7-LTC

- Language Training Canada (LTC)

1.5.3-7-LTC-1

- Basic Training Course

1.5.3-7-LTC-2

- Customized Training

1.5.3-7-LTC-3

- Specific Skills Training

1.5.3-7-TC

- Training Centres

1.5.3-7-TDC

- Training and Development Canada (TDC)

1.5.3-7-TDC-2005/06

- Courses for Fiscal Year 2005-2006

1.5.3-8

Human Resources Management - Developing - Monitoring
(reserved for records related to monitoring professional development, learning, and training initiatives to ensure that content reflects revised or new policy requirements, trends, theories, etc.)

1.5.3-9

Human Resources Management - Developing - Evaluating
(reserved for records related to evaluating the effectiveness of professional development, learning, and training initiatives, and the means by which they are delivered, to facilitate meeting human resources development goals and objectives and as per the Policy for Continuous Learning in the Public Service of Canada)



[back to Human Resources Management Function - Primary Numbers and Sub-functions]

1.5.4 HUMAN RESOURCES MANAGEMENT - RETAINING

This sub-function record grouping is reserved for records of activities and transactions that relate to or affect, in a specific manner, retaining human resources. Activities associated with the Human Resources Management - Retaining sub-function may have a sequential relationship as follows:

Image 7

'Human resources management - retaining' entails the activities of:

  • providing employees with terms and conditions of employment relating to hours of work, variable work arrangements (e.g., tele-work), pay, benefits (e.g., leave, pension, insurance), employee assistance programs, etc., and ensuring employees receive the compensation to which, by collective or individual employment agreements, they are entitled;
  • providing employees with a safe and healthy workplace, creating and administering processes for addressing employee concerns regarding health and safety, and taking appropriate preventative and/or remedial action to ensure a healthy, safe, hazard-free, barrier-free, and harassment-free occupational environment;
  • administering collective agreements between various groupings of employees and the government as employer, including administering processes and mechanisms for resolving employment related disputes;
  • releasing employees from being employed by the institution and/or by the public service in general, in accordance with terms and conditions for separation contained in collective or individual employment agreements.

Example file codes and titles for: Human Resources Management - Retaining

1.5.4-0

Human Resources Management - Retaining - Policy Matters
(reserved for records related to developing, applying, monitoring, and/or evaluating policies that address the retaining sub-function of Human Resources Management)

1.5.4-1

Human Resources Management - Retaining - General Matters
(reserved for records related to the Human Resources Management - Retaining sub-function record grouping but for which no specific file or file grouping has been created)

1.5.4-2

Human Resources Management - Retaining - Government Process for Retaining Human Resources
(reserved for records related to the Government of Canada and institution-specific processes that have implications for retaining human resources)

1.5.4-3

Human Resources Management - Retaining - Human Resources Retention Committee
(reserved for records related to the deliberations of a [departmental/sector/branch] human resources retention committee)

1.5.4-3-1

- Terms of Reference

1.5.4-3-2004/05

- Meetings Agenda and Minutes - Fiscal Year 2004-2005

1.5.4-3-2005/06

- Meetings Agenda and Minutes - Fiscal Year 2005-2006

1.5.4-4

Human Resources Management - Retaining - Liaison Activities
(reserved for records related to internal or external relations on retaining human resources)

1.5.4-5

Human Resources Management - Retaining - Compensation
(reserved for records related to providing employees with terms and conditions of employment relating to hours of work, variable work arrangements, pay, benefits, etc., and to ensuring employees receive the compensation to which, by collective or individual employment agreements, they are entitled)

1.5.4-5-1

- Hours of Work

1.5.4-5-1-1

- Maximum Hours of Work

1.5.4-5-1-2

- Flexible Hours of Work

1.5.4-5-1-3

- Variable Work Week

1.5.4-5-1-4

- Pay Administration

1.5.4-5-1-5

- Garnishment of Wages

1.5.4-5-1-6

- Management of Overtime Pay

1.5.4-5-1-7

- Performance Pay Administration

1.5.4-5-2

- Leave

1.5.4-5-2-1

- Leave with Income Averaging

1.5.4-5-2-2

- Maternity and Parental Benefits

1.5.4-5-2-3

- Maternity-related Reassignment or Leave

1.5.4-5-2-4

- Injury-on-Duty Leave

1.5.4-5-2-5

- Pre-retirement Transition Leave

1.5.4-5-2-6

- Self-Funded Leave

1.5.4-5-2-7

- Sick Leave

1.5.4-5-3

- Insurance

1.5.4-5-3-1

- Dental Care Plan (DCP) - Public Service of Canada

1.5.4-5-3-2

- Disability Insurance Plan

1.5.4-5-3-3

- Flying Accidents Compensation

1.5.4-5-3-4

- Public Service Health Care Plan

1.5.4-5-3-5

- Public Service Income Benefit Plan for Survivors of Employees Slain on Duty

1.5.4-5-3-6

- Public Service Management Insurance Plan (PSMIP)

1.5.4-5-3-7

- Public Service Pension Plan

1.5.4-5-3-8

- Worker's Compensation

1.5.4-5-4

- Allowances and Bonuses

1.5.4-5-4-1

- Bilingualism Bonus

1.5.4-5-4-2

- Commuting Assistance

1.5.4-5-4-3

- High Risk Travel Compensation

1.5.4-5-4-4

- Isolated Posts Allowances and Benefits

1.5.4-5-4-5

- Membership Fees

1.5.4-5-4-6

- Travel Allowances and Reimbursements

1.5.4-5-5

- Recognition and Awards

1.5.4-5-5-1

- Award Plan for Inventors and Innovators

1.5.4-5-5-2

- Merit Awards

1.5.4-5-6

- Conflict of Interest

1.5.4-5-7

- Educational Assistance for Children of Employees

1.5.4-5-8

- Employee Involvement in Charitable Organizations

1.5.4-5-9

- Information and Referral Services for Child Care

1.5.4-5-10

- Telework

1.5.4-5-11

- Uniforms

1.5.4-5-12

- Union Dues Check-off

1.5.4-5-000-000-000

- Employee Individual (Personnel) 'case' files (Activity code + Personnel Records Identification PRI number)

1.5.4-6

Human Resources Management - Retaining - Health and Safety
(reserved for records related to providing employees with a safe and healthy workplace, creating and administering processes for addressing employee concerns regarding health and safety, and taking appropriate preventative and/or remedial action to ensure a healthy, safe, hazard-free, barrier-free, and harassment-free occupational environment)

1.5.4-6-1

- Public Service Health Program

1.5.4-6-2

- First-Aid Safety and Health

1.5.4-6-3

- Accident Investigation, Reporting, and Prevention

1.5.4-6-4

- Correction of Physical Safety and Health Hazards

1.5.4-6-5

- National and Regional Safety and Health Committees

1.5.4-6-6

- Hazardous Confined Spaces

1.5.4-6-7

- Employee Assistance Program

1.5.4-6-8

- Noise Control and Hearing Conservation

1.5.4-6-9

- Personal Protection Equipment and Clothing

1.5.4-6-10

- Prevention and Resolution of Harassment in the Workplace

1.5.4-6-11

- Safety Officers and Special Safety Measures

1.5.4-6-12

- Smoking in the Workplace

1.5.4-6-13

- Workplace Disease Control

1.5.4-6-13-1

- Human Immunodeficiency Virus (HIV) and Acquired Immunodeficiency Syndrome (AIDS)

1.5.4-6-13-2

- Severe Acute Respiratory Syndrome (SARS)

1.5.4-6-13-3

- West Nile virus

1.5.4-6-14

- Workplace Hazardous Materials Information System (WHMIS)

1.5.4-6-14-1

- Use of Pesticides

1.5.4-6-15

- Workplace Fitness Programs

1.5.4-7

Human Resources Management - Retaining - Staff Relations
(reserved for records related to administering collective agreements between various groupings of employees and the government as employer, including administering processes and mechanisms for resolving employment related disputes)

1.5.4-7-1

- Exclusions

1.5.4-7-1-1

- Designation of Positions or Employees

1.5.4-7-1-2

- Managerial and Confidential Positions

1.5.4-7-2

- Unions

1.5.4-7-2-1

- Determining New Occupational Groups

1.5.4-7-2-2

- Determining Membership Status of Employees Within Bargaining Units

1.5.4-7-2-3

- Certification, De-certification, or Revocation of Bargaining Agents

1.5.4-7-2-4

- Determining Rights of Bargaining Agents

1.5.4-7-3

- Dispute Registration

1.5.4-7-3-1

- Complaints of Unfair Labour Practices

1.5.4-7-3-2

- Complaints under Canada Labour Code

1.5.4-7-3-3

- Disciplinary Actions

1.5.4-7-3-4

- Grievances

1.5.4-7-3-4-2005/06

- Fiscal Year 2005-2006

1.5.4-7-3-5

- Refusal to Work

1.5.4-7-4

- Dispute Resolution

1.5.4-7-4-1

- Conciliation and Mediation

1.5.4-7-4-2

- Arbitration

1.5.4-7-4-3

- Adjudication

1.5.4-7-5

- Strike Actions

1.5.4-7-6

- National Joint Council Redress

1.5.4-8

Human Resources Management - Retaining - Releasing
(reserved for records related to releasing employees from employment in the institution and/or in the public service in general, in accordance with terms and conditions for separation contained in collective or individual employment agreements)

1.5.4-8-1

- Actions Resulting from Work Force Adjustment

1.5.4-8-2

- Transfers

1.5.4-8-3-1

- Intra-institutional

1.5.4-8-3-1-2005/06

- Fiscal Year 2005-2006

1.5.4-8-3-2

- Inter-institutional

1.5.4-8-3-2-2005/06

- Fiscal Year 2005-2006

1.5.4-8-3-3

- Transfer to the Private Sector

1.5.4-8-4

- Retirements

1.5.4-8-4-1

- Pre-Retirement Planning

1.5.4-8-5

- Exit Interviews

1.5.4-8-6

- Termination of Employment Compensation



[back to Human Resources Management Function - Primary Numbers and Sub-functions]

1.5.5 HUMAN RESOURCES MANAGEMENT - PERFORMANCE MEASUREMENT

This sub-function record grouping is reserved for records of activities and transactions that relate to or affect, in a specific manner, performance measurement of human resources management. Activities associated with the Human Resources Management - Performance Measurement sub-function may have a sequential relationship as follows:

Image 8

'Human resources management - performance measurement' entails the activities of:

  • evaluating (measuring) performance against requirements and criteria established during human resources management planning;
  • analysing the meaning of measurement findings;
  • developing recommendations for adjusting the management of human resources
  • reporting to management the results of measuring performance against goals, the analyses of measurement findings, together with recommendations designed to improve performance, for consideration and/or action during the human resources management planning cycle.

Example file codes and titles for: Human Resources Management - Performance Measurement

1.5.5-0

Human Resources Management - Performance Measurement - Policy Matters
(reserved for records related to developing, applying, monitoring, and/or evaluating policies that address the performance measurement sub-function of Human Resources Management)

1.5.5-1

Human Resources Management - Performance Measurement - General Matters
(reserved for records related to the Human Resources Management - Performance Measurement sub-function record grouping but for which no specific file or file grouping has been created)

1.5.5-2

Human Resources Management - Performance Measurement - Government Process for Human Resources Management - Performance Measurement
(reserved for records related to the Government of Canada and institution-specific processes that have implications for human resources management - performance measurement)

1.5.5-2-1

- Performance Planning and Management Program

1.5.5-3

Human Resources Management - Performance Measurement - Human Resources Management Performance Measurement Committee
(reserved for records related to the deliberations of a [departmental/sector/branch] human resources performance measurement committee)

1.5.5-3-1

- Terms of Reference

1.5.5-3-2004/05

- Meetings Agenda and Minutes - Fiscal Year 2004-2005

1.5.5-3-2005/06

- Meetings Agenda and Minutes - Fiscal Year 2005-2006

1.5.5-4

Human Resources Management - Performance Measurement - Liaison Activities
(reserved for records related to internal or external relations on human resources management performance measurement)

1.5.5-5

Human Resources Management - Performance Measurement - Evaluating
(reserved for records that relate to evaluating (measuring) performance against requirements and criteria established during human resources management planning)

1.5.5-5-1

- Human Resource Utilization

1.5.5-5-1-2005/06

- Fiscal Year 2005-2006

1.5.5-5-2

- Personnel Management Monitoring, Audit and Evaluation

1.5.5-6

Human Resources Management - Performance Measurement - Analysing
(reserved for records that relate to analysing the meaning of measurement findings)

1.5.5-7

Human Resources Management - Performance Measurement - Adusting
(reserved for records that relate to developing recommendations for adjusting the management of human resources)

1.5.5-8

Human Resources Management - Performance Measurement - Reporting
(reserved for records that relate to reporting to management the results of measuring performance against goals, the analyses of measurement findings, together with recommendations designed to improve performance, for consideration and/or action during the human resources management planning cycle)

1.5.5-8-2005/06

- Human Resources Management Performance - Fiscal Year 2005-2006



Legislative and Government Policy Requirements for BASCS Human Resources Management Draft Classification Model

There are several legislation (Table A) and government (Treasury Board) policies (Table B) that govern the different aspects of the Human Resources Management Function.

Table A

GoC Legislative and Regulatory Requirements Related to Human Resources Management

BASCS Human Resources Management Sub-Function and Activity

Canada Labour Code (1985)

- Including Canada Occupational Safety and Health Regulations.

Retaining - Health and Safety

Retaining - Staff Relations

Canadian Centre for Management Development Act (1991)

Developing - Planning

Developing - Designing

Developing - Delivering

Developing - Monitoring

Developing - Evaluating

Employment Equity Act (1995)

Planning - Defining requirements

Recruiting - Selecting

Recruiting - Deploying

Recruiting - Monitoring

Recruiting - Evaluating

Financial Administration Act (1985)

Planning - Defining requirements

Retaining - Staff Relations

Retaining - Compensation

Garnishment, Attachment and Pension Diversion Act (1985)

Retaining - Compensation

Government Employees Compensation Act (1985)

Retaining - Compensation

Non-smokers' Health Act (1985)

Retaining - Health and Safety

Official Languages Act (1985) and Regulations

Planning - Defining requirements

Recruiting - Selecting

Recruiting - Deploying

Recruiting - Monitoring

Parliamentary Employment and Staff Relations Act (1985)

Retaining - Staff Relations

Pension Benefits Division Act (1992)

Retaining - Compensation

Public Sector Compensation Act (1991)

Retaining - Compensation

Public Sector Pension Reform (1992)

Retaining - Compensation

Public Service Employment Act and Regulations (1985-2003).

Recruiting - Selecting

Recruiting - Deploying

Developing - Designing

Developing - Delivering

Retaining - Compensation

Performance Measurement - Evaluating

Public Service Modernization Act (2003)

- Establishes a new Public Service Employment Act, Public Service Staff Relations Act, and amends the Canadian Centre for Management Development Act and the Financial Administration Act.

Recruiting - Selecting

Recruiting - Deploying

Developing - Designing

Developing - Delivering

Retaining - Compensation

Retaining - Staff Relations

Public Service Pension Adjustment Act (1970)

Retaining - Compensation

Public Service Staff Relations Act and Regulations (1985-2003)

Retaining - Staff Relations

Public Service Superannuation Act (1985)

Retaining - Compensation



Table B

TBS Policies and Directives Requirements Related to Human Resources Management

BASCS Human Resources Management Sub-Function and Activity

Adjudication [no effective date]

Retaining - Staff Relations

Bilingualism Bonus Directive [1993-06-01]

Retaining - Compensation

Career Assignment Program Policy [200-04-01]

Developing - Designing

Charitable Organizations, Policy on [no effective date]

Retaining - Compensation

Classification - Training and Accreditation, Policy on [no effective date]

Developing - Planning

Developing - Designing

Developing - Delivering

Developing - Monitoring

Developing - Evaluating

Classification Grievances Policy [no effective date]

Retaining - Staff Relations

Classification Systems, Policy on [no effective date]

Planning - Defining Requirements

Commuting Assistance Directive [1994-04-01]

Retaining - Compensation

Comptrollership Policy on Pay Administration [1997-04-01]

Retaining - Compensation

Deployment Policy [2000-06-01]

Recruiting - Deploying

Employee Assistance Program, Policy on [no effective date]

Retaining - Health and Safety

Retaining - Staff Relations

Performance Measurement - Reporting

Employment Equity Policy [1994-10-06]

Planning - Defining requirements

Recruiting - Selecting

Recruiting - Deploying

Recruiting - Monitoring

Recruiting - Evaluating

Executive Employment Transition Policy [no effective date]

Retaining - Compensation

Retaining - Releasing

First-Aid Safety and Health Directive [no effective date]

Retaining - Health and Safety

Flexible Hours of Work, Policy on [no effective date]

Retaining - Compensation

Flying Accidents Compensation [1975-01-16]

Retaining - Compensation

Hazardous Confined Spaces Directive [1993-11-01]

Retaining - Health and Safety

Hazardous Substances Directive [1999-05-01]

Retaining - Health and Safety

High Risk Travel Compensation Program, Policy on [2001-10-01]

Retaining - Compensation

Human Immunodeficiency Virus (HIV) and Acquired Immunodeficiency Syndrome (AIDS), Policy on [no effective date]

Retaining - Health and Safety

Information and Referral Services for Child Care [no effective date]

Retaining - Compensation

Injury-on-Duty Leave [no effective date]

Retaining - Compensation

Leave With Pay Policy [no effective date]

Retaining - Compensation

Leave With Income Averaging Policy [1999-02-01]

Retaining - Compensation

Leave Without Pay Policy [no effective date]

Retaining - Compensation

Long-term Specified Period Employment Policy [1999-06-10]

Planning - Defining requirements

Recruiting - Selecting

Recruiting - Deploying

Developing - Monitoring

Recruiting - Evaluating

Management of Overtime Policy [no effective date]

Retaining - Compensation

Management Trainee Program Policy [no effective date]

Developing - Designing

Developing - Delivering

Developing - Monitoring

Developing - Evaluating

Performance Measurement - Evaluating

Managerial or Confidential Positions, Policy on [1993-06-01]

Planning - Assessing Resources

Planning - Defining requirements

Retaining - Staff Relations

Maternity-related Reassignment or Leave, Policy on [no effective date]

Retaining - Compensation

Maximum Hours of Work Policy [no effective date]

Retaining - Compensation

Noise Control and Hearing Conservation Directive [no effective date]

Retaining - Health and Safety

Retaining - Staff Relations

Occupational Safety and Health, Policy on [no effective date]

Retaining - Health and Safety

Performance Measurement - Evaluating

Performance Measurement - Reporting

Organizational Authority and Classification of Executive Group Positions, Policy on [2003-07-01]

Planning - Defining requirements

Recruiting - Selecting

Recruiting - Deploying

Recruiting - Monitoring

Recruiting - Evaluating

Part-time Employment, Policy on [no effective date]

Retaining - Compensation

Personal Protective Equipment and Clothing Directive [1997-07-01]

Retaining - Health and Safety

Personnel Management Monitoring, Audit and Evaluation, Policy on [no effective date]

Performance Measurement - Evaluating

Performance Measurement - Reporting

Policy for Continuous Learning in the Public Service of Canada [2002-05-01]

Developing - Designing

Developing - Delivering

Developing - Monitoring

Developing - Evaluating

Policy on Deployment of Executives [no effective date]

Recruiting - Deploying

Policy on Garnishment [1997-05-01]

Retaining - Compensation

Policy on Language of Work [2004-04-01]

Planning - Defining requirements

Recruiting - Selecting

Recruiting - Deploying

Recruiting - Monitoring

Recruiting - Evaluating

Developing - Designing

Developing - Delivering

Developing - Monitoring

Developing - Evaluating

Policy on the Prevention and Resolution of Harassment in the Workplace [2001-06-01]

Retaining - Health and Safety

Pre-retirement Transition Leave Policy [1999-02-01]

Developing - Designing

Retaining - Compensation

Retaining - Releasing

Public Service Income Benefit Plan for Survivors of Employees Slain on Duty [1990-03-08]

 

Recognition Policy [1998-05-28]

Retaining - Compensation

Refusal to Work Directive [1994-01-01]

Retaining - Health and Safety

Retaining - Staff Relations

Relocation - Integrated Relocation Program - Directive [2003-04-01]

Retaining - Compensation

Salary Administration Policy - Law Group - Department of Justice and Other Excluded Legal Officers [no effective date]

Retaining - Compensation

Salary Administration Policy - Mediation/Conciliation Officer Sub-group [no effective date]

Retaining - Compensation

Salary Administration Policy for Certain Non-management Category Senior Excluded Levels [no effective date]

Retaining - Compensation

Salary Administration Policy for the Executive Group [2002-09-01]

Retaining - Compensation

Self-Funded Leave, Policy on [no effective date]

Retaining - Compensation

Smoking in the Workplace, Policy on [no effective date]

Retaining - Health and Safety

Student Employment Policy [1999-01-01]

Recruiting - Selecting

Recruiting - Deploying

Recruiting - Monitoring

Recruiting - Evaluating

Telework Policy [1999-12-09]

Retaining - Compensation

Term Employment Policy [2003-04-01 - 2004-04-01]

Planning - Defining requirements

Recruiting - Selecting

Recruiting - Deploying

Developing - Monitoring

Recruiting - Evaluating

Termination of Employment of Public Service Employees Due to Alternative Delivery Situations [1996-07-16]

Retaining - Releasing

Travel Directive [2002-10-01]

Retaining - Compensation

Uniforms Directive [1997-0701]

Retaining - Compensation

Variable Work Week, Policy on [no effective date]

Retaining - Compensation

Work Force Adjustment Directive [2001-12-06]

Retaining - Compensation

Retaining - Staff Relations

Retaining - Releasing

Workers' Compensation [no effective date]

Retaining - Compensation

Workplace Day Care Centres [no effective date]

Retaining - Compensation

Workplace Fitness Program, Policy on [no effective date]

Retaining - Health and Safety

Sample Conversion Plans for Human Resources Management Records

Sample conversion plans for Human Resources Management records will be appended as they become available; projected for end of the fall of 2004.

Contact us for more information on BASCS or Information Management.

Return to BASCS Guidance Home Page