Government of New Brunswick

Corporate Talent Management Program

 

Introduction


The Corporate Talent Management Program provides current and aspiring executives in Pay Band 6 to 12 and equivalents with opportunities to further develop their executive competencies within and/or outside their current department.

The Corporate Talent Management Program includes 2 possible methods of appointment:

  1. Corporate process: This process is coordinated on an as needed basis by the Treasury Board. The Treasury Board reserves the right to focus efforts on a particular cadre of employees within the identified group to meet organizational needs.
  2. Ad hoc process: When the need arises, departments may submit individual requests for appointment to the Deputy Minister of the Treasury Board.
 

Appointment authority

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The authority for appointment lies with the Deputy Minister of the Treasury Board.
 

 

Eligibility

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All permanent employees in Pay Band 6 to 12 and equivalents who have obtained departmental support.
 

 

Program objectives

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The Corporate Talent Management Program strives to

  • create opportunities for career development for current and aspiring senior level public servants
  • support current and aspiring senior level public servants in furthering their development of the executive leadership competencies
  • accelerate the development of a corporate cadre of senior level public servants in support of succession planning
  • Align strategic goals and human resources to enable the “right people in the right place at the right time” to achieve desired business results.
 

Participation in training

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The following leadership training is suggested to further enhance leadership potential

  • Machinery and Process of Government
  • Building Leadership Capacity (formally Working with Others)
  • Strategic Thinking
  • Coaching Leaders
  • Executive Dialogues
  • Queen’s Public Executive Program.
 

Employees role in talent management

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Employees must

  • complete their Career Management Module (CMM) profile to indicate their interest in participating
  • prepare for the talent conversation with their managers by reviewing their CMM profile, assessment of leadership competencies, on-the-job performance and complete their learning and development plan to discuss potential developmental opportunities and their interest in a move
  • discuss their interest in specific developmental opportunities with their managers and seek departmental support to participate.
 

Selection process

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The following outlines the selection process
 

Step Process
1. Deputy Ministers are provided with the names of those who have self-identified an interest in development via the Career Management Module (CMM). This information is collected through deputy minister talent interviews and/or deputy minister talent profile forms process. (Prior agreement is required from the employees before Deputy Ministers may identify individuals for consideration.)
2. Each Deputy Minister will be asked to identify current or future vacancies, opportunities for rotational assignments or exchanges to the Deputy Minister of the Treasuryb Board for consideration under the talent management process.
3. A talent list is sent to the Executive Development Committee (EDC) for consideration and review. The EDC committee is chaired by the Deputy Minister of the Treasury Board and consists of the Clerk to Executive Council along with 2 additional Deputy Ministers from line departments.
4. The Treasury Board provides the EDC with a breakdown of the current executive vacancies and future potential vacancies (based on retirement eligibility).
5. The EDC makes recommendations on the assignment of talent based on the assessment of candidate readiness based on performance and development, as well as consider matching them against the three categories of opportunities (see Chapter 3 for more information).
6. The hiring Deputy Minister is provided with the recommendations of the EDC. The Deputy Minister and/or the appropriate manager in departments will meet with those individuals and conduct an interview and/or informal discussion to determine position fit.

Note: The employee must be appointed to a properly classified vacant position on the department’s plan of establishment.
7. Deputy Ministers send the names of successful candidates to the Deputy Minister of the Treasury Board for appointment under Section 16 of the Civil Service Act.
 

Individuals not selected

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Individuals who are not successful in a phase of assignments remain as part of the corporate talent pool for future consideration. Feedback is given to the Deputy regarding why an employee was not selected so it can be shared with the employee.
 

 

Manager role in talent management

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Managers are responsible for

  • completing the talent nomination/assessment form for their employee and providing it to their Deputy Minister
  • preparing for talent conversations with their employee by reviewing their performance and targeting their development by reviewing their learning and development plan
  • providing regular coaching, advice and feedback.
 

Deputy Minister/ADM role in talent management

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Deputy Ministers and Assistant Deputy Ministers are responsible for

  • actively championing and supporting the Talent Management Program
  • engaging and holding managers accountable for developing talent and assessing performance
  • identifying developmental/promotional assignments within the department and participating in the corporate talent management process
  • participating in on-going dialogue and promotion of talent
  • support the on-going development of key talent and new generation of leaders.
 

Role of the Treasury Board in talent management

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The Treasury Board is responsible for

  • managing and promoting the program
  • compiling and integrating talent information produced both through the CMM data (self-identified employees) and the Deputy Minister talent data
  • providing support to the Executive Development Committee on Talent Management, Deputy Ministers, HR Directors and Managers
  • conducting Deputy Minister interviews to determine opportunities for developmental assignments and discussions on identification of key talent
  • making the appointments by preparing all letters of offer
  • communicating appointments to the organization
  • ensuring a continuous evaluation of the program.
 

Ad hoc Process - Introduction

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On an ad hoc basis, and upon request of the Deputy Head, the Corporate Talent Management Program also provides Pay Band 6 to 12 and equivalents employees with opportunities to further develop their executive competencies within and/or outside their current department.
 

 

Ad hoc Process - Appointment authority

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The appointment authority lies with the Deputy Minister of the Treasury Board.
 

 

Ad hoc Process - Process for appointment

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An employee who is currently in Pay Band 6-12 and equivalents is provided with a developmental opportunity or can be appointed to a vacant properly classified position provided the following steps are met
 

Step Action
1. Identify the employee targeted for development and the position to which the employee will be subsequently appointed.
2. Analyze the skills, knowledge and abilities of the employee.
3. Analyze the skills, knowledge and abilities required by the targeted position.
4. Identify the gaps between the employees’ current skills, knowledge and abilities and those required by the targeted position.
5. Complete the Appointment and Commencement Authorization form (see Appendix Q) demonstrating how the employee has the qualifications, skills and abilities to meet the job requirements and how the appointment qualifies as an exception to the competitive process.
6. The authorization form is submitted to the Deputy Minister of the Treasury Board by the Deputy Head of the department. The submission is evaluated by the Treasury Board. If recommended, the request is approved by the DM of the Treasury Board.

The receiving Deputy Minister must ensure that the existing Deputy Minister supports the appointment.
7. The DM of the Treasury Board informs the department that the request was granted. The Treasury Board prepares the letter of offer pursuant to Section 16 of the Civil Service Act.