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To successfully renew its workforce, the Correctional Service of Canada (CSC) is looking at innovative ways to strengthen its human resources (HR) capacity. From replacing outdated systems and lengthy HR procedures to developing efficient Web-based staffing solutions, the organization is putting the HR tools, systems and processes in place that will give institutions and offices across the country the agility and flexibility to better meet their HR needs.

One of the innovative ways that we are doing this is through the Enabling Infrastructure Initiative. Under this key initiative, CSC is reviewing and updating its HR processes, tools and systems in order to provide more efficient HR services.

"Having the right tools and systems in place will assist us in using accurate data to establish HR plans and reduce timeframes when staffing positions," says Lorraine Joanisse, CSC's Acting Director of HR Business Process and Re-engineering. "This will have a direct impact on our ability to recruit employees and facilitate the renewal of the workforce."

Staffing will be a key focus as many systems and processes need to be revised and updated in order to improve client services. To help address this situation, CSC launched the Express Lane Staffing (ELS) pilot project in October 2008.

"The implementation of the ELS application in the Atlantic Region is a great example of an innovative on-line tool that aims to speed up services for staffing actions," said Joanisse. "It is a Web-based service for managers to initiate staffing actions that require limited HR consultation, such as casual and student hirings, deployments, assignments, secondments, term extensions and acting appointments."

The ELS Project aims to improve HR services by eliminating the duplication of work, reducing the time and effort required to perform HR functions, and becoming more customer service oriented.

"Although the pilot just recently ended, the ongoing assessment determined that the ELS project was very well received," noted Joanisse. "Based on the positive feedback we have received so far from HR staff and managers, we will likely be recommending a national implementation of the Express Lane Staffing application."

As well, CSC is entering into an agreement with the Public Service Commission (PSC) and the Pacific Region to allow CSC to post external job opportunities on the Public Service Resourcing System (PSRS), an on-line PSC application and screening process that is used for external job opportunities advertisements.

"The Pacific Region was selected because they already use some of the features from the recruitment module in the Human Resources Management System (HRMS)," explains Ms. Joanisse. "The plan is to provide training on the module to HR staff in other regions, and to have all regions using PSRS early next fiscal year."

This training will provide staff with the tools and knowledge necessary for posting external processes directly in PSRS instead of going through the PSC. This new process should reduce staffing delays, which will provide a smoother experience for everyone involved. In another effort to accelerate processes and improve client services, CSC has taken steps toward the full implementation of the new version of the Human Resource Management System (HRMS), also known as PeopleSoft.

"By upgrading our systems, we will be in a better position to serve clients," said Joanisse. "The new technology is more user friendly and will allow us to provide improved data quality."

CSC is currently operating HRMS version 8.0 and aims to move to version 8.9 in 2010. This move will keep CSC in line with the Government of Canada's established standards for HRMS.

"By offering a better service to our clients, we will improve office morale and eliminate the frustration that is sometimes felt by both clients and HR staff," said Joanisse. "These HR initiatives and programs are just some of the ways the Service is addressing its HR challenges. Clearly, improving the organization's HR capacity will remain a key priority as we develop the future leaders of CSC."

" By upgrading our systems,
we will be in a better position
to serve clients "

Testimonials PRAIRIE REGION Lacey Fisher Correctional Program Officer, Prairie Regional Psychiatric Centre Just over one year ago, Lacey Fisher began her career with CSC as an Aboriginal Liaison Officer at Saskatchewan Penitentiary. After six months at Saskatchewan Penitentiary, she accepted an acting assignment as a parole officer at the Prairie Regional Psychiatric Centre, where she recently became an indeterminate correctional program officer. "I felt very strongly about Aboriginal issues," she said, adding that she felt particularly strongly about underlying causes behind high incarceration rates among Aboriginal people. "In university, as I pursued my degree in sociology, I was constantly asking: 'What can we do to help?'" Ms. Fisher says she always keeps this question in mind - whether she's assisting offenders with dozens of applications, gauging an inmate's progress or just being there for her colleagues. "I can't say that I've made huge, evolutionary changes, but I know I've made some small changes, and that's very satisfying." Wendy Tippett Project Officer, Prairie Regional Headquarters Wendy Tippett, currently a project officer in the executive services division at Prairie Regional Headquarters, has spent 16 years working for CSC. Ms. Tippett says one of the main reasons she has stayed with CSC is because of the many opportunities for advancing her career. "I've worked as a case management clerk; parole officer; OMS project officer; grievance analyst; project officer in policy and planning; and a media relations and outreach advisor," said Ms. Tippett. "The opportunities have been amazing. I've always felt very fortunate to have an interesting and diverse career with CSC."