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    Environment Canada report

    Copyright:

    © All Rights Reserved
    Download as PDF or read online from Scribd
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    9K views40 pages

    Environment Canada Report

    Uploaded by

    The Globe and Mail
    Environment Canada report

    Copyright:

    © All Rights Reserved
    Download as PDF or read online from Scribd
    Flag for inappropriate content
    of 40
    The CEO’s Proposed EB PSES Action Plan Proposed Action Plan Executive summary from the CEO Im order to better understand the resus ofthe 2014 Publi Service Employee Survey, dscussions were held with employees ofthe Enforcement Branch across the regions and in headquarter from hue to August 2015, Diecussons took plein vara formats ~ group dscussons, one on ane, eal, through a quesonnale, and wth me via "CEO speed meethgs". vera, the resus for ou ranch indleated concerns nthe seas ot luodershi, | dlcrimination/ harassment. We wanted to understand the causes ofthe SHT2CUON and poor resul, nd, Importantly, to Went ways we could improve how we work to address ‘the concern aed, A fll sunmary ofthese discussions is avalalen Annex Ato this document ‘edocs ent The CEO's proposed EB SES Acton Pl bec captire what Miele, tends od ateyheard dr the canta prod yt, renais propr. Now id fort atdaon yeu sh oat ang te as dr macy rye a perhe ~ Ger yoornaverent no specie, thn encourage yout ou the “My PSES Comment and Comment om fond names “These discuslons ware an portant fist step n being able to Ident ways to begin adresingsome ofthe challenges our Branch facig The majorty of you pertciated in some way aot in multiple ways and what was shared incaded both concerns and solutions. Asa est of your candor and wilingness to engage, each of yous hada drect hand in te content ofthe attached proposed path forward What was strongly reinforced over the curse ofthe varius dscusion Isthat our Branch s comprised of many reat people, iling many important and déferent postions, who are committed to our at In protecting ‘Canada’s atl environmen: Which why sha lok at ou resus fom the 2014 PSE, La concernd. 1 ef wonde cou become alsading enforcement ogandaton when so de oucRes work whe ope don eeialeameasnetedln dia eam” Ase Goat a we further rng the ranch gether’? Rls o ake a cose ok at and ik ouSeWes what leeds to change is i golg tobe abtter lace WOT ada ogalaon Ut best postlonedosprate fective ad ecient crying out ts mandate. -Attached for your consideration and feedback, 2 proposed Acton Panto help put us onthe itt path. In summary, the proposed solutons canbe spt ito tee categorie: 1L Speci actions thatthe Branch can begin iplementing immetlatel For example: | CEO's quartery newnletter to improve communication on ke natives, nladg overall ‘budget communications; 1. Opportunities for greater operational experience in HA (eg. EED lative re GTOSs, Acting ‘opporturity WES}; _Formalze a "speakers series whereby each elon willbe responsible for presextng 352 learning opportunity; 4. Organize a webinar wth HR that explains the staffing process; Proposed Action Plan ©. Acammitmentto provide ressons fr decison to staff, where appropite, 2. Improve ways of doing business, which may requlre shits n our perspective or approach, For example: | Both EED and WED are curently looking at ways to Improve thet planning and prioritization proce to betta reflect the eats of diferent repions; ESD commis to revising thelr planning process to ensure more effective consideration of ‘operational needs; Make better use of working group meetings, Regional Managers calls, ED-MC, and WED-8 to ‘communicate key messages and gan input fom relons; 44 Make betta use of technology to communicate key messages, progres on priorities, and oles and responses by beter ting ECoib. 3. Projects/ntiatves requiring further exploration or longer term vestments, For example: 2. EBsenlor management, Labour Relations and the union to review the grievance process with anaimtofindeffiiencies; b. Createan EB respectful workplace commie; Explore options fo adatonal polts of contact for taf in need of suport when fcing sues of harassment & reprisal éleiminaton, or unethical behaviour, 4. Further develop existing enforcement specfeconc training that mandatory for al staff, ‘A more detailed overview ofthe various action ites bela proposed can be found inthe abl on the following ages, slong ith abi expanation ofthe issue as raed by staf, and some contest on the action chosen to ‘cress that sve. thlk Rs important that we recogize many ofthese changes canna occur overnight. Yes some ofthese changes involve specie solitions, but others pertain to eduction and communication, Thee is 2 need to clan any misperceptions or miscommunication that have been made inthe past to help improve the relationships between management, HO end the eons. This wl however, requlethe support, ongoing efforts and input ofa stat have ten deat th proces reste sts rien the PSE is ben impararta eon bots pena teal eel Hower ours, am eg nd ia renee the hs ax abe cont ane Gli ts Wt oe is PES Actin Pn wl wales Be ‘ery ron aT Ted cieredn repo der Row parang to tay ot 4 GRE Meg ee EO, uthcmore wl be hr oN WA Eo Despstee afore, wht vil eo he tet apron oro Gres torenan engaged an oni rt ote salto The senor mangement he anh have troresed ther conmitnet nd wines pth ints con Tu tou awa partnership to ee this plan though to completon. Mon of yausee Gata ace win yay wish to remain ‘ecthe malarh.ofyoucavser-Butregardes of how jong any pen person sith the ranch, we aT Rave patie cooing te oon Sareng onthe StS eo eee ne Sinai waar ices ane peteptonn peevog eso con invite youto read this document nts ently and provide fedback What was mised What id we get Proposed Action Plan right? Are there anyother potential solutions? Inthe coming months you wil ave the opportunity to get ‘involved in inplementing some ofthese solutions and | encourage allo you tobe an itera prt ofthe path forward Lets comm to 2 colle effort to keep the momentum golngand realize some much needed. ‘changes fr our ranch Sincerely, ord Oven (eweome! si ol ran ul ner van | apa mie puenndajeren | suse fs vs oon] vas esos twoseion yon yoy aeons 05 | Sao pou say cape a wea | eT NOTTS | eae ‘row spose RT| eT SAEETOT oR | yy com-ass| uno | a0 we ws vom] anus ewwrer, aman wamoysysvorntey| oun. 21 neNeunee] ‘Retant ener ost | “OTR NEN] seven tousonnsot| iapcerRcaRasIUT yee | eRe euttmn ccaraemiee ‘rom | emp] “omcian sce xozes ws wiron| aus ewes pil rey ves Pa o11303 | jus/stm * scum so uy eta ey xspns nn ope? cs srrearemounrce| | wa pr mage ‘ore eee ya | as sou asta pn =| omuenav| wes | td meen pune spon| __‘steine aps seme cu Annex A Summary of PSES Discussions ‘Summary of Secusslons Summary of discussions and feedback gathered through the various face to face meetings, group discussions and online questionnaire responses ‘his document an attempt to summare the west of normation a feedbick.we hain the regions and in HO. Ever efforthst been made to drecty reflect what ‘mans@erent to understand the current perceptions and preoerupatios of tft Reaction or ~@aretions on sore of these percepins Rave ben adéreczed the Acton Pon table, We have ‘ongantacd the surmemry according thg tree man teres: eadershg/Selor Manager Flow of 'eformation/Communieation and Harassment/Discrimination, We have also included an “Other” aegory for any adtional concerns that were raed. ‘The information under each theme has ben further organized Into parts: 1) asummary ofthe root ausesof the problem identified by staf, and2) some ofthe proposed slutions a actions that were ‘ut forward by staff. Where ferences were noted, the urnmary I further bron down by Directorate, Plate note thatal efforts have heen made to remave comments tat would alow an Indl or a particular group be Wend. That si pleat rert-ssured tt these comments ‘ave Tadeed Been Wear ad, where appropriate, folow-p action willbe taken 1. Positive/Negative about working for EB ‘The rst question asked in most of the dscussions, and Inthe questionnaire, was “What lone postive And one negative about working or the Enforcement Branch”. The most common responses in terms of the pasties of working for wer 1) the people we work ith and 2) tha job and our mandate (Le protecting the envconment, wide, natu resources). The negatives Nghight many ofthe h were then expanded on lathe ore fulzome lscussion ofthe tree theres, special: ak of effective leaders, lack of appreciation forthe nature ofthe work of an £0, nay to get au budget resources, management ee iafagement by senior management and lack of timely decisions on prone enna enor ome Sess on ere Please find a more fusome summary ofthese respons in Annex. 2, Leadership and Senior Management Who ieseior management: ‘The majorty of espondents ndcated that senior management includes Reglonalretor and above, ‘The second largest group fl that senior management oly Included Director Genera nd above, oF anyone atthe Ex level in HO. There were some who felt that Ops Managers wereincludedin ths category a they are part ofthe decison making proces nary of Discussions provided by senloe msnagement on what our organization sand where we are going the ackof conzullaon with the regions on enforcement proves, and the nck of communication on why certain “Sasson are taken. This fas reaute ina lack of trust in senior anagement anda perception that senior management, and headquarters more genera ek tut nthe regions, which shaving 2 ‘lenient impact on the morale of oficer inthe Fld. More speclcaly: > Mew we ess ow en ‘Ths comaft we rita nao een fgir hws std i im one wh Fares ees, yet hy see Sr _deaiston ws made. ot wi ther recommendation was.pot adoates. This hes created a perception ha senor to "HG dasa een a elon the oes wih actual experienc inthe the pape ‘ig Winds and promoting fends ack of cal ence GathgaTibe Se cred | ard of HC people elie SFENTHG Gertlinguedtorstiotbaprrgcedt ore puces eee tatoor oan ids ssh noe © Senior management isnot property managing lower management.” © "How can Operations Support actually suppor operations when no one that wors there Tas ever workedin the field” There were many comments about how Operations Support ‘confidence and care. There 320510 Spend more ime respancng athe Deputy Mister or to mes requests rater ‘than actual supporting operations int hat when officers do call oF asstace,HOis unable fo answer the question +t seting sath ces expend concen wane mene men pores exe © “Soeutseamto be ny ea econ fom an manage ok atonal pris. Tite contin open, sat fs ten we oscampite 80" 0 Arun cet werd onthe nner wih peo at Acomnen ‘erent wou that ego rp ever na34 pis for woke cn Icey fe Wht snore ror oe ein may ot even be reset Foc ra sna sl what presen oe mB opts Fee ong ove Oconee tres caberges rena) We sed presented tus ‘Summary of iseuslons Some cared that while they have no sue wit setting atonal rortes and recognized the vale in having some consistent goal, but regional aspects need to be considered a5 well specie reglona tages shoul be considered more brosdh. © Noted that offcars feel ike they can't do anching ouside ofthe peor, sn ‘where the pits dont ely resonate with the realty ofthe environment, they fel ke they we wasting tne and resources. Hat aged mea andmatvatino ears [Tito prope are brgg the aw, but boca of pris, ween do amg SK © renting uestedas urgent We hve tobe seo determine wht to rerove wa T@d another priory, We need the avenue to say wat willbe stopped before adding a priory. “Wiz pole to jr keep ang things on thet. Sore staf inated they were told by senior management to fur utters fow to dea wth competing pies and ddlonal wok opposed to geting Secon rom snlormanagenest. © Does ot apear that lneingprocese re caordinate, or tat eponal input sought ‘peti enon wes made of lnnng for which traning and poles shouldbe proved {or deveopen/selver ‘+ Lackoftranspareney in decion ming and, mare Important, ak of important decison making. Many staff expressed frustration atthe lnk of communkeston on ky procs and tatives, For ee: © RP: Amumber of comments about the lack of tots, and commitment to really flow ‘through on theIRP and investing in itl was noted numerous times thatthe CEO simply ‘eds to make a dekon and commit (© Uniform decsons decision on summer uniform for ofcers, on safety vets, ee. ‘© Enforcement Ocer Development Program (EODP: Reason fr change program was ‘questioned by a aumber of staf. Many dd ot understand why the decison was made to ‘not alow for incon of experince gained whe on ined power, ald seemed arbitrary and highlighted lack of understanding by HOof the ype of people and experiences they have. Teton of sate ection, © ManLased whet are we sod where are we un? few le nfecemert ors we epulatony agen? 0 Many commented that we seem tobe tying to be bigger than wear. Too many things ing onin 0 eferent direction Pefception that enlor management, ‘specealy DGs and CEO, ae trying tobe too many thing to too many people and not aking the hard decsions about what we real are and what we shouldbe focusing our “ines seres OTHE rcoring moe adore fan bos out deer connes “togetsmallerand we ae unable to fl vacant postions (© Need to accept certain amount of sk and delegate appropriate authority to Manages, and Os, Otherwise bottleneck of dekion making wl st conve, ‘Summary of Discussions ising that the right decstons ar Being made r 7 ‘at we af

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