Ability to manage people development, their work activities and their performance with the goal of optimizing efficient use of talent; focuses on unlocking and channeling Employee’s potential and sees this as success of DOH.

Establishes an effective work climate

• Manages workload prudently and effectively

• Monitors and addresses workplace well-being

• Manages Employee discipline in accordance with the CSC’s general principles governing public Employees and officers (Administrative Code 1987 on CSC)

• Resolves interpersonal or personal problems that are affecting performance

• Recognizes and acknowledges good work

Implements rigorous people management practices

• Rigorously follows people management guidelines (i.e., for staffing, performance management, handling disciplinary action, etc.)

• Coaches others on the importance of following sound people management practices

• Evaluates individual performance fairly, taking into account diversity

• Identifies opportunities that challenge and encourage and development of people

• Works one-on-one with staff to better understand their strengths and contributions

• Provides regular feedback; acknowledges success and the need for improvement

• Balances the needs of employment and the organization

• Develops and supports individual career plans and learning opportunities

• Deals promptly with ineffective performance

Builds effective team/units

• Coordinates work to maximize individual strengths and addresses areas for development

• Optimizes diversity among team members to build strong teams with contemporary strengths

• Seeks to bring people into the team with complementary skills

• Coaches, challenges and provides opportunities for growth by identifying new team assignments or sharing expertise between teams (i.e., job-shadowing, cross team assignments, etc.).

• Creates expert teams to address specific or crisis issues.

• Fosters an openness, trust and solidarity among team members.

Implements broad-based people management strategies for the future

• Implements HR strategy to ensure workplace capacity and diversity to meet current and future needs

• Develops strategy for succession planning that supports the future mandate of the organization

• Seeks and heeds early warning signs around resourcing and succession planning; adapts HR plans and strategies as required

• Builds leadership throughout the organization

• Ensures that management teams work to develop people through appraisals, career planning and development

• Builds an effective, sustainable organization through stewardship of human resources

• Integrates human resource planning needs into the DOH’s strategic direction

• Builds accountability and creates value for people management with the broader organizational community

• 2: Administrative Officer IV