Accountability Framework for Human Resource Management

All deputy ministers, associate deputy ministers, executives, senior officials, supervisors and human resource professionals in the BC Public Service are accountable for carrying out specific human resource management functions.

Everyone must meet their individual accountabilities to ensure effective human resource management within our shared services delivery model.

Deputy ministers, senior officials and supervisors are responsible for managing their human resources within the context of applicable legislation, collective agreements, contracts of employment and the Corporate Human Resource Management Policy Framework. As well, to ensure effective accountability¹ for human resource management within the BC Public Service, roles and responsibilities² should be well understood and agreed upon.

The Accountability Framework (below) establishes the context within which the agency head of the BC Public Service Agency delegates authority, under the Public Service Act, to deputy ministers or other senior officials³ for human resource management.

  • ¹ Accountability is the obligation to report and explain actions and decisions taken in accordance with assigned responsibility
  • ² Responsibility is the obligation or authority to make a decision and act
  • ³ A senior official is the head of an organization

Responsibility

Corporate Accountability & the Public Service Act

The agency head is accountable to the minister, responsible for the BC Public Service Agency, for the administration of the Public Service Act. The agency head may delegate human resource management responsibilities to deputy ministers or other senior officials, pursuant to the Act. Those who are delegated these responsibilities are accountable to the agency head for their administration of the Act. In this context, both the agency head and deputy ministers or other delegated senior officials, have a shared accountability for human resource management in their organization.

Individuals who have independent statutory authorities and who are delegated responsibilities under the Public Service Act are accountable to the agency head for their administration of the Act.

Corporate Accountability & the Corporate Human Resource Plan

The Corporate Human Resource Plan sets out strategic context and priorities for building a strong public service. All deputy ministers, including the agency head, are accountable to the deputy minister to the premier and cabinet secretary as head of the BC Public Service for implementing the Corporate Human Resource Plan and related initiatives.

Individuals who have independent statutory authorities and who are delegated responsibilities, under the Public Service Act, share a corporate responsibility for effective human resource management.

Accountability of the Agency Head

The agency head is accountable for

  • Establishing and maintaining effective human resource management policy
  • Delegating human resource management responsibilities through formal delegation agreements
  • Monitoring and providing corporate and organizational-level reporting on human resources matters
  • Representing the employer at the corporate wide level
  • Ensuring that non-delegated human resource management responsibilities are carried out in a manner consistent with applicable legislation, collective agreements, terms and conditions of employment and the Corporate Human Resource Management Policy Framework

Accountability of Deputy Ministers & Senior Officials

Deputy ministers and senior officials are accountable for human resource leadership and management within their organization:

  • Organizing, directing and managing the performance of staff to meet operational requirements
  • Ensuring that human resource management responsibilities that directly flow to them through legislation or labour contracts are discharged
  • Developing workforce plans for their organization and managing employee engagement
  • Ensuring that human resource management responsibilities are carried out in a manner consistent with applicable legislation, collective agreements, terms and conditions of employment, and the Corporate Human Resource Management Policy Framework
  • Representing the employer at the organization level
  • Delegating human resource responsibilities through formal delegation agreements

Delegation to Staff & Accountability

The agency head and deputy ministers, or senior officials, may assign responsibilities to staff. When they do this, they retain overall accountability. When staff are assigned responsibilities they are, in turn, accountable for their human resource management decisions.

Supervisor accountability

Supervisors are accountable for human resource leadership and management within their business unit, including

  • Organizing, directing and managing the performance of staff to meet operational requirements
  • Ensuring that human resource management responsibilities that directly flow to them through legislation or labour contracts are discharged
  • Providing regular, ongoing feedback to their employees on their performance and supporting employees' career paths
  • Ensuring that human resource management responsibilities are carried out in a manner consistent with applicable legislation, collective agreements, terms and conditions of employment and the Corporate Human Resource Management Policy Framework

Individual accountability

Employees have accountability for those responsibilities that fall to them (such as complying with standards of conduct and reporting unsafe working conditions).

The Advisory Role & Accountability

Human resource staff who provide advisory service are accountable for the provision of sound and comprehensive advice but do not assume the responsibility of the delegated decision makers. Decision makers remain accountable for considering the advice they receive, and the final decisions they make.

Human Resource Management Performance Measurement & Improvement

The Accountability Framework is supported by human resource management performance measurement and reporting. There are two elements to this:

  • Specific reporting on performance measures, which will be set annually by the agency head, BC Public Service Agency
  • Quality assurance reviews conducted to evaluate the achievement of the core policy objectives and ensure continuous improvement

The results are used to

  • Evaluate achievement of policy statements
  • Assess performance
  • Inform corrective measures that may be needed on compliance issues
  • Ensure the Corporate Human Resource Management Framework human resource framework is under continuous scrutiny
  • Ensure improvement in human resource management is an ongoing business objective

Relevant Legislation

BC Public Service legislation

Other legislative resources