RelatedHR Plan to make Public Service Transformation Pain-Free RelatedHR Plan to make Public Service Transformation Pain-Free FacebookTwitterWhatsAppEmail The Government is putting systems in place to manage the human resource concerns that may arise as a result of the re-organisation of the public service.A team of senior public sector human resource (HR) practitioners, under the direction of the Public Sector Transformation Unit (PSTU), has developed a Change Management Plan, which sets out guidelines and procedures to effectively manage the transformation process.Human Resource Specialist at the PSTU, Ward Mills, tells JIS News that the plan addresses the concerns and fears “and helps to strengthen people in terms of coping with everything”.“It helps to reduce resistance and basically helps to make change as smooth as possible, and people as comfortable as they can with the changes that are going to happen around them,” he adds.Deputy Financial Secretary, Cheryl Watson, who was part of the 22-member Change Management Team, notes that the aim is to set out ways to make the transformation process as “pain free” as possible and develop a HR plan, which would be uniformed, equitable and consistent.“The idea really is to make sure that staff is treated in a sort of consistent, standardised and humane way. because we recognise that you have different levels of experience in the public sector in handling human resource issues in times of restructuring and transformation in particular,” she explains.The group, which comprises professionals from the Office of the Services Commission, the Public Sector Modernisation Division, the Public Sector Establishment Division and the various ministries, who were already au fait with the inner workings of the public service, developed several best practice templates to deal with all human resource issues that might arise.Among the areas addressed is training and how to identify persons in need of training and retraining.The team has also developed a template to address issues relating to redeployment, redundancy and mergers, however, Mr. Mills says there could be some revision, especially as it relates to mergers, based on the feedback from HR professionals, who were not a part of the core group.Mr. Mills adds that the group has also set out a plan for how the HR managers and the PSTU will relate to the trade unions during the process. “There are many trade unions and staff associations in the public sector and we have decided that we are going to work in partnership with the trade unions and we have met with them several times to talk about the transformation process,” he informs.A key part of the plan is communication, which Mr. Mills says is already being implemented along with the counselling aspect.Change Management Specialist at the Cabinet Office, Candace Smikle, who was also part of the team, which developed the guidelines, agrees that communication will be one of the critical pillars of the process as it is her view that people “prefer to hear negative information than no information at all”.She points out that business and psychosocial counselling are also very important. “People are affected by change in different ways and it’s very important that we talk to people and give them advice as to what’s the next step to take,” she explains.Mr. Mills agrees that the counselling aspect of the plan is also one which requires early implementation. He tells JIS News that the PSTU has already started therapy for the core HR team working with the unit and that this will be expanded to cover all HR managers across the public sector. He says the team has also worked out a plan for how the counselling will be delivered to the wider public sector.He tells JIS News that the recommendation is that all workers should receive group therapy ahead of any change, and then individual counselling can take place in the later stages based on individual requests.Mr. Mills also discloses that interdisciplinary transformation teams, comprised of workers from all levels, are to be set up within the various ministries, agencies and departments.“This would be the teams on the ground that we will relate to and help. They will (identify) what are the issues and the problems. They will be the ones communicating with the people. They will be the ones making suggestions about the issues that we need to iron out and solve before we can make the change, and they will help in the transition process,” Mr. Mills explains.He says the teams will also ensure that there is wide representation and informs that it has been recommended that a union representative be part of these teams.Mr. Mills tells JIS News that the HR managers have expressed their commitment to ensuring that the transition is as smooth as possible. He says they have also shown appreciation for the PSTU’s efforts to engage them in the process.For her part, Ms. Smikle says she is fully behind the project given the systematic approach that is being taken in comparison to some past restructuring exercises.“Hopefully, we’ll be able to look back and see what we have done wrong and use this instrument to approach it in a more effective way so that this time, we’ll get it right,” she says.The PSTU, headed by Patricia Sinclair-McCalla, was established in November last year, to devise a plan for streamlining the public service, making it more efficient and cost-effective.The unit’s Draft Master Rationalisation Plan is now being considered by Cabinet and the Change Management Plan will ensure its smooth implementation. RelatedHR Plan to make Public Service Transformation Pain-Free HR Plan to make Public Service Transformation Pain-Free Office of the Prime MinisterMay 17, 2010 Advertisements
RelatedHealth Ministry Begins Consultations on No-User Fee Policy FacebookTwitterWhatsAppEmail The Ministry of Health has begun its national consultations on the review of the no-user fee policy for public health facilities.Portfolio Minister, Hon. Dr. Fenton Ferguson, said the process began last Thursday, April 18, with a meeting with Opposition Spokesman on Health, Dr. Ken Baugh.“The intention is to move from there, to having four consultations in the four health regions, and also having smaller discussions with stakeholders,” Dr. Ferguson stated at a JIS Think Tank on Wednesday, April 24.“Out of that, armed with the IDB (Inter-American Development Bank) study, which speaks to the sustainability of the health sector, I’m putting in place a concept document, so that when we get out in those formal consultations, there will be a baseline document, that will help to inform the process,” he noted.The document will also include input from other stakeholders, internal data and other critical information. This process is expected to be completed over the next six to eight weeks, the Minister said.He noted that the data captured on the proposed Government of Jamaica Health Card, will be used to inform the process in determining which patients should pay, based on ability, when they access services at the various health facilities.He said the aim is to have the details of the requisite analysis or means test done at the point when persons are applying for their cards, instead of at the health facilities. This, he said, will eliminate patients being detained for long periods to provide such information.“I want to make it very clear that any system that is to come, the most vulnerable will always be protected,” the Minister emphasised.By Alphea Saunders, JIS Reporter Advertisements Health Ministry Begins Consultations on No-User Fee Policy Health & WellnessApril 25, 2013 RelatedHealth Ministry Begins Consultations on No-User Fee Policy RelatedHealth Ministry Begins Consultations on No-User Fee Policy
CHRIS HOYER, from the left, presents a check for $37,592.81 to Luis “Tony” Cabassa, Bay Area Legal Services board president; Joan Boles, BALS deputy director; and Tom DiFiore, BALS managing attorney for housing and consumer unit.Cy pres award benefitsBALSA cy pres award from the James Hoyer Law Firm will make it possible for Bay Area Legal Services to continue helping low-income homeowners facing foreclosure.The nearly $40,000 donation comes as the result of predatory lending matters handled by the firm.“Predatory lending practices — like failing to disclose loan terms, inflating appraisals, and charging excessive fees — were at the core of this country’s mortgage meltdown,” said Chris Hoyer, founding partner of the firm. “This money will help a very worthy organization provide legal assistance to homeowners still trying to deal with the mess that was created.”The award helps Bay Area Legal Services continue its advocacy for homeowners facing foreclosure in the Tampa Bay area. BALS has long provided legal aid to low-income residents, but this year has been a tough one, due to unprecedented funding cuts in these difficult financial times, according to the organization.“This comes at a critical time for BALS as we are determined to continue our mission of helping struggling homeowners facing foreclosure,” said Luis “Tony” Cabassa, BALS board president. “This cy pres award will make a real difference in the lives of real people who need help. We are very grateful to accept it on behalf of the citizens who will be assisted,”Cy pres awards are residual funds from class action settlements that for a variety of reasons cannot be distributed to class members. The purpose of the award is to give that money to a charitable organization with a cause that reflects the intent of the settlement.Florida has the sixth highest foreclosure rate in the nation with a 9 percent foreclosure rate statewide, according to recent data released by RealtyTrac. The Tampa-St. Petersburg-Clearwater metro area fares even worse, with a 111 percent increase in foreclosure activity this past year.“It’s clear this crisis isn’t over yet. We’re glad to be able to help homeowners in some small way to contend with the foreclosures haunting our community,” Hoyer said. August 15, 2012 Regular News Cy pres award benefits BALS
Cavaliers, LeBron James react to firing of coach Tyronn Lue Related News Per ESPN, Cleveland and Drew are having ongoing talks to reach a resolution.Drew took over for Lue last season after Lue had a health scare in March. In that time, he went 8-1 with the team. In four seasons as head coach with the Hawks and the Bucks, Drew has a 143-169 record. Larry Drew was just promoted as the Cavaliers’ interim coach after Tyronn Lue was fired, but he’s hesitant about taking on head coaching duties without a long-term deal.According to ESPN, Drew is willing to take over immediate coaching duties to help the Cavaliers transition, but doesn’t want to commit to the rest of the season without some sort of contract beyond 2018-19. With the Bucks, Drew said he was “blindsided” by the way he was fired, which could explain his trepidation in taking on a big role with the Cavaliers for the season.”It caught me in a position when I least expected it. But I know how these things work. I don’t have any hard feelings, any grudges against anybody,” Drew told the Milwaukee-Wisconsin Journal Sentinel in 2014.Lue was fired after the Cavaliers went 0-6 through the first couple weeks of the season.