Noorpreet Dhillon
212955258
PPAS 3190 B
John Wilkins
April 6, 2015
Results-Based Management Practice in the Ministry of Aboriginal Affairs and Northern Development Canada
EXECUTIVE SUMMARY
Results-Based Management practice focuses on performance, and attainment of outputs, strategic outcomes, and impact. The management approach was introduced in Canada as a result of the Public Service 2000-management reform in the 1990s. The paper assessed the effectiveness, and accountability of the management approach within the context of the Ministry of Aboriginal Affairs and Northern Development Canada. The findings revealed that Results-Based Management in the department is instrumental in the application of accountability principles, aligning service
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Strategic alignment enables an open planning process that has proven to be an effective approach towards achieving intended results. RBM encourages managers in AANDC to involve key stakeholders in this process. This is evident by the fact that, management set an Advisory Board for the Nutrition North Canada Program. The Advisory Board consists up to seven members and one technical advisor that represent the interests of northern residents and communities. The Implementation Evaluation of the Nutrition North Canada Program report suggests that the Advisory Board is active in voicing the concerns of residents, and providing feedback towards program improvement. However, the research did not reveal any evidence of ‘bottom-up’ processes to include employees in setting targets. Therefore, the RBM approach of AANDC to include key stakeholders in setting goals, and objectives, and standards remains …show more content…
Performance measurement cannot be effectively carried out without the capacity of the staff to analyze the data gathered. For the purpose of this analysis, staff capacity is referred to as knowledge, skills, and proper training to examine performance data. The Annual Report on the State of Performance Measurement in Aboriginal Affairs and Northern Development Canada for 2011-2012 and 2012-2013 states that the RBM approach of the department has failed to harness, and develop staff capacity with respect to using performance data. The report found that, 20 percent of employees that responded to the survey felt that they did not have the knowledge, and skills they need in relation to performance measurement. This is troublesome as it creates a situation of “too much data and not enough analysis” which impedes the success of the department’s programs. Hence, RBM in AANDC fails to ensure that staff has knowledge, and training to measure
During the late sixteen century, when the first fleet arrived to Australia and discovered the free settlers or known as Australian Indigenous inheritors (The Aborigines), the community of aboriginal inhabitants since then have experienced vast levels of discrimination and racism against their gender, race, colour and ethnicity. The term over representations refers to the presents of minority or disproportionate ethnic aboriginal groups represented in the criminal justice system (CJS). This essay will further explain the relationship between aboriginal communities and policing discussed in Blagg (2008) and Cunneen (2007, the three major sources of concern in association to aboriginal over representation in CJS which include; systematic bias,
Aboriginal people groups depended on an assortment of unmistakable approaches to sort out their political frameworks and establishments prior to contact with Europeans. Later, a considerable amount of these establishments were overlooked or legitimately stifled while the national government endeavored to force a uniform arrangement of limitlessly distinctive Euro-Canadian political goals on Aboriginal social orders. For some Aboriginal people groups, self-government is seen as an approach to recover control over the administration of matters that straightforwardly influence them and to safeguard their social characters. Self-government is alluded to as an inherent right, a previous right established in Aboriginal people groups' long occupation
The issue of aboriginal people in Canada is not new. For a long time, it has been heatedly debated by academic scholars and by the general public as well. By no means does this issue have a straightforward solution to it. RCAP (Royal Commission on Aboriginal Peoples) is one of the institutions largely responsible for the aboriginal issue. Unfortunately, the problems RCAP faces are too intractable to settle in a relatively short time, due to which there are some unresolved problems intimately related with the life of aboriginal people awaiting to be dealt with soon in an effective and politically sound way. The complexity of the issue calls for more intellectual discussion beyond the scope of the immediate present aboriginal reality.
The 2007 publication of the latest Canada's Food Guide, with recommendations for healthy eating based on scientific evidence, including a customized version for First Nations, Inuit and Metis (CFGFNIM)1, revealed numerous gaps in the AFG in terms of new nutritional standards. In consultation with an advisory committee, a notice was issued on the preferred tool. Unanimously, the Atikamekw wanted to keep the AFG as a reference tool for their community while supporting its update. This preference for the GAA is due to the strong sense of cultural...
This paper will briefly describe the movement to establish Indigenous leadership in Canada, and will contrast it with the modern leadership theories that Wren outlines. This examination will reveal that, while being most closely aligned with transforming leadership, Indigenous leadership should be considered as a unique approach to leadership in Canada.
At its most fundamental core, quality improvement of healthcare services and resources requires disciplined attention to the measurement, monitoring, and reporting of system performance (Drake, Harris, Watson, & Pohlner, 2011; Jones, 2010; Kennedy, Caselli, & Berry, 2011). Research points to performance measurement as a significant factor in enabling strategic planning processes and achievement of performance goals (Tapinos, Dyson & Meadows, 2005). Thus, without a system of measurement that accounts for the performance behaviors of healthcare professionals, managers and administrative employees, quality improvement remains a visionary abstraction (de Waal, 2004).
The performance assessment and appraisal forms are crucial within the performance management system (Aguinis, 2014). However, the appraisal form within the case study provided is designed for the supervisor’s use thus missing one vital factor throughout the entire process, employee participation. Thus, questioning the validity and reliability of the process. This is especially concerning as the bottom 10 per cent of employees are being fired and the top 20 per cent are being rewarded with $5,000.00 based on what their supervisor records on the form without consultation with employees. Thus, supervisors may not provide accurate scores as they do not have to justify their responses (Aguinis,
My experiences have shown me that I should deny part of who I am and I want to fight against this. I believe that in order to practice social work and to adhere to the code of ethics of social work, I need to be genuine and authentic. I believe that incorporating an Aboriginal approach to social work into my holistic, anti-oppressive practice is one way of accomplishing this.
• Amnesty International: Australia- governments dismissal of UN criticism undermines hard earned credibility in human rights diplomacy.
This section covers briefly the historical, theoretical, and background of the topic in the broader body of knowledge. Such as basic concepts of the balanced scorecard, Perspectives of the balanced scorecard, BSC in the public sector, BSC as a tool for performance measurement in public sector, Advantages and disadvantages of the BSC in public sector and Result oriented performance management change initiation in Ethiopia.
Public Administration involves the development, implementation and management of policies for the attainment of set goals and objectives that will be to the benefit of the general public. Since Public Administration involves taking decisions that affect the use of public resources there is often the question of how to utilize public resources for maximum public good. The National Association of Public Administration has identified four pillars of public administration: economy, efficiency, effectiveness and social equity. These pillars are equally important in the practice of public administration and to its success. This paper seeks to explain the role of each of the pillars in the practice of public administration.
United Nations, (2006). Unlocking the human potential for public sector performance world; public sector report 2005. United Nations: Academic foundation
... EVALUATION OF NEW PUBLIC MANAGEMENT REFORMS. International Public Management Review, 34-35. M. Petrescu, e. a. (2010). The 'Standard' of the 'Standard'.
Performance management is a useful and powerful tool that can be used by managers to identify what areas of their organisation they need to improve to increase the organisation’s overall performance. The idea of a balanced scorecard enforces a sensible distribution of resources and effort across all aspect of performance an organisation is, or should be, concerned with.
There are several reasons organizations initiate performance evaluations, however the standard purpose for performance evaluations is to discuss performance expectations; not only from the employers perspective but to engage in a formal collaboration where the employee and the manager are both able to provide feedback in a formal discourse. There are many different processes an organization should follow when developing its performance evaluation tool; in addition essential characteristics that must accompany an effective performance appraisal process. I will discuss in detail the intent of a performance evaluation, the process an organization should follow in using its performance evaluation tool, along with the characteristics of an effective