Accountability Framework for Human Resource Management

The Accountability Framework for Human Resource Management (PDF, 286KB) 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 officials for human resource management.

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On this page

• Corporate accountability and the Public Service Act
• Corporate accountability and the Corporate Plan
• Accountability of the agency head
• Accountability of deputy ministers and senior officials
• Delegation to staff and accountability
• The advisory role and accountability
• Accountability for human resource investigations
• Accountability for diversity and inclusion
• Accountability for health and safety management
• Human resource management performance measurement and improvement
• Legislation
• Appendices
• Definitions

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Corporate accountability and 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 to whom these responsibilities are delegated 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 to whom responsibilities under the Public Service Act are delegated are accountable to the agency head for their administration of the Act.

Corporate accountability and the Corporate Plan

The Corporate Plan (PDF, 1.3MB) 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 Plan and related initiatives.

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

BC Public Service organizations will implement a performance development system within their organization and all employees covered by the Public Service Act will participate in the performance development process.

Accountability of the agency head

The agency head is accountable for:

1. Establishing and maintaining effective human resource management policy
2. Delegating human resource management responsibilities through formal delegation agreements
3. Monitoring and providing corporate and organizational-level reporting on human resources matters
4. Representing the employer at the corporate wide level
5. 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 and senior officials

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

1. Organizing, directing and managing the performance of staff to meet operational requirements
2. Ensuring that human resource management responsibilities that directly flow to them through legislation or labour contracts are discharged
3. Developing workforce plans for their organization and managing employee engagement
4. 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
5. Representing the employer at the ministry level
6. Delegating human resource responsibilities through written agreements

Delegation to staff and 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:

1. Organizing, directing and managing the performance of staff to meet operational requirements
2. Ensuring that human resource management responsibilities that directly flow to them through legislation or labour contracts are discharged
3. Providing regular on-going feedback to their employees on their performance and supporting employees’ career paths
4. 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 (for example, adhering to the Standards of Conduct and reporting unsafe working conditions).

The advisory role and accountability

Human resource employees who provide advisory services 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.

Accountability for human resource investigations

The employer is responsible for investigating issues regarding potential employee misconduct.

Investigations are fact-finding exercises to determine what occurred and who was involved.

The ability to conduct thorough and effective investigations is a key component of good human resource management.

See Appendix A for more information regarding how responsibility for human resource investigations is allocated among supervisors/managers, senior executives of line ministries and the BC Public Service Agency.

Accountability for diversity and inclusion

The BC Public Service has an obligation to reflect the demographic profile and values of the citizens it serves.

Legislation and human resource policies reflect and support diversity and inclusion, including the Standards of Conduct and the Public Service Act, which states part of its purpose is to “recruit and develop a well-qualified and efficient public service that is representative of the diversity of the people of British Columbia.”

See Appendix B for more information regarding how responsibility for diversity and inclusion is allocated among supervisors/managers, senior executives of line ministries and the BC Public Service Agency.

Accountability for health and safety management

Employee health and safety are essential to a strong BC Public Service.

The public service has established a variety of policies, programs and services to ensure the workplace is a safe and healthy environment.

In addition, mandatory procedures are required of all employers and employees in BC under the Workers Compensation Act and Occupational Health and Safety Regulation.

See Appendix C for more information regarding how responsibility for health and safety is allocated among supervisors/managers, senior executives of line ministries and the BC Public Service Agency.

Human resource management performance measurement and improvement

The accountability framework is supported by human resource management performance measurement and reporting.

There are two elements to this:

1. Specific reporting on performance measures set annually by the agency head, BC Public Service Agency
2. 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 Policy Framework is under continuous scrutiny
• Ensure improvement is an ongoing business objective

Legislation 

• Employment Standards Act
• Human Rights Code
• Public Sector Employers Act
• Public Service Act
• Financial Administration Act
• Information Management Act
• Public Service Labour Relations Act
• Public Service Benefit Plan Act
• Public Sector Pension Plans Act
• Workers Compensation Act
• Freedom of Information and Protection of Privacy Act
• Public Interest Disclosure Act

 Appendices

• Appendix A: Responsibilities of Supervisors/Managers, Senior Executives and the BC Public Service Agency for Conducting Human Resource Investigations
• Appendix B: Responsibilities of Supervisors/Managers, Senior Executives and the BC Public Service Agency for Diversity and Inclusion
• Appendix C: Responsibilities of Employees, Supervisors/Managers, Senior Executives and the BC Public Service Agency for Workplace Health and Safety Management

 Definitions

• Accountability is the obligation to report and explain actions and decisions taken in accordance with assigned responsibility
• Responsibility is the obligation or authority to make a decision and act
• A Senior Official is the head of an organization​​