Annual Report 2008-2009 - National Gallery of Canada

Information Management
Building on last year’s work, the Gallery continued to develop
new policies and documents to lay the foundation for future
improvement of the management of its information resources.
The following were created in draft form: a Records Retention
Schedule, Guidelines for Essential Records Protection, a Digital
Preservation Policy and Guidelines for Creating, Managing and
Preserving Digital Records. In addition mandatory all-staff
training on managing email and electronic documents was
scheduled for April 2008.
The next step is the Gallery-wide implementation of these
plans, policies and procedures. This depends on the availability
of financial resources sufficient to support significant
improvement of Information Management on a long-term
basis.
New Financial Reporting Standards
The Gallery assessed the effects of the International Financial
Reporting Standards (IFRS) and meetings were held with the
other national museums to address common issues. The Gallery
has also participated in the Public Sector Accounting Standards
Board’s invitation to comment on the appropriateness of
applying IFRS to Crown Corporations. The outcome is uncertain
at this time, and the Gallery is proceeding on the assumption
that IFRS will be adopted.
Administration
Priority: Strengthen the work environment at the Gallery and
CMCP.
Orientation sessions were held for all new hires. A three-part
Management Training series on performance appraisals and
performance management was held this fiscal year as planned.
The series was very successful and attendance by supervisors
was high.
A briefing session was held for all managers to review the
updates to the Gallery’s Harassment Policy as well as a refresher
on various Occupational Health and Safety policies. Managers
and supervisors also received training to comply with the
legislative obligations under the Canada Labour Code Part II.
Employees continue to be trained on Workplace Hazardous
Materials Information System (WHMIS).
The implementation of the new classification tool resolved
outstanding issues of classification at the Gallery. The last
phase of the process for the Public Service Alliance of Canada
(PSAC) is now almost complete with the arbitrator ruling on the
last few grievances. Work on the evaluation of the unrepresented
group and the management positions was completed
as planned this fiscal year; communication and implementation
of the results will follow. The Gallery successfully negotiated
a new 3-year collective agreement with the Professional
Institute of Public Service of Canada (PIPSC). The contract is
valid until 2011.
Much effort continues in strengthening relations with
staff. Few grievances were filed in 2008–09. Exit interview
results continue to be shared with the unions at the Joint
Union Management meetings. Results note that exiting
employees were satisfied with their employment at the Gallery.
Over 50% had moved on to other career opportunities in other
cities, in the federal public service in Ottawa, and some to the
private sector; over 20% left for personal/family reasons, and
the remainder retired.
Succession planning continues to be paramount and
although the first Phase is complete and even updated, Phase
II is ongoing.
The Board approved a new Human Resources Corporate
Policy.
52 Key Expected Results