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Evaluation and Reporting Consultant

2 months ago

Edmonton, Canada Government of Alberta Full time

**Job Information**

Job Requisition ID: 54565
Ministry: Public Service Commission
Location: Edmonton
Full or Part-Time: Full Time
Hours of Work: 36.25 hours per week
Permanent/Temporary: Permanent
Scope: Open Competition
Closing Date: April 2, 2024
Classification: Program Services 4E Market Adjustment

**Salary**: $2,757.39 to $3,604.17 bi-weekly ($71,967 to $94,068/year)

Workforce Development & Analytics (WDA) is a branch in the Strategic Services and Public Agency Secretariat division of the Public Service Commission (PSC). The PSC ensures Alberta has a professional, non-partisan, diverse and inclusive public service that proudly serves Alberta.

WDA enhances our clients’ ability to articulate and address complex business challenges of today and tomorrow through business intelligence solutions, Human Capital Management (HCM) reporting and analytics, designing and delivering learning and talent development programs, leading human capital change management, process development and governance.

The Talent Management team, within WDA, leads HR programs in the areas of performance and succession, as well as executive development.

**Role Responsibilities**:

- Reporting to the Manager, Talent Management, this position leads the development and ongoing management of effective evaluation and reporting processes in support of executive assessment, development and succession planning. This position collaborates and works closely with the leads of Succession & Performance Management and Talent Development and Delivery, as well as our colleagues in the Program Design and Delivery unit. The Consultant performs the following critical functions in support of a fully integrated talent management approach:
- Taking a lead role in creating reporting frameworks for new corporate programming and evaluate effectiveness of existing corporate programming to assess return on investment of learning supports provided as part of the Professional Development Framework.
- Using the reporting framework, provide analysis about the executive cadre to share insights, trends, and make recommendations regarding executive and senior talent management.
- Leads the development and implementation of reporting processes to support government’s priorities for executive assessment and development, and performance excellence, while enabling 1GX functionality.
- Identifies pertinent issues and challenges and conducts research to identify and incorporate relevant information in recommending and implementing solutions for these issues.
- Overall, contributes to the achievement of team, unit, branch, division and department priorities and deliverables.
- Through consultation with key stakeholders, this position will identify pertinent issues and challenges and conduct research to recommend and implement innovative solutions. There should be an ability to gather, analyze and utilize data in support of evidence-based decision-making related to executive assessment, development and succession planning objectives, and the ability to communicate recommendations effectively.
- The individual must be able to work at a senior consultant level and possess project management skills. Strong competencies in agility and building collaborative networks are also necessary as this position will work closely with both team leads and the manager, as well as with executive cadre and HR stakeholders.**APS Competencies**:
Competencies are behaviours that are essential to reach our goals in serving Albertans. We encourage you to have an in depth understanding of the competencies that are required for this opportunity and to be prepared to demonstrate them during the recruitment process.

This link will assist you with understanding competencies:
**Systems Thinking**: Incumbent requires systems thinking to design and develop processes and systems which address the short-term and long-term needs of the GoA as an employer and create innovative and sustainable solutions that also support the broader talent management framework. At the same time, the position must balance a variety of needs (department specific versus enterprise-wide), assessing implications such as ensuring costs are reasonable and sustainable in the long-term, and consulting and partnering with the Union to achieve success in joint employer-union committees.

**Creative Problem Solving**: It is critical that the incumbent provide innovative solutions and advice as well as lead and support projects related to the development and maintenance of policy within the APS while keeping informed of best practices and challenging existing processes and procedures for improvement and enhancement.

**Drive for Results**: Incumbent must take accountability for outcomes and determine the most effective way to achieve desired results.

**Agility**: Incumbent must take a proactive leadership role to anticipate, assess and readily adapt to changing priorities as well as be able to operate in a dynamic environment. The

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