Human Resources Consultant

The Correctional Service of Canada (CSC) has a requirement to review, analyze and make recommendations concerning the staffing model for Food Services Operations at CSC institutions in order to ensure that the staffing model provides appropriate staffing levels to support the operational objectives of Food Services.

Mandatory requirements

• Must have 4 years of experience analyzing staffing and resourcing strategies for one or more clients, ensuring job descriptions and staffing levels are appropriate relative to business objectives.
• Must have 1+ years of experience preparing interview questions and conducting individual interviews to gain a better understanding of challenges, suggesting improvements and providing recommendations.
• Must have 1+ years of experience reviewing and writing job descriptions.
• Must have 1+ years of experience providing a business case that includes a financial summary.

Optional requirements

• Should have experience, as a consultant, comparing client organization staffing models for Multi-Site Operations for a single client, ideally for 15+ sites.
• Should have experience comparing staffing models affecting locations in multiple provinces and/or territories for a single client, ideally 5+ provinces/territories.
• Should have 4+ years experience comparing client organization staffing models in a Food Service Environment.
• Should have experience comparing client organization staffing models for a large number of staff (100-500+).
• Should have 8+ years of experience comparing Statement of Merit Criteria (SOMC), job classifications, job descriptions, and/or staffing models for a Government of Canada department.
• Should have 8+ years of experience comparing client organization staffing models for Unionized Operations.

General tasks

• Determine the basic skill required to work in a commercial kitchen environment;
• Determine the time required to achieve those basic skills;
• Determine what level of contribution an inmate can bring to the Food Services operation;
• Determine the advantages and disadvantages of Inmate Labour;
• Determine if Inmate Labour must be considered as part of the model or if the model should exclude Inmate Labour. Should Inmate Labour be included determine which GS-FOS position can be filled using Inmate Labour;
• Determine the impact of Inmate Labour; (e.g. Pros and Cons, impact on kitchen staffing (GS-FOS), etc.);
• Determine the appropriate ratio of inmate to staff considering the qty of supervision required;
• Analyze the impact of Inmate Labour; (e.g., Pros and Cons, impact on kitchen staffing (GS-FOS), etc.);
• Analyze staffing and resourcing strategies, to ensure all sites have the right number of employees at the right classifications;
• Consolidate and analyze the internal Food Service Staffing Review Model Committee (FSRMC) questionnaire about working factors;
• Complete an internal scan of the job descriptions to ensure they are current, and identify any deficiencies or corrections that would need to be made;
• Complete an external scan of other comparable large scale, national, institutional, unionized, and/or corporate Food Service operations;
• Compare the results of the external scan with CSC’s current staffing model for Food Services to ensure CSC is using the appropriate staff for the type of employment;
• Prepare questions for approval and then conduct individual interviews with staff in all institutional kitchen types to have a better understanding of challenges; suggest improvements and recommendations; and validate/update the job description accordingly;
• Draft staffing report(s) including but not limited to data sourcing, information gathering, conducting interviews, drafting documentation, report preparation, and provide recommendations; and
• Analyze the current organizational situation regarding cost of staff in each institution baseline, FTE (Full-Time Equivalent), Term, Casual, Indeterminate, and Temporary Help employees using the data/report provided by the Technical Authority.