Personnel Branch is divided into five sections with duties 

 and responsibilities as follows. 



• Staffing: Recruitment of staff, including Junior Forest 

 Rangers; recruiting activities at universities and technical 

 schools; job advertising; transfers and promotions; estab- 

 lishment and complement control; and assignment of quali- 

 fied employees to positions. 



• Classification and Job Evaluation: Ensuring that positions 

 are properly classified and recommending the classification 

 of positions; identifying and recording of organization and 

 positions; ensuring that position specifications are pro- 

 duced; classifying positions under the Delegated Authority; 

 and developing class series. 



• Training: Co-ordinating and organizing Department train- 

 ing courses; arranging for employees to attend courses given 

 by outside agencies; liaison with Ontario Forest Technical 

 School and Educational Leave Committee; analyzing Depart- 

 ment training needs; evaluating courses; and special assign- 

 ments. 



• Employee Relations: Counselling of employees; improve- 

 ment of communications between field and head office 

 staffs; investigations of problems relating to personnel; 

 liaison with Staff Relations Branch, Treasury Board and Civil 

 Service Association of Ontario; and maintaining Depart- 

 ment program on alcoholism. 



• Office Management: Documentation of personnel rec- 

 ords; attendance reports and leaves of absence recom- 

 mendations; processing nominations to staff; transfers; 

 separations; group insurance, major medical, and long term 

 income protection plan applications and changes; merit 

 increases; accelerated increases; salary revisions; maintain- 

 ing personal files for regular and probationary staff; and 

 providing statistical information to otherBrancheson request. 



STAFFING 



To provide the field and Head Office organizations with 

 qualified professional and technical staff, the campus pro- 

 gram was continued, but restricted to local universities and 

 community colleges where graduate forestry technicians 

 were available. Newspaper advertising was used to cover 

 specialized positions not normally handled by the campus 

 program. 



The junior Forest Ranger Program continued to be attrac- 

 tive to 17-year-olds, and the total was increased to 1,860 

 boys, placed in 77 camps throughout the Province. 



CLASSIFICATION 



A review of positions on a three-year basis continued with 

 an audit of work units to ensure validity and consistency in 

 the application of the classification system. 



The Resource Technician and Resource Technician Senior 

 Series were approved by the Department of Civil Service 

 and established, effective October 1, 1970. A large number 

 of employees benefitted financially by the introduction of 

 this series, and more accurate classification of positions was 

 made possible. 



TRAINING 



During 1970-71, training in the technical areas of the De- 

 partment's work continued, through certificate courses such 

 as lands, timber management, fish and wildlife, etc. 



In addition, management development courses, designed 

 to cultivate and sharpen managerial skills, were made avail- 

 able. 



Some merging of technical and managerial content in 

 courses took place, for example in "Fire Suppression Course 

 II." 



Increased emphasis was given to the consultative role of 

 the Training and Development function. 



junior Forest Rangers at work, Obatanga Provincial Park. 



EMPLOYEE RELATIONS 



Another annual agreement was reached on hours of work 

 for pilots and air engineers during the operating season. 

 Effective communication was maintained with the Staff Rela- 

 tions Branch and the Civil Service Association of Ontario. 



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