Overview

The Government of Alberta uses a competency-based process for the recruitment and appointment of members to public agencies.

The centralized recruitment approach ensures effective, consistent and efficient processes are being used to fill board vacancies, including matching skills, knowledge and competencies to the requirements of each public agency board. Competency-based recruitment and appointment processes directly contribute to public agencies fulfilling their mandates and increasing public confidence.

By public agencies utilizing a competency matrix and identifying skill requirements, agency governance is strengthened.

Centralized Recruitment

To further increase opportunities for efficiencies and consistencies across the government, the recruitment process for public agencies, boards and commissions (ABCs) is centralized through the Public Agency Secretariat (PAS).

Centralized recruitment ensures effective processes are in place in order for vacancies to be filled efficiently and with certainty that the appropriate skills and competencies are represented on boards.

Pre-appointment conflict screening

By assessing real or apparent conflict of interest of individuals before being appointed to a public agency, it is determined if a conflict can be adequately managed. Where members are appointed with manageable conflicts, the board is made aware to make informed decisions about mitigation strategies. Where it is determined that a conflict cannot be mitigated to an acceptable level to the board or minister, the appointment should not proceed.

Board chairs and members should be familiar with the requirements under the Conflicts of Interest Act as well as the obligations for designated Senior Officials where applicable.

Competency Matrix and Definitions Library

The Competency Matrix and Definitions Library supports ABCs by contributing to effective recruitment activities, member evaluations and succession planning.

A competency matrix provides a detailed table that allows public agencies to identify and evaluate the critical skills required for the ABC and its members.

A competency definitions library supports ABCs to create a common language and shared understanding of the requirements for effective board governance and member evaluation. The library is a collection of competency categories, specific skills and attributes, and corresponding definitions.

Succession Planning

All public agencies should engage in regular, ongoing succession planning. When recruiting future public agency members, succession planning should include processes for identifying competencies and ensuring appropriate transfer of knowledge within the public agency. The Competency Matrix and Definitions Library is an effective tool to assist the agency, board or commission with this process.

Succession planning is critical to fill vacancies in a timely manner, address competencies and skills required by the public agency to fulfill its mandate, and ensure an effective transition for newly appointed members. As every public agency is unique, consideration for specific roles and responsibilities is essential.