550 Cumberland
Ottawa, Ontario K1N 6N5

General inquiries:
613-562-5800 ext. 1134.

Strategic Planning of Resources

Committed Human Resources

A rewarding university experience depends in large part on the quality and commitment of the academic and support staff. We will recruit and retain highly qualified individuals who share our values and reflect the diversity of the community we serve.

Recruit and retain highly qualified staff

• To ensure that we provide a student experience equal or superior to that offered by the best universities.
• To ensure that we fulfill our mission as a research-intensive university and to enhance our competitiveness in our strategic areas of development in research.
• To ensure that the cultural diversity of the community we serve is reflected in the composition of our staff.
• To ensure that we can manage effectively in an increasingly complex environment.

Increase the number of staff with an active or passive command of both official languages

• To ensure that a rewarding university experience is available in both English and French.

Develop and sustain a healthy work climate

• To ensure that each staff member contributes fully to accomplishing the University’s mission.
• To ensure that our fundamental values are reflected in day-to-day decisions and actions.

By 2010, we will evaluate our work climate annually and implement a number of initiatives and strategies as part of our annual planning process, in order to become an employer of choice for a growing number of highly qualified staff. Our academic staff will include 1,350 full-time regular professors. Our support staff will have the expertise necessary to deal with the growing complexity of today’s research-intensive university environment. All our employees will have the opportunity to improve their second language and be part of a staff that is as diverse as our community.

Main Initiatives Proposed

Work with deans and service directors to develop and implement innovative recruitment strategies for academic and support staff in sectors where the pool of qualified candidates is limited. Establish recruitment targets and strategies to fill positions in sectors where women, Aboriginal people, members of visible minorities, and persons with disabilities are under-represented. Collaborate with the Vice-President Academic and Provost and deans to develop recruitment strategies that will increase the number of full-time professors from 980 to 1,350 by 2010. Enhance our ability to recruit international faculty and facilitate their integration. Conduct annual work climate surveys and collaborate with deans and service directors to develop strategies that enhance staff retention. Build a more effective employee recognition program that emphasizes our staff’s contributions to the university experience. Establish a Leadership Centre that will offer both academic and support staff the opportunity to acquire leadership and management skills. Develop an integrated and comprehensive training and development program that will meet the needs of faculties and services and enable all employees to achieve their full potential. Update the qualification and skills requirements of all support staff positions and develop appropriate staffing and training plans. Develop a second language training program to ensure that all staff have a passive command of both official languages and that staff holding bilingual positions can communicate effectively in both official languages.

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