Learning & Development Plan - Transformation Addendum
Strategic learning priorities for Ministry of People Development roles, supporting mastery of competencies, institutional alignment, and leadership capacity.
Director, Human Resource Management
This Learning & Development (L&D) Plan -Transformation Addendum outlines detailed strategic learning priorities for the Director, HRM over the first 90 days. The plan supports mastery of role-critical competencies, institutional alignment, and long-term leadership capacity. Each learning objective includes associated references for self-directed and contextual learning.
Role-Specific Learning Objectives
Strategic HR Leadership
- Analyze and interpret the Ministry's HR Strategic Plan to identify top 3 systemic workforce challenges.
- Develop a high-level HR strategic priorities document aligned with Ministry goals within the first 45 days.
- Map alignment between HR outcomes and national education priorities using existing Ministry KPIs.
References: Strategic Human Resource Management in the Public Sector (OECD, 2020); Jamaica's Public Sector Modernisation Vision 2030 Document
Policy Formulation and Interpretation
- Review all existing HR policies and submit a gap analysis with at least 3 recommended updates.
- Facilitate a policy stakeholder consultation session within the HRM Unit within 60 days.
- Draft policy briefing notes for senior executive review using Cabinet formatting protocols.
References: Jamaica Staff Orders for the Public Service; Policy Development Manual – Cabinet Office Jamaica
Organizational Development & Change Management
- Conduct an informal diagnostic of the HRM Unit's current culture, structure, and team dynamics.
- Identify one HR system improvement area and develop a change proposal.
- Create a 90-day engagement plan to align team behaviour and deliverables with HR strategic goals.
References: Managing Change in Organizations: A Practice Guide (PMI); Leadership for Organizational Effectiveness – Civil Service College UK
Governance, Integrity & Accountability
- Conduct a review of HR compliance and ethical risk exposures with attention to hiring and performance practices.
- Present a Director-level risk briefing with proposed mitigation strategies.
- Establish a compliance status dashboard with key indicators for monthly oversight.
References: Integrity Framework for Public Sector HRM – CARICAD; Public Financial Management Handbook – Government of Jamaica
Development Pathways for Director, HRM
Internal Learning & Shadowing
- Shadow Permanent Secretary in strategic forums and governance reviews.
- Attend 2+ inter-ministerial HR working group meetings.
- Conduct listening sessions with HRM staff, senior officers, and department heads.
- Facilitate one internal policy or planning review session with the HRM Unit.
Formal or External Learning Opportunities
- Enroll in Executive Public Sector Leadership Programme or equivalent (local/regional).
- Attend a Labour Law or Employment Standards Workshop focused on Jamaican Public Service.
- Complete a short course in Change Management, Organizational Design, or Leadership Coaching.
- Join a Caribbean or international HR Directors forum for benchmarking and peer dialogue.
Director, HRM - Additional Development Components
Supervisor Coaching Focus
- Navigating public service leadership protocols and Cabinet processes.
- Balancing operational oversight with high-level strategy setting.
- Advising executive leadership credibly using data and workforce insights.
- Developing succession-ready teams and building a high-performing HRM culture.
90-Day Development Indicators
- Drafted and submitted HR strategic priorities briefing to the Permanent Secretary.
- Mapped HR-policy alignment with education goals and presented findings.
- Led at least one policy or workforce innovation conversation with staff.
- Completed onboarding performance reviews with all direct reports.
- Actively participated in one formal leadership or HRM development programme.
Learning & Development Plan - Records Officer
This Learning & Development (L&D) Plan -Transformation Addendum outlines the foundational knowledge and applied learning goals for the Records Officer. It is focused on mastering public sector records classification, confidentiality, and retention management within the first 90 days.
Role-Specific Learning Objectives
Records Classification and Indexing
- Learn the official classification and file coding system used within the HRM Unit.
- Apply consistent indexing practices to newly created and historical files.
- Complete at least one review of improperly filed documents and correct entries.
References: File Classification & Indexing Manual – Government of Jamaica; HR Records Procedures Manual
Records Security and Confidentiality
- Understand data protection requirements for employee records.
- Implement procedures for file access logging and monitoring.
- Respond appropriately to internal document requests with confidentiality maintained.
References: Data Protection Act (Jamaica); Public Sector Confidentiality & Records Guidelines – CARICAD
Retention and Disposal
- Interpret and apply the HR records retention and disposal schedule.
- Support preparation for secure destruction of outdated files.
- Document all records transfers and disposals accurately.
References: Retention & Disposal Schedule – Jamaica Archives & Records Department; Records Disposal Guidelines – Ministry of Finance
Records Request Handling and Reporting
- Log and track all records requests using the Ministry's register format.
- Generate monthly records movement and status summaries.
- Support the HR Officer in responding to compliance and audit file queries.
References: Records Request & Retrieval SOP – HRM Unit; Audit-Ready Records Framework
Development Pathways for Records Officer
Internal Learning & Shadowing
- Shadow experienced Admin Assistant or Records Clerk for full filing cycle.
- Participate in at least one HR documentation preparation for audit.
- Observe the HR Officer and Senior HR Officer for document escalation protocols.
- Review closed files and tag examples of strong and weak practices.
Formal or External Learning Opportunities
- Attend a GOJ-approved Records Management workshop (if available).
- Enroll in a short course or module on Public Records Handling.
- Complete internal training on the Ministry's records software or digital platforms.
- Observe a cross-ministry information audit briefing (where feasible).
Records Officer - Additional Development Components
Applying classification and indexing rules with precision
Mastering the technical aspects of document categorization and filing systems to ensure consistent organization.
Maintaining strict confidentiality across varied records
Developing protocols for handling sensitive information and ensuring appropriate access controls.
Implementing consistent documentation of records movements
Creating reliable tracking systems to monitor document location and chain of custody.
Time management and physical organization of records systems
Establishing efficient workflows and physical storage solutions for optimal retrieval.
These four areas represent the key supervisor coaching focus for the Records Officer position.
Records Officer - 90-Day Development Indicators
250+
Documents Filed
Filed and indexed at least 250 documents with 90% accuracy or higher.
100%
Access Control
Demonstrated correct access control procedures for sensitive records.
1
Audit Process
Supported one disposal or audit readiness process.
100%
Request Response
Logged and responded to all incoming requests in a compliant manner.
Success will also be measured by receiving a positive supervisor review of recordkeeping accuracy.
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