Here is the section's beginning from section III of the clerk's report that fits with my paper and answers why.
- Lynch, Kevin G. (2008) Fifteenth Annual Report to the Prime Minister on the Public Service of Canada section III (http://www.pco-bcp.gc.ca/index.asp?lang=eng&page=information&sub=publications&doc=ar-ra/15-2008/rpt_e.htm#1, accessed April 26, 2008).
III. The Framework for Public Service Renewal
In last year’s Report, four broad priority areas for renewal were identified. These were planning, recruitment, employee development and enabling infrastructure.
The foundation for shaping the public service workforce we need is a clear understanding of what skills and knowledge are needed to meet departments’ business objectives, both now and into the future. Business planning and human resource planning have to go hand in hand. Without this, recruitment and employee development will be largely ad hoc and short term.
As an example of the importance of integrated planning, over the past 25 years there has been a striking shift in the occupational makeup of the public service toward more “knowledge intensive” work. Indeed, as Figures 3A and B indicate, computer specialists are now five times more numerous than in 1983 and economists three times. Conversely, clerical positions have declined from about 24% to 14% of the public service and there are 95% fewer secretarial workers. However, business and human resource planning in the public service has tended to lag rather than shape these changes.