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Project Charter Model Sample

Here is a sample project charter to get you started. This project charter was created for the corporate employee recognition framework.

Project Charter

|1.0 Project Identification |
|Name |Employee Recognition Framework |
|Description |Design, develop and implement the employee recognition framework |
|Sponsor | |
|Project Manager | |
|Project Team Resources | |Communications, Policy, Healthy Workplace Advisory group, |
| | |Attraction & Retention working group |

|2.0 Business reasons for project |
|Improve government’s ability to attract and recruit high quality candidates and to compete more effectively (with the private sector and other levels of|
|government for candidates) |
|Respond to the level of employee engagement and employee perceptions relayed though the corporate employee surveys. |
|An element of the Corporate Human Resource Plan |
|Component of a healthy workplace |
|Element of the Public Service Commission’s Business Plan for 2006/2007 |
|Complements and builds upon existing departmental recognition activities |
|Complements corporate human resource values |
|Element of performance management |

|3.0 Project OBJECTIVES (purpose) |
|Overall, to create a workplace culture that includes regular recognition and feedback |
|To recognize employees for their high-quality service and commitment to public service |
|To reinforce linkages between employee performance and department business goals to achieve corporate goals |
|To develop tools, guidelines and support for departments to assist with departmental recognition activities |
|To develop and implement corporate recognition activities |

|4.0 Project Scope |
|To include recognition activities for all government departments |
|To address two components of recognition - a corporate component and a department component |
|Includes guidelines to govern corporate and department activities |
|Does not include mandatory requirements |
|Framework, research summary, guidelines and tools to be developed and implemented by March 2007 |

|5.0 key Project DELIVERABLES |
|Name |Description |
|Framework | Overall roadmap outlining key components of recognition activities |
|Project charter | |
|Logic Model |Outlines key activities, outcomes and measures |
|Project backgrounder |A supplement to the project charter outlining definitions and outcomes |
|Research summary |To include general, jurisdictional and corporate research |
|Guidelines |To include general program guidelines and financial guidelines |
|Tools and resources |To include templates, guides, sample surveys, quotes, tips, etc… for use by departments |
|Communication/ Implementation |Communication of framework, tools resources to stakeholder groups, communication plan |
|plan | |
|Website |To contain framework, guidelines, general information, tools and resources for use by departments, along with |
| |information on current activities/events. |

|6.0 Milestone dates |
|Item |Major Events / Milestones |Dates |
|1. |Develop framework | |
|2. |Complete a research summary | |
|3. |Develop guidelines (general and financial) | |
|4. |Consult with departmental reps (i.e. Health, Tourism), Attraction & Retention Working | |
| |Group, Healthy Workplace Advisory Group | |
|5. |Networking/Information event for all departments | |
|6. |Develop department toolkit, templates, resources | |
|7. |Implementation and communication to stakeholder groups | |
|8. |Website launch | |
|9. |Long Service Awards | |
|10. |Premiers Award of Excellence | |
|11. |Framework evaluation, consultations, lessons learned | |
|12. |Premiers Award of Excellence | |

|7.0 key ISSUEs |
|Severity |Description |
| |Different levels of implementation and buy-in; some departments have programs and others have not. |
| |Departmental recognition activities are not mandatory |
| |Buy-in from HR community and managers to take ownership of departmental activities |
| |Maintain momentum and sustainability of activities |
| |Timelines around the coordination of guideline development with development of the healthy workplace policy |
| |Timelines around coordinating the recognition framework implementation with the attraction and retention framework implementation |
| |Employee and manager perceptions |
| |Public perceptions |

|8.0 RISKS |
|Severity |Description |
| |Support and buy-in of framework, guidelines and tools from the HR community |
| |Support and buy-in of framework, guidelines and tools from managers |
| |Support and buy-in of framework, guidelines and tools from employees |
| |Implementation timelines |
| |Availability of supporting resources (i.e. communication, policy) |
| |Treasury and Policy Board support of guidelines |

|9.0 Project’s criteria for success (must be measurable) |
|Increase awareness and consistent practice of recognition throughout the organization (post-presentation evaluations, employee survey results) |
|Enhance Government of Nova Scotia’s preferred employer status (public perception studies) |
|Create a healthier and more supportive working environment (employee survey results) |
|Improved job satisfaction and employee engagement (employee survey results) |
|Improved awareness and linkages between department business plans and individual and team performance (employee survey results) |
|Increased participation in corporate recognition activities (attendance, # of nominations received) |
|Increased favourable employee perceptions of feeling valued for their contributions. (employee survey results) |
|Increased favourable employee perceptions of being recognized for a job well done. (employee survey results) |

|10.0 critical success factors |
|Buy-in and support from senior leaders, HR community, managers, employees |
|Effective communication |
|PSC and department collaboration |
|Employee input into development and implementation of recognition activities |
|Employee awareness of department purpose, priorities, objectives, goals and values |
|Recognition efforts need to be: timely; meaningful; fair; inclusive |
|Activities are supportive of organizational values |

|11.0 Signoff |
|Project Sponsor: |
| |
|Date: |

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