Based on the Treasury Board of Canada Secretariat's Project Charter Guide, review the 2 project charter templates provided and critique both on their advantages and disadvantages.

Required:

Which templates do you prefer and why? (10%) Your choice should be based on a review of the following criteria:

• Content (Even though they are not comparable projects, a successful project charter should contain all information that is necessary to achieve its objectives.)
• Format (Is it easy to read and follow)
• Presentation - how it addresses the end user of the charter
• Language and usability

Template 1:https://it.ucsf.edu/sites/it.ucsf.edu/files/enterprise_reporting_charter.pdf

Template 2: (see below)

Project Charter(Template #2)

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 the project

• Improve the 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 through 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 plan	Communication of framework, tools resources to stakeholder groups, communication 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 with 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 the HR community and managers to take ownership of departmental activities
	Maintain momentum and sustainability of activities
	Timelines around the coordination of guideline development with the 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

1. critical success factors

• Buy-in and support from senior leaders, HR community, managers, employees
• Effective communication
• PSC and department collaboration
• Employee input into the 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: