[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-260149-105":53,"doc-detail-260149-en":127},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":120,"head_meta":122,"extra_data":124,"updated_unix":126},105,"en","cps-chief-human-resource-officer-review-report-management-response-plan","CPS Chief Human Resource Officer Review Report - Management Response Plan","","An external consultant review following the resignation of the Chief Human Resource Officer (CHRO) by CPS evaluated CHRO role documentation and interviewed 13 current and former CPS employees. Findings identified a sound recruitment approach, but insufficient understanding of complexity and organizational readiness, with onboarding and orientation lacking context on organizational culture, time needed to learn CPS systems, and key processes and HR staffing. The management response plan defines strategic objectives, recruiting process revisions, onboarding structure, and formal management support to modernize HR functions and improve successful adoption of the CHRO role.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":51,"@type":70,"position":76},"https://docshare.wps.com/template/general/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/cps-chief-human-resource-officer-review-report-management-response-plan/260149/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/cps-chief-human-resource-officer-review-report-management-response-plan/260149.png","ImageObject",442,249,{"name":88,"@type":89},"Gelato","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-23","2026-09-13",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",10,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"Why was the external consultant hired and what did the review involve?","Question",{"text":109,"@type":110},"The consultant was hired after the CHRO resigned. The review covered documents and included interviews with 13 current and former CPS employees.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"What were the main issues identified in the key findings?",{"text":114,"@type":110},"Recruitment was sound, but complexity and organizational readiness were not well understood. Orientation and onboarding did not provide sufficient context on culture, system learning time, and HR processes and key staff.",{"name":116,"@type":107,"acceptedAnswer":117},"What does the management response plan aim to achieve?",{"text":118,"@type":110},"The plan aims to modernize HR functions through a clearer CHRO mandate, revised recruiting and onboarding approaches, and formal management support so leadership backs the CHRO and culture change efforts over time.","https://schema.org",{"og:url":78,"og:type":121,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":123,"canonical":78},"index,follow",{"doc_id":125,"site_id":56},260149,1790653932,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":88,"user_avatar":130,"doc_module":9,"category_id":50,"category_name":51,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":101,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":140,"read_time":79,"preview_page_count":4},19241457091524,"https://us-avatar.wpscdn.com/davatar_276721f389ce27ea32af1340a28f341c","ISC: Protected A  \nChief Human Resource Officer Review  \nReport Parameters  \nAn external consultant was hired by CPS following resignation of CHRO.  \n\n| Process included review of documents & interviews with 13 current & former CPS employees. |\n| --- |\n| Purpose:\u003Cbr>– Review of documents.\u003Cbr>– CHRO role.\u003Cbr>– Onboarding process.\u003Cbr>– Factors leading to resignation.\u003Cbr>– Learn key success factors in hiring & retention of role. |\n\nKey Findings  \nSound recruitment process but complexity & organizational readiness not well understood.  \nOrientation & onboarding not sufficient in providing context around:  \n–Organizational culture.  \n–Time required to understand CPS systems.  \n–Processes & key HR staff.  \nRecommendations  \nClarify mandate based on Chief’s vision.  \n\n| Revise job description to align with Chief & senior leadership vision. |\n| --- |\n| Create common understanding that culture change & reform will take several years. |\n| Ensure leadership team supports CHRO:\u003Cbr>– Allowing time to execute vision.\u003Cbr>– Sharing accountability for success.\u003Cbr>– Adhering to standard HR practices & processes. |\n\nCPS Management Response Plan  \nFour key areas of focus  \nStrategic Objectives  \nCHRO position integral in modernizing HR functions & provide foundation for success of position & subsequent work for recruiting, onboarding & continued support.  \n\n| \u003Cbr>Recruiting Process\u003Cbr>Align recruiting process with strategic objectives of HR modernization to increase chance of hiring the right CHRO. |\n| --- |\n| Onboarding\u003Cbr>Create a plan for both tactical & strategic elements of onboarding, increasing successful adoption of the role. |\n| Management Support\u003Cbr>Formalized management support will provide CHRO with greater understanding of organizational culture & ensure HR practices align with modernization efforts. |\n\nCPS Management Response Plan  \nStrategic Objectives  \nCHRO position integral in modernizing HR functions & provide foundation for success of position & subsequent work for recruiting, onboarding & continued support.  \n1. Establish new Chief’s vision for CHRO position & it’s contribution to CPS culture shift.  \n\n| 2. | Outline expectations for CHRO to establish an integrated HR approach, that aligns people functions spanning employee cycle including recruitment, training & career development opportunities. |\n| --- | --- |\n| 3. | Create expectations that prioritize high level goals & strategy over day today HR transactions. |\n\nCPS Management Response Plan  \nRecruiting Process  \nAlign recruiting process with strategic objectives of HR modernization to increase chance of hiring the right CHRO.  \n1. Revise CHRO job description to include the strategic requirements of the job as well as the hiring criteria outlined in the CHRO review.  \n\n| 2. | Emphasize complexities of work & the unique policing environment to ensure potential candidates understand the challenges of the role. |\n| --- | --- |\n| 3. | Increase compensation to attract HR professionals with the desired experience & qualifications. |\n\nCPS Management Response Plan  \nOnboarding  \nCreate a plan for both tactical & strategic elements of onboarding, increasing successful adoption of the role.  \n1. Establish realistic timelines for change initiatives.  \n\n| 2. | Provide ongoing coaching & mentoring on culture & process – assign responsibility & job shadowing. |\n| --- | --- |\n| 3. | Limit tactical or transitional work that may interfere with the overall path to strategic reform. |\n\nCPS Management Response Plan  \nManagement Support  \nFormalized management support will provide CHRO with greater understanding of organizational culture & ensure HR practices align with modernization efforts.  \n1. Maintain reporting to the Chief & members on senior executive team.  \n\n| 2. Grant authority to expect adherence to HR processes & practices at all levels of the organization. |\n| --- |\n| 3. Shared accountability across executive team to lend credibility & overcome resistance to change – include succ","cbCaiizfwN9lwfuJ","https://ap.wps.com/l/cbCaiizfwN9lwfuJ","pdf",737283,"English","# Key Findings\n## Recommendations\n# CPS Management Response Plan\n## Strategic Objectives\n## Recruiting Process\n## Onboarding\n## Management Support","[{\"question\":\"Why was the external consultant hired and what did the review involve?\",\"answer\":\"The consultant was hired after the CHRO resigned. The review covered documents and included interviews with 13 current and former CPS employees.\"},{\"question\":\"What were the main issues identified in the key findings?\",\"answer\":\"Recruitment was sound, but complexity and organizational readiness were not well understood. Orientation and onboarding did not provide sufficient context on culture, system learning time, and HR processes and key staff.\"},{\"question\":\"What does the management response plan aim to achieve?\",\"answer\":\"The plan aims to modernize HR functions through a clearer CHRO mandate, revised recruiting and onboarding approaches, and formal management support so leadership backs the CHRO and culture change efforts over time.\"}]","CPS Chief Human Resource Officer Review Report - Management Response Plan | PDF",1789339554]