12th Annual Event!
Risk Management in the Public Sector
Improve Capability in Risk Management to Meet Accountability Expectations
January 22 - 23, 2019 · Ottawa, Ontario
Optional Workshops: Thursday, January 24, 2018
9:00 - 12:00
Building a Unified Front to Tackle Risk
David Pearson CTO, Iceberg Networks
Melissa Cohoe, Director of Archer Services, Iceberg Networks
Every organization, including public sector organizations, operate in a rapidly evolving risk environment.
They’re looking for ways to mature their risk management programs and processes to increase their ability to respond to new and emerging risks, and ensure that they are aligned to their overall corporate risk profile and strategy -- all while staying focused on the ultimate outcome: delivering more efficient and effective programs to the public and stakeholders.
A key challenge is dealing with the increasing volume of risk data being captured on spreadsheets.
It is overwhelming and difficult to scale, and organizations are looking for new approaches and new ways to leverage technologies to automate and simplify risk management, and provide greater transparency into their risk posture.
In this hands-on workshop, participants will explore success stories from the public and private sectors that will include:
How to integrate risk management within a broader strategic planning framework and corporate planning activities.
How to break down departmental silos, and develop common risk taxonomies, processes and organizational alignment for a holistic view of risk in areas including cyber risk, vendor management and procurement, audit management, business resiliency, privacy, compliance, and overall enterprise risk management priorities.
How to integrate a horizontal service-based approached, focused on delivering efficient and effective delivery of services and information to Canadians.
How to incorporate digital tools into the risk management process to drive automation, and develop more effective reporting. This will include examples of dashboards, KPIs and KRIs that improve the transparency and timeliness of risk information being shared within departments and to external stakeholders.
How to improve issues management and tracking, to ensure timely and accountable remediation of identified gaps and weaknesses. This includes best practices for prioritizing remediation activities based on risk level, risk tolerance and budget.
Recommendations on developing a roadmap and resource planning to chart a course to build the maturity of their risk management programs.
Iceberg Networks works with organizations, to help plan, deploy and support successful implementations of Governance, Risk Management & Compliance (GRC) solutions, driving more informed and confident business decisions. Based in Ottawa and serving the public and private sectors in North America, their roster of clients includes municipal, provincial and federal government departments and agencies. Their team of consultants, developers and subject matter experts offers a full lifecycle of services, including executive workshops, implementation and integration, and support services. They are also a software reseller for some of North America’s leading GRC software platforms.
David Pearson co-founded Iceberg Networks in April 2006 to deliver leading edge Enterprise Risk Management solutions and services. In a consulting role, he has worked with dozens of organizations in the public and private sectors across North America to plan, implement, and support GRC. Mr. Pearson has assisted Government of Canada clients to implement Treasury Board policies and standards for IT Security, and helped developed certification, accreditation and information security risk management frameworks for Shared Services.
Melissa is a second-generation IT professional with over a decade’s experience in a variety of technical roles, including application management, development management, systems analysis, project management and production support.
At Iceberg, she leads the Archer business, supporting the team in creating repeatable and deployable success with RSA Archer. With clients, she provides leadership and consulting services, driving the delivery of successful business-driven risk solutions.
1:00 - 4:00
Preventing Harassment, Workplace Violence and Conflict. Your Policies in Action
Deborah Jelly, Director Investigations, CHR
When employees come forward with complaints of harassment and workplace violence, employers and their representatives often scramble to determine what action the situation demands.
The response is often muddled and delayed followed by decisions that do not suit the situation.
These reactions lead to delays in resolving the problem, sometimes additional harm is caused, the problem becomes worse, employees become ill or disillusioned, complaints are made to external agencies and in general the employer experiences losses.
This workshop reviews the foundation of an effective and legally appropriate response, including the steps the employer should undertake to review policy and procedure.
The policies should identify roles, responsibilities, definitions, steps, record keeping, preventing additional injury and processes for resolution.
This interactive session will cover:
Harassment as an injury which the employer is legally responsible for preventing.
The employer’s legal duties in prevention and resolution.
What constitutes a complete and effective policy? Get your checklist in order.
Understanding Procedural Fairness will help you understand your duties.
Managing employee confidentiality.
Every Supervisor, Team Leader and Manager is expected to serve as a role model and point of intervention. Be ready to respond.
Ms. Deborah Jelly is the Managing Director of CHR. Deborah liaises with clients, develops standards, recruits consultants and provides leadership to the CHR team of consultants. Deborah has extensive experience in the analysis and resolution of complex workplace disputes as well as the development and delivery of related training.
Deborah is known for her insights into the causes of workplace dissatisfaction and conflict; her understanding of the legislation informing relevant policy; her coaching and support of leaders; and her forecasts concerning the impact of policy changes, and implementation of decisions in cases of workplace conflict and harassment.