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Equal Employment Opportunity Program in Government of New Brunswick - Job Description and Schedule

Identification of the organization chosen, and the specific job chosen

Kevin Borque works for the Government of New Brunswick (GNB) as the Program Administrator for the Equal Employment Opportunity (EEO) program.

The EEO program is an employment program that was founded in 1984. Its aim is to increase GNB employment opportunities for persons from the following underrepresented groups: Indigenous persons, persons with disabilities, persons who are visible minorities. As a government, GNB is deeply committed to promoting diversity and inclusion, and as a result, work towards increased employment opportunities for persons from the aforementioned groups. Kevin leads this program.

The name and title of the representative from the organization who has agreed to serve as a contact for the group members for information gathering purposes:

Confirmation that the organization has an existing documented mission statement, vision, and strategic plan/goals and that the group can access such information:

 Julie and Kevin have confirmed that we can access this information. The mission/vision/goals:

GNB’s many departments (18, plus crown corporations and other divisions) work each day to make a difference in the lives of New Brunswickers. Each department has their own specific mission, vision and strategic plan, depending on their mandate. In my department (Finance and Treasury Board)’s last Annual Report published pre-pandemic, GNB’s overarching “top priorities” were: affordable and responsible government, dependable public health care, world-class education, energized private sector, vibrant and sustainable communities, high-performing organization.

Confirmation that the organization is able and willing to provide other existing related codumentation such as a job description; performance appraisal tools; information on employee development progras, existing training programs, compensation policies, etc:

Julie and Kevin have confirmed that we can access all of these things as needed.

Primarily, the group’s mode of communication is via Microsoft Teams chat. The chat is where group members can conveniently pose questions and concerns outside of live meeting times. The group also met once via a live MS Teams meeting and may do so again when needed to discuss bigger updates and plans.  

As a group, it was decided that we would meet via MS Teams meetings most Tuesdays at 10:00am for the remainder of the project timeline. The length of this meeting is situational in terms of the amount of time required for the amount of work needing to be completed each week.  

October 22nd, 2021: Preliminary project plan revision 3

October 26th, 2021: Group Work Performance Assessment Tool Building

November 2nd, 2021: Discussion/planning of results and behaviour components 

November 9th, 2021: Discussion/planning of performance appraisal form component 

November 16th, 2021: Discussion/planning of performance appraisal feedback and employee development components 

November 23rd, 2021: Discussion/planning of rewards and training components 

November 30th, 2021: Final paper construction  

December 3rd, 2021: Final editing and proofreading to be completed 

December 7th, 2021: Final paper due by 10:00AM 

Preliminary Project Plan:

  • Contact person/questions: Alice
  • Schedule: Handen
  • Workplan: Alice


  • Gathering info from organization: Alice
  • Strategic planning: Handen
  • Job description: Alice
  • Results: Ahmad
  • Behaviours: Ahmad
  • Performance appraisal form: Sydney
  • Performance appraisal feedback: Sydney
  • Employee development: Alice
  • Rewards: Nicholas
  • Training: Nicholas
  • Editing/Revising: Handen

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