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Updates from the HRC – December 22, 2022

Human Resources Council. Today's Talent. Tomorrow's Sucess.

In this Issue

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Human Resources Council (HRC)

HRC Newsletter – December 2022 Edition

The December HRC Newsletter has been posted on our GC Articles page. In this edition: Let’s Talk Accessibility

  • Season’s Greetings from the HRC Executive Team
  • Accessibility by Design — Public Services and Procurement Canada
  • Accessibility Tips and Tricks
  • New Practical Tools to Support You in Your Role and Development
  • Community of Practice Spotlight: Disability Inclusion and Workplace Accommodations
  • What You Said: Community Survey on Accessibility Best Practices
  • Spotlight on the Role of the New Chief Accessibility Officer, Stephanie Cadieux
  • New Associate Chief Human Resources Officer: Francis Trudel

…and more!

Reminder – Michelle C. Comeau HR Leadership Awards

The nomination process for the 2022 Michelle C. Comeau Human Resources Leadership Awards is open! The nomination guidelines and forms can be found on the HR Council’s GCXchange page and GCconnex page.

Complete nominations must be received by email no later than 23:59 (Pacific Time) on Monday, February 6, 2023.

Requests to permit a group larger than ten (10) people for the Team awards must be received by no later than Tuesday, January 17, 2023.

For any questions, please contact the Human Resources Council.

Reminder – HRC GCXchange Page

The HRC GCXchange page is now available! To join the GCXchange site of our HR community, please follow the five steps provided.

If you encounter any issues or have questions about GCXchange, please email support-soutien@gcx-gce.gc.ca.

PE Competencies Interactive Job-Aid Tool

To compliment the recent launch of the PE Competency Development Framework, the HR Council has developed a new tool to support HR professionals in developing a deeper understanding of the PE competencies and associated expected behaviours. This interactive job-aid breaks down each competency by walking learners through concrete examples of how each competency level is applied on-the-job. Having a solid grasp on the technical and behavioural skills required of an HR professional is an essential element for success to not only succeed in one’s current role, but also to prepare oneself for the next step in their career.

To take advantage of this new tool, visit the helloHR Platform on the HRC’s new GCXchange page. The platform is an online toolbox of both informational and developmental resources to provide HR professionals, new and experienced alike, with the necessary tools to effectively perform their roles, successfully manage their careers and expertly navigate the HR field.

Office of Public Service Accessibility (OPSA)

Accessibility – Key References

Accessibility – Plan and General Information:

Accessibility Hub:

More on the GC Workplace Accessibility Passport:

Progress Reports: Progress reports on the Accessibility Strategy for the Public Service of Canada — Canada.ca

Knowledge Circle for Indigenous Inclusion (KCII)

Indigenous Coaching and Counselling Circle (ICCC)

The Knowledge Circle for Indigenous Inclusion (KCII) is working in partnership with the Public Service Commission (PSC) to offer, in the context of a pilot project ending in March 2023, an Indigenous Coaching and Counselling Circle (ICCC). The goal is to offer access to executive coaching and counselling services from a culturally competent cadre of Indigenous coaches to Indigenous Executives at the EX-01, EX-02 and EX-03 levels as well as to those who qualified in EX-01 pools.

To access coaching and counselling services through the ICCC, Indigenous employees can contact KCII directly, or if they go through the PSC and request an Indigenous coach, the PSC will forward that request to KCII.

For more information, please consult the questions and answers. Should you have any questions about this initiative, contact Michèle Elliott, Director of KCII’s Indigenous Talent Resource Centre at michele.elliott@pch.gc.ca.

Federal Youth Network

GC Panel Pledge

This initiative that aims to increase representation and provide opportunities for a diverse cross-section of employees across the GoC including in frontline and regional positions.

The GC Panel Pledge aims to increase the representation and inclusion of:

  • Indigenous Employees
  • Black Employees
  • Racialized Employees
  • Disabled Employees
  • 2SLGBTQIA+ Employees
  • Religious Minorities
  • Women

In all GC events at the local, regional and national level. The Panel Pledge is a commitment taken by public sector panelists, facilitators and event organizers to affirm their commitment to Reconciliation, diversity, inclusivity and Anti-Racism and anti-discrimination.

To support the Pledge, we are looking to compile a list containing a diverse cross-section of employees. If you are from an underrepresented group and would like to share your insights as a speaker in the GC, please send us an email with the following information:

  • Name
  • Pronoun
  • E-mail
  • Department
  • Member of an Equity Seeking Group(s)
  • Official Language
  • Areas of Interests or Expertise.

Career Boot Camp 2023

The landscape of GC hiring is evolving in ways that none of us anticipated, and FYN is excited to learn and share with you the best tips and tricks for advancing your career in the new hybrid world.

To reach this goal, we have committed to a full roster of never-before-seen speakers from across the GC. These new speakers with share their diverse perspectives, unique experiences, and individual journeys in hopes of inspiring the next generation of public service leaders: YOU.

Last year we reached more than 10,000 learners from over 120 departments and agencies, from every province and territory. Join us January 17, 19, 24, & 26, 2023 for Career Boot Camp 2023!

Talk to your manager and get their approval to attend this year and register early so you don’t miss out!

APEX

Canada School of Public Service (CSPS)

Courses and Learning Tools

Employment and Social Development Canada (ESDC)

Treasury Board of Canada Secretariat

Departmental Results Reports 2021–22

Mona Fortier, President of the Treasury Board tabled the annual Departmental Results Reports (DRRs).

These reports measure progress towards objectives set in annual Departmental Plans and give Canadians a view of the results achieved by Government of Canada organizations and how resources were used to achieve those results.

You can review the DRRs on Canada.ca.

Office of the Chief Human Resources Officer (OCHRO)

Employee Relations and Total Compensation (ERTC)

Reminder – Subscribe to the public service compensation email notification!

You can subscribe using your work or personal email address and start getting important information about your pay and public service pension and benefit plans.

By subscribing to the system, you will receive emails with general information like the upcoming changes to your health benefits and the annual changes to your pension contribution rates.

Subscribe today!

Reminder – New Public Service Dental Care Plan member services website provided by Canada Life

Canada Life, the administrator for the Public Service Dental Care Plan (PSDCP), is replacing their existing GroupNet website, where you can access your personal PSDCP information, with a new plan member services website, My Canada Life at Work.

People and Culture (PC)

People Management and Community Engagement

The Public Service Disclosure Protection Act review has been launched.

Enabling Talent Program Division – ADM Talent Management

The deadline for submission of talent management questionnaires (TMQs) for EX-04 and EX-05 was December 19.

Further to the mid-cycle touchpoint conducted this summer, the 2022-2023 ADM talent management cycle will shift focus to deliberate support of potential, implementing a process to identify high-potential ADMs for accelerated development to deepen the talent bench.

As part of the ADM talent management discussions this winter, Deputies will be asked to identify ADMs recognized as having high leadership potential for discussion. Additional guidance on this subject will be disseminated shortly. 

Leadership Strategy – Leadership Competency Profile

To address the challenges facing senior leaders, the leadership competency profile must be renewed. We have been engaging broadly with executives, managers and employees on a proposal that builds on the 2015 competencies (how leaders behave) with the addition of mindsets (how leaders think) and leader character attributes (who leaders are).

Phase I of engagement has concluded; we will return to HRC in January with a revised version of the profile, in preparation for engagement with Deputies at Board of Management of Renewal and the Public Service Management Advisory Committee (PSMAC) in February/March (To be confirmed).

We are refining a three-year roadmap from 2023-2024 to 2025-2026 for the strategy to change leadership culture towards a vision of People-first senior leaders delivering value for Canada, including the redesign of a new performance and potential program and a new GC-wide digital platform to support leaders at all levels.

Center for Diversity and Inclusion: Self-Identification (ID)

The week of December 5th, departmental representatives who are members of the Self-ID Office of Primary Interest received a short questionnaire for Equity, Diversity, and Inclusion specialists. This questionnaire aims at assessing their needs in terms of communications, information, and support. Representatives were asked to provide one response for their organizations.

We have received responses from 32 organizations. Thank you so much for your support to this initiative.

We are also offering the opportunity to meet with organizational representatives who wish to discuss their unique context and needs.

A second assessment focusing on how Self-ID data is managed in your organization has been sent during the week of December 12, 2022. It will be open until January 6, 2023, to provide sufficient time to your representatives to consult with other specialists within your organization, as needed.

An interdepartmental working group will also be established to review the results of these assessments and guide the development of communications and engagement plans and products for equity, diversity, and inclusion specialists.

Strategic Directions and Digital Solutions

Communications on the Common Hybrid Work Model

Public Service Employee Survey

The 2022/2023 Public Service Employee Survey (PSES) is a unique opportunity to share employee experience, including yours and to help shape the way forward and build a better federal workplace. This year’s survey will run until February 5, 2023, and includes questions on workplace well-being, including sharing lived experiences on government priorities like the hybrid workplace and equity and inclusion. The PSES takes about 30 minutes to complete. Every opinion matters. For more information, including how to complete the survey if you haven’t received a link, visit your departmental intranet and the StatCan webpage.  

Public Service Commission (PSC)

2021-22 Annual Report

The Public Service Commission of Canada’s 2021-22 Annual Report, which provides an account of the integrity of staffing and non-partisanship in the public service, has been tabled in Parliament.

This year’s report highlights how departments and agencies continued to modernize and transform the hiring system to recruit talented individuals and ensure our workforce reflects the public we serve.

PSC’s Updated Employment Equity Promotion Rate Study

As part of its efforts to assess the federal public service staffing system’s performance with respect to diversity and inclusion, the Public Service Commission of Canada (PSC) has recently completed an update of its 2019 Employment Equity Promotion Rate Study. This update reflects the most recent employment equity data and integrates an analysis of visible minority subgroups.

The overall findings are as follows:

  • Women’s relative promotion rates remain higher than men. However, women in the Scientific and Professional occupational category continue to have lower relative promotion rates.
  • Since 2018, the relative promotion rates of visible minority public servants steadily increased from 0.6% to 4.4% in 2021.The relative promotion rate of Black public servants went from -4.8% in 2018 to a relative promotion rate statistically equivalent to employees who are not members of visible minorities groups in 2021.
  • Indigenous public servants continue to have lower relative promotion rates than employees who are not Indigenous.
  • Persons with disabilities experienced a decline in their relative promotion rates since 2018.

Other studies by the PSC on non-advertised appointments by employment equity group; citizenship of applicants and external appointments; and separation trends for employment equity groups will be released on the Open Government Portal soon.

The PSC is also undertaking an audit of employment equity representation in acting appointments and a first audit of biases and barriers for equity-seeking groups, which will focus on the pre-assessment process. These audits will provide complementary data on matters impacting employment equity groups in the public service staffing system.

For more information, please contact Bruno Levesque, Director General, Data Services and Analysis Directorate, at Bruno.Levesque@cfp-psc.gc.ca.

Other HR Related Content

The 2023 Employee Assistance Program (EAP) calendar is now available online. The calendar provides access to a wealth of information about Employee Assistance Services (EAS) and EAP services, wellness tips, and motivational messages on how to develop and maintain a healthy lifestyle.

What’s Coming Up

HRC

  • January 10, 2023 – HRC Executive Committee Meeting
  • January 17, 2023 – HRC Meeting
  • January 25, 2023 – HR Communities of Practice Hub Meeting
  • January 31, 2023 – HRC SmartShop: Equipping Employees in a Hybrid Environment
    Join us as we explore how various considerations such as Occupational Health & Safety, Duty to Accommodate, Accessibility and Material Management play a role in equipping employees for a hybrid workforce. To ensure that the session meets the HR community’s learning needs, please submit your questions in the official language of your choice by January 11, 2023 via Slido.

APEX

CSPS

HRC Meeting – December 13, 2022

Item 1: Opening Remarks

Darlène de Gravina, HRC Chair and Assistant Deputy Minister (ADM), HR Services Branch, Employment and Social Development Canada (ESDC):

  • Introduced and welcomed newly appointed Heads of HR:  Valérie Bellemare, Canadian Commercial Corporation, Katie Curran from Invest in Canada and Michèle Lampron, Office of the Commissioner of Official Languages.
  • Highlighted event and activities such as the December 15th School event on Supporting Indigenous Talent, January 18th APEX event on the Future of Work and the January 31, 2023, HRC SmartShop for HR on Equipping Employees in Hybrid Work Environments, organized in collaboration with OCHRO.
  • Reminded Heads of HR that the nomination process for the 2022 Michelle C. Comeau HR Leadership Awards is open until February 6, 2022; a great opportunity to recognize colleagues or teams who have demonstrated outstanding excellence and leadership in HR.

Item 2: APEX Practical Guide for New Executives and Collaboration Opportunities

Carl Trottier, APEX Chief Executive Officer, highlighted the APEX Practical Guide for New Executives, which was developed in collaboration with Environment and Climate Change Canada. He also discussed additional opportunities for cross-collaboration with Heads of HR and areas where APEX can provide greater value or clarity. A number of departments have already integrated the guide in their Executive Onboarding Package. Departments are encouraged to provide feedback on the Guide to Nathalie Clément (nathaliec@apex.gc.ca), APEX Advisory Services and share their updated Executive Contact List with Gillian Campbell (gillianc@apex.gc.ca), who is overseeing APEX Outreach and Membership.

Item 3: Accessibility: Moving Forward Together

Stéphanie Cadieux, Chief Accessibility Officer, ESDC introduced herself to Heads of HR and provided an overview of her role and responsibilities, such as:

  • serving as an independent special advisor to the Minister of Employment, Workforce Development and Disability Inclusion providing advice on a wide range of accessibility issues.
  • monitoring and reporting on systemic and emerging accessibility issues. 
  • producing an annual report to the Minister detailing progress and outcomes achieved under the Accessible Canada Act.
  • promoting a positive and productive dialogue between the federal government, disability stakeholders, and national and international organizations.

Stephanie Cadieux mentioned her extensive lived experience in government and as person with a disability. She challenged Heads of HR to further identify and remove systemic barriers in HR, more specifically, in the hiring processes as many persons with disabilities are often unable to gain entry-level jobs.

The TBS Office of Public Service Accessibility, represented by Stephanie Austin, Director of Policy and Engagement, shared an overview of support available in order to meet and even exceed the Accessible Canada Act’s expectations within the Federal Public Service. Two questions were posed to continue the reflection on accessibility: 1) Who should lead the accessibility file within each organization and 2) Should accessibility be an HR discipline, an area of expertise related to employment, workplace, and technology? Several Heads of HR mentioned that, although they were not the lead on accessibility, they were responsible for the Culture component. As for the expertise on accessibility, Stéphanie Austin added that there was an accessibility community of practice, co-chaired by Public Service and Procurement Canada and ESDC. It was agreed that the conversation on the topic would be pursued with Heads of HR in the new year.

Item 4: Strike and Job Action Contingency Planning

Charles Vézina, Executive Director, Labour Relations Operations, Employee Relations and Total Compensation, OCHRO, TBS, provided an update and highlighted key information related to Strike and Job Action Contingency Planning.

A strike management team has been set up at OCHRO to provide advice, guidance, and information sessions to departments. Evergreen support tools will continue to be shared with the community. Departments are asked to report on all job actions such as demonstrations or distribution of brochures and eventually, on all strike activities. A reminder was given pertaining to Essential Services Agreements and their timely importance.

Item 5: Update from the Central Agencies

Office of the Chief Human Resources Officer (OCHRO)

Employee Relations and Total Compensation (ERTC)

Claudia Zovatto, Executive Director, Governance Engagement Information and Reporting, ERTC, OCHRO provided updates on the following:

  • Policy Grievances for Leave Code 699 – OCHRO is awaiting information from some departments. Organizations that have not yet sent their information are requested to do so. This includes “nil or not applicable” responses;
  • Collective Bargaining

Strategic Directions and Digital Solutions (SDDS)

Jean-François Fleury, Senior ADM, SDDS, informed Heads of HR of the possibility of a future Special HRC meeting on hybrid work where additional information would be provided on the subject.

Public Service Commission (PSC)

Student Programs

  • Vinh Du Nguyen, Director General, reports that the PSC is working on updating the FSWEP ongoing student inventory by first ensuring that students who are not available or interested anymore become non-referable to organizations through system by mid-January 2023. Student outreach will be increased across the country to replenish the FSWEP inventory with diversified and interested candidates, in time for student hiring for the next year.
  • He added that the PSC regularly puts in place or contributes to initiatives for Indigenous students and students with disabilities hired through FSWEP, such as the PSC’s Indigenous Career Pathways (a talent product for Indigenous graduates and prequalified Indigenous candidates), and the KCII’s Indigenous Career Navigator program to help them find a career path in the public service. 
  • As part of the Employment Opportunity for Students with Disabilities (EOSD), 90 FSWEP students who self-declared as having a disability attended the November 2022 mentorship event. During the December 15th event, students learned more about the Virtual Door to Talent with Disabilities, as well as tips and tricks on applying to federal public service appointment processes.

Vinh Du also shared the following update on Second Language Evaluation Services:

Oral Test

Policy flexibility 3 has resulted in a decrease in the number of Second Language Evaluation requests for oral testing. In addition, we are in a period of intense recruitment and training of language assessors and administrative staff. This increased capacity combined with the policy flexibility 3, is already helping to reduce the considerable backlog and will allow the PSC to better meet new demands.  

For second language assessments involving accommodations, the PSC is currently piloting a streamlined process for handling recurring requests to reduce delays.

Reading and Writing Test

Onboarding has been completed and organizations can now administer second language evaluations (SLE) for reading comprehension and written expression using the Candidate Assessment Tool (CAT). As of November 30, over 15,000 SLE Unsupervised Internet Tests were administered in the new system.

The PSC is also piloting a new accommodation assessment approach for SLE UITs in CAT that will streamline the approval process for candidates who require extra test time. Once fully implemented, this new approach will aim to shorten processing times, help eliminate backlogs, and ultimately decrease the volume of requests for accommodations requests.

The PSC continues to offer in-person test accommodations, as required.

Removing Barriers

Guillaume Fontaine, A/Director General, Policy and Strategic Direction Directorate, Policy and Communications at the PSC provided an update on the evaluation for assessment of barriers which is expected to come into force in May 2023. Additional information will be shared in January 2023.

Canada School of Public Service (CSPS)

Erik de Vries, Director General, GC and Public Sector Skills at the Canada School of Public Service, provided an update on Staffing for HR Specialists (COR129). Three pilots were completed this fall and the full roll out is anticipated for February. The second part of the COR129 is expected to be released in the Spring.

HRC Planning Calendar

Please see the HRC Planning Calendar for upcoming meeting dates.

Contact Us

HRCouncil/ConseilRH@tbs-sct.gc.ca

GCXchange Page

GCconnex Page

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