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Updates from HRC – September 29, 2023

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In this Issue

Did You Know?

Human Resources Council (HRC)

2022 Michelle C. Comeau HR Leadership Awards

Congratulations to the 2022 Michelle C. Comeau (MCC) Human Resources Leadership Awards nominees and finalists!

Get inspired by the remarkable accomplishments of all nominees and recipients featured in the Nomination Booklet. Stay tuned for the recording of the Ceremony, which will soon be posted on the HRC GCXchange and GCconnex pages. Should you have any questions,  please contact the Human Resources Council at: HRCouncil/ConseilRH@tbs-sct.gc.ca.

HRC SmartShops

The September 20, 2023 HRC SmartShop Hiring 5,000 new persons with disabilities by 2025 recording is now available in English and in French.

The agenda and related documents are available on the HRC’s GCXchange page.

HR Council News

Stay apprised of HR news by subscribing to the Updates from the HRC and the Human Resources Council Newsletter. Subscription details are found at the end of both GCArticles.

Have you joined the HRC GCXchange Page?

To join the HRC GCXchange page for the HR Community, please follow these five steps. If you encounter any issues or have questions about GCXchange, please email support-soutien@gcx-gce.gc.ca.

Once registered, you will be able to access a variety of useful tools and resources to support you in your day-to-day work as well as in your development as an HR professional, including the following:

  • HR Resources Centre: One-stop-shop platform for finding legislation, policies, contacts, best practices, trends and tools related to the human resources function. Makes day-to-day work much easier!
  • HelloHR: Online toolbox of self-directed informational and developmental resources for all members of the HR community.
  • HR Learning Lounge: Suggested learning resources aligned with the HR competencies to enable HR professionals to develop their skillsets.
  • HRC Smartshops: To access recordings of recent Smartshops and find out about upcoming ones!

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

Office of the Chief Human Resources Officer (OCHRO)

Release of FAQs for Employees on the TBS Classification Program for the Core Public Administration

This document provides information about the changes to occupational groups, as well as background information on the classification program and classification renewal exercises, including conversion and renaming:

Additional references:

New Collective Agreements and Rates of Pay

The Treasury Board of Canada and Bargaining Agents have signed new collective agreements, such as the PA and EC collective agreements, which are now posted on the Collective agreements for the public service  page.

New rates of pay for certain excluded and unrepresented groups and levels have also been published.

Pay Equity Implementation Update

The Treasury Board of Canada Secretariat (TBS), on behalf of Treasury Board (TB), is responsible for implementing the Pay Equity Act for the core public administration (CPA), and a separate plan for the Royal Canadian Mounted Police (RCMP).

In June 2022, TBS applied to the Pay Equity Commissioner for three pay equity plans in the CPA. This would have allowed TBS to advance the development of multiple pay equity plans more quickly on parallel tracks. One year later, in June 2023, TBS received the response from the Commissioner, which denied the application, and TBS has continued to move forward with the development of one pay equity plan for the CPA, and one for the RCMP.

Since then, TBS has held kick-off meetings with the bargaining agents’ pay equity representatives in July 2023 for the RCMP and in September 2023 for the CPA.

The first series of RCMP pay equity committee meetings are underway, while the CPA meeting series for Fall 2023 will begin on September 25 with a focus on terms of reference, forward planning, the identification of job classes, and approaches for determining value of work. In parallel, TBS continues consultations with bargaining agents on the procurement of expert services to assess the value of work. A Request for Information process ended on August 31, 2023, and TBS, in partnership with Public Services and Procurement Canada, are advancing the Request for Proposal process to be launched Fall 2023.

Thank you for your continued support on the Pay Equity initiative. If you require further details, please contact Matthew Millar, Senior Director, Pay Equity Operations, Office of the Chief Human Resources Officer at Matthew.Millar@tbs-sct.gc.ca.

Official languages series or Official languages: everything you’ve always wanted to know

Section 91

Did you know that the language requirements of a position cannot be changed to fit a team member’s language profile? Language requirements are based on the position and not the person in the position.

We can’t change the language requirements of a position for any of the following reasons:

  • we want to promote a team member
  • no one on the team meets the position’s language requirements
  • we’re having trouble recruiting people
  • work environment in a region designated bilingual is temporarily unilingual
  • the second language isn’t often required

The language requirements of a position must always be determined objectively and be based on the position’s duties and responsibilities (as stated in the work description), and on the level of language skills required when the position is designated bilingual.

You can find tools and references to help you identify the linguistic requirements of a position on the Community of Official Languages GCwiki page.

Public Service Commission (PSC)

Coming Into Force of Public Service Employment Act Amendments

On July 1, 2023, the two amendments to the Public Service Employment Act to address biases and barriers that disadvantage persons belonging to equity-seeking groups came into force. The requirement to evaluate assessment methods to identify biases or barriers, and the expanded authority to investigate an error, omission or improper conduct that results from a bias or barrier are now in effect.

Information related to the expanded investigation authorities can be found on the investigations website.

These changes lay the foundation for more inclusive hiring practices and advance a range of initiatives aimed at increasing diversity, inclusion and equity, including the Clerk’s Call to Action on Anti-Racism, Equity and Inclusion in the Federal Public Service, the Many Voices one Mind strategy, the Accessibility Strategy for the Federal Public Service, the Federal 2SLGBTQI+ Action Plan 2022, and Canada’s Anti-Racism Strategy.

Thank you for your engagement in implementing these important changes. As we adapt to these changes, we know that we can count on your support as we work together to achieve meaningful and sustainable change.

For any questions, please contact cfp.dep-pdd.psc@cfp-psc.gc.ca.

Implementation – Public Service Employment Act Amendments

Existing sub-delegated persons have until January 1, 2024, to attest to the new commitment in the revised Annex C of the Appointment Delegation and Accountability Instrument.

The PSC is working with the Canadian School of Public Service and the National Manager’s Community to host an event to inform hiring managers of the amendments and to raise awareness regarding their new responsibilities. Registration information will be communicated through different channels including the National Managers’ Community bulletin.

Further support to the HR community is provided through the Assessment Accessibility Ambassador Network. For more information, or to register as an ambassador, contact us at cfp.raea-aaan.psc@cfp-psc.gc.ca or at 1-833-243-6933.

2023 Staffing and Non-Partisanship Survey

The 2023 Staffing and Non-Partisanship Survey has been launched on September 20 and will be conducted until November 17.

This survey is voluntary, government-wide and is conducted every 2 years. It gathers views from all employees in the federal public service working for departments and agencies who are subject to the Public Service Employment Act as well as members of the Royal Canadian Mounted Police (RCMP) and the Canadian Armed Forces who have civilian direct reports employed under the act, on a wide range of staffing-related topics, including:

  • transparency, fairness and the merit-based nature of the staffing process
  • departmental staffing policies and practices
  • perspectives on staffing services and advice
  • political activities and non-partisanship
  • priority placement for veterans and public servants with priority entitlements

The 2023 survey will also collect views and perceptions from employment equity and equity-seeking groups on potential biases and barriers encountered in the staffing process as well as gather employee perceptions towards diversity and inclusion initiatives related to staffing.

Results are anticipated to be available in spring 2024.

New Recruitment Options

  • New talent products are now available to support managers and their hiring needs:
    • Careers in Biology for Persons with Disabilities (BI-02);
    • Careers in Data Science (EC-03 or equivalent);
    • Emerging Talent Pool (EC-04 or equivalent) – updated to include candidates from the most recent campaign.
  • Check the recruitment options for managers web page for the request forms, where you will also find other inventories and pools to staff various positions.  These are great resources to support departments in meeting recruitment goals as identified in the Clerk’s Call to Action on Anti-Racism, Equity, and Inclusion in the Federal Public Service. 

Inclusive Recruitment Toolkit

In August 2023 the PSC launched an Inclusive Recruitment Toolkit.

Developed in response to Recommendation 3 of the Audit of Employment Equity Representation in Recruitment, this toolkit is designed to equip hiring managers and human resources professionals with practical tips, tools, and resources on inclusive strategies to help build a more inclusive, representative, and diverse public service.

The toolkit can also be used in conjunction with existing recruitment tools developed for the specific Employment Equity groups including:

Changes to the medical exclusion process

The PSC is exploring changes to its model for the exclusion on medical grounds. As you are aware, under the Public Service Official Languages Exclusion Approval Order, following a non-imperative appointment, individuals may be excluded from meeting the linguistic profile of a bilingual position when the person has a medical condition preventing them from learning their second official language or attaining the linguistic profile of their bilingual position.

In the past, the PSC was referring individuals to Health Canada for the Fitness to Learn a Second Official Language evaluation. As of this fall, Health Canada will no longer provide the service. To allow for a review of the model, the PSC has put in place a temporary contract to replace Health Canada’s services and will be referring departments and agencies directly to an external independent medical evaluator (IME). The IME will complete the medical evaluation and provide a recommendation to the PSC. The PSC retains the authority to approve exclusions from meeting official language proficiency requirements on medical grounds.

As part of the review, the PSC is exploring options for medical evaluation services for which organizations will be responsible for the associated costs. We will share additional information as soon as it is available.

The PSC would like to thank Health Canada for their services over the years and their continued support during the transition period.

Decommissioning of PSC tests, including HR Consultant Simulation

As per the June 19th letter to heads of human resources regarding the Decommissioning of Public Service Commission tests (23-02), a number of the Public Service Commission (PSC)’s Personnel Psychology Centre’s assessment products were decommissioned as of June 30, 2023. The Human Resources Consultant Simulation Exercise 410, which facilitated an evaluation of a candidate’s HR professional abilities in alignment with the PE Competency Profile, was included in this decommissioning exercise.

Privy Council Office (PCO)

Values and Ethics

Message from the Clerk: Bringing our values and ethics to life in our changing environment – Canada.ca

30th Annual Report to the Prime Minister on the Public Service of Canada

The Thirtieth Annual Report to the Prime Minister on the Public Service of Canada, covering the period from April 1, 2023 to March 31, 2023, highlights examples of how public servants across Canada delivered through the complex milieu of the past year, working collaboratively to meet the needs of the Canadian population. It also speaks to the ways we made progress on key areas for action identified in the Twenty-Ninth Annual Report to the Prime Minister on the Public Service of Canada, recognizing that we need to apply what we have learned this year to continue down the path of delivering results for Canadians.

Public Services and Procurement Canada (PSPC)

MyGCPay can now be accessed from outside GC networks

MyGCPay is available outside of GC networks if you:

  • are on leave without pay, including parental leave, and long term sick leave;
  • are leaving the public service, including new retirees and students;
  • do not have access to the Government of Canada network due to the nature of your work.

Visit MyGCPay external access to register. Employees with access to a GC network must connect through internal access.

The Phoenix Feedback Form has been revamped

The Phoenix Feedback Form has been rebranded as the My Pay Enquiry Form. This form is for those experiencing pay issues, or who would like to report a problem with their pay.

Learn more about what to do if you are experiencing pay issues.

Office of Public Service Accessibility

GC Workplace Accessibility Passport Newsletter September 2023 on GCPedia  – Read about:

  • The catalogue of situations, barriers, and solutions.
  • The Passport facilitator training program.
  • And the many activities to support Passport implementation.

Canada School of Public Service (CSPS)

Stay tuned for the following upcoming HR-related courses!

  • The Strategic Human Resources Practitioner (COR128) – expected launch date Q4 2023-24
  • Staffing for HR Specialists Part 2: Planning (COR130) – expected launch date Q3 2023-24
  • Staffing for HR Specialists Part 3: Doing (COR131) – expected launch date to be determined
  • Staffing: A Resourcing Tool for Managers (COR132) – expected launch date Q1 2024-25
  • HR-to-Pay for Managers (COR137) – post-launch review Q2 2023-2024
  • HR-to-Pay for Employees (FON308) – expected launch date Q3 2023-24
  • Self-Study: The Work Force Adjustment Directive (COR123) – content under review in preparation for the course update; expected launch date to be determinedD
  • Preparation for the English as a Second Language Evaluation: Oral Proficiency – Levels B and C (FON403) and Preparation for the French as a Second Language Evaluation: Oral Proficiency – Levels B and C (FON404) – content under review in preparation for course redesigns; expected launch dates TBD

Thrive Series

Plan your learning this fall

New Courses 

Courses 

Learning tools: 

New Executive Members of the National Staffing Council Secretariat

Please join us in welcoming:

  • Mary Prum, Director, Strategic Leadership in Staffing at Crown-Indigenous Relations and Northern Affairs Canada & Indigenous Services Canada
  • Marie-Claude Richard, Senior Human Resources Advisor at the Commissioner for Federal Judicial Affairs Canada
  • Marie-Dominique Hyppolite, Manager, Centre of Expertise at Immigration and Refugee Board of Canada
  • France Soulière, Manager, non-ex staffing at Immigration, Refugees and Citizenship Canada

A heartfelt thank you to the outgoing executive committee members Monique Mazerolle (Transport Canada), Isabelle Chartrand (Canada School of Public Service) and Lisa Czajkowski (Employment and Social Development Canada) for their dedication and contributions to the success of the NSC over the past two years.

GCXchange platform for the Office of Primary Interest (OPI) on Mental Health Network

The Centre of Expertise on Mental Health in the Workplace has moved from its current page on GCconnex to a new one on the GCXchange platform : CENTRE OF EXPERTISE ON MENTAL HEALTH IN THE WORKPLACE – CENTRE D’EXPERTISE POUR LA SANTÉ MENTALE EN MILIEU DE TRAVAIL – Home / Accueil (sharepoint.com).

This platform will allow members to easily access information such as promising practices, tools and resources, meeting notes, mental health information bulletins, mental health support available and more.

In this community, you will also find the links to access the Mental Health and Wellness Champions’ committee and the Mental Health Office of Primary Interest Network pages.

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

What’s Coming Up

October 19, 2023: Events and activities to celebrate International Conflict Resolution Day to increase awareness of mediation, arbitration, and other forms of peaceful, non-violent methods to resolve disputes. To mark this year’s International Conflict Resolution Day, the Federal ICMS Network has chosen the theme of “Conflict prevention pays off!”.  This theme invites us to reflect on the importance of prevention as well as the costs of unresolved conflicts. More information on these activities are posted on the HRC GCXchange Page

HRC Smartshops

Postponed to a later date. Stay tuned!

October 26, 2023 – HRC SmartShop 2023-2024 Executive Talent Management – An Information and Q&A Session

This SmartShop for HR professionals will provide an overview of Executive Talent Management (for levels EX-01 to EX-05 and equivalent LCs), detail the 2023-2024 cycle activities and program requirements, and provide participants with the opportunity to engage with the Performance and Talent Management Operations team of the Office of the Chief Human Resources Officer.

Audience: Human Resources Community

HRC Meetings

  • October 3 to 11, 2023 – Heads of HR Cluster Group Discussions
  • October 10, 2023 – HRC Executive Committee  
  • October 16, 2023 – HR Community Development Steering Committee
  • October 17, 2023 – HR Council Meeting
  • October 25, 2023 – HR Community Engagement Hub

Federal Youth Network (FYN)

Join FYN for their newest series where they choose the theme and you choose the topics they discuss by sending in your questions to their diverse panels of seasoned public servants: Federal Youth Network Virtual Learning Series: Ask Me Anything.

Canada School of Public Service (CSPS)

Upcoming Events

HRC Meeting – September 19, 2023

Item 1: Opening Remarks

Darlène de Gravina, Assistant Deputy Minister of Human Resource Services at Employment and Social Development Canada and Chair of the HR Council:

  • Introduced and welcomed newly appointed Heads of HR to our community: Samuel Roy – Polar Knowledge Canada; Philippe Blanchette – Financial Transactions and Reports Analysis Centre of Canada (FINTRAC); Philippe Charlebois – Canadian Dairy Commission; Katarina Bohar – Canadian Centre for Occupational Health and Safety (CCOHS); and Dante Fracassi – Privy Council Office
  • Wished two members of the HRC Executive Committee, Joelle Raffoul, Impact Assessment Agency of Canada, and Denis Ouellette, Polar Knowledge Canada a successful transition since both have moved on from their Head of Human Resources (HR) roles to new challenges.
  • Mentioned that there are now opportunities for Heads of HR to engage more fully within the HRC through vacancies on the HRC Executive Committee and the Human Resources Community Development Steering Committee.  She encouraged Heads of HR to reach out  to Aaron Feniak or the HRC Executive office for additional information.

Darlène de Gravina concluded by highlighting the following activities:

  • There is an opportunity to take concrete actions in attracting and recruiting persons with disabilities during the November 9th Ottawa Job Fair for Students and Recent Graduates with Disabilities. DM Champion Kristina Namiesniowski is seeking support from Heads of HR to offer stands/booths at the job fair.
  • And a last reminder that Heads of HR will all have an opportunity to exchange in smaller groups in early October in the upcoming cluster group discussions.

Item 2: A Reconciliation Roadmap: The Federal Public Service Indigenous Training and Development Community of Practice

Senior ADM Champion Mary-Louisa Kapelus, Crown-Indigenous Relations and Northern Affairs Canada and both co-founders and co-chairs Jennifer Kolz, Canada Border Services Agency(CBSA)and Cynthia Pye, Acting Director, Indigenous Affairs Secretariat-Operations, CBSA, shared observations about the Indigenous Training and Development Community of Practice (ITDCOP):

  • Reconciliation is a shared and long journey and it plays a significant role in all government processes.
  • IDTCOP is composed of grassroots community of over 900 indigenous and non-indigenous public servants of all levels who come together to support indigenous peoples and allies, advance reconciliation and indigenous cultural awareness.
  • IDTCOP host elders, knowledge keepers, and senior government officials.
  • IDTCOP leads consultations, internal and external engagements, and transformation in policy and procedures.
  • IDTCOP is looking to expand to external membership with national and international partners however faces challenges in capacity and funding, resulting in resource constraints.

For more information, please refer to the PowerPoint presentation.

Item 3: Many Voices One Mind: A Pathway to Reconciliation (MVOM) for 2020-2021 fiscal year (Annual Report)

Anna Fontaine, Senior Executive Director, Knowledge Circle for Indigenous Inclusion (KCII) and Vivian Cousineau, Associate Director General, Human Resources, Canadian Heritage (PCH) provided an update on the MVOM 2020-2021 Annual Report and discussed the general findings:

  • The 2020-21 Departmental Progress Scorecard summary report highlights departmental progress of 49 federal organizations in regards to the implementation of the MVOM Action Plan.
  • With a focus on quantitative results, it provides a consolidated reporting of the quantitative progress achieved in fiscal year 2020-21, and statistical analysis of federal Indigenous employees against the 5 MVOM Pillars:
    •  1. Recruitment & Retention
    •  2. Cultural Competency
    •  3. Learning & Development
    •  4. Talent Management
    •  5. Create Safe Spaces

What the numbers tell us:

  • Apprenticeship Programs can yield excellent results but require additional funding and support at an enterprise-wide level.
  • Departments must continue inviting Indigenous speakers to their employee events to offer lived experience cultural competency.
  • Departments need to better track Indigenous employee requests for second language training as many have identified this is an impediment to recruitment and retention.
  • Departments need to better track Indigenous employees career aspirations and support Indigenous employees in their efforts.
  • Key Leadership Competencies and associated behaviors need to be reviewed in consultation with Indigenous subject matter experts.
  • Sharing Circles remain popular with Indigenous employees and departments need to foster an environment where such initiatives are welcomed.
  • Departments should focus on measuring the impact of their initiatives. Concentrate on a select few and ensure they are successful.
  • HR professionals can make a difference by examining mindset, language usage, and training approaches.

For more detailed information on the MVOM 2020-2021 Annual Report, please refer to the PDF documents found in the September 19, 2023 HRC Meeting folder.

Item 4:  CSPS Digital Academy Overview

Erica Vezeau, Director General of CSPS Digital Academy presented an overview of available CSPS learning that is focused on digital and data literacy, aligned with the Office of the Chief Human Resources Officer (OCHRO)’s forward plans for the Public Service Skills Strategy, and appropriate for all public servants:

  • The objective is to ensure that digital skills are both accessible and comprehensible, eventually becoming an integral part of the core competencies for all.
  • In essence, a digital mindset combined with skills constitutes what we refer to as digital skills.
  • It is essential for Public servants to possess digital skills in order to better serve Canadians and support government priorities.
  • A total of 65 courses are available in self-paced and instructor-led formats.
  • The learning themes have been structured to assist all public servants in demystifying digital competencies, including Digital leadership, emerging technology, agile methodology, service design, AI, data, cybersecurity, cloud computing, and product management.
  • Events and microlearning sessions are designed to reach a large audience of 2000-3000 participants at once.
  • The Digital Accelerator Program is entering its third cohort, where participants apply their learning to address real business challenges within their department, working closely with a dedicated group and a coach.
  • A Digital Learning Promotion Toolkit is available on the new Gcxchange site for leaders. It provides essential information to initiate discussions about digital learning within their teams.

For additional information on the CSPS Digital Academy, please refer to the PowerPoint presentation found in the September 19, 2023 HRC Meeting folder.

Item 5: GC Data Community Initiatives Building Foundational Data Skills in the GC

Chris Valiquet, Director, GC Data Community, presented the Data Community’s work supporting the growth of data skills in the GC, which include the development of a data competency framework and research on data talent challenges and opportunities. The implications of this work are:

  • The GC Data Competency framework consists of four categories:
    • Concepts and Culture
    • Governance, Collection and Stewardship Analytics and Evaluation
    • Data Systems and Architecture
  • Some organizations, such as ESDC, PSPC, IRCC, DFO, and TBS-OCIO, have already adopted this framework to inform their data literacy programs, develop standardized job descriptions, and map out the data lifecycle.
  • The Government of Canada is currently grappling with challenges related to recruiting, developing, and retaining data talent.
  • There are four prototypes in the pipeline to support digital talent, either already launched or forthcoming, which include the Post Secondary Recruitment Program for Data Scientists​, an online resource library, a common location for toolkits, peer-to-peer mentorship and coaching, an internal expert workshops and a skills exchange program.

For more information, please refer to the PowerPoint presentation.

Item 6: Chartered Professionals in Human Resources (CPHR) Canada

Anthony Ariganello, President and Chief Executive Officer, CPHR British Columbia and Yukon and CPRH Canada, Nick Beynon, Chief Executive Officer, CPHR Nova Scotia and Manon Poirier, Executive Director, CPHR Québec provided an overview of the CPHR Canada initiatives and strategies to enhance and promote the HR profession in Canada and optimize collaboration with the HRC:

  • Serving as the voice of the profession in Canada, they collaborate with counterparts in the United States, Mexico, and the World Federation of People Management.
  • Their membership offers a range of opportunities, including advancing one’s learning, connecting with HR professionals, engaging in mentoring and volunteering, and accessing resources and support for CPHR certification.
  • Across various provinces, they organize diverse learning events, such as webinars, workshops, and more.
  • The HR continuum reflects the dynamic evolution of HR, progressing from transactional to operational, then to strategic, and ultimately to transformational. CPHR plays a pivotal role in guiding HR professionals as they navigate this continuum.
  • Ontario is not affiliated with CPHR, having withdrawn from the federation eight years ago. More detailed information may be found in the PowerPoint presentation, under the September 19, 2023 HRC Meeting folder.

Item 7: Break

Item 8: Foresight – PSPC People Enablement Vision

Kiran Hanspal, Heads of HR and ADM, HR Branch, Public Services and Procurement Canada (PSPC) and Marie-Pier Lanthier, Acting Director, HR Strategies Planning and Analytics, PSPC provided information on the PSPC People Enablement Vision:

  • A collaborative effort with Policy Horizons Canada (PHC) to identify the drivers that will influence people management over a 10-year horizon.
  • Relevant to all organizations involved in people management, these catalysts encompass automated decision-making, responsive and adaptable organizations, career customization, flexible and inclusive hiring practices, and the widening skills gap.
  • The process involves the creation of “Pathways to the Future” aimed at bridging the gap between the present and future by involving senior managers in workshops.
  • Using backcasting method to reveal strategic trajectories.

Further information may be found in the PowerPoint presentation.

Item 9: Public Service Commission (PSC) Vision on Assessment

Vinh Du Nguyen, Director General, Personnel Psychology Centre, PSC, presented the PSC vision on assessment with a focus on a more modern and expertise-based model:

  • The PPC vision is to be a centre of expertise in assessment that leads modern, innovative and inclusive research and practices. The focus will be on: ​
    • Supporting the development and advancement of equity-seeking group members
    • Modern IT-enabled systems and tools​
    • Research and innovation​
    • Provision of expert advice and publication of guidance
    • Sharing of expertise and best practices​
  • The main areas of focus are:
    • Fair and inclusive assessment: Integrate the provision of expert advice, delivery of services, and publication of guidance on fair and inclusive assessment to influence Government of Canada assessment practices​​
    • Services for the selection and development of leaders
    • Modern and efficient Second Language Evaluation of reading, writing and oral proficiency​
    • Psychological evaluations for higher-risk positions ​
    • Research and innovation​
    • Remote and inclusive standardized tests as a component of a broader assessment approach

For additional information, please refer to the PowerPoint presentation.

Item 10: Central Agencies and Partners Updates

APEX

Gillian Campbell, APEX Executive, Engagement and Membership, discussed the upcoming 2023 APEX Recognition of Entry to the Executive Ranks:

On November 15, 2023, from 2:30pm to 8:30pm, the hybrid APEX Recognition of Entry to the Executive Ranks ceremony will be held. The event is for the most recent cohort of federal public Service Executives nationally. It’s by invitation only. Invitations have been sent to all EXs who were confirmed as new to the EX Ranks between July 1, 2022 and June 30, 2023. 

For more information, please visit the 2023 APEX Recognition of Entry to the Executive Ranks – APEX.
Stay also apprised of APEX news!

OCHRO – Employee Relations and Total Compensation

Claudia Zovatto, Executive Director, Governance Engagement Information and Reporting at TBS, provided an update on negotiations and the Public Service Health Care Plan:

  • Reminder: Effective July 1, 2023, changes to the Public Service Health Care Plan (PSHCP) came into effect, separate from Canada Life becoming the new PSHCP administrator. The PSHCP is negotiated between the Government of Canada, Bargaining Agents, and retiree representatives. These changes may have resulted in PSHCP members seeing a difference in their coverage. Should a member have a concern about a claim, they should reach out to Canada Life.
  • For a full listing of the negotiated plan changes, please consult the Improvements and changes to the Public Service Health Care Plan information notice.

 OCHRO – People and Culture

Mélanie Laflèche, Executive Director, Enabling Talent Programs, People and Culture, provided an update on:

1. Talent management for executives

A reminder that the Talent management for executives is now closed. The deadline to submit the talent questionnaires for EX-01s to EX-03s was September 22, 2023.

2. Executive Leadership Development Program

A reminder that the Executive Leadership Development Program (ELDP) Call for nominations for EX-1 to EX-3 cohorts has gone out last week to Heads of HR and Heads of EX services. This year, the Call for nomination period will close on October 13, 2023.  

3. Modernized Self-Identification Project

On the Modernized Self-Identification Application front, OCHRO is giving due consideration to setting up departments for a successful launch in the Core Public Administration. OCHRO is committed to keeping Heads of HR informed and to this end, will provide an update as soon as possible regarding the launch of the Self-ID APP.  

4. Interim Standard on Occasional Travel to a Designated Worksite

The Interim Standard was launched on June 1, 2023, for organizations that are part of the core public administration. Deputy Heads have been given this authority to use at their discretion for the duration of the pilot, and therefore can make use of it at any time until March 31, 2025. Quarterly reporting, including nil, will continue to be required from your Deputy Chief Financial Officers (DCFO). The report for the first review period (June to August) is due September 29, 2023. The next reporting cycle will be September to November and the report will be due at the end of December. 

A communication was sent to DCFOs on September 5 on this subject, they are responsible for submitting the report, in collaboration with Heads of HR.  

Please also note, per communications to heads of HR on August 25th, the Canadian Association of Professional Employees (CAPE) has opted into the Interim Standard (travel pilot).   Please regularly check Appendix B of the Directive on Telework for the updated list of onboarded Bargaining Agents. 

5. Update from the Mental Health and Wellness Team

  • In recognition of Canada’s Healthy Workplace Month 2023, the Canada School of Public Service in partnership with the Centre of Expertise on Mental Health in the Workplace and the Canadian Innovation Centre for Mental Health in the Workplace with ISED, is hosting a Special event on October 4th, entitled Navigating Your Mental Health at Work that will focus on psychological health and safety.  

HRC Planning Calendar

Please see the HRC Planning Calendar for upcoming meeting dates.

Contact Us

HRCouncil/ConseilRH@tbs-sct.gc.ca

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