October 2024

The Human Resources Council (HRC) stands as the cornerstone of the federal public service’s human resources (HR) profession, dedicated to fostering excellence and collaboration among HR leaders and professionals of all levels. As the functional community office for HR, we provide key support to heads of HR and practitioners alike. Through frequent meetings, events and SmartShops, we facilitate networking, knowledge-sharing and professional development opportunities. Our overarching goal is to empower the HR Community for success by equipping leaders with strategic support and driving the continuous growth of the HR profession. At the HRC, we are committed to advancing the collective expertise and impact of HR across the Government of Canada, ensuring its vital role in shaping the future of public service.

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In This Edition:

• Welcoming the New Chair of the HR Council, Renée de Bellefeuille
• Thanking Darlène de Gravina
• Celebrating Our Community: 2023 Government of Canada HR Excellence Awards Recipients
• HR Community Development Updates
  • Call-out for Mentors: helloHR Speed Mentoring Event for the HR Community
  • Discover the Refreshed helloHR Platform
  • New HR Acronyms Dictionary
  • Explore Updated Profiles: Experienced Former HR Professional Inventory
  • What We’re Working On Next
• HR Community Managers’ Corner
  • Creating a Culture of Recognition
• What You Said: Recognition
• Community of Practice Spotlight: Occupational Health and Safety Community of Practice
• What’s New?
• Did You Know?
• What’s Upcoming?
  • October 24^th HRC SmartShop
  • Events of Interest for the HR Community
  • Important and Commemorative Dates
• Contact Us
• Subscribe

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Welcoming the New Chair of the HR Council, Renée de Bellefeuille

Renée brings over 25 years of diverse HR experience, including leadership roles in both federal and provincial public services, as well as in the private sector. Before joining CSIS, she played a pivotal role in pandemic response efforts while working at the Office of the Chief Human Resources Officer. She also co-chaired the National Joint Council Committee on Occupational Health and Safety, served as Head of HR for the Privy Council Office, and was the Director of Labour Relations at the House of Commons.

Since her arrival, Renée has quickly taken the reins by sharing her clear vision for the HR Community, of which one of her top priorities is the professionalization of the HR function. By fostering connections, expanding our influence, and strengthening our skills, we can bolster HR’s position as a valued and recognized force within the public service. Achieving this will enable us to solidify HR’s role as key stewards of the public service, to better drive key decisions and overall effectiveness, to actively support operational and strategic objectives, and to effectively contribute to enterprise success.

Self-identifying as a person with a disability, she is a strong advocate for advancing diversity, equity,  inclusion and accessibility initiatives. Renée is also a firm believer in humanizing the way we work and taking good care of our HR family. She aims to be a strong champion for the learning and development needs of all HR professionals. Renée is similarly committed to leading the HR Community’s contributions to the evolution of the public service priority on public sector values and ethics and its links to the Call to Action on Anti-Racism.

Beyond her impressive career, Renée is a mother of two sons and a passionate football fan, bringing the same dedication and teamwork spirit to her leadership of the HRC. Her impact is already evident as she continues to inspire, support and empower our HR Community.

Please join us in extending a very warm welcome to our new HRC Chair! As Renée often says, “Let’s go out there and shine!”.

Thanking Darlène de Gravina

As Chair of the HRC from May 2022 to August 2024, Darlène led with dedication and vision, leaving a lasting mark on our community. We want to express our heartfelt appreciation to Darlène for her human-centric leadership, dedication and significant contributions to the HR Community. Both the HRC and the broad and diverse community we serve have benefitted immensely from her authenticity and passion for excellence in people management over her many years as a leader in HR.

Darlène, on behalf of the entire HR Community, we will miss your leadership, advocacy, and tireless support. However, we could not be happier for you to enjoy time to relax, travel and transition into retirement with your family and friends. 

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Celebrating Our Community

Congratulations to the 2023 Government of Canada HR Excellence Awards recipients!

We extend our heartfelt congratulations to all the nominees, finalists and recipients of the Government of Canada HR Excellence Awards. Your outstanding achievements have set a high bar for excellence, innovation and commitment within our public service. Your dedication is a testament to the values that strengthen and enrich our workplace.

Our senior leaders, along with our special guest, astronaut David Saint-Jacques, highlighted the importance of embodying our core values in everyday practices, in keeping with this year’s ceremony theme, “Illuminating Our Values in Action”.

Stay tuned for the recording and photo gallery of the October 17^th ceremony, which will soon be posted on the HRC GCXchange page.

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HR Community Development Updates

We’re on a mission to grow our GCXchange community to 5,000 members by March 31, 2025, and we need your help to get there! If you’re not a member yet, follow these five steps to unlock a wealth of resources.

Why join?
Only members can access our complete library of documents tailored to help you thrive in the HR field. We’re hard at work to publish even more resources to support your personal professional development journey; read on to find out more!

We’re moving!

Due to the sunsetting of GC Articles, the HRC Newsletter and the Updates from the HRC will be published on the our GCXchange page starting in 2025. Subscribe to the Newsletter and the Updates today to stay in the loop.

Call-out for Mentors: helloHR Speed Mentoring Event for the HR Community

Thanks to the resounding success of the first-ever helloHR speed mentoring event for the HR Community held earlier this year, the Human Resources Council (HRC) is pleased to announce it will be hosting the event once again to celebrate #MentorMonth in January 2025. 

Join us by volunteering as a mentor for this unique opportunity to share your expertise and passion for HR, engage with future leaders, strengthen your mentorship skills, and support the growth of up-and-coming HR professionals. 

Additional information on this opportunity may be found below: 

• Who? Senior HR professionals across the public sector at the EX minus 2 level and above. EX minus 3 volunteers may be considered, as required. Volunteers will be selected and confirmed to promote diversity across different HR areas of expertise and organizational mandates.  

• What? 90-minute sessions of structured speed mentoring. Small groups of mentees will meet with one mentor for 20 minutes at a time through virtual breakout rooms, with three rounds of networking per session.  

• Where? To encourage and accommodate regional participation, the sessions will be held virtually on MS Teams. 

• When? January 30^th, 2025, from 10:30 a.m. to noon (ET) in French and 1:30 p.m. to 3:00 p.m. in English. Mentors can volunteer for one or both events. A preparation session will be organized prior to the event. 

Are you ready to inspire the next generation of HR leaders and join us in a dynamic speed mentoring session? If so, please complete the registration form to confirm your participation by November 8. You will then be contacted by the HR Council to confirm if you have been selected as a mentor and will be provided next steps.  

If you have any questions, please reach out to the HR Council at HRCouncil/ConseilRH@tbs-sct.gc.ca. Thank you for your commitment to shaping the future of our HR Community! 

Mentee registration opening soon!

We are only seeking registration from mentors at this time. More details for those interested in participating as a mentee will be shared with the HR Community in December. 

Discover the Refreshed helloHR Platform

The helloHR Platform is an online toolbox of self-directed informational and developmental resources for all members of the HR Community! Save this page in your favourites so you don’t miss out on essential and up-to-date resources for HR professionals like these:

NEW! HR Acronyms Dictionary

If you’re a new HR professional, this new tool will help you master our unique vocabulary, ensuring you integrate smoothly and confidently into the human resources field. If you’re a more experienced practitioner, rest assured that this page will be updated regularly as new acronyms are introduced to help you keep up with our fast-paced reality.

Explore Updated Profiles: Experienced Former HR Professional Inventory

Did you know that the HRC’s Experienced Former HR Professional Inventory is updated weekly with new profiles to support short-term hiring needs of organizations across the public service?

This summer, we introduced the top two HR areas of expertise to all retiree profiles to further improve navigation of the inventory. If you are looking for ways to strengthen the skills of your HR team and achieve your business objectives more effectively, do not miss out on this convenient opportunity to access the expertise of engaged HR retirees!

Visit the HR Council’s GCXchange page to explore the inventory and submit a referral request by e-mail.

Are you an HR professional nearing retirement?

The inventory remains open for applicants to submit their profiles and it will be updated on a regular basis. Apply today!

What We’re Working On Next

The HR Council Secretariat team is actively working on new initiatives to further enrich our helloHR platform. Over the next six months, we expect to launch several new products, including : 

• A how-to guide for career conversations;
• A tool to facilitate understanding of how governance works in terms of people management;
• Tools to support the successful onboarding of new HR professionals, as well as for Heads of HR and senior executives.

In the longer term, the team is working on an HR Competency Development Framework and career paths for HR professionals. Stay tuned – we’ll keep you informed of future developments through this newsletter!

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HR Community Managers’ Corner

Creating a Culture of Recognition

Why is recognition important? 

From an early age, we crave recognition from parents, teachers and friends; appreciation is a fundamental human need. When employees feel appreciated and recognized for their individual contributions, they are more connected to their work, their team and the organization as a whole.  

• Recognition is a main driver of employee engagement: it lets employees know they matter and are valued. 

• Frequent team recognition improves relationships: it supports the entire team’s success and reminds everyone to focus on the value of recognition. 

• Employee recognition is contagious: it encourages employees to acknowledge each other’s contributions and elevates the team spirit.  

• Recognition improves employee productivity: it inspires employees to give their best and boosts morale—even more so during challenging times!  

Where to begin?  

Here are a few guidelines and ideas to keep in mind when creating or reinforcing a culture of appreciation that keeps employees motivated and committed to their work, team and organization.   

• Be timely — provide one-the-spot recognition and feedback to have the greatest impact. 

• Lead by example — recognize efforts frequently.  

• Be specific — highlight how an employee’s work contributes to the team or the organization’s success. 

• Say “thanks!” — don’t underestimate the power of a simple “thank you!”. 

• Involve peers — encourage peer-to-peer recognition to build a supportive work culture where everyone feels valued. 

• Tie recognition back to the organization’s values to reinforce desired behaviors. 

• Be genuine — make the recognition heartfelt and meaningful. 

• Personalize your approach and respect individual preferences — be mindful of what your employees care about and how they respond to different types of recognition. 

• Be inclusive — ensure everyone feels like they have a chance to be recognized, regardless of their role. 

• Use different types of recognition — mix formal and informal shout-outs and tangible recognitions to keep things fresh and exciting.  

Ideas to celebrate achievements and elevate team spirit:  

• Spread the good word beyond the immediate work unit by promoting your team’s recent successful projects or upcoming initiatives in your organizational newsletter, on social media or through your intranet site.  

• Hold regular check-ins and invite employee feedback on how you can best support their individual work styles to demonstrate that you value their input.  

• Seek input from everyone on team activities to build a greater team spirit.  

• Deliver handwritten or sticky notes to convey gratitude in a world where digital is dominant.  

• Recognize employees’ personal accomplishments to celebrate important life milestones (e.g., getting married, having a baby, completing an academic degree).  

• Schedule informal coffee chats with themes to encourage non-work-related conversations (e.g., favourite local restaurant, dream vacation, family traditions, fond childhood memories, etc).  

• Organize team lunches or social activities to foster meaningful and fun interactions outside the workspace (e.g., picnic, walks, games, team-building activities, outdoor gatherings, etc.)  

For more ideas, discover what the HR community is saying about recognition!  

Navigating Organizational Change

Engaging employees through thoughtful planning and effective communication is especially important during transition periods.

• The Workplace Strategies for Mental Health website offers resources on managing change in a psychologically safe way and provides guidance on promoting a healthier workplace during times of change.

• The Centre of Expertise on Mental Health in the Workplace website features Mental Health Support for Managers and tips for Coping with Workplace Changes.

• This one-hour course from the School discusses how the importance of shifting towards human-centred leadership is essential to effectively manage the challenges posed by hybrid work environments: Leading Teams in a Hybrid Workplace.

Updated! Manager Development Program

As new managers transition into their roles within the public service, acquiring the skills, behaviours and mindsets that are fundamental to effective leadership is essential to their success. The recently updated Manager Development Program from the Canada School of Public Service provides new managers with valuable insights into their roles and accountabilities and how to grow as leaders in a rapidly evolving public service landscape. Participants will expand their knowledge of human-centred leadership principles and develop practical strategies for achieving results while fostering a collaborative and inclusive work environment.

Please consult the Frequently Asked Questions for more details.

Federal Internship for Newcomers Program (FINP)

For hiring managers seeking to unlock more diversity in their teams, the Federal Internship for Newcomers (FIN) Program provides access to several pools of highly qualified newcomers to Canada. This program, delivered by the Settlement and Integration Policy branch at Immigration, Refugees and Citizenship Canada (IRCC), supports and is aligned with the Clerk’s Call to Action on Anti-racism, Equity, and Inclusion. 

Managers across the federal government are able to hire a fully-assessed FIN candidate by filling out a request form. They will then receive profiles of FIN candidates within five business days. For more information, please contact the FIN Program team at IRCC.SIPFINP-PFSNAPEI.IRCC@cic.gc.ca.

Candidates Available for Referral

Did you know? The Public Service Commission (PSC) will no longer launch large post-secondary recruitment campaigns, but will continue to modernize its programs to support your diverse hiring needs and contribute to Public Service priorities such as hiring 5,000 net new persons with disabilities by 2025.

To focus efforts on students and mandated recruitment programs, some PSC pools and inventories will close on November 30, 2024. Requests for candidate referrals can be submitted until November 1^st, 2024, for the following pools:

• Business, Project Management and Government Programs (*includes experience as a Human Resources Coordinator and Analysis as an asset criteria)
• Careers in Biology for Persons with Disabilities (BI-02 and SR-CFIA-2)
• Careers in Communications
• Policy and Data Analyst: Careers for Persons with Disabilities (EC-01 to EC-05)
• Careers in Data Science (EC-03)

Managers or HR personnel wishing to discuss their specific needs with a candidate matching specialist are invited to write directly to: cfp.jumelage-matching.psc@cfp-psc.gc.ca.

Have you visited the GC Hiring Managers Hub?

Leverage the PSC’s recruitment pools and programs, resources and services for quicker and easier staffing.

Are you connected with the National Managers’ Community (NMC)?

Manager’s Guide to Supporting Two-Spirit, Transgender, Non-Binary and Gender-Diverse Employees in the Federal Public Service

This guide was recently published to provide a comprehensive resource to support senior leaders within the Federal Public Service better support and advocate for Two-Spirit, transgender, non-binary and gender-diverse employees. It offers an introduction to the diverse identities and experiences within the 2SLGBTQIA+ community, the importance of inclusivity, in addition to practical and direct ways for senior leaders to support Two-Spirit, transgender, non-binary and gender-diverse employees in the workplace.

HR Job Board

For hiring managers:

Take advantage of the Career Marketplace to quickly match your at-level mobility (i.e. micro-missions, assignments, deployments, etc.) and development (i.e. mentoring and job shadowing) opportunities with interested employees. A variety of resources and tutorials are available to guide you in promoting your opportunities on the Marketplace.

For job seekers:

• PE-03 (classification) – deployment
• Senior HR Advisors (PE-04) – deployments

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What You Said: Recognition

• Although it’s much more common to think of recognition in terms of “manager to employee”, or “between peers or colleagues”, some manager respondents stressed how much the recognition they received from their employees meant to them. Keep this in mind and don’t hesitate to adopt this practice, which is sure to brighten up your manager’s day!   

• Our large, qualified and well-equipped HR family has a lot to be proud of and includes many exceptional people. A few of them even had the privilege of receiving one of the following prestigious awards:   
  • Queen Elizabeth Diamond Jubilee medal;  
  • Public Service Award of Excellence; 
  • HR Excellence Award. 

Recognition for all (managers, colleagues and clients): 

• Use of MS Teams meetings/features (e.g., message, praise, thumbs-up, heart and clapping hands);
• Internal appreciation-o-grams;
• Heartfelt thank-you email;
• Handwritten note;
• Verbal recognition;
• Custom-made award from other team members or peers.

Managers towards employees: 

• Thank-you, kudos and “great work” notes (which are even more impactful when the senders cc higher-level leaders ); 
• Phone call or voicemail message from senior leaders acknowledging an employee’s contribution to a file;
• Inviting an employee in a non-managerial role to an executive committee meeting where their manager praises them in front of everyone.  

“I received a beautiful print from the VP HR. (…). She personally delivered it to my office to commend me for a job well done.”

 Employees towards management:  

• Employees nominating their manager for a leadership or a “best manager” award;  
• Handwritten notes from employees thanking manager for their work, support and collaboration;
• Verbal recognition of manager by their employees saying they are a “good manager”.  

“Being in the Clerk’s report because it is something I can share beyond my role and beyond my department.”

Clients towards HR professionals: 

• A client emailing the manager and/or employee about the quality of services provided by their team or a specific team member;
• Excellent references from a client about an employee;
• Award, bonus or certificate of recognition (which are even more impactful when presented in front of the employee’s management team). 

“The most appreciated form of recognition is, without a doubt, when clients write to our superiors to express their satisfaction with the services received and their appreciation of our work. In HR, client service is our core mission, so it’s very rewarding to know that our clients are satisfied.”

These are best practices to continue, or better yet, to adopt right away at work—and while you’re at it, why not adapt them for use in your personal life too?  

Now that you’re well equipped to acknowledge everyone’s contributions, it’s time to take action and make recognition a regular habit! 

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Community of Practice Spotlight

Did you know that there are now 20+ communities of practice (CoPs) established across the various HR disciplines to facilitate collaboration towards a common goal of excellence in people management? Check out the incredible work of this edition’s featured CoP below!

The Occupational Health and Safety (OHS) Community of Practice is a vibrant network that unites OHS practitioners across the federal public administration. This dynamic forum is designed for members, by members, to share best practices, stay updated on emerging issues, and foster a culture of workplace safety and health excellence.

Guided by an executive committee drawn from its own membership and coordinated by the dedicated team at the OHS Center of Expertise in the Office of the Chief Human Resources Officer (OCHRO), the community thrives on collaboration and shared knowledge. Members can look forward to quarterly meetings, technical briefings, and other activities that ensure everyone stays informed and connected.

Interested in learning more?

Visit the OHS Community of Practice on GCXchange or reach out to the OHS Center of Expertise.

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What’s New?

LEARNX 2025: Call for Proposals

We are excited to announce that LearnX 2025 will be taking place as an online event on January 15^th, 2025. This year’s themes include: being a learning and development (L&D) influencer in times of resource constraints, leading with data-driven decisions, and embracing AI technologies.

The call for proposals is currently open, and we’re eagerly seeking new voices and fresh perspectives. Our Government of Canada colleagues thrive on learning from their peers, so if you have a compelling case study, a useful tactic, or valuable tips to share from your experience in the field of L&D, we encourage you to apply to become a presenter! Please submit a brief summary (300-500 words) by email outlining your proposed session, along with your biography and any relevant presentation experience by October 25^th. For any questions, please contact: alysha.doria@hc-sc.gc.ca.

Executive Counselling Services for Indigenous Employees

The Public Service Commission’s Executive Counselling Services is pleased to announce that through their ongoing collaboration with the Knowledge Circle for Indigenous Inclusion, they have increased their capacity to offer coaching for public service leaders provided by Indigenous Executive Consultants. Indigenous employees at the EX minus 3 levels and above may find out more about the services offered and how to access through their website, or by sending an email to cfp.scc-ecs.psc@cfp-psc.gc.ca.

NEW! Leadership Learning Path (TRN4-PA1)

Making leadership development a priority requires strong personal and organizational commitment, as well as adaptability and resiliency. This new learning path from the Canada School of Public Service offers four perspectives (self, team, stewardship and imperatives) and serves to empower and equip learners at all levels with the essential skills, knowledge and mindsets needed to develop as a leader at any stage of their career. Learners will deepen their understanding of leadership by pursuing these self-directed learning activities, which include a subset of core courses that can lead to a certificate of completion.

Please consult the Frequently Asked Questions for more details.

Updates to the Mandatory Procedures on Digital Talent 

The Office of the Chief Information Officer of Canada (OCIO) has updated the Mandatory Procedures on Digital Talent to improve clarity, reduce the reporting burden, and align with the new Mandatory Procedures for Business Owners When Procuring Professional Services published by the Office of the Comptroller General of Canada. These changes were effective as of September 30, 2024. 

Visit the GC Digital Talent Platform for more information. If you have any questions about these changes, feel free to contact GCTalentGC@tbs-sct.gc.ca. 

Public Service Commission Reports

The Public Service Commission (PSC) recently published the following two reports:

Audit of Employment Equity Representation in Acting Appointments

• Examines trends in the representation of designated employment equity groups in acting federal public service appointments as well as organizational staffing practices related to employment equity.

2023 SNPS Thematic Report on the Results for Employment Equity Groups and Equity Seeking Groups

• Uncovers perceptions of employment equity groups and equity-seeking groups regarding merit, fairness and transparency in the staffing process, and their experiences of biases and barriers in staffing processes. The PSC has also updated the interactive data visualization tools to allow you to explore your organization’s results.

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Did You Know?

In case you missed it…

• Clerk of the Privy Council’s Report to the Prime Minister on the Public Service of Canada: The Thirty-First Annual Report, covering the period from April 1, 2023, to March 31, 2024 is now available.

• Interdepartmental portability of level A and B results for alternative methods of oral proficiency testing: To make second language testing more efficient, the Public Service Commission now allows departments and agencies greater flexibility in using alternative methods for oral proficiency testing (temporary measure 3). At the discretion of deputy heads or their sub-delegated managers, levels A and B results from alternative methods for oral proficiency can be transferred between departments and agencies subject to the Public Service Employment Act.

• Learning Portal on the United Nations Declaration on the Rights of Indigenous Peoples: To support your understanding and implementation of the United Nations Declaration on the Rights of Indigenous Peoples, the School has launched an evergreen learning portal that includes the historical context that led to its adoption, the legislation that frames its implementation in Canada, and the Action Plan that drives the achievement of its objectives across the federal government.

• National Veterans Employment Strategy: The Strategy was launched to improve employment opportunities for Veterans in Canada. The strategy is based on the results of consultations with more than 1,200 Veterans and key partners.

• New Measures to Reinforce HR and Pay Best Practices: This event recording provides an overview of four new measures introduced to reinforce HR and pay best practices, enhance the reliability and consistency of HR data, and increase the accuracy and promptness of employee pay.

• Update on the Public Service Health Care Plan: Treasury Board of Canada Secretariat shared this bulletin on improvements to services for members.

Upgrade Your Digital Competencies

Digital Skills Events and Resources

November 12 – IM Backstage Pass 2024

This year’s event will delve into digital records management, transfer procedures and preservation techniques that ensure the integrity of the federal government’s digital assets and archives. The event will offer a behind-the-scenes look at the latest trends in information management across the Government of Canada, including new technologies, and industry experts will provide valuable insights.

Virtual |1:00 pm to 3:30 pm (ET) | Bilingual, with interpretation in both official languages

Digital Competency Series: Understanding Digital Literacy

This article from Beth Fox at Canadian Digital Service emphasizes the importance of being digitally literate and discusses how continuous learning is essential to building digital skills and competencies.

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What’s Upcoming?

HRC SmartShop

October 24 – HRC SmartShop: Demystifying the Executive Talent Management Process

This HR Council SmartShop, organized in collaboration with the Office of the Chief Human Resources Officer (OCHRO), is intended for HR professionals involved in the Executive Talent Management Process. At the end of this SmartShop, participants will better understand:

• The activities and timelines associated with talent management (TM) for executives, including the Assistant Deputy Minister (ADM) TM process;
• The application of extended guidance on the talent placement Ready for Advancement (RFA), and the identification of high potential (HIPO) executives and ADMs with expertise in priority areas;
• The impact of second language evaluation (SLE) results on talent placements; and
• The use of Executive Talent Management System (ETMS) in supporting the process.

Audience: This SmartShop is intended for HR professionals involved in the executive talent management process, such as TM Delegates and Executive Services, however, the entire HR Community is welcome to attend.

Registration:

• French Session: October 24th, 2024, from 10:30 a.m. to 12:00 p.m. (ET)
• English Session: October 24th, 2024, from 1:30 p.m. to 3:00 p.m. (ET)

Presenters:

• Päivi Soucy, Senior Analyst, Talent and Performance Operations, People and Culture (PC), OCHRO, TBS
• Loubna Tarras, Senior Analyst, Talent and Performance Operations, People and Culture (PC), OCHRO, TBS

Documents: Related documents will be published on GCXchange.

Should you have any questions regarding the above mentioned HRC SmartShop or require accommodations, please communicate with the HR Council at HRCouncil/ConseilRH@tbs-sct.gc.ca. 

Have Your Say: 2024 Public Service Employee Survey

Don’t forget to identify yourself as a member of the HR Community!

The PSES results can provide us with valuable insight to the health and interests of the HR Community across the public service. Make your opinion count by selecting ‘Human Resources’ to Question 103: “With which of the following communities do you most closely identify in relation to your current job?“.

Events of Interest for the HR Community

October Canadian Innovation Centre for Mental Health in the Workplace Events

• October 22 – Invisible Disabilities: From Trauma to Trust 

• October 24 – The 5 Buckets Principle 

• October 29 – Employee Caregivers: Showing Compassion Through Understanding and Support 

• October 31 – Sleep and mental health: recent discoveries and turnkey recommendations 

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Achieving the Objectives of the United Nations Declaration on the Rights of Indigenous Peoples (Rebroadcast)

This event provides an overview of the Action Plan and the priorities outlined within it. First Nations, Inuit and Métis speakers will share their experiences with the development of the Action Plan, as well as ways to further build on these efforts during the implementation phase.
October 24 | 1:00 pm to 3:00 pm (ET) | Bilingual | Webcast

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Federal Youth Network (FYN) In-Person Learning Days in the Prairies and Northern Ontario

A full day of career development featuring hands-on activities, insightful discussions and networking opportunities to shape your future success. Explore your skills, master interview strategies, navigate social media for job hunting and discover the power of networking – all in one transformative experience!
November 5, 7, 19 & 21 | In person at various locations

Callout for Mentors:

The FYN is seeking approximately 10-15 mentors at a manager or executive level to engage with learners at each learning day, by sharing their experience and helping to support new and young public servants and students in their career journeys. Register now!

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Career Boot Camp Preparation Series

Part 1 of the Federal Youth Network (FYN)’s Fall Virtual Learning Series will focus on résumé writing, the job application process and interview skills.
November 12 | 1 hour | Zoom

Part 2 of the FYN Fall Virtual Learning Series will discuss the importance of topics such as branding, discovering your passions, relationship management and the role values and ethics play in your career growth.
December 3 | 1 hour | Zoom

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Policy and Service Conference: Delivering Impact Through Collaboration

This two-day conference focuses on building bridges and strengthening the connections between policy and service design and delivery to support user needs. The event will explore trends and practices for strengthening both policy and service outcomes by seeing them as part of a single system and by adapting to new collaborative ways of working. 

November 13 & 14 | 10:00 am to 4:30 pm (ET) | Bilingual | Hybrid

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GC INNOVEX GC 2024: What if?

This year’s event will explore opportunities to transform innovative ideas into practical initiatives that drive positive change, and will further highlight the complexities of change and the need for the public service to develop solutions that will continue to meet the needs of Canadians.
November 19 | 3.5 hours | Bilingual | Hybrid

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GC Accessibility Training and Events

• November 26 – Document Accessibility Workshop (English)
• November 27 – Document Accessibility Workshop (French)
• December 10 – Essentials for GC managers and human resources professionals: best practices in accessibility, workplace adjustments and job accommodation (English)
• December 11 – Essentials for GC managers and human resources professionals: best practices in accessibility, workplace adjustments and job accommodation (French)
• and more!

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2024 Government of Canada Workplace Charitable Campaign: Quiz for a Cause – DM Trivia

This event features deputy ministers from participating departments, agencies and crown corporations who will put their trivia knowledge to the test in support of the campaign and compete for the title of 2024 Trivia Master.
November 28 | 1 hour | Webcast

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Workshop on Staffing Irregularities for Human Resources

This awareness session aims at helping human resources professionals prevent and detect the most frequent staffing irregularities, such as cheating, favouritism and fraud. Participants will explore the main indicators of staffing irregularities as well as their role and responsibilities when an irregularity has been detected in an appointment process.

• Upcoming sessions: December and February

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Career Boot Camp 2025

An annual virtual conference by the Federal Youth Network exploring important topics regarding advancing one’s career, such as how to build one’s brand, strategies for mastering difficult conversations, and how to navigate values and ethics in one’s professional life. Virtual networking sessions will also be offered.
January 21, 23, 28 & 30 | Zoom

Important and Commemorative Dates

October

• This month also signifies Canadian Islamic History Month, German Heritage Month, Latin American Heritage Month and National Disability Employment Awareness Month.
• October 20 – 26: Invisible Disabilities Week

November

• Hindu Heritage Month
• November 5 – 11: Veterans’ Week
• November 8 – Indigenous Veterans Day
• November 11 – Remembrance Day
• November 20 – National Child Day & Transgender Day of Remembrance
• November 20 – 26: Canada History Week
• Fourth Saturday of November – Holodomor Memorial Day
• November 25 – December 10: 16 Days of Activism Against Gender Violence

December

• December 3 – International Day of Persons with Disabilities
• December 6 – National Day of Remembrance and Action on Violence Against Women
• December 10 – Human Rights Day
• December 11 – Anniversary of the Statute of Westminster
• December 17 – Anti-Bullying Day 

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