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Updates from the HRC – October 31, 2024

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Human Resources Council (HRC)

Celebrating the Government of Canada Human Resources Excellence Awards Recipients

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”. 

For those who may have missed it, get inspired by the remarkable accomplishments of all recipients, finalists, and nominees highlighted in the Nomination Booklet. Their contributions continue to shape the future of our workforce and elevate the standards of our federal public sector. 

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

We are moving!

From 2025 onwards, HRC updates will no longer be published on GCArticle and will be published on GCXchange. We encourage you to subscribe to the Updates from the HRC if you have not done so already.

The HRC GCXchange page is a treasure trove of resources designed specifically for HR professionals at all groups and levels. Whether you’re seeking guidance, tools, or networking opportunities, there’s something for everyone! 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.

As always, we appreciate your support in promoting HRC tools within your HR network!

October Human Resources Council Newsletter

The October Human Resources Council Newsletter is now available!

Please subscribe at the end of the newsletter to receive upcoming editions and encourage members of the HR Community to do as well.

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
  • October 24th HRC SmartShop

If you have any questions or concerns, please contact the Human Resources Council at: hrcouncil/conseilrh@tbs-sct.gc.ca.

Recording and Resources – HRC SmartShop 

Previous HRC SmartShop recordings and documents are available on the HRC’s GCXchange page. Coming soon – Recording of the October 24th HRC SmartShop entitled Demystifying the Executive Talent Management Process.

Office of the Chief Human Resources Officer (OCHRO)  

Mental Health Awareness in October

October is an important month for organizational wellness and mental health awareness as it features Canada’s Healthy Workplace Month (October 1 – 31), Mental Illness Awareness Week (October 6-12) and World Mental Health Day (October 10). This is a good time to remind employees of available mental health resources and promote new ones. It is also a good time to share with employees the continued importance of fostering a healthy, safe, inclusive, and respectful workplace.

We wish to highlight three updated resources to support organizations and employees:

  1. The Federal Public Service Workplace Mental Health Dashboard originally launched in 2022, provides scores on psychosocial factors contributing to psychological health and safety in the workplace. It is now updated with the 2022 Public Service Employee Survey data. Data is available at the sub-organizational level, allowing leaders and employees to identify areas of strength and improvement in support of healthy and inclusive work environments.
  2. The Action Plan for Black Public Servants is funding Black-centric enhancements to Health Canada’s Employee Assistance Program, provided to more than 90 federal departments and agencies.  Since the start of the initiative, Health Canada has almost doubled the number of mental health professionals in its network who self-identify as Black. Additionally, as part of the intake process, the program has enhanced its ability to match clients with a counsellor with shared identity factors, such as race or gender. Enhancements to the program are ongoing and include trauma-informed training and engagements with equity-seeking groups.
  3. The back pocket guide to executive supports, developed in response to feedback from employees, consolidates the mental health and other resources available across the enterprise to support executives. It includes resources to help executives take care of themselves and support their team, transition to their new role, seek executive advice and guidance, and keep learning in their role. It can be a particularly useful tool in onboarding your new executives.

As you know, the Canada Labour Code now recognizes psychological health and safety as part of our overall health and safety responsibilities. This would be a great opportunity for us to work with our occupational health and safety committees and bargaining agents on our shared workplace mental health objectives.

Thank you for your support in making psychological health and safety a priority within our workplaces.

Update on Canada Life’s Service Levels for the Public Service Health Care Plan

Over the last several months, Canada Life has made significant improvements on its services to Public Service Health Care Plan members.

The Government of Canada continues to work closely with Canada Life to ensure members get the high level of service they deserve. Visit the Public Service Health Care Plan for an update on this progress.

Subscribe to the Public Service Compensation Email Notification System to receive important information about the PSHCP right to your inbox.

Additional resources:

Looking for Classification Tutors

Currently, 72 candidates are awaiting classification training, but there is insufficient capacity to accommodate them.

Support is requested in providing 4 to 5 tutors at the PE-04 level for the classification training program, covering a period from early December to early June, a 15-week timeframe. With 4-5 tutors, it is possible to train 30 participants per cohort, with each tutor able to instruct 6 individuals. Departments providing a tutor are guaranteed 2 learning spots within the program.

The first full 15-week cohort is scheduled for February to early June 2025, with tutors needing onboarding in early December 2024 to be prepared for the February start.

If you’re interested or require further information, please reach out to Danielle Simard.

Job Uploads

Thank you to the departments that have uploaded their positions to the Position and Classification Information System+ (PCIS+). As of October 16th, 70% of the work is complete, though there remains progress to be made.

Support is essential to ensure all jobs are visible and accessible. Departments are encouraged to assist their classification teams in meeting the requirements to upload all positions to PCIS+, as outlined in the Directive on Classification and the Directive on Executive (EX) Group Organization and Classification.

This collective effort not only enhances classification but also supports Pay Equity, Collective Bargaining, HR-to-Pay simplification, and more. It lays the groundwork for future modernization activities by enabling an enterprise-wide view, promoting efficiency, and reducing the workload on individual departments.

Linguistic Profiles of Supervisory Positions in Bilingual Regions

 In February 2021, the Government of Canada released its official languages reform document, English and French: Towards a substantive equality of official languages in Canada, in which it committed to revise the minimum second-language requirements for bilingual supervisory positions.

To implement this commitment, the Treasury Board of Canada Secretariat (TBS) proposed to increase the minimum second-language proficiency requirements for bilingual positions that involve the supervision of employees in bilingual regions from the BBB to the CBC level, or to an equivalent level for institutions that are not required to use the Qualification Standards in Relation to Official Languages.

Over the past year, TBS consulted Heads of Human Resources, Official Languages Champions, Persons Responsible for Official Languages and, on two occasions, members of the Public Service Management Advisory Committee (PSMAC). As a result of these consultations, the operational implementation of the policy change was adjusted, most notably by protecting current incumbents of positions.

The President of the Treasury Board has now approved the proposal, which has been implemented through an amendment to the Directive on Official Languages for People Management.

As of June 20, 2025, new appointments in bilingual positions responsible for the supervision of employees in bilingual regions will require a minimum linguistic profile of CBC (or equivalent).

For existing bilingual positions supervising employees in bilingual regions, linguistic profiles can be increased to CBC (or equivalent) if the positions are occupied by incumbents who already have Second Language Evaluation (SLE) results that meet the requirement. For incumbents with SLE results below CBC (or equivalent), the linguistic profiles will remain unchanged until the incumbents leave their positions.

Thank you for supporting the implementation of this important change aimed at strengthening official languages in the federal public service. TBS will provide a guidance document to help institutions implement the CBC requirement. The Language Training Hub also offers tools and resources to support second official language learning and retention. The hub includes guidelines, launched in June 2024, to help federal institutions provide equitable access to language training for all employees who wish to develop or maintain their second official language skills.

For any questions, please send an email to the OLCE generic mailbox.

Rescinding of the Policy on COVID-19 Vaccination

The Policy on COVID-19 Vaccination for the Core Public Administration Including the Royal Canadian Mounted Police (Policy) was rescinded as of October 4, 2024.

OCHRO will continue to support departments and organizations and represent the Core Public Administration and the RCMP, in handling grievances and active litigation cases that have been received related to the Policy. Rescinding the Policy will have no impact on employees, as the Policy has been suspended since June 2022. Accordingly, there are no plans to proactively communicate the rescission of the Policy to employees.

Organizations are reminded that the obligations relating to privacy remain and this includes reviewing the organizations’ plans regarding privacy breaches as set out in the Directive on Privacy Practices.

Launch of the 2024 Public Service Employee Survey (PSES)

The 2024 Public Service Employee Survey (PSES) has launched and will be running until December 31, 2024. This year, 92 departments and agencies are participating and the results are scheduled to be released in Summer 2025.

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?“.

Public Service Commission (PSC)

Quarterly Time to Staff Report

Over the last several years, system-wide median external and internal time to staff have been above targets. Starting Q3 2024-25, to increase accountability and demonstrate progress, the PSC will share to the Public Service Management Advisory Committee (PSMAC) data on median internal and external time to staff and ranking by organizations. The report will also highlight key actions the PSC has undertaken to help reduce time to staff, in addition to providing notable practices that can be implemented by organizations to help support a reduction in the time it takes to hire.

Federal Internship Program for Persons with Disabilities (FIPCD)

Following Budget 2024, the Federal Internship Program for Persons with Disabilities (FIPCD) was approved for another five years. To date, a total of 126 interns, spanning 13 classification groups, have participated in the program through 69 federal organizations, across 9 provinces.

For the upcoming cohort, 20 organizations have been targeted and invited to participate in the program by submitting internship applications. Three talent sources have been identified to obtain candidates: the Canadian Association for Supported Employment, Co-operative Education and Work-Integrated Learning, and a network of Canadian High-Performance Athletes with a Disability.

Over the coming months, the program will collaborate closely with each targeted organization, engaging directly with hiring managers to facilitate matching and provide recruitment support, aiming to have interns in place by April 1, 2025.

For those who would like to participate in future cohorts or have any questions, please contact cfp.diversitedetalent-talentdiversity.psc@cfp-psc.gc.ca.

Student Programs Modernization

On July 30, the Specific Name Referral Pilot project expended to include 19 additional organizations. To date, hiring managers are showing a great interest in this new flexibility, with a total of 207 students referred. The most common criterion used was specialized field of study, followed by employment equity.

The PSC will continue monitoring results and trends as the pilot progresses, with the goal of including all organizations within the next 14-16 months, contingent on the pilot’s success.  

Modernization of the Scheduling and Test Administration of Second Language Evaluation tests

The PSC is developing new functionalities in the Candidate Assessment Tool (CAT) to streamline the scheduling, administration, and accommodation request processes for Second Language Evaluation (SLE) tests, targeted for implementation by the end of 2024-2025.

A new automated scheduling functionality will be available in CAT for SLE tests to improve efficiency and user experience for both candidates and organizations. The administration of in-person supervised SLE tests of Reading Comprehension and Written Expression will also be migrated to CAT. Candidates will be able to make their assessment accommodation requests for SLE tests directly in CAT, monitor their request status, and update their profiles on a self-serve basis.

Adding modern features and integrating them under a single system is part of the PSC strategy toward a sustainable SLE model for the public service.

Further information will be shared in the coming months to support organizations with the transition.

GC Jobs Transformation

The PSC is working closely with key partners, Public Services and Procurement Canada (PSPC) and Office of the Chief Human Resources Officer (OCHRO), to align with Enterprise HR and Pay. Since mid-July, the PSC has been directly contributing to the Recruitment work sessions with PSPC and Dayforce as part of the Feasibility Analysis Project.

The previous prototype work done by the PSC is accelerating progress on addressing our gaps and documenting business processes in preparation for configuration, which is the next step.

The enterprise solution being explored offers the stronger Candidate Management tools that departments need to support hiring and will enable GC-wide talent sourcing.

In parallel, the PSC has developed a 4-year plan for the Public Service Resourcing System (PSRS), including functional and technical enhancements that are the most viable at this juncture.

Canada School of Public Service (CSPS)

Learning Paths

  • Leadership Learning Path – This Leadership Learning Path 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.
  • Values and ethics learning path

Learning Tool

  • New! Data Ethics 101 (DDN3-A10) – This article explores the importance of data ethics and provides practical guidelines for ensuring transparency, accountability, fairness and inclusivity in data practices.

 Digital Accessibility

As HR professionals, it’s crucial to prioritize clarity and accessibility in your writing to ensure that written content is easy to find, understand, and use by everyone, including individuals with physical or cognitive disabilities. Here are some strategies to enhance readability: 

  • Adopt a Conversational Tone: Use first-person and second-person pronouns (I, we, us, you) instead of third-person pronouns (he, she, they). Opt for an active voice to make your message more direct and engaging. 
  • Embrace Plain Language: Select familiar words and prefer verbs over noun-heavy constructions. Keep your sentences straightforward, clear, and to the point. 
  • Organize Your Content: Break your text into distinct sections with appropriate headings or subheadings. Utilize lists or bullet points where possible and remove any superfluous information. 
  • Review and Refine: Evaluate if your content can be shortened, if simpler words can be used, and if it is easily understood by someone unfamiliar with the topic. 

For additional guidance on plain language, refer to the Canada.ca Content Style Guide. Explore further resources on accessibility in the Digital Accessibility Toolkit. 

APEX

APEX Annual Report 2023-24 now available!

Regional executives can now review the APEX Advisory Services for Executives (ASE) Annual Report for 2023-2024. More than 600 executives reached out to APEX’s Advisory Services for practical advice on career management reflections and strategies, terms and conditions of employment, effective onboarding strategies, effective conflict management options, and how to navigate the performance and talent management process for executives. APEX provides a unique, confidential resource designed specifically for federal executives, offering guidance and practical resources on a range of professional and personal challenges that may arise throughout their careers. 

Please stay apprised of APEX news via their monthly Newsletter.  

National Managers’ Community (NMC)

The October edition of the National Managers’ Community (NMC) newsletter is now available!

BACK TO TOP

What’s Coming Up

HR Council

  • November 12, 2024 – HRC Executive Committee Meeting
  • November 19, 2024 – HR Council Meeting
  • November 27, 2024 – HR Community Engagement Hub Meeting

HRC SmartShop

HRC SmartShop – Advancing True Diversity in the Hybrid Workplace: Effective Solutions for Persons with Disabilities

Event Description

This learning event, organized in collaboration with OPSA, OCHRO and AAACT, will demonstrate practical solutions to improve participation and productivity of talent with disabilities while also advancing and embracing a path forward toward true diversity and a barrier-free and accessible hybrid workplace.

Key Objectives

Join us and learn how to:

  • Focus on solutions to equip employees to do their job by applying the social model of disability
  • Proactively create accessible and welcoming work environments
  • Address or mitigate individual barriers in the hybrid workplace for persons with disabilities

Registration

  • French Session – November 26, 2024, from 10:30 a.m. to 12:00 p.m. (ET)
  • English Session – November 26, 2024, from 1:30 p.m. to 3:00 p.m. (ET)

Notes

  • Questions to presenters may be submitted by November 14th via the above registration forms.
  • A calendar meeting invitation, including the MS Teams link, will be sent at least 48 hours before the session.
  • Closed captioning, ASL and LSQ services will be provided.

Audience

HR Community, more specifically Labour Relations, Occupational Health and Safety, Disability Management and other Duty to Accommodate Specialists

Presenters

Representatives from the Office of Public Service Accessibility (OPSA), the Office of the Chief Human Resources Officer (OCHRO), TBS and the Accessibility Accommodation and Adaptive Computer Technology (AAACT) Program, Shared Services Canada.

Documents

Will be posted on the HRC GCXchange page 48 hours before the sessions. If you have not yet joined HRC’s GCXchange site, you will need to do so by following these five steps.

Should you have any questions regarding the above mentioned HRC SmartShop or have any accommodation requests, please communicate with the HR Council.

CSPS

APEX

Stay apprised of upcoming APEX events and resources from previous events.

National Managers’ Community (NMC)

Introducing the New “Top 3 Things Managers Should Know About…” Series!

  • Novembre 19, 2024 – Benefits of Hiring Students: Gain insights from Camille Beausoleil, NMC Executive Director, on the immense value of student hiring and its transformative impact on your career and your team. Register here.

The NMC Team Want Your Input to shape future sessions. Please share your suggestions.

NMC Managers Connect: In-Person Events Across Canada

These events provide an excellent opportunity to network, build skills, collaborate and engage with peers from all departments.

  • Kitchener, November 27: Enjoy a day of networking, keynotes, and speed mentoring to strengthen your leadership competencies. Details and registration here.

More Networking & Events to Come

The best way to find out about upcoming networking opportunities, activities and events happening near you is  in our NMC newsletters and on the NMC events and activities page. Feel free to share widely with your colleagues!

The Public Service Pride Network

November 21, 2024 – Creating Safer Spaces: Practical Steps for Supporting Trans and Gender Diverse Employees

Engaging event hosted by the Public Service Pride Network (PSPN) and the National Managers’ Community (NMC) focused on supporting Two-Spirit, transgender, non-binary, and gender-diverse employees.

This event will present the newly released Manager’s Guide to Supporting Two-Spirit, Transgender, Non-Binary, and Gender-Diverse Employees in the Federal Public Service. It will also feature interactive discussions centered around key themes: chosen names in the workplace, addressing resistance around access to washrooms, and supporting employees who come out in stages. Each scenario will be followed by a Q&A session, allowing managers to share insights and ask questions.

BACK TO TOP

HRC Meeting – October 22, 2024

Item 1: Opening Remarks

Renée de Bellefeuille, Chair of the Human Resources Council (HRC) and Senior Assistant Deputy Minister (ADM), Human Resources, Canadian Security Intelligence Service (CSIS), warmly welcomed Robin Buckland, the newly appointed Head of HR at Indigenous Services Canada. She reminded Robin that both fellow Heads of HR and the HRC Executive Office are available for support.

Renée highlighted the success of the 2023 Government of Canada HR Excellence Awards, which brought together over 140 in-person attendees and a large virtual audience. Astronaut David Saint-Jacques inspired participants to explore, innovate, and aim higher, while leaders such as the Chief Human Resources Officer, the President of the Public Service Commission, the Vice President of the Canada School of Public Service, and the Clerk of the Privy Council celebrated the achievements of HR professionals and underscored the importance of public service values. Congratulations were extended to all recipients, finalists, and nominees.

Renée also acknowledged several current and upcoming events. October is recognized for various observances, including Healthy Workplaces, Cyber Security, Women’s History, Islamic History, National Disability Employment, and ADHD Awareness Month. October 24 marks United Nations Day. The week of October 21 to 25 marks the first-ever Public Service Neurodiversity Week, encouraging neurodiversity-friendly practices and celebrating the contributions of neurodivergent public servants.

Looking ahead, November is Hindu Heritage Month, with special dates including Inuit Day on November 7, National Indigenous Veterans Day on November 8, and the APEX Recognition of Entry to the Executive Ranks Ceremony on November 13. Invitations for the APEX ceremony have already been sent.

Finally, Renée encouraged HR leaders to participate as mentors during the virtual mentoring sessions on January 30, 2025, reminding them to complete the registration form to confirm their participation by November 8.

Item 2: Launch of the IT Community Training and Development Fund

Len Bastien, Senior Assistant Deputy Minister, and Anna Wong, Director, Digital Talent and Leadership Sector, Office of the Chief Information Officer (OCIO), Treasury Board Secretariat (TBS), provided an overview and update on the IT Community Training and Development fund, focusing on its implementation and timeline.

The fund, established after a tentative agreement in December 2023 for IT employees represented by the Professional Institute of the Public Service of Canada (PIPSC), provides $4.725 million annually starting April 2024. This initiative aims to foster professional development across the Federal Public Service IT workforce, which comprises more than 20,000 employees. The fund’s primary purpose is to reduce the reliance on external contractors by equipping IT talent with the skills and knowledge necessary to support the government’s digital transformation efforts.

The Interdepartmental Joint Consultation Committee (IJCC), co-chaired by the OCIO and PIPSC, is responsible for managing the fund. It is important to note that allocation of expenses under the fund will be targeted specifically at the IT community and will supplement existing departmental training. Key principles include ensuring the fund’s resources are not prorated by employee numbers, with unspent amounts not carrying forward, and focusing on cost-effective training opportunities.

The presentation highlights several lessons learned from past initiatives aimed at managing digital talent. Inconsistencies in training across departments have been noted, with some departments offering full development programs, while others provide little to no formal training. Moreover, advanced technical skills beyond introductory levels are lacking, and departments often rely on the same service providers for technical training, presenting an opportunity for cost savings. To meet the diverse needs of learners, training programs must offer various delivery methods, including asynchronous platforms, bootcamps, and integration into daily work routines. Management support is also critical for the successful application of new skills.

Key digital skill gaps have been identified through data from recruitment processes, manager requests, and the GC Digital Talent Platform. These gaps align with strategic priorities outlined in GC’s initiatives, such as the GC Application Hosting Strategy, the Enterprise Cyber Security Strategy, and the upcoming GC AI Strategy. Addressing these gaps will be crucial for supporting the government’s broader digital transformation efforts.

Finally, three major professional development initiatives for 2024/25 are outlined: self-paced learning through Navigar, a smart platform that offers personalized training plans; instructor-led classes and bootcamps for hands-on training in areas like cybersecurity and cloud operations; and certification exam vouchers to help IT employees gain recognized credentials in high-demand fields such as cloud computing and cybersecurity.

For additional details, please consult the PowerPoint presentation.

Item 3: Network for Neurodivergent Public Servants

Diane Allan, Associate Vice President, Policy and Programs, Canadian Food Inspection Agency, José Nieto-Moreno, Director, Shared Services Canada and Sancho Angulo, Advisor, Privacy and Data Governance, TBS shared information about the mission, activities, and impact of Infinity – The Network for Neurodivergent Public Servants.

Infinity, established in February 2023, is built on a mission to connect, empower, and promote the growth of neurodivergent individuals within the public service. With over 1,000 members across more than 80 federal organizations, the network has rapidly grown and is driven by core values of inclusivity, empowerment, and community. The network envisions a federal public service that not only recognizes the unique talents and contributions of neurodivergent individuals but also values their needs, ensuring they can thrive in their roles.

The network is advancing its goals through a structured 18-month plan that focuses on increasing awareness and removing barriers for neurodivergent employees. Key initiatives include the development of a Neurodiversity at Work Guide for Federal Public Service Managers and the creation of a Neurodiversity at Work training. Additionally, Infinity is laying the groundwork to establish itself as a strong advocate for neurodivergent public servants, ensuring they have the resources and support needed to excel in their careers.

Looking forward, Infinity continues to champion inclusivity through events such as the first-ever Public Service Neurodiversity Week, held in October 2024. The network also aims to influence future changes to the Employment Equity Act and expand its advocacy and awareness efforts both within Canada and internationally. Through collaboration with other networks and ongoing initiatives, Infinity is committed to creating lasting, positive change for neurodivergent employees in the public service. As Infinity continues its journey, it reflects the wisdom of this beautiful quote: “The true meaning of life is to plant trees, under whose shade you do not expect to sit.”

For further details, please refer to the PowerPoint presentation.

Item 4: Classification Oversight

Marcel Page, Executive Director and Danielle Simard, Senior Director, Organization and Evaluation of Work (OEW), Employee Relations and Total Compensation (ERTC), OCHRO, TBS, provided an overview of the “Maturity Model for Classification and Organization of Work” and its integration into classification oversight.

The Maturity Model is introduced as a structured tool designed to assess and guide the classification and organization of work across the core public administration. Its primary objectives are to measure compliance with Treasury Board instruments and foster a uniform user experience through simplified and standardized practices. This tool empowers departments to take actionable steps toward improved compliance and organization effectiveness.

Benefits of the Maturity Model include providing a comprehensive view of maturity levels and compliance in classification activities, and equipping departments with concrete actions to enhance their classification and organizational work processes. This framework aims to continuously measure and improve the state of classification while aligning with the broader vision for organization of work outline in Annex A of the PDF document.  

The operational process of the Maturity Model involves annual self-assessments by departments using a self-assessment tool. Organizations select the level that best represents their current situation, with Level 5 indicating advanced behaviors that lead to growth and innovation. The results of these assessments are submitted to OCHRO for compliance evaluation and are also used internally for self-improvement.

Future steps include the official launch of the Maturity Model in January 2025, followed by annual assessments, result evaluations, and necessary action plans to address areas of improvement as identified by OCHRO. This structured approach aims to establish oversight priorities and continuously refine the classification and organizational practices within the departments.

For additional information on the reporting subjects, continuum and structure, please consult the PDF document.

Item 5: MyGCPay HR Integration Project

France Bureau, Director General, Client Contact Centre (CCC), Shared Human Resources Services (SHRS), Public Services and Procurement Canada (PSPC), provided information on the MyGCPay HR Integration pilot results and next phase.

The MyGCPay HR Integration Project aims to integrate compensation and selected human resources (HR) information into one central location for employees. The integration allows employees to view their leave balances and work schedules through the MyGCPay platform. Initially piloted with PSPC employees, the project has now been extended to all departments using MyGCHR services. Feedback from users has been positive, with no significant increase in support requests or call volumes after the launch.

As of September 2024, over 93% of PSPC users (pilot organization) had accessed the new HR Tab. User feedback, collected from 455 respondents, indicated that the integration was working well. The data displayed is extracted from MyGCHR reporting systems and is view-only for employees.

Upcoming steps include the official project launch on November 18, 2024, followed by communication efforts aligned with Treasury Board Secretariat (TBS) compensation email notification system schedule.

Additional details can be found in the accompanying PowerPoint presentation.

Item 6: Central Agencies and Partners Updates

OCHRO – TBS

Martin Champoux, Director, Analysis and Measurement, People Management Analytics and Measurement, Workforce Business Intelligence Services, OCHRO, TBS, stated that the 2024 Public Service Employee Survey (PSES) is scheduled to launch on October 28, 2024, running until December 31, 2024. This year, 92 departments and agencies are participating, and the results are scheduled to be released in Summer 2025. The HR community is encouraged to ensure to identify as part of the community in the PSES in order to improve analysis of results specific to the HR community.

Cynthia Shelswell, Director, Strategic Integration and Planning, Strategic Directions and Digital Solutions, OCHRO, TBS, announced the upcoming November 14, 2024 PSPC-OCHRO engagement event with Heads of HRs focused on HR and Pay, highlighting a demo by Dayforce and updates by the PSPC Deputy Minister and Associate CHRO that impact HR operations and pay. A save the date invitation will soon be shared.

OCHRO – People and Culture (PC)

Mélanie Laflèche, Executive Director, Enabling Talent Programs, PC, OCHRO, provided the following updates:

Executive and Assistant Deputy Minister (ADM) Talent Management

The EX and ADM Talent Management cycle for 2024-25 has been launched and the Executive Talent Management System (ETMS) is open. The deadline to submit Talent Management Questionnaires (TMQs) of EX-04 and EX-05 (and LC equivalent) to OCHRO is December 6, 2024 and for EX-01s to EX-03s, September 12, 2025.

New this year, guidance to identify executives as High Potential for accelerated development to the next level (HIPO) as well as Digital and Operations leaders has been extended to executives at all levels. Organizations are expected to implement these processes in their talent management cycle. Changes have been made in ETMS to enable the digital capture of these individuals.

As a reminder, executives identified as Ready for Advancement (RFA) and Ready for Lateral movement (RFL) must have valid second official language results this cycle, unless an exemption applies. No further policy flexibilities will be provided, as such, organizations should prioritize the language training and testing of executives and ADMs who may be identified as RFA and RFL this cycle.

A presentation on this topic will be part of the November 19 HRC meeting so that Heads of HR may be equipped to support deputies. The HR Community may also consult, on GCXchange, the HRC SmartShop: Demystifying the Executive Talent Management Process recording.

Executive Leadership Development Program

The call for nominations for Executive Leadership Development Program (ELDP) for ADMs as part of the talent management cycle has been launched.

This year, eligibility for nomination in the ADM ELDP has been expanded to Indigenous and/or Black EX-03s or equivalents identified as Ready for Advancement in the 2023-24 talent management cycle to accelerate their continued development and enrich their readiness to assume more senior roles.

October marks Healthy Workplace Month, Mental Illness Awareness Week and World Mental Health Day

A message from the Chief Human Resources Officer has been shared with Heads of HR to recognize these important awareness days along with promoting key resources, including the Back Pocket Guide to Executive Supports, and the updated and enhanced Federal Public Service Workplace Mental Health Dashboard. The latter enables the measurement of 11 of the 13 psychosocial factors deemed to make a workplace psychologically healthy and safe. Results are available for the enterprise, individual departments, and sub-organizational units, and can be broken down by numerous demographic categories.  Heads of HR are encouraged to promote the above information and resources within their organization.

Report on the Joint Study on Mental Health Support Mechanisms

The Report on the Joint Study on Mental Health Support Mechanisms for Employees has been finalized and is now being shared via different forums, including the Office of Primary Interest for Mental Health in the Workplace (consisting of departmental mental health leads), the departmental Mental Health and Wellness Champions Committee, and the Service-Wide Occupational Health and Safety Committee. A communication plan has been developed to ensure that the report is shared and promoted within the federal government.

OCHRO – Employee Relations and Total Compensation (ERTC)

Patricia Phee, Senior Director, Employer Representation in Recourse, OCHRO, TBS reported that as of October 11, 600 grievances within 29 departments have been submitted related to the updated prescribed presence in the workplace. She also reminded Heads of HR to report any labour activity to the emergency reporting system generic email address.

Item 7: Break

Item 8: Public Service Commission Key Areas of Focus

Marie-Chantal Girard, President, Public Service Commission (PSC), provided an update on key PSC priorities.

The PSC is focused on attracting diverse talent to meet federal workforce demands through student programs. In February, a pilot within the Federal Student Work Experience Program (FSWEP) was launched, giving hiring managers more flexibility in recruiting students from employment equity groups, remote areas, and specialized fields. In July, Phase 2 of the FSWEP Specific Name Referral pilot expanded from 8 to 19 federal organizations, leading to 261 student referrals from 385 requests. PSC, in partnership with the OCHRO, is exploring a broader, system-wide student program with multiple sub-inventories to better meet public service needs and attract specialized talent.

The GCJobs Transformation is another key focus, with PSC collaborating with Public Services and Procurement Canada (PSPC) and OCHRO to align with Enterprise HR and Pay systems for better candidate management and talent sourcing. PSC supports recruitment work sessions with PSPC and Dayforce under the Feasibility Analysis Project. A four-year plan has been developed to enhance the Public Service Resourcing System (PSRS), with upgrades including education attestation, improved job search, application status transparency, and backend technology updates.

PSC is addressing the increase in non-advertised processes by refining data collection on appointment reasons and exploring ways to share this information more transparently. Improved data will help clarify non-advertised appointments and support accountability in PSC’s annual report.

PSC is also developing guidance on using AI in hiring, focusing on effective applications and risk mitigation. Research includes AI’s use in language evaluations and oversight to prevent cheating. Additionally, PSC has launched an AI recruitment project with the Federal-Provincial-Territorial group.

Item 9: Results of the Second System-Wide Staffing Audit

Robert McSheffrey, Director General, and Jo-Anne Vallée, Audit Director, Oversight and Investigations Sector, PSC, provided an overview of the key findings and the recommendation from the Second System-Wide Staffing Audit published on June 19, 2024.

The audit’s objective was to ensure that public service appointments adhere to legislative, policy, and regulatory requirements. It also reviewed whether the choice between advertised and non-advertised appointment processes was aligned with the direction set by the deputy heads. The audit, a follow-up to a 2018 review, helps identify areas needing improvement and provides oversight on staffing integrity.

The audit examined 292 indeterminate and term appointments made between December 2020 and September 2021 across 19 large and medium-sized federal organizations. Both internal and external appointments, as well as advertised and non-advertised processes, were included.

Key findings:

  • Most (85.6%) of the appointments followed the deputy head’s direction on process choice, but 14.4% were found non-compliant due to missing requirements.
  • 93% of appointments met or exceeded the essential qualification standards set by the employer.
  • High compliance in meeting essential qualifications, including language proficiency (96.6%), educational requirements (97.9%), and other qualifications (96.9%).
  • Operational requirements (98.3%) and organizational needs (87.5%) were generally well met.
  • In 96.8% of cases, appointing authorities completed the required attestation forms before making offers. However, 13.7% of appointments had incomplete or inaccessible documentation.
  • Inconsistency between English and French versions of key documents at various stages of the appointment process, affecting 25.7% of appointments. The PSC recommends that deputy heads implement mechanisms to ensure consistency between English and French documents, especially regarding priority clearance requests, merit criteria, and notifications, to maintain fairness and transparency in staffing. The PSC will monitor progress in this area and require reporting on measures taken to address this issue.

For more details, please refer to the PowerPoint presentation.

Item 10: Results of the Audit of Employment Equity Representation in Acting Appointments

Robert McSheffrey, Director General, and Renée-Anne Ouellet, Audit Director, Oversight and Investigations Sector, PSC, provided an overview of the key findings and recommendations from the Audit of Employment Equity (EE) Representation in Acting Appointments. 

Acting appointments are important for employee development and promotion opportunities. The audit examined trends in the representation of EE groups—women, Indigenous Peoples, visible minorities, and persons with disabilities—in acting roles, assessing organizational practices related to employment equity in staffing.

The audit had three main objectives: to assess the proportional representation of EE groups in acting appointments, to evaluate systems and practices promoting equity in appointments, and to determine how hiring managers consider EE factors. The scope included system-wide analysis of acting appointments from 2011 to 2021 and a review of 350 specific acting appointments of 6 months or more made between April 2020 and March 2021 from 14 organizations.

Key findings include:

  • Women, Indigenous Peoples, and visible minorities were generally well-represented in acting appointments, while persons with disabilities were underrepresented. All EE groups were underrepresented in the Technical occupational category.
  • Indigenous women, visible minority women, and women with disabilities had representation on par with or exceeding their proportion in the public service.
  • Most subgroups, including Black, South Asian, and West Asian employees, were well-represented, but employees identifying as Chinese were underrepresented in most years.
  • While EE considerations were present in staffing frameworks, only one-third of the reviewed appointments had documented evidence of EE considerations during the decision-making process.

Based on these findings, three recommendations were identified.  Deputy heads should monitor acting appointments to prevent disadvantages for underrepresented EE groups, particularly persons with disabilities and certain visible minority subgroups.  Measures should be implemented to improve EE representation in the Technical category. The PSC should continue sharing data on EE representation to help organizations improve their staffing practices.

The PSC acknowledged positive progress in EE representation but emphasized the need for continuous efforts to address barriers. The PSC committed to refining tools, expanding data collection, and working with departments to enhance inclusion in staffing.

For further details, please refer to the PowerPoint presentation.

Item 11: The 2023 Staffing and Non-Partisanship Survey (SNPS): Thematic Report on the Results for Employment Equity Groups and Equity-Seeking Groups

Presented by: Francis Hamel, Director, Research, Data Reporting and Surveys, PSC.

The 2023 Staffing and Non-Partisanship Survey Thematic Report, conducted by Advanis for the PSC, focuses on Employment Equity (EE) and equity-seeking groups. Surveyed across 77 federal departments and agencies, it received 84,741 responses (31.7% response rate), capturing perceptions and experiences related to fairness, merit, and transparency in public service staffing.

Key findings include:

Perceptions of merit, fairness and transparency in staffing:

  • EE and Equity-Seeking Groups: Women generally reported more positive views on fairness and merit than men. Visible minorities, Indigenous Peoples, and persons with disabilities reported less favorable experiences.
  • Visible Minority Subgroups: Black employees had the most positive views on merit, while Chinese and Filipino employees viewed fairness favorably. Japanese and West Asian employees had lower transparency perceptions.
  • Religious and Marital Status: Married and single employees viewed staffing processes more positively, with higher satisfaction among employees identifying with Judaism and Christianity.
  • Family Status and 2SLGBTQIA+ Groups: Those with dependents, particularly four or more, viewed staffing processes less favorably. 2SLGBTQIA+ employees shared similar views to non-2SLGBTQIA+ peers, though they noted concerns with job advertisement accuracy.

Biases and Barriers in Staffing:

  • Employees with disabilities were three times more likely to require assessment accommodations and expressed lower satisfaction with them.
  • Biases were also reported among some religious groups (Hinduism, Sikhism, Indigenous Spirituality), as well as divorced and 2SLGBTQIA+ employees.

The report emphasizes the need for ongoing improvements to promote fairness and transparency in staffing across all employment equity and equity-seeking groups. These insights help in identifying where additional efforts are needed to remove barriers and enhance the inclusivity of staffing practices.

Further information can be found in the accompanying PowerPoint presentation and in the Thematic Report. Detailed SNPS results, including disaggregation by departments, are available through Data visualisation tools.

Item 12: Closing Remarks

Renée de Bellefeuille, Chair of the HRC and Senior ADM, Human Resources, CSIS reminded Heads of HR that the next HRC meeting is taking place on November 19, 2024, and closed with these inspiring words “Go out there and shine”.

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