In This Issue:
- Did You Know?
- What’s Coming Up
- HRC Meeting – November 19, 2024
- HRC Planning Calendar
- Contact Us
- Subscribe to the Updates from the HRC!
Did You Know?
Human Resources Council (HRC)
New HR Resources
Check out the new resources recently added to the HRC’s GCXchange site:
- Announcements About the Archiving, Replacement, and Redesign of CSPS Learning Products, where you can keep informed of important updates to assist you in updating your organization’s learning and development products and initiatives.
- HR Acronyms Dictionary, where you’ll find a detailed list of HR acronyms, designed specifically for HR professionals in the Canadian public service.
If you’re not a member of HRC’s GCXchange site yet, follow these five steps to unlock a wealth of resources designed specifically for HR professionals of all groups and levels. Whether you’re seeking guidance, tools, or networking opportunities, there’s something for everyone!
We are moving!
From March 2025 onwards, the HRC Newsletter and Updates from the HRC publications will no longer be published on GCArticles in light of the decommissioning but on the HRC’s GCXchange site. You may continue to subscribe to the HRC publications on GCArticles until then! Stay tuned for more information!
Recording and Resources – HRC SmartShops
Previous HRC SmartShop recordings and documents are available on the HRC’s GCXchange page. Coming soon – Recording of the November 26th HRC SmartShop entitled “Advancing True Diversity in the Hybrid Workplace: Effective Solutions for Persons with Disabilities”, including related resources intended for the HR Community, such as the Technical Binder.
Reminder to identify yourself as being part of the HR Community! 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.
If you work in HR, don’t forget to identify yourself as being part 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?”.
Office of the Chief Human Resources Officer (OCHRO)
Implementation of the Pay Equity Act – November 20, 2024 Update
The Treasury Board of Canada Secretariat (TBS) on behalf of the Treasury Board as the employer of the core public administration (CPA), the Royal Canadian Mounted Police (RCMP), and the Canadian Armed Forces (CAF) is advancing implementation of the Pay Equity Act.
The pay equity committees for the CPA and RCMP continue to meet monthly and have made significant efforts to advance work on developing the pay equity plans. The expert services of a contractor have been procured to assist the committees in step 3 of pay equity plan development: the determination of the value of the work performed in each predominantly female and male job class. Further updates can be found at Pay Equity – Canada.ca.
On October 22, 2024, the Office of the Pay Equity Commissioner granted the requested extension of 2 years for the Canadian Armed Forces pay equity plan. As such, TBS will develop pay equity plans for the RCMP by February 28, 2026, the CAF by August 31, 2026, and the CPA by August 31, 2027.
In September 2024, TBS launched an engagement campaign to raise awareness of the ongoing efforts and the impact on employees. Employee engagement levels have been high. Creating awareness of pay equity among employees at this stage is critical to the successful implementation of the Pay Equity Act. TBS is prepared to present to any department who would like to inform and engage with its employees on this historic project.
Please reach out to per-res@tbs-sct.gc.ca for further information.
New Tools – Establishing Positions’ Language Requirements
Did you know that new tools are now available to you to help you in your guidance to managers when establishing language requirements?
Section 91 of the Official Languages Act addresses the obligation to objectively establish official languages requirements for fulfilling the duties of positions in federal institutions. The language requirements – whether the position is bilingual and the level of second language proficiency required, if applicable – must therefore be determined objectively according to the duties, functions and responsibilities of the position.
The importance of the objective establishment of positions’ language requirements stems from the Public Service Employment Act, which states that language skills are essential qualification skills, along with other key skills necessary to perform the duties of a position. Hence, objectively determining the positions’ language requirements enable federal institutions to better serve Canadians in both official languages, as well as to create work environments conducive to the use of them.
To support you in the important task of providing guidance on the establishment of language requirements, the Official Languages Centre of Excellence (OLCE) of the TBS developed new tools. Here they are:
- A collection of institutional tools and best practices that comprises a suite of some thirty best practices, ranging from guidelines to presentations, and including forms, frequently asked questions, analysis grids, reports and training material. Institutions can take inspiration from these practices to improve their existing practices or adapt them to their needs;
- A glossary on Section 91 of the OLA that will help you understand, from an official languages perspective, common terms relating to the establishment of language requirements. Definitions are derived from Treasury Board policy instruments, existing glossaries or the OLCE. The glossary includes about forty terms.
In addition, don’t forget about the other existing resources:
- Determining the Linguistic Profile of Bilingual Positions;
- Decision Tree for Staffing Executive Positions;
- Frequently Asked Questions: Non-imperative Staffing
Privy Council Office (PCO)
Message from the Clerk – Next Steps on Values and Ethics
Please find below the Clerk’s message sent to Deputy Ministers, Heads of Separate Agencies and Heads of Federal Agencies following the October 15 and 16, 2024 Values and Ethics Symposium, highlighting two key progress reports: one on values and ethics and one on the Call to Action, new supports and tools as well as next steps.
Public Service Commission (PSC)
Data Visualization Hub Quarterly Update
The PSC wishes to inform you of the latest update to its Data Visualization Hub, which now contains the most recent quarterly data for the 2024-2025 fiscal year. The following products have been updated:
- The PSC Staffing Dashboard, which provides a wealth of information on HR activities for your organisation.
- The Applications Forecasting Tool estimates the number of applications per job advertisement.
- The Time to staff (TTS) by organisation tracks the time elapsed between the launch of a job advertisement and the appointment of an employee.
- The Dashboard for Public Service Commission of Canada investigations provides information on the number and types of investigation cases handled by the PSC.
Reports on Staffing Trends for Employment Equity Groups and Launch of New Data Visualization Tool, the Diversity and Inclusion Compass
Three reports on staffing trends for employment equity groups were released at the end of November. These reports explore differences between members of employment equity groups and their comparator groups in terms of the citizenship status of applicants and appointments, trends in advertised versus non-advertised appointments and differences in separation trends. The three reports are available on the Open Government Portal.
The Diversity and Inclusion Compass highlights the change over time in representation and upward mobility for employment equity group members showing whether organizations are making improvements. The Compass is for internal use by those in the federal public service and is only accessible via the PSC extranet site.
As part of the release, communications were sent out to our key stakeholders in the President’s most recent Empowering Excellence Newsletter in November, with links to the reports and the new data visualization tool.
Demonstrations of the Compass are being scheduled with the Human Resource Council and the National Staffing Council.
Audit on the Application of the Order of Preference for Veterans
The PSC published on November 18, 2024, the results for the Audit on the Application of the Order of Preference for Veterans During the Data Transfer Outage Between the Department of National Defence and the Public Service Commission of Canada.
The objective of the audit was to determine whether the order of preference was applied for veterans who were eligible for preference at the time of appointment but whose names and service numbers were not included in Public Service Resourcing System due to the data transfer outage.
For further information on the audit findings and recommendations please refer to the audit report published on the PSC website.
Looking to Hire Indigenous Talent?
The PSC offers tools and resources to help you recruit Indigenous talent, enhancing cultural competence, community relations, and reconciliation in the public service.
Simplify Recruitment with the Indigenous Career Pathways (ICP)
Access a talent pool of over 50 pre-qualified candidates and graduates eligible for bridging, streamlining your staffing process. Visit the ICP page for profiles and details.
Explore the Indigenous Recruitment Toolbox
Find guidance on qualifications, advertisements, assessments, appointments, and overcoming employment barriers (internal network link).
For more resources, visit Indigenous recruitment – Information for hiring managers. Contact the Indigenous Centre of Expertise for support!
Other HR-Related Updates
Association of Professional Executives of the Public Service of Canada (APEX)
Please stay apprised of APEX news via their monthly Newsletter.
National Managers’ Community (NMC)
The November edition of the National Managers’ Community (NMC) newsletter is now available!
If you know any managers or aspiring managers who might benefit from the NMC, please share this newsletter with them and suggest they join the NMC mailing list!
GC Collaboration Tools
Decommissioning of GCConnex
On April 1, 2025, GCXchange will officially replace GCConnex as the Government of Canada’s new and improved collaboration space.
GCConnex will enter a read-only mode on January 27, 2025. Community owners will still be able to migrate their content to GCXchange without losing any valuable information when the site is in read-only mode, but they won’t be able to add anything new.
Please copy or download your content to your new GCXchange community or site before GCConnex is retired on April 1, 2025.
Why GCXchange?
GCXchange is more than just a replacement—it’s a smarter, more efficient way to collaborate. With familiar tools like Microsoft Teams and SharePoint, you’ll be able to create and join communities, work on documents in real time, and share updates across departments with ease. It’s everything you need, all in one place, designed to make your workday smoother.
What about the Career Marketplace?
One of GCConnex’s most popular features, the Career Marketplace, is moving to GCXchange as well. You’ll still be able to explore career development opportunities, connect with mentors, and browse postings across the GC.
How do I get started?
It’s easy! Visit GCXchange today to set up your community, familiarize yourself with the new features, and start collaborating like never before. Not registered yet? No problem! Visit the GCXchange registration page to get started. Create your GCXchange community now.
Thank you for being part of this transition. If you need any assistance with the move or have questions, reach out to the GC Collaboration Tools team at: support-soutien@gcx-gce.gc.ca.
What’s Coming Up
HR Council
- December 10, 2024 – HRC Executive Committee Meeting
- December 12, 2024 – HR Council Meeting
- January 21, 2025 – Special Event on HR and Pay for Heads of HR (in lieu of the regular HRC meeting)
- January 27, 2025 – HR Community Talent Management Steering Committee Meeting
- January 30, 2025 – Save the date! Hello HR Speed Mentoring Virtual Event
CSPS
- December 3, 2024 – Stop the Stigma: Understanding Apparent and Non-Apparent Disabilities in the Workplace
- December 4, 2024 – Reconciling Personal Values with Public Service Ethics
- December 9, 2024 –Conversation with the Commissioner of Official Languages for Canada
- December 17, 2024 – Being Curious as a Public Servant
- December 20, 2024 – The Repercussions of False Indigenous Identity Claims
- January 20, 2025 – Data Privacy Day 2025: A Guide to Managing Privacy in Contracting
- February 10-12, 2025 – Rising 2025: Black Excellence and Canadian Policy
For additional events, please consult the CSPS events page.
APEX
Stay apprised of upcoming APEX events and resources from previous events.
National Managers’ Community (NMC)
The best way to find out about upcoming networking opportunities, activities and events happening near you is in the NMC newsletters and on the NMC events and activities page. Feel free to share widely with your colleagues!
HRC Meeting – November 19, 2024
Item 1: Opening Remarks
Renée de Bellefeuille, Chair of the Human Resources Council (HRC) and Senior Assistant Deputy Minister (ADM), Human Resources, at the Canadian Security Intelligence Service (CSIS), warmly welcomed Donna Achimov, the newly appointed Head of HR at the Canadian Air Transport Security Authority (CATSA). She reminded Donna that both fellow Heads of HR and the HRC Executive Office are available for support.
Renée highlighted several current and upcoming events. Hindu Heritage Month and Financial Literacy Month take place throughout November, along with National Grief and Bereavement Day on November 19, Transgender Day of Remembrance on November 20, and International Survivors of Suicide Loss Day on November 23. National Addictions Awareness Week runs from November 22 to 28, while the International Day for the Elimination of Violence Against Women on November 25 begins the 16 Days of Activism Against Gender-Based Violence, continuing into December.
Looking ahead, December highlights include the International Day of Persons with Disabilities on December 3, Canada’s National Day of Remembrance and Action on Violence Against Women on December 6, commemorating the tragic 1989 Polytechnique Montréal attack, and World Human Rights Day on December 10. Together, these observances underscore themes of reflection, remembrance, and the pursuit of justice.
Renée also acknowledged the newly acclaimed member of the HR Council Executive Committee, Réa McKay, Assistant Deputy Minister at Employment and Social Development Canada, who will soon be joining the other HRC Executive Committee members: Anne-Marie Ranger, Director at the Office of the Commissioner for Federal Judicial Affairs of Canada, Brad Harkness, Director General (DG) at the Impact Assessment Agency of Canada (IAA), Isabelle Desmartis, ADM at the Department of National Defence (DND), Kiran Hanspal, ADM at Public Services and Procurement Canada (PSPC), Nancy Pike, DG at Veterans Affairs Canada, Vicki Cunliffe, DG at Transport Canada and Aaron Feniak, Executive Director at the HR Council (Secretary).
Finally, Renée reminded all Heads of HR that the monthly Updates from the HRC, include HRC meeting summaries and news. She encouraged Heads of HR to promote HRC publications with the whole HR community, along with best practices and feedback to promote collaboration and improvement.
Item 2: Advancing True Diversity in the Federal Public Sector
Clara Morgan, Director, Office of Public Sector Accessibility (OPSA), Treasury Board Secretariat (TBS) expressed gratitude for efforts to advance accessibility in organizations and encouraged viewing accessibility as a continuum. She highlighted the importance of addressing individual barriers with flexible and creative solutions. Clara emphasized three key building blocks: (1) Grounding efforts in values, ethics, and the Accessible Canada Act, treating everyone with respect, fairness, and transparency; (2) Reinforcing the Accessible Canada Act’s broad definition of disability, which includes diverse and often non-visible conditions; and (3) Adhering to the Employment Equity Act to address barriers rather than focussing on medical conditions, and using available tools like adaptive technologies (i.e. borrowing equipment from the Accessibility, Accommodation and Adaptive Computer Technology Program [AAACT]) and using the GC Workplace Accessibility Passport to enable solutions, without requesting medical notes, unless justified.
Christopher Lebrun, Senior Director, Workplace Policies and Programs, Strategic Directions and Digital Solutions (SDDS), OCHRO, TBS, underlined that the Direction on prescribed presence in the workplace has not changed the Duty to Accommodate (DTA) process. Although the Duty to Accommodate (DTA) extends beyond HR functions, the November 26, 2024, HRC Smartshop sessions, tailored for HR professionals, will focus on solutions to challenges to ensure that HR Specialists are equipped to provide the best advice to managers. Creativity and internal collaboration between service providers are often required. OCHRO is committed to answering workplace policy questions from departmental corporate services. A Technical Binder on DTA will be shared with SmartShop participants.
Dwayne McDonald, Executive Director, Future of Work and HR Modernization, SDDS, OCHRO, TBS, encouraged Heads of HR to share the DM technical binder with their HR Teams, which includes guidance on DTA. Heads of HR were encouraged to ensure that departmental messages regarding compliance incorporate DTA guidance to ensure that the two obligations are met in tandem.
Valerie Tait, Acting Manager, Employer Representation in Recourse (ERR), Employee Relations and Total Compensation (ERTC), OCHRO, TBS, emphasized the Duty to Accommodate (DTA) obligation and the importance of innovative thinking to enhance employee potential. She highlighted that Labour Relations (LR) teams assist managers on a case-by-case basis, urging them to avoid assumptions and involve union representatives to find solutions. She added that documenting the process, in collaboration with managers, is crucial from a recourse perspective. Safeguarding sensitive information and balancing the rights of persons with disabilities within a productive workplace are also essential, ensuring all measures are reasonable.
Lyne Poulin, Analyst, ERR, ERTC, OCHRO, TBS mentioned that a Departmental or Organizational Panel on Telework should be in place. Although not part of the collective agreement, the panel is a sidestep before the final level of the grievance process. Discussions should ensure consistent treatment of individuals across departments for proactive resolution. Recommendations should be provided despite disagreements, ensuring employees are treated in the spirit of the Directive on Telework. This process may also uncover new solutions.
Heads of HR members encouraged the presenters to pursue DTA support of managers through the National Managers Community.
Item 3: Updates on Executive Talent Management
Mélanie Laflèche, Executive Director, Leadership Policies and Programs and Kristine Letendre, Director, Talent and Performance Operations and Systems, SDDS, OCHRO, TBS, engaged and equipped Heads of HR with strategic guidance needed to support Deputy Heads to implement the executive talent management and carry out the 2024-2025 ADM Talent Management cycle activities.
The 2024-2025 executive and ADM talent management cycle aims to advance strategic goals by enhancing programs, refining processes, and strengthening the executive talent pipeline. Key priorities include clear definitions for “Ready for Advancement” and high-potential executives, as well as supporting mobility for long-tenured ADMs and EX-03 executives to build leadership depth.
Diversity remains central, with a focus on supporting Indigenous and Black EX-03 executives through reserved Executive Leadership Development Program (ELDP) seats, enhanced self-identification processes, and new cohorts for Black leaders, while continuing support for existing ones.
The cycle will prioritize ADM special deployments, track vacancies, and use data analytics to address key talent needs, focusing on high potential, underrepresented, and regional leaders. New talent mapping will support mobility and ensure a strong leadership pipeline.
Leadership development is vital in the evolving public service, with a 41% rise in executives since 2017 but gaps remain in Indigenous, Black representation, and critical skills like digital and operations. Organizations rely on CSPS, PSC, and OCHRO programs to address these gaps and prepare leaders for future challenges.
The Executive Leadership Development Program (ELDP) continues to play a crucial role in developing senior leaders. Specific programs are being tailored for ADMs, EX-01 to EX-03 executives, and Black leaders, with strong support from senior management to ensure active participation and application of learning.
Heads of HR may support leadership development by integrating high-potential and diverse talent into organizational processes, ensuring talent questionnaires, language evaluations, and self-identification are updated, by supporting career mobility for Black and Indigenous leaders and by preparing Deputy Heads for talent discussions and ELDP nominations.
The key timelines for these initiatives span from Fall 2024 to Fall 2025, ensuring that these talent management processes are implemented and aligned with organizational needs.
For additional details, please consult the PowerPoint presentation.
Item 4: Mosaic Leadership Development Program
Natasha Parriag, Executive Director, Centre on Diversity and Inclusion (CDI), OCHRO, TBS, provided an advance overview of the program direction to be sought from the Public Service Management Advisory Committee (PSMAC) on the Mosaic Leadership Development Program.
At the November 29th PSMAC meeting, a presentation to DMs will be made to propose a strategic direction for the Mosaic Leadership Development Program. The Mosaic Program has been central to mapping leadership development within a programmatic framework, carving out a distinct niche in the leadership landscape. The Diversity and Inclusion Program played a pivotal role by securing funding to establish two cohorts, both of which were endorsed and funded by OCHRO. The success of these cohorts is evident, with about 70% of participants from Cohort 1 already promoted to the EX-01 level.
Currently, the Program is managing Cohort 3, and a thorough analysis of lessons learned has been conducted. The Mosaic Program’s success is attributed to multiple factors, including self-nomination, sponsorship, mentorship-PLUS, assignment opportunities, and coaching, which together create a comprehensive leadership development model.
However, the Program now faces a critical juncture due to uncertainty around continued funding. A decision must be made to either secure new funding sources to sustain the Program or conclude it, transferring its components to organizations.
Item 5: United Actions on Pay
Bernard Boutin, Director General, Policy and Integration, Human Capital Management Strategy and Integration (HCMSI), PSPC, provided an update on the Unified Actions on Pay (UAP) and the Departmental Surcharge (mock billing) and next steps.
The United Actions on Pay (UAP) initiative has made progress with four measures implemented in July and baseline data shared in August. Q2 data is now available to assess the impact, and meetings with Directors and DGs are scheduled the week of November 25th, 2024. A new consolidated placemat now includes timeliness, UAP, and surcharge data, with detailed reports accessible through a GC exchange site for easier access.
Updates on Measures
- Measure 1: There has been an increase in cases submitted to the Pay Centre that could have been handled through Phoenix self-service functions. Since progress for this measure requires a reduction in such cases, no improvement has been observed this quarter.
- Measure 2 (Align core employee information in HR systems): The implementation of 17 data standards within departmental HR systems is progressing, but the complexity of system changes and ongoing support make this a slower process. While the immediate impact on the Pay Centre is minimal, this measure is essential for future improvements in HR and pay data. Progress is being tracked through adoption rates and data quality metrics, which will be detailed in the placemat.
- Measure 3 (Hire new terms for at least 7 months if an extension is anticipated): There has been a noticeable reduction in the volume of term extensions beyond six months, indicating progress. However, the full impact of this measure will be clearer with Q3 data, which provides a more accurate trend after six months of implementation.
- Measure 4: More HR transactions are now taking effect the day after a pay day, demonstrating positive change. Observations such as longer lines for security cards on Thursdays after pay days are a direct result of this measure.
For the Departmental Surcharge (Mock Billing), a methodology review has been conducted since July, resulting in several key changes. First, the calculation now focuses on cases closed during the invoice period, ensuring compliance with the Financial Administration Act by charging only for services rendered. Second, the scope of transactions has been refined to exclude cases outside departmental control, such as employee-submitted or canceled cases and certain types of adjustments (e.g., overpayments or reclassifications). Lastly, a three-day buffer has been added to submission deadlines to provide flexibility for circumstances beyond departmental control, such as returns from leave without pay.
The revised mock billing will be issued at the end of November and presented at the director and DG level the week of November 25th, 2024. The new Consolidated Placemats summarize key data but do not replace detailed monthly or quarterly reports, which remain critical for performance analysis. Collaboration with organizations will continue.
Looking ahead, a significant milestone is the PSMAC meeting scheduled for December 18th, 2024, with plans to release the consolidated updates publicly on January 22nd, 2025.
Item 6: Central Agencies and Partners Updates
Privy Council Office (PCO)
Gaveen Cadotte, Assistant Secretary at the PCO, highlighted the success of the Values and Ethics Symposium, which engaged over 15,000 public servants. She emphasized the need to sustain this momentum by continuing discussions and updating key codes of conduct, particularly around social media use, wrongdoing disclosures, and conflict of interest attestations. Gaveen also shared progress on the Call-to-Action initiative, which involves organizational self-assessments and ensuring accountability. She encouraged further dialogue and collaboration while offering to share lessons learned from these initiatives.
Office of Public Service Accessibility (OPSA)
Stephanie Austin, Director of Policy and Engagement at the OPSA, TBS, announced an accessibility measurement workshop on November 28th, focusing on assessing progress in accessibility and removing barriers. She underscored the importance of understanding non-apparent disabilities and reducing associated stigma, aligning with the International Day of Persons with Disabilities on December 3rd. Stephanie reminded departments about their Accessible Canada Act progress reports, due by the end of December. She also mentioned the ongoing pilot for the digital GC Workplace Accessibility Passport across six organizations, highlighting its potential for broader adoption.
Public Services and Procurement Canada (PSPC)
Dawna LaBonté, Director at PSPC, addressed the impact of the Canada Post strike on payroll services. Approximately 500 employees receiving paper cheques and 44 000 to 60 000 receiving printed pay stubs have been affected. Alternative mechanisms, such as emergency direct deposits, are in place, and organizations have been contacting impacted employees over the past three weeks to switch to direct deposit. PSPC is actively mitigating disruptions to ensure timely access to pay.
Association of Professional Executives of the Public Service of Canada (APEX)
Josée Lafontaine, Executive at the APEX, shared highlights from APEX’s 27th annual ceremony, which celebrated the appointment of 715 new executives (EXs) over the past year. The event was well-attended by senior leaders, including Deputy Ministers and Assistant Deputy Ministers, demonstrating strong support for executive leadership development. Josée expressed gratitude to ambassadors and participants for their contributions to the event’s success.
Public Service Commission (PSC)
Robert McSheffrey, DG, PSC provided an update on the Audit on the Application of the Order of Preference for Veterans.
Item 7: Closing Remarks
Renée de Bellefeuille, Chair of the HRC and Senior ADM, Human Resources, at the CSIS, reminded Heads of HR that the next HRC meeting is taking place on December 12th, 2024, and closed with these inspiring words: “Go out there and shine!”.
HRC Planning Calendar
Please see the HRC Planning Calendar for upcoming meeting dates.
Contact Us
HRCouncil/ConseilRH@tbs-sct.gc.ca
