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Updates from the HRC – December 23, 2024

In This Issue:

Did You Know?

Human Resources Council (HRC)

Celebrating the Holiday Season with our HR Community!

Happy holidays to our dedicated HR Community! As the year draws to a close, we celebrate your contributions in fostering connection, growth, inclusion and well-being within your workplaces. The HRC Executive Committee and Office wishes you a season of joy, reflection, and good health as we step into a successful 2025 together!

New HR Resources

Check out the new resources recently added to the HRC’s GCXchange site:

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. 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, are now available.

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)  

Notification regarding the Bouchard Class Action settlement (Phoenix pay system)

A settlement has been reached in the Bouchard class action against the Government of Canada. Consult the first notification to class members to learn more about the settlement, who’s included in the class action, how to participate in the hearing to approve the settlement, or how to opt out of the class action.

Funding of the Public Service Pension Plan

On November 25, 2024, the Treasury Board of Canada issued a Statement by Minister Anand on intention to address a surplus in the public service pension fund. 

For reference and to support in addressing potential employee inquiries regarding the non-permitted surplus in the pension fund, please visit the Funding of the Public Service Pension Plan page. 

Bell Let’s Talk and Mental Wellness during the Holiday Season

The federal public service is gearing up to participate in Bell Let’s Talk in January. TBS recently signed a Memorandum of Understanding (MOU) allowing departments and agencies to participate in the 2025 Bell Let’s Talk campaign and to amplify GC mental health resources.

As we approach the holiday season, this time of year can bring both joy and added stress.

Remember that GC mental health resources are available to strengthen organizational wellness and support individual mental health across the Government of Canada, including:

Everyone is encouraged to take the time to recharge and reach out for support when needed!

Expected Behaviours Conducive to an Anti-racist and Inclusive Workplace 

Following the release in October of the Guidance on Assessing Inclusive and Anti-racist Behaviours in Performance Management, OCHRO is working in close collaboration with the Interdepartmental Advisory Working Group (IAWG) to advance work on establishing inclusive and antiracist expected behaviours, in response to a recommendation from the Auditor General made in the 2023 report on Inclusion in the Workplace for Racialized Employees. 

To assess gaps and develop inclusive and anti-racist behaviours that could be added in the Core and Key Leadership Competencies (KLC), representative of the six audited organizations along with subject-matter experts from other departments, are conducting consultations within their respective organizations to collect feedback. Earlier this year, initial feedback was obtained through discussions with equity-seeking networks, complemented by data and insights from prior engagements on KLC modernization.

The focus of the upcoming IAWG meetings will be on finalizing the revised inclusive and anti-racist behaviors and preparing to pilot the assessment of the revised behaviours during the 2025-2026 performance management cycle. Concurrently, the Treasury Board Secretariat will lead broader consultations with equity seeking group networks and other enterprise-wide stakeholders. 

Additional volunteer departments could potentially take part in the pilot, which will provide an opportunity to gather feedback and make necessary adjustments before a full-scale implementation in April 2026.  

Quality Assurance Guide for Harassment and Violence Investigations in the Workplace

The Treasury Board of Canada Secretariat (TBS) OHS Centre of Expertise, with input from the Centre for Labour and Employment Law (CLEL) and the Community of Practice Designated Recipient Executive Committee, has developed a Quality Assurance Guide for Harassment and Violence Investigations in the Workplace. This guide is intended for Designated Recipients to continue to support the prevention of harassment and violence in the workplace.

This guide is intended to provide guidance based on the latest case law regarding procedural fairness in harassment and violence investigations conducted under the Canada Labour Code and the Work Place Harassment and Violence Prevention Regulations. It provides an overview of the principles of procedural fairness, examining the roles and responsibilities at different stages of the investigation process to ensure its effectiveness and meet requirements. It also contains a non-exhaustive quality assurance checklist to guide designated recipients through the various stages of the investigation process.

In addition, the Work Place Harassment and Violence Prevention Regulations provides a flexible framework enabling organizations to make every reasonable effort to prevent and resolve cases of harassment and violence.

Here are the simplified steps in the process for resolving notices of occurrences of harassment and violence in the workplace:

  1. Prevention: Implement measures to prevent occurrences.
  2. Resolution: Attempt to resolve occurrences collaboratively.
  3. Investigation: Conduct investigations when prevention and resolution efforts fail to prevent similar situations.

The Guide can be accessed by the Designated Recipients Community of Practice GCXchange members, here. You can have access by becoming a member.

Important note: The guide is an internal document for HR teams only. We ask you not to distribute it widely.

If you have any questions, please contact ohs-sst@tbs-sct.gc.ca.

Postponement of Fundamentals of Classification Course (CHC108) Until Fall 2025

These past two years, the Classification Team at OCHRO has been transforming the curriculum leading to accreditation. These changes enabled to completely catch up on backlog of advisors awaiting training, and yielded the accreditation of 152 advisors, thereby redressing longstanding scarcity issues in Classification. The feedback gathered along the way has also indicated a few challenges, namely in the intensity and the rigidity of the course delivery.   

To address the challenges brought forward, and to support the delivery of the curriculum with less resources, the Classification Team is strategically refocussing its efforts to finalize the course content in e-learning, towards a self-paced experience. OCHRO will review the accreditation exam at the same time, to best leverage the Canada School of Public Service (CSPS) platform.

The CHC108 will be relaunched in the fall of 2025. In the meantime, new advisors have access to CHC105, CHC106 and the past training material on GCXchange.

Canada School of Public Service (CSPS)

Learning and Event Recordings

Ongoing HR Training Projects

  • Values and Ethics Foundations for Employees (FON301) – content updates Q3 2024-2025, redesign will follow
  • Values and Ethics Foundations for Managers (FON302) – content updates Q3 2024-2025, redesign will follow
  • Redesign of Self-Study: the Work Force Adjustment Directive (COR123) – Anticipated launch: Q4 of 2024-2025
  • Redesign of Managing Official Languages Obligations (FON413) – Anticipated launch: Q2 of 2025-2026
  • Design of Staffing for HR Specialists, Part 3: Doing (COR131) – Anticipated launch: Q2 of 2025-2026

Watch the New Pay and Benefits Support Videos

The Client Contact Centre (CCC) has launched a new series of videos on a range of benefit-related topics to help employees better understand the options available to them. Find the videos on the new CCC landing page or save the GC Employee Pay and Benefits playlist on YouTube.

Additional support videos, on topics such as updates to the new positive enrolment process for the Dental Care Plan, the launch of the HR integration tab in MyGCPay, and the upcoming external access to MyGCPay, will be added soon. Check out this page regularly to learn more about your benefits!

Deductions on Your Pay in December

Due to the statutory holiday on January 1, 2025, pay scheduled for this date will be issued on December 31, 2024.

When there are 3 pays in a month, such as in December, monthly deductions are taken from the second and third pays of the month only.

Deductions for the Canada Pension Plan (CPP), Employment Insurance (EI), and income tax continue to be taken normally from each pay.

Pay stubs for the pay of December 31, 2024, will be available in MyGCPay starting December 30, 2024.

Launch of the New Directive on Security Screening  

The TBS Directive on Security Screening (DSS), which was approved by the Treasury Board on December 12, 2024, will come into effect on January 6, 2025 and will soon be published on Canada.ca. While security screening is not directly under the purview of human resources, certain changes to the DSS may impact human resources and labour relations processes and procedures.

Some of the key changes are as follows and Heads of HR are invited to discuss them with their departmental Chief Security Officer:

Top Secret (TS) or Enhanced Top Secret (ETS) clearances will only be granted to Canadian citizens. There is a 5-year transitional consideration to allow departments enough time to implement solutions for individuals who are not Canadian citizens who currently occupy positions that require TS or ETS clearances (e.g., obtain Canadian citizenship, change position, retirement, reduce position security requirements, etc.). Additionally, all job posters for positions requiring a TS clearance should state that Canadian citizenship is a requirement once the Directive comes into effect on January 6, 2025.

In addition to regularly scheduled update cycles, the DSS introduces a new requirement to conduct recurring security screening activities throughout the lifecycle of a security status or clearance. The lifecycle management approach to security screening also requires a position analysis be conducted at minimum, every five (5) years for all positions to re-evaluate the security requirements for positions. This may result in the security requirements of some positions being deemed over or under classified and, as such, updated security clearances may be required for incumbent employees. To reduce the time to staff positions, and in light of recent policy changes from Privy Council Office advising that the requirement for secret clearance to view Treasury Board submissions and other memos to cabinet is now dependent on the content of the document, it is anticipated that the security requirements of many positions can be downgraded to a Reliability status.

For additional information, please reach out to SEC@tbs-sct.gc.ca.

Tabling of the Public Accounts of Canada 2024 and the 2023-24 Departmental Results Reports

The Honourable Anita Anand, President of the Treasury Board and Minister of Transport, tabled the annual Public Accounts and Departmental Results Reports (DRR).

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

You can view the Public Accounts and DRRs, including the report for Treasury Board Secretariat, on Canada.ca.

Privacy Principles to Remember

We all play a part in protecting personal information. Here are some key points to keep in mind:

  1. Data collection and purpose limitation: When you collect personal information, always explain why you need it and how it will be used.
  2. Data minimization and retention: Only collect the information you really need for your task. Nothing more.
  3. Security safeguards: Make sure personal information is stored securely. Use encryption and access controls to keep it safe.
  4. Reporting and response to breaches: If you suspect a privacy breach, report it right away. This might include documenting the breach and notifying those affected.

By following these 4 principles, you help protect privacy rights, build trust in our operations, and improve our public service.

For more details, check out the Directive on Privacy Practices and the Policy on Privacy Protection.

Launch of the 2024 Public Service Award of Excellence (PSAE)

We are pleased to announce that nominations for the 2024 Public Service Award of Excellence (PSAE) are open.

The PSAE is an opportunity to recognize outstanding federal public service employees, the very best of our public servants, who have demonstrated excellence, professionalism, and innovation in their work on behalf of Canadians.

The PSAE is awarded to individuals and teams and there are five categories to be nominated under:

  • Excellence in Profession
  • Exceptional Young Public Servants
  • Exemplary Contribution under Extraordinary Circumstances
  • Joan Atkinson Award for Public Sector Values in the Workplace
  • Ian Shugart Award for Outstanding Career

Nominations for the PSAE 2024 will be accepted for achievements made between January to December 2024. Nominations are to be submitted through your departmental awards and recognition coordinator(s). The coordinator(s) will verify that the submission package is complete and send the information to the PSAE team.

Nominations will close on Thursday March 20, 2025.

We encourage you to consider nominating your exceptional employees and teams for this distinguished award.

Should you or your teams require additional information, please do not hesitate the PSAE team.

Reminder – 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.

GC Workplace Accessibility Passport Newsletter

Check out the December 2024 Edition of the GC Workplace Accessibility Passport Newsletter for the following:

  • A New Passport Mailbox
  • Passport Adopters Corner
  • Interview with Nadine Charron
  • News and Resources
  • Spotlight on Document Accessibility and
  • GC Accessibility Training and Events

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 December 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!

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What’s Coming Up

HR Council

Registration Now Open! “helloHR” Speed Mentoring Event

Attention HR Professionals! 🌟

Don’t miss out on the chance to participate in the Human Resources Council (HRC)’s second annual speed mentoring event for the HR community!

Whether you’re new to HR or a seasoned expert, this event offers a unique opportunity to learn from leaders in your field, boost your professional growth, and expand your network. Additional information on this exciting event may be found below:

  • When? January 30, 2025.
  • Who? Human resources professionals of all groups and levels are invited to participate as mentees.
  • What? Small groups of mentees will meet with one mentor at a time for short, impactful sessions in virtual breakout rooms. Mentees will engage in three rounds of speed mentoring per session to ask questions and gain valuable insights from leaders and senior professionals in the HR Community across a broad range of organizations and areas of expertise.
  • Please note: Mentors include HR professionals of various groups and levels ranging from PE-05 to EX-05 (or equivalent). Mentee groups are randomized, so participants will be grouped together with HR professionals of various groups and levels.
  • Where? To encourage and accommodate regional participation, the sessions will be held virtually on MS Teams.

Register now to elevate your HR journey in 2025! Please note this event is limited to the first 100 participants to register for each session.

Additional information will be shared with participants prior to the sessions. If you have any questions, please reach out to the HR Council at HRCouncil/ConseilRH@tbs-sct.gc.ca.

HR Council

  • 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

Register now! The Government of Canada’s Quarterly Update on HR and Pay (January 22)

On January 22, Christiane Fox, the Deputy Clerk of the Privy Council will return with Associate Chief Human Resource Officer Francis Trudel and Associate Deputy Minister Alex Benay for the Government of Canada’s third Quarterly Update on HR and Pay.  

They will provide updates on the Integrated Enterprise HR and Pay Strategy, including progress on addressing challenges with the current pay system and efforts to explore a new, modern HR and pay solution for employees. 

Registration for Event:  

  • Wednesday, January 22, 2025, 12:30 pm to 1:30 pm EST (English Session)- Register now!  
  • Wednesday, January 22, 2025, 2:00 pm to 3:00 pm EST (French session) – Register now!  

What to Expect: 

The session will include a review of progress since the last quarterly update in October, highlighting both challenges and successes. The Quarterly Update will also include a live demonstration of the Dayforce HR and Pay solution and will conclude with an interactive Q&A session, providing participants the opportunity to engage directly with the panelists. 

*Make sure to register for this event with your Government of Canada email address to get all the necessary information. Simultaneous ASL interpretation and live transcription will be available during the event.   

For any questions or support, please contact TPSGC.DonneesGCH-HCMData.PWGSC@tpsgc-pwgsc.gc.ca.    

CSPS

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!

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HRC Meeting – December 12, 2024

Item 1: Opening Remarks

Aaron Feniak, Executive Director, HRC, chaired the HRC meeting with Heads of HR in the absence of Renée de Bellefeuille, Chair of the HRC and Senior Assistant Deputy Minister (ADM), Human Resources, Canadian Security Intelligence Service (CSIS). He warmly welcomed the newly appointed Heads of HR, Patti Charach, Canadian Grain Commission, and Marie-Claude Langlois, Canadian Institutes of Health Research (CIHR). Aaron invited both Patti and Marie-Claude to reach out to fellow Heads of HR and the HRC Executive Office for support, as required.

Aaron provided an update on key meetings since the last HRC meeting on November 19, 2024. On November 20, Renée de Bellefeuille met with the CHRO and Associate CHRO at TBS to discuss four priority areas: addressing knowledge and training gaps, advancing HR and workforce planning, developing a long-term policy and program framework, and focusing on succession planning for senior HR leaders. These priorities were further discussed at the HRC Executive Committee meeting on December 10, with a particular focus on succession planning for EX-04 and EX-05 Heads of HR. Collaboration with the OCHRO on this initiative is ongoing, with more updates to follow.

Aaron also highlighted several upcoming events, starting with The Repercussions of False Indigenous Identity Claims on December 20. January is Mentoring Month, during which the HRC will host the second edition of the ‘’helloHR’’ speed mentoring session on January 30, thanks to the support of volunteer HR managers. A competition offering individual mentoring sessions will also be launched. Additional January events include the launch of Bell Let’s Talk on January 8 and World Day for African and Afrodescendant Culture on January 24.

Acknowledgment was given to those who participated in the successful November 26 HRC SmartShop,Advancing True Diversity in the Hybrid Workplace: Effective Solutions for Persons with Disabilities, which attracted over 700 participants. Resources from the event, including the e-binder and recordings, are available on the HRC GCXchange site. Attendees were encouraged to explore other tools on the platform, such as Announcements About the Archiving, Replacement, and Redesign of the Canada School of Public Service (CSPS) Learning Products and the HR Acronyms Dictionary.

Finally, Aaron reminded attendees that the December edition of HRC Updates will include a meeting summary and other news for the HR community, and the HRC Newsletter will be published on December 13. The presentation concluded by encouraging HR leaders to actively participate in the meeting, share best practices, and provide feedback to foster collaboration and continuous improvement.

Item 2: Action Plan for Black Public Servants: Second Official Language Training Program for Black Public Servants

Anika Chassé, Executive Director, and Aida Kamara, Director of Implementation and Design, Task Force for Black Public Servants, OCHRO, TBS, outlined the Second Official Language Training Program for Black Public Servants (SOLT-BPS) as part of the Action Plan for Black Public Servants.

The Action Plan aims to counter systemic barriers and racism by introducing sustainable solutions that improve the mental health and career prospects of Black public servants. Through a range of evidence-based, user-focused products and services, the plan seeks to reduce obstacles and increase representation where it is most needed. For more information, please consult Item 3: Action Plan for Black Public Servants in the June 28, 2024, Updates from the HRC.

A key initiative under this plan is the SOLT-BPS, a program shaped by insights from focus group and consultations. Set to launch in winter 2025, it offers three distinct learning streams:

  1. Online Self-Directed Learning: This stream provides 600 licenses annually for an online platform, offering flexible, self-paced learning.
  2. Departmental Language School Partnerships: It funds additional seats in existing departmental language schools specifically for Black participants.
  3. Group Training: Starting in September 2025, this stream will deliver online, instructor-led group sessions tailored to participant needs.

The program is built on inclusion, prioritizing individuals who face significant barriers, such as those in non-supervisory positions or from unilingual regions. It also includes integrated wellness components to support participants’ mental health and overall well-being throughout their training journey.

Overall, the proposed program intends to break down barriers to career advancement, promote diversity in leadership, and foster a more inclusive and high-performing public service that better reflects Canada’s population.

During the Q&A session, participants emphasized the importance of ensuring the program’s accessibility and effectiveness. To encourage participation, the focus should be on broad access through initiatives like launching an intake form, assessing needs promptly with a business improvement model, and considering additional licenses. Effective time management is essential, including thorough initial assessments and clear expectations regarding the significant part-time commitment required. Leveraging organizations with robust training frameworks, such as the Department of National Defence (DND), can help maximize resources. However, small organizations remain out of scope and may not benefit directly. Programs like ESDC, which prioritize expanding access to underrepresented groups and broadening language training opportunities, could serve as valuable examples for improving inclusion.

For more details, consult the accompanying PowerPoint presentation or visit the Supporting Black Public Servants web page.

Item 3: Trends in Management of EX-04 and EX-05 Positions

Mélanie Laflèche, Executive Director, Leadership Policies and Programs, Strategic Directions and Digital Solutions (SDDS), OCHRO, TBS, provided an overview of the trends observed in activities within the Policy on the Management of Executives, with a focus on Assistant Deputy Minister (ADM) positions and outlined areas needing collective enterprise support.

The presentation highlighted key trends, including an increase in ADM positions, which have grown at a faster rate than other executive levels in recent years. This growth has resulted in an overage of ADM-level employees, with more individuals at this level than there are positions available. Mobility within the ADM cadre has slowed, as both new entrants and departures have declined. Nevertheless, new entrants still outnumber departures, further contributing to an overage of ADMs. Additionally, a significant portion of ADMs identified as ready for advancement or lateral movement have remained in the same readiness category for multiple years, indicating limited movement opportunities.

Challenges in managing ADM positions include the need to stabilize growth, optimize job sizes, and better align the number of ADM positions with organizational needs. The use of temporary arrangements, such as Special Deployments,double banking of positions and special project temporary positions, has increased. However, concerns were raised about the risks of these flexibilities, including limited reintegration opportunities and potential misuse for ongoing functions.

To address these challenges, the presentation emphasized the importance of leveraging classification data, ensuring consistency in job sizes for all executive levels, and planning a risk-based approach to managing executive mobility and temporary assignments. By optimizing resources, ensuring clear roles and line of sight of mandates and fostering a more strategic use of flexibilities, the public service aims to improve talent mobility and create a more effective and sustainable management structure for ADM and executive positions.

During the discussion, participants raised several key issues and potential solutions:

  • Classification Challenges: Concerns about “classification creep,” where positions are forced into higher classifications, were highlighted as a source of inequity. Addressing this requires consistent and transparent classification practices to ensure fairness across the system.
  • ADM-to-EX Ratios: Participants emphasized the need to analyze the percentage of ADMs relative to other EX levels, as well as the ratio of EXs to non-executive staff, to better understand and manage growth trends.
  • Conversion Opportunities: Leveraging the EX-conversion exercise was identified as a significant opportunity to address current challenges, particularly in stabilizing ADM growth and optimizing resources.
  • Deputy Minister (DM) Engagement: Engaging DMs in discussions about executive management was deemed essential.  Enhanced collaboration with DMs could improve alignment and execution of strategies. A reminder that all directed decisions for executive positions continue to lie with TBS.
  • Policy and Flexibility Use: Participants raised considerations around the need to review policies governing the use of flexibilities, such as double-banking, special deployments and the ADM baseline, to ensure alignment with organizational goals and to mitigate long-term risks. A link between the use of flexibilities and performance management was also raised.

These insights will inform further discussions and the development of targeted strategies to address the challenges identified.

Additional information is available in the PowerPoint presentation.

Item 4: Public Services and Procurement Canada Shared HR Services

Denis Ouellette, Director, Shared HR Services, Public Services and Procurement Canada (PSPC), provided an overview of PSPC Shared HR Services, highlighting the role, core functions, and the value they deliver.

Shared HR Services (SHRS) operates as a cost-recovery organization that provides comprehensive HR and payroll services to federal organizations. Established in the mid-1990s, SHRS serves as a single point of contact, offering an efficient and cost-effective alternative to in-house HR capacity, particularly benefiting smaller departments and agencies.

The services encompass key HR areas such as classification and organizational design, resourcing and staffing, compensation, labour relations, well-being support, learning and conflict management solutions. SHRS tailors its offerings to client needs, leveraging experienced HR experts and a flexible “pay-per-use” model.

SHRS emphasizes client-centric service delivery and operational efficiency, with standards that ensure timely responses and processing. In 2023-2024, the organization served 53 clients, maintaining a strong focus on personalized, high-quality HR support. Its commitment to flexibility, expertise, and real-time processing positions SHRS as a vital component of the federal HR framework, addressing diverse organizational needs effectively.

For more information, please contact the PSPC Shared HR Services Client Service. Additional details can also be found in the accompanying PowerPoint presentation.

Item 5: Risk and Compliance Process

James Stott, Assistant Secretary, Strategic Communications and Ministerial Affairs, TBS, provided an overview of the new Risk and Compliance Process (RCP) and an update on next steps and expected timelines.

The RCP, set to replace the Management Accountability Framework (MAF), introduces a structured three-phase approach to assess, review, and mitigate risks within federal organizations. This annual process begins with a self-assessment by organizations to evaluate compliance, performance, and risks, which are validated and submitted to TBS. In the second phase, TBS conducts a detailed analysis using organizational submissions and existing data to identify systemic challenges and organizations requiring additional scrutiny. The final phase involves, if required, direct engagement between TBS and identified organizations at the Deputy Head level to address risks through action plans, fostering continuous improvement and ensuring compliance across government departments.

The RCP focuses on key management areas such as procurement, financial management, workplace health, and data security, emphasizing accountability, transparency, and risk-based management. It leverages existing data to reduce reporting burdens and supports Deputy Heads in fulfilling their accountabilities while aligning organizational practices with Treasury Board policies and legislation. The process aims to strengthen governance, identify systemic risks, and enhance compliance across the federal public service, with an anticipated launch in April 2025.

Heads of HR expressed concerns about making this exercise mandatory every year and suggested extending the interval to 2-3 years. James responded that the decision came from Deputy Heads, who wanted a clear, annual view of organizational progress and improvements.

For further details, please refer to the PowerPoint presentation.

Item 6: Central Agencies and Partners Updates

CSPS

Marie-Josée Gosselin, Director, Community Development and GC Learning Priorities, Public Sector Operations and Inclusion, CSPS, announced that the Workforce Adjustment online training is in its final development stage. The course will be piloted at the end of January and will be launched in March 2025.  

OCHRO – TBS

Public Service Employee Survey (PSES)

Martin Champoux, Director of Analysis and Measurement at People Management Analytics and Measurement, Workforce Business Intelligence Services, OCHRO, TBS, reported that 39.3% of employees across the public service had participated in the 2024 Public Service Employee Survey (PSES) as of December 4, 2024. The final response rate for the previous year was 53%, and this year, OCHRO aims to surpass that figure to gather robust and actionable insights. The survey will remain open until December 31, 2024, providing additional time to encourage participation.

Executive Leadership Development Program (ELDP) and Mosaic Leadership Development Program

Mélanie Laflèche, Executive Director, Enabling Talent Programs, PC, OCHRO, provided an update on the future of the ELDP and Mosaic Leadership Development Program.

In late November, the OCHRO had the opportunity to discuss the future of the ELDP and Mosaic Leadership Development Program with the Public Service Management Advisory Committee (PSMAC). Support was received for leadership development and Deputies agreed to review the funding agreement for ELDP and asked for a similar proposal to be developed for the Mosaic program. In the coming weeks and months, OCHRO will work with partners to finalize the proposals for Deputy Heads to approve.

Item 7: Closing Remarks

Aaron Feniak expressed his gratitude to the presenters and everyone for their active participation. He wished everyone a happy holiday season and encouraged them to use this time to rest and recharge.

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HRC Planning Calendar

Please see the HRC Planning Calendar for upcoming meeting dates.

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