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Updates from the HRC – January 31, 2024

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In this Issue

Did You Know?

Human Resources Council (HRC)

Have you joined the HRC GCXchange Page?

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

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

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

Office of the Chief Human Resources Officer (OCHRO)

Official languages: Everything you’ve always wanted to know

Official Languages Rights in Bilingual Regions

Are you familiar with the employer’s obligations related to official languages in bilingual regions?

In bilingual regions, the employer must provide employees with the following in their preferred official language:

  • regularly and widely used work instruments (such as manuals, handbooks, documentation needed to deliver services to the public or to employees) and electronic systems;
  • training and professional development;
  • personal and central services such as pay and benefits, finance, administration, security, computer services, staffing and classification, health care services.

The employer in bilingual regions must also provide:

  • supervision in the official language of the employee’s choice if the employee occupies a bilingual position or reversible position;
  • means to ensure meetings are bilingual so employees can use the official language of their choice; and
  • a management team that communicates effectively in both official languages with its employees and provides leadership in creating and maintaining a work environment conducive to the effective use of both official languages.

Furthermore, public servants (and members of the public) can participate in federal government recruitment processes in the official language of their choice, regardless of the language requirements of the position for which they are applying.

It is important to note, however, that while public servants in bilingual regions have the right to work in their preferred official language, the public’s right to be served in the official language of their choice always takes precedence. For additional tools on language of work in the public service, consult the Community of Official Languages GCwiki page.

New Student Rates of Pay Effective on May 2024

On May 1, 2024, new rates of pay for all students hired under the Treasury Board Student Employment Programs will be effective. These rates reflect a 4.75% increase in 2022, 3.5% in 2023, and 2.25% increase in 2024.

The new rates are available on the Student rates of pay webpage.

New Pension Contribution Rates

New contribution rates for the public service, the Canadian Armed Forces–Regular Force and the Royal Canadian Mounted Police pension plans are effective as of January 1, 2024.

For more information, review the Pension Contribution Rates webpage.

Joint Learning Program

The Joint Learning Program (JLP), created in 2001 as a partnership between the Public Service Alliance of Canada and the TBS, continues to deliver free joint learning activities. All union members and management in the core public administration are eligible to participate in the JLP as organizers, facilitators and participants.

For instance, a two-day in person workshop Creating a Healthy, Safe and Inclusive Culture is now available in several locations across the country. It is geared towards members of Policy and Workplace Committees, as well as OHS representatives from departments and agencies in the core public administration.

You may visit the JLP website to access online registration for the OHS workshop.

Other useful tools include :

New contract awarded to administer the PDSP and PSDCP

Canada Life will begin administering the Pensioners’ Dental Services Plan (PDSP) and the Public Service Dental Care Plan (PSDCP) under the new dental Administrative Services Only (ASO) contract effective November 1, 2024.  

For additional information, please refer to New contract awarded to administer the Pensioners’ Dental Services Plan and the Public Service Dental Care Plan.

Canada Life Update and PSHCP: Denied Claims

Canada Life continues to work on improving services to plan members. Since November 2023, Canada Life’s Contact Centre wait times and claims processing times have improved. Despite this, some members are still experiencing difficulties with their claims.

Much of Canada Life’s claims processing is fully automated, meaning you should see your claims processed quickly and efficiently. When a claim needs to be assessed manually (for claims submitted by paper or for complex cases), Canada Life may request additional supporting documents.

In some instances, claims may be denied. Consult the Public Service Health Care Plan Directive and the Update: Improvements and changes to the Public Service Health Care Plan to ensure you understand what the plan covers or any plan changes that may have impacted your claim.

If your claim for urgent, life-sustaining prescription drugs, services, or treatments (such as mechanical ventilation, renal dialysis or insulin, cancer drugs or artificial nutrition and hydration supplies like feeding tubes) was denied or you are a person with a disability requiring extra support with your claim:

  • Contact the escalation team by email: Urgent_PSHCP@canadalife.com. This process is also available to those with disabilities who may have difficulties attending appointments with health care providers or who may otherwise require additional support.
  • As this is not a secure email channel, ensure to only include your plan and certificate number and a brief explanation (1 to 2 sentences) for the escalation.

Appeals

If you wish to submit an appeal for a denied claim, you must do so within 12 months of the claim having been denied. If you’re within that timeframe:

The appeals process is available to all PSHCP members who do not agree with a decision regarding their claim, benefit entitlement or coverage (for example: level of coverage, waiting period or refund of contributions).

The Appeals Committee reviews each submission on a case-by-case basis and is the final review level available under the PSHCP.

Additional information on other changes and enhancements to your health care plan can be found here:

To see the latest updates on call centre and claims processing wait times, visit the Canada Life website.

Canada Life’s Emergency Travel Services Provider – MSH International

Planning a trip outside of your home province or territory? This message is for you!

Effective July 1, 2023, enhancements were made to Public Service Health Care Plan (PSHCP) benefits for emergency travel assistance.

The PSHCP applies to members and their covered dependant(s) for up to $1,000,000 (Canadian) in eligible medical expenses incurred as a result of an emergency. You are covered for up to 40 days after departing your home province or territory, excluding any time travelling on official business. For more details, consult the PSHCP member booklet.

The best way to manage an emergency is to be prepared.

You’re on a tropical island getaway and need medical attention. Do you know what to do? Who do you call for help? What are you covered for at the hospital or clinic? Do you know what your PSHCP plan and certificate numbers are?

Visit Public Service Health Care Plan travel and emergency assistance benefits page to find information on what you can do before you leave on your trip and what supports are available in case of an unexpected medical emergency.

Centre of Expertise on Mental Health in the Workplace

Find information about how the Government of Canada addresses mental health in the workplace and access resources, tools and services for organizations, managers and employees at Centre of Expertise on Mental Health in the Workplace.

Public Service Commission (PSC)

New Learning Product

A 20-minute self-paced training video on how to conduct an evaluation of biases and barriers in assessment has been published. This new learning product for hiring managers and HR specialists, entitled Guide to Mitigating Biases and Barriers in Assessment, is available on GCextranet.

Priority Entitlements Consultants

Organizations can now benefit from enhanced personalized service. A Priority Entitlements Consultant has been assigned to each organization to provide support and services in the management of their priority talent pool and in the consideration of persons with a priority entitlement when filling vacancies.

Whether organizations have urgent hiring needs, wish to recruit from an employment equity group or are looking to recruit individuals with specialized skills, Priority Entitlements Consultants will be happy to discuss their specific staffing needs and how they can tap into the priority talent pool.

The list of Priority Entitlements Consultants can be found in The Priority Entitlements Program.

Unlock the Potential of Diversity by Hiring Indigenous Talent

The Many Voices One Mind: a pathway to reconciliation – 2020-21 Departmental Progress Scorecard summary report was released in June 2023, with several recommendations to increase Indigenous representation, inclusion, and retention in the public service.

Hiring Indigenous talent increases cultural competence in the public service, positively impacts community relations and contributes directly to reconciliation. The Public Service Commission (PSC) offers Indigenous focused recruitment programs and talent products to help federal organizations achieve the common goal of a representative and diverse public service.

Simplify your recruitment with the Indigenous Career Pathways

The Indigenous Career Pathways is a tool that offers a cost-effective and efficient solution to recruit Indigenous talent. It features over 40 Indigenous talents, including graduates eligible for student bridging as well as candidates qualified in various pools for positions in groups such as AS, PM, PE, EG, CO, EC, FI and many others.

Staff positions in Nunavut with the Inuksugait Resume Inventory

Pilimmaksaivik, the Federal Centre of Excellence for Inuit Employment in Nunavut, and the PSC are working together to meet the staffing needs and legislative obligations per the Nunavut Agreement to close the workforce representation gaps of Nunavut Inuit. The Inuksugait Resume inventory is open until January 27, 2025 and features 70 candidates ready to be referred to managers for positions in groups such as AS, CR, PM and more. You can submit a request to review potential hires by completing this Candidate Request Form. 

Ignite cultural connections with the Indigenous Centre of Expertise outreach services

The Indigenous Centre of Expertise regularly attends career fairs and organizes engagement activities across the country to promote the federal public service as an employer of choice. Explore the calendar of events and reach out to partner with the Indigenous Centre of Expertise and boost visibility of your employment opportunities among key stakeholders in academia or community groups.

Visit the Indigenous Centre of Expertise site for other options to meet your Indigenous recruitment needs or contact the Indigenous Centre of Expertise’s team at one of their regional offices to discuss more.

Now live – Automated maintenance cycle of the Federal Student Work Experience Program (FSWEP) ongoing inventory

Expanding on the success of previous biennial maintenance exercises of the FSWEP inventory, the Public Service Commission of Canada has taken a further step by seamlessly automating the maintenance cycle. As of January 23, 2024, students are receiving automated email reminders via the system to review, update and resubmit their application if there has been 106 days of inactivity in their FSWEP application. After 120 days, students who have not taken the required action will no longer be referred, as their application will be deemed expired. Should their application be updated and resubmitted at any point afterwards, they will then be reintegrated into the FSWEP ongoing inventory.

By automating this exercise, we are ensuring that the FSWEP inventory is kept up to date on the continuum. It also aims at increasing user experience for all users (hiring managers and students) by referring students who update their applications regularly and are responsive to communications.

Should you have any questions, please contact cfp.pfete-fswep.psc@cfp-psc.gc.ca.

Employment Opportunity for Students with Disabilities (EOSD) Program

Make sure your student knows about and registers to take part in the Employment Opportunity for Students with Disabilities (EOSD) program, an employee experience-based program for students who self-identify as having a disability and are currently employed by the Government of Canada. 

As a manager, you can register your student on their behalf, or provide the registration link to your student so they can register directly.

Don’t delay as the next event on “Finishing Your Work Term: What’s Next?” is on February 15, 2023.

Once the registration is complete, students will be emailed information about the resources available, including details on events and the mentorship program. If you have any questions about the program, contact the  Public Service Commission’s Diversity and Inclusion Centre of Expertise at cfp.psh-prog-pwd.psc@cfp-psc.gc.ca or visit the EOSD – Tools for Managers page.

Review of the Public Service Commission’s price list (24-01)

As per the Letter to Heads of HR 24-01, the Public Service Commission will be updating the price of its products and services, effective April 1, 2024. The PSC continues to offer federal departments and agencies a range of reliable, accessible and inclusive assessment solutions for selection and development purposes. Managers and human resources (HR) specialists may access free consultation and information sessions on assessment strategies, products and services by contacting the Personnel Psychology Centre at 819-420-8671 or by email at cfp.cpp-ppc.psc@cfp-psc.gc.ca.

Association of Professional Executives of the Public Service (APEX)

Call for Nominations – 2024 APEX Awards of Excellence

You may now submit nominations for the APEX Awards of Excellence.

Recognizing the outstanding professionalism and leadership of our executive colleagues is an excellent way to promote the core values of the federal public service.

Nominations must be submitted by February 9, 2024 via the APEX online application portal. A form is available to help you with the collection of information. Visit the APEX web site for more information on award categories and the nomination process.

If you have any questions, please contact nathaliev@apex.gc.ca.

APEX Newsletter

Please stay apprised of APEX news via their monthly Newsletter.  

Canada School of Public Service (CSPS)

Update on ongoing HR course development and projects

  • Staffing: A Resourcing Tool for Managers (COR132) – the redesigned course, and its new online self-paced prerequisite “Staffing for Managers, Part 1: Building on the Basics” (COR112) – will be piloted from February 7 to February 23; expected delivery in Q1 2024-25.
  • Self-Study: The Work Force Adjustment Directive (COR123) – planning and analysis phase – expected delivery is to be determined (TBD).
  • Authority Delegation Training – Managing People Effectively (COR152) – planning and analysis phase, expected delivery is TBD.
  • Preparation for the English as a Second Language Evaluation: Oral Proficiency – Levels B and C (FON403) and Preparation for the French as a Second Language Evaluation: Oral Proficiency – Levels B and C (FON404) – planning and analysis phase, expected delivery is TBD.
  • Staffing for HR Specialists Part 3: Doing (COR131) – expected delivery in Q1 2025-2026. 

Courses

Navigating social media as a public servant: Start the new year right by reviewing and refreshing your understanding of our core values, shared obligations and expected behaviours as public servants.

Blended course

The redesigned blended course The Strategic HR Practitioner (COR128, legacy code P731) was launched on January 26, 2024, under the titles Becoming a Strategic HR Practitioner: From Theory to Practice (COR118-online portion) and Becoming a Strategic HR Practitioner: Fundamentals (COR128-facilitated portion).

Course registration will include the option of either a virtual or classroom delivery. The first virtual deliveries are scheduled for March 13 (FR) and March 27 (EN), and the first classroom deliveries are scheduled for April 18 (EN) and May 29 (FR).

Learning Tools

CSPS Virtual Café Series

Mental Health Learning Series

Public Service Pride Network (PSPN) – Call for Nominations: Pride Awards 2024

The nomination period will run from February 26 to April 18. Additional information about the awards process will be posted on the PSPN’s website.

Reminder: The 9-8-8: Suicide Crisis Helpline

On November 30, 2023, 9-8-8: Suicide Crisis Helpline, a national three-digit number for suicide prevention and emotional distress support was launched, providing people in Canada with free access to 24/7/365, bilingual, trauma-informed, and culturally appropriate suicide prevention support by phone and text. 

Together, we can raise awareness of this new service that makes it simple for people to access the help they need when they need it the most.  

Why Digital Accessibility Matters: Empathy in Action

Digital accessibility is not just a checkbox; it’s a commitment to empathy, understanding, and empowerment. By making our digital assets accessible, we empower everyone to participate fully, fostering an environment where diversity thrives, and everyone’s voice is heard.

What is the Digital Accessibility Toolkit?

The Digital Accessibility Toolkit is an effort across multiple GC organizations to provide a comprehensive repository of knowledge, tools, and best practices aimed at making our digital content and communication universally accessible. Whether you create documents, code webpages, design products, or simply send emails, this toolkit equips you with the essential resources to ensure that everyone, regardless of abilities, can engage with our content effortlessly.

Artificial Intelligence: Did you know ?

Chartered Professional in Human Resources Canada (CPHR) Resources

CPHR Canada’s provincial entities regularly offer a range of training activities to support human resources professionals at all stages of their career and thus help them assume their responsibilities with confidence. Find out about the training activities offered in your region and please note that registration for these activities is done directly with each provincial entity.

National Managers’ Community (NMC) January Newsletter

The National Managers’ Community (NMC) January Newsletter is now available!

What’s Coming Up

HRC SmartShops

Stay tuned for upcoming SmartShops!

HRC Meetings

  • January 31, 2024 – HR Community Development Steering Committee (HRCDSC)
  • February 2, 2024 – OCHRO-HRC People Management Strategic Retreat
  • February 13, 2024 – HR Council Executive Committee Meeting
  • February 20, 2024 – HR Council Meeting
  • February 26 to March 6, 2024 – Heads of HR Cluster Group Discussions
  • February 28, 2024 – HR Community Engagement Hub

APEX

APEX 2024 Leadership Summit and Awards of Excellence Ceremony

APEX will host the 2024 Leadership Summit and Awards of Excellence Ceremony, a premier annual learning event, offering professional learning, networking and inspiration – exclusively for Canada’s public service executive community.

This unique learning event will be held in-person and online on May 14-15, 2024 at the Shaw Centre in Ottawa.

This year’s Summit themed Leadership Excellence: Rethinking and Reinventing Together is much more than just a conference; it is a convergence of visionaries, thought leaders, and trailblazers shaping the future of work, public service and leadership. This year’s theme is dedicated to exploring Leadership Excellence: Rethinking and Reinventing Together – reflecting our commitment to fostering, growing, and adapting leadership in an ever-evolving global landscape. The high-profile lineup of keynote speakers and industry experts will share their insights, strategies, and success stories, providing invaluable perspectives on leadership excellence of today and tomorrow.

Registration is now open.

Executive Learning Opportunities

  • February 7, 2024: Leading with a Dynamic Mindset
    Dynamic leaders take initiative, set ambitious goals, and drive quickly toward them, taking concrete steps to transform ideas into reality. Nilufer Erdebil, an award-winning speaker, author, and entrepreneur will guide participants through essential components of a dynamic mindset that encourages collaboration, embraces change, and continuously re-aligns to steer towards sustained success. Register today!
  • February 21, 2024: Sustaining a Level of High Performance
    Maintaining long-term high performance is key to long-term success environment and requires rest and positive wellbeing. Join us for this exclusive virtual event and connect with Jennifer Botterill who will draw upon her extensive experience as an elite Olympic athlete to explore the principles and practices that contribute to sustainable success in both sports and life. Participants will leave with the tools needed to facilitate sustainable high performance in a variety of settings, along with actionable strategies on how to perform at this high level on a consistent, daily basis. Register today!

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

Office of Public Service Accessibility (OPSA)

On February 15 and February 20, the Office of Public Service Accessibility (OPSA) will be hosting open information sessions on the GC Workplace Accessibility Passport. Attendees will learn how the Passport helps employees and applicants with disabilities get the tools, supports, and measures they need to perform at their best and succeed in the workplace and about the anticipated digital version of the Passport.  

There will be a French session on February 15 from 2:00-3:00pm EST and an English session on February 20 from 1:00-2:00pm EST.  

These presentations aim to be inclusive. Should you require any accommodation to fully participate, please email the Passport team with your needs in advance. Links to register for the sessions are provided below. 

Registration 

Canada School of Public Service (CSPS)

GC Data Conference 2024: From Insight to Foresight

With the theme of “From Insight to Foresight”, the GC Data Conference 2024 will explore issues and opportunities related to the responsible use of artificial intelligence, data and process automation, and applying human-centred principles to data activities.

Participants will engage in discussions on improving service delivery, policy development, and decision-making to support ethical and equitable data usage, human-centred design, and inclusivity when working with new and disruptive technologies.

This event is delivered through a partnership with Transport Canada and the Canada School of Public Service, with the subject-matter support and expertise of the GC Data Community.

This online event is scheduled for February 21 and 22, 2024.

Registration is now open.

In person Event

Upcoming Events

Public Service Commission (PSC) Workshop on Staffing Irregularities

  • February 6, 2024 – PSC Workshop on Staffing Irregularities: This workshop aims at offering you an overview of the most frequent staffing irregularities such as errors, cheating, fraud, and favouritism. We’ll explore ways to prevent these irregularities and to detect them when they occur, as well as your role and responsibilities on the subject. 

Office of the Commissioner of Official Languages

Official Languages Workshops

Are you a manager, an aspiring manager, a supervisor or an HR specialist?

The Office of the Commissioner of Official Languages is offering a series of free workshops on official languages just for you! The workshops will cover the following subjects:

• The Official Languages Act
• Effective active offer
• How to conduct a bilingual meeting
• Tips and tricks on how to tackle linguistic insecurity

Register now!

National Managers’ Community (NMC)

March 1, 2024 – Conversation on Values and Ethics with John Hannaford, Clerk of the Privy Council

During this event, the Clerk will be answering managers’ question and sharing his insight and experiences on several topics identified in the Deputy Ministers’ Task Team on Values and Ethics Report.

If you would like to know when the event registration opens, make sure to fill out the Registration Interest form.

GC Accessibility Training and Events

The Accessibility, Accommodation and Adaptive Computer Technology (AAACT) program at Shared Services Canada is hosting several upcoming accessibility workshops. For more information on these events visit: GC Accessibility Training and Events.

HRC Meeting – January 16, 2024

Item 1: Opening Remarks

Darlène de Gravina, Assistant Deputy Minister of Human Resource Services at Employment and Social Development Canada and Chair of the HR Council began the meeting by welcoming two new Heads of HR: Sherine Allaf, from the Federal Economic Development Agency for Northern Ontario and Shehmina Shamsi from the Office of the Correctional Investigator of Canada.

Darlène informed the Heads of HR that the HRC Executive, in collaboration with OCHRO leadership team, is proceeding shortly with a Strategic Management Retreat on February 2, 2024. The purpose is to facilitate discussions on priorities affecting the HR community, foster partnerships, and establish alignment on a clear and coherent direction for people management in 2024. Updates will be shared with Heads of HR.

She also reiterated that the HR community has chosen a new title to acknowledge the commendable work accomplished by its members: Government of Canada HR Excellence Awards / Prix d’excellence en RH du gouvernement du Canada, as announced in the December 21st Updates from the HRC. Additionally, a new award category has been introduced:  HR Administrative Support Professional Award / Prix du ou de la professionel.le de soutien administratif en RH, aiming to recognize the outstanding contributions of our critical administrative support members (typically CR-03 to AS-02) in supporting HR service and/or program delivery.

The Call-Out period will commence early February and conclude in early May 2024. The Ceremony is scheduled to take place at the end of September or early October 2024.

Darlène de Gravina concluded by noting several noteworthy events, including:

  • January being National Mentoring Month, the HRC is taking the opportunity to hold its first mentoring event on January 25th exclusively for the HR community. 40 mentors have committed to engage with small groups of mentees. The event is fully booked with over 200 participants.
  • The 2024 Bell Let’s Talk Campaign launched on January 8th and Bell Let’s Talk Day is January 24, 2024.
  • January 24 is World Day for African and Afrodescendant Culture.
  • January 22 to 26, 2024 is Data Privacy Week, a time to review  internal HR practices related to the protection of personal data.

Item 2: Optimizing the Classification Program: Moving Service Delivery Forward

Marcel Page, Executive Director, and Danielle Simard, Senior Director, Organization and Evaluation of Work, Employee Relations and Total Compensation (ERTC), at the Office of the Chief Human Resources Officer (OCHRO), within Treasury Board of Canada Secretariat (TBS), presented the classification program’s evolving landscape and provided an update on the future of oversight.

A collaborative effort is underway between Core Public Administration (CPA) organizations (data owners) and OCHRO (data steward) to enhance data integrity, addressing complex organizational issues. It is imperative for CPA organizations to maintain continuous monitoring, upload job documentation into the Position and Classification Information System (PCIS+), identify and flag outlier decisions crucial for Pay Equity considerations, and conduct a thorough clean-up of vacant and unfunded positions.

In January, any outliers will be brought to the attention of Chiefs of Classification, and beginning in April, detailed information and action plans will be requested to address these anomalies. OCHRO seeks the assistance of organizations in promptly uploading all necessary information, with the deadline for entering standardized positions into PCIS+ now set for March 31, 2024. OCHRO offers temporary help to organizations who do not have the capacity, or still have paper files.

To increase efficiency in classification, Danielle recommended, for instance : 

  • ensuring enough classification accredited personnel;
  • reassigning low complex work to administrative classification support staff in order to free up accredited classification officers to complex work; and
  • maximizing the use of existing rationales and standardized work descriptions.

For additional information, please refer to the PowerPoint presentation.

Item 3: Inclusive Recruitment Toolkit

Ravinder Rakhra, Vice-President of Services and Business Development, and Valentina Fumagalli, Director of Inclusive Recruitment and Business Enablement at the Public Service Commission of Canada (PSC), provided a comprehensive overview of the Inclusive Recruitment Toolkit and strategies for effectively promoting its use throughout the public service to enhance recruitment efforts.

Launched in September 2023, this innovative toolkit is web-based and specifically designed to assist public service hiring managers and HR professionals. Offering a wealth of information, practical tips, tools, resources, and inclusive strategies, the toolkit aims to facilitate the recruitment of a diverse workforce. Its versatile application spans all stages of the recruitment process, providing guidance on adopting an inclusive approach that caters not only to employment equity designated groups and equity-seeking groups but also recognizes the uniqueness of every individual.

Applicable to hiring activities governed by the Public Service Employment Act, including indeterminate, term, or acting appointments—whether non-advertised or advertised—the toolkit encompasses best practices that extend to various other hiring activities. These activities include student employment, assignments, secondments, and deployments, broadening its relevance beyond specific appointment types.

As a complementary resource, it is recommended to use the toolkit in conjunction with existing recruitment tools tailored for specific employment equity groups, such as the Indigenous recruitment toolbox and the Hiring persons with disabilities: Managers Toolkit.

For additional details and insights, please consult the PowerPoint presentation.

Item 4:  Examining Employee Identified Learning

Amanda Bloom, Senior Advisor to the Vice-President, Innovation and Skills Development Branch, Canada School of Public Service (CSPS), shared insights from the survey and focus groups conducted by Nanos Research on behalf of the CSPS, focusing on the learning needs of public servants.

The online survey, conducted from March 8 to April 6, 2023, saw the participation of 8,709 public servants, while 87 individuals engaged in 12 online focus groups between March 27 and April 14, 2023.

Overall, public servants express a keen interest in learning opportunities, yet their work environment may not always facilitate or promote such endeavors. Acknowledging that a culture of learning is crucial for an effective and resilient public service, the research suggests that achieving this goal involves the following factors:

  • Tone at the top – Cultivating a culture of learning is achieved by demonstrating to employees that their organization prioritizes continuous learning. If an organization downplays the importance of learning, employees are likely to share a similar perspective.
  • Perpetual learning – Learning and training should be integrated as an integral part of employees’ job responsibilities, and included in the employee’s performance agreement plan within the Public Service Performance Management system, rather than viewed as additional tasks separate from their roles.
  • Remove barriers – Time constraints and heavy workloads present significant barriers to public servants’ engagement in learning. Overcoming these challenges involves integrating learning into their existing workload and allocating dedicated time for this purpose.

For a more in-depth exploration of the survey and focus group results, please refer to the detailed content presented in the accompanying PowerPoint presentation.

Item 5: Review of the Telework Directive

Heidi Kutz, Associate ADM, along with Christopher Lebrun, Senior Director, Workplace Policies and Programs, People and Culture Sector, within OCHRO, TBS, consulted with Heads of HR on the review of the Treasury Board Directive on Telework.

Currently, the Employer is assessing the Directive on Telework, having signed letters of agreement with select bargaining agents, solidifying their involvement in the Employer’s review through Joint Consultation Committees. Participating organizations include Public Service Alliance of Canada (PSAC), Canadian Association of Professional Employees (CAPE), and The Professional Institute of the Public Service of Canada (PIPSC). Stakeholder input is actively sought, with Heads of HR playing a crucial role in the consultation process.

This review encompasses the Directive on Telework, which sets out specific expected results and objectives for telework as a voluntary flexible work arrangement. It also involves the Appendix A: Standard on Telework Agreements, providing specific instructions for elements to be included in a telework arrangement between the Employer and Employee prior to the commencement of a formal telework arrangement. However, it excludes the Direction on prescribed presence in the workplace and the Common hybrid work model for the Federal Public Service, as well as the Appendix B: Interim Standard on Occasional Travel to a Designated Worksite.

In the current review, Heads of HR are tasked with: 

  • conducting an organizational review using OCHRO’s template to be shared in the near future; and
  • submitting the completed template by March 26, 2024 (revised to April 10, 2024).

OCHRO will be offering an information session in February, to answer questions and provide assistance in completing the feedback template.

OCHRO expects to present a consolidated summary of findings and provide an update on the Review to the HRC in May or June 2024.

For any inquiries about the review, departmental corporate services may contact wpp-ppt@tbs-sct.gc.ca. Additional information is available in the accompanying PowerPoint presentation.

Item 6: Central agencies and Partners Updates

Office of the Chief Human Resources Officer (OCHRO)

People and Culture

Heidi Kutz, Associate ADM, People and Culture Sector, OCHRO, TBS, provided the subsequent updates:

  • Assistant Deputy Minister Talent management (TM) discussions: OCHRO is currently compiling information for the upcoming TM discussions which will take place with Deputy Heads (DH) from February 6 to March 11, 2024.  If Heads of HR did not have a chance to submit their organisation’s TM placements in the Executive Talent Management System (ETMS) by the deadline, their DH can bring forward the information at their respective cluster meetings. A package has been sent to DHs, with a copy to Heads of HR, which includes the agenda and guiding questions. On the agenda, Heads of HR will note time reserved to discuss nominees for the Executive Leadership Development Program. As in previous years, e-binders will be uploaded in ETMS one week prior to the meetings.
  • EX Performance Management Program :  
    • Following the successful completion of the 2022-2023 EX Performance Management cycle, OCHRO is preparing to launch updated guidance and tools for the 2023-2024 cycle. The budget tool is currently under revision and is expected to be available to organizations by March 31, 2024.
    • Of note that when March 31 coincides with a day of rest, the last working day is used to establish the executive payroll used to calculate the spending limit. This year, a percentage of the March 28 payroll for executives will be used to calculate the performance pay spending limit due to the statutory holiday on March 29 and the days of rest on March 30 and 31. This clarification  will be added to the Guide to Administering Performance-Based Compensation for Executives on GCpedia shortly.
  • Bell Let’s Talk:
    • Bell Let’s Talk Campaign has officially been launched as of January 8th, 2024. TBS signed a Memorandum of Understanding for the 2024 Bell Let’s Talk campaign which allows departments and agencies to promote Bell Let’s Talk along with Government of Canada mental health resources. The Bell Let’s Talk campaign will also promote Government of Canada resources and services related to mental health — specifically, from the Centre of Expertise on Mental Health in the Workplace and Health Canada programs.  A reminder message with key promotional materials has been sent to DGs of Communications.
    • Should you have questions regarding the promotion of the 2024 Bell Let’s Talk Campaign, please reach out to your organization’s internal communications team.

Employee Relations and Total Compensation (ERTC)

Claudia Zovatto, Executive Director, Governance Engagement Information and Reporting at TBS, provided an update on collective bargaining.

  • Additionally, she shared ongoing enhancements to the Public Service Health Care Plan (PSHCP) services. The PSHCP is actively implementing measures to expedite processing and reduce backlog, with continuous collaboration with Canada Life ensuring the seamless provision of services to users abroad through the Medical Services Hub (MSH). Recent improvements include the addition of extra staff to MSH for request handling, improvements to the portal, and a streamlined processing approach for urgent requests. These measures collectively contribute to an enhanced and more efficient healthcare service experience.
  • She highlighted that the Canada Revenue Agency is currently updating its webpages and forms related to home office expenses for employees. Eligible employees who worked from home in 2023 will be required to use the detailed method to claim home office expenses. The temporary flat rate method will not apply to the 2023 tax year. Additional information will be shared in the near future.

APEX

Josée Lafontaine, APEX Executive, reminded members that the  deadline for submissions for the 2024 APEX Awards of Excellence is set for February 9, 2024. She also encouraged members to attend the APEX 2024 Leadership Summit,  on May 14-15, 2024, at the Shaw Centre in Ottawa. APEX will soon initiate communication with organizational APEX ambassadors to gather insights into best practices for Executive onboarding.

Item 7: Closing Remarks

Darlène de Gravina, HRC Chair and ADM, HR Services Branch, ESDC, conveyed a reminder to Heads of HR about the upcoming hybrid HRC Meeting, scheduled for February 20, 2024, at 90 Elgin in Ottawa for those attending in person.

HRC Planning Calendar

Please see the HRC Planning Calendar for upcoming meeting dates.

Contact Us

HRCouncil/ConseilRH@tbs-sct.gc.ca

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