General Questions
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How is the Policy on Learning, Training and Development different from previous policy initiatives in these
areas?
In addition to encouraging the Public Service to become a learning organization, it addresses specific training needs of three groups of employees: employees newly appointed to the "core public administration", new and existing managers at all levels, and functional specialists.
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How do I know if my department/agency is affected by the Policy on Learning, Training and
Development?
This policy applies to the core public administration as defined in the Financial Administration
Act, i.e. the departments named in Schedule I and the other portions of the federal public administration named in Schedule IV of the
Act.
http://www.parl.gc.ca/37/2/parlbus/chambus/house/bills/government/C-25/C-25_3/90214s1E.html
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If I am not in one of the categories mentioned in the Policy on Learning, Training and Development
(i.e. new employee, managers at all levels, functional specialist), how can I ensure that I get some
training?
If you are not in one of these groups, you can still undertake training that will support you in your current job and prepare you to take on challenges in the next stage of your career. You are also encouraged to meet with your manager to discuss your learning needs and to develop a learning plan that will enable you to meet your career goals. Planning for training in advance should ensure that you receive training in a timely manner.
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How will I pay for required training?
The Canada School of Public Service has received funding from Treasury Board to develop and deliver required training to the identified groups. While there will be no registration fee, cancellation fees will apply. Travel costs to attend training will remain under the responsibility of departments and agencies.
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What is the effect of the Policy on Learning, Training and Development on the leadership development
programs?
The leadership development programs referred to in the policy include the:
- Management Trainee Program (MTP);
- Career Assignment Program (CAP);
- Accelerated Executive Development Program (AEXDP); and
- Advanced Management Program (AMP).
They are administered either by PSHRMAC, the CSPS or by departments.
The policy will have the same impact on program participants as on all other
employees. However, a directive is being developed to bring about design changes to the MTP and CAP programs and to align them along a leadership development continuum.
Information on the alignment of MTP and CAP and the design changes to the programs is available in the
What's New section of the
MTP
and CAP
website.
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What are the employer's knowledge standards for required training?
The employer's knowledge standards provide the parameters for the exercise of due diligence in relation to the legal responsibilities of public servants.
They establish the minimum common knowledge required by the following four groups of employees regardless of their functions, location of work, organization or profession:
- Employees newly appointed to the "core public administration";
- Supervisors;
- Managers; and
- Executives (EX 01 to EX 05, i.e., Directors, Directors General, ADMs or equivalent).
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Why is the Canada School of Public Service mentioned so prominently in this
Policy on Learning, Training and Development?
To implement the policy, courses and programs that meet the Employer's Knowledge Standards must be developed. These courses and programs must be accessible across the country in both
official languages. The Canada School of Public Service has been selected as the service provider
and has received central funding to develop, deliver and update these courses and programs on a regular basis.
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Who was involved in the development of this Policy on Learning, Training and
Development?
The policy was developed with the assistance of a Steering Committee chaired by the Public Service Human Resource Management Agency of Canada and composed of representatives from the Treasury Board Secretariat, the CSPS, the Public Service Commission, Heads of Learning Forum and the Network of Learning and Development Institutes. In addition, four technical committees provided advice on the following:
- public service orientation;
- delivery models, costing scenarios and certification strategy;
- evaluation, monitoring and reporting requirements; and
- critical content.
Membership of these committees mirrored that of the Steering Committee and included policy centres, functional groups and bargaining agents. In total, over 60 representatives from these organizations were involved in the work leading to the development of the policy.
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Why do deputy heads have so much responsibility?
Since April 2005, under Public Service Modernization Act, deputy heads have direct authority to "determine learning, training and development requirements of persons employed in the public service and fix the terms on which the learning, training and development may be carried out" .
The policy provides them with direction and support relative to building individual capacity, strengthening organizational leadership and encouraging innovation in public sector management.
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My department/agency has many training and development programs underway already. What will happen to
them?
Departments will continue to develop and deliver their programs to ensure employees at all levels acquire and maintain job-related knowledge, skills and competencies.
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Training requests, in the past, have often been refused or postponed because of operational requirements and/or budgetary constraints. Will this training be handled
differently?
The policy will be administered in conjunction with directives that will establish timeframes for training;
i.e. newly appointed employees to the core public administration should complete orientation training within two months of appointment. In addition, delegations of authority to new managers and executives will depend on whether they successfully complete authority delegation training. Moreover, the performance evaluation of superiors will take into consideration the proportion of their employees who
complete the required training within the specified period of time.
The Canada School of Public Service has obtained funding to cover the costs of required training. This will lessen
budgetary concerns.
Newly appointed employees to the core public administration
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Will all newly appointed employees to the core public administration
attend the public service orientation program? What happens with senior level people that come in from the private sector or on
Interchange?
All newly appointed indeterminate and term (minimum six months plus one day) employees of the core public administration will be required to attend this training regardless of level, location or profession.
Level-specific orientation training will be available for ADMs and deputies.
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How will new employees find out about the Public Service Orientation
Program?
An Interdepartmental Committee is developing guidelines that will assist departments and agencies with implementation of the policy. They will make recommendations to ensure all new employees are informed in a timely manner of their responsibility to attend the Public Service Orientation Program.
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When will new employees have to attend the Public Service Orientation
Program?
Newly appointed employees must attend the program within two months of being appointed.
The Canada School of Public Service will offer pilot sessions from January to March 2006. Weekly Public Orientation sessions are scheduled to begin in April 2006. Please consult the Canada School's website for further information:
http://www.myschool-monecole.gc.ca/main_e.html.
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What provisions are there for existing employees who have never attended a Public Service Orientation
Program?
The School has received central funding to offer this program to newly appointed employees. The program could however be offered on a cost recovery basis. Please contact the Canada School for further information.
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Why is an orientation necessary?
The Public Service Orientation program will provide a comprehensive overview of what it means to be a federal public servant. Employees will learn the minimum common knowledge elements that employees all across Canada need to share.
First Time managers
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What benefits will be achieved through this training? What does the term "legal responsibilities" mean?
Managers at all levels will be confident in carrying out their delegated authorities. Legal responsibilities include the responsibilities and authorities flowing from legislation, other instruments such as Orders in Council, regulations, international agreements, policies, directives or standards and, where applicable, delegated authorities related to the management of finance, human resources and procurement and those related to any others identified by the employer.
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Is there assurance that employer's knowledge standards will be addressed through the courses and programs developed by the Canada School of Public
Service?
The CSPS is responsible, under the policy, for developing and regularly updating, in collaboration with relevant policy authorities, courses and programs that meet the
employer's knowledge standards.
Existing Managers and Executives
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What measures will be in place for existing managers and executives to validate their
knowledge?
The CSPS is developing an on-line self-assessment instrument and making available on-line training modules in the management of finance, human resources, procurement and information management. These modules will allow existing managers and executives to refresh their knowledge of these priority areas prior to taking the validation exercise.
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Are existing managers exempt from required training?
Existing managers will have to validate their knowledge of level-specific
legal responsibilities using an on-line self-assessment instrument. In the event
this evaluation is unsuccessful, they could complete online training prior to
validating their knowledge again. If necessary, in consultation with their
superior, they could choose to attend the training session.
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If an existing manager or executive would like to refresh his/her knowledge prior to doing the validation, will opportunities be easily
accessible?
Yes. It is expected that the self-assessment instrument will be available
online through Campusdirect which should be available to federal public
servants free of charge as of April 2006.
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If a manager does not validate his/her knowledge, within the one-year time frame, will his/her signing authorities really be suspended?
There are tools available to ensure the successful completion of the online knowledge self-assessment including the Public Service Core Learning Series offered on Campusdirect at
http://www.campusdirect.gc.ca/d/dc_e.asp#2.
These courses will be available free of charge as of April 2006. Existing managers and executives have a period of one year (until January 2007) to ensure they successfully complete the online self-assessment. Requirements to suspend delegated authorities in the event of failure only come into effect in January 2007.
Functional Specialists
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Are all functional specialists covered by this policy?
Functional specialists in the management of finance, internal audit, human resources, information management, procurement, materiel management and real property are included in the Policy.
At this point, the functional communities that will be initiating training are:
- Procurement, Materiel Management & Real Property;
- Information Management.
Other functional communities are currently developing training programs in:
- Finance;
- Human Resources;
- Internal Audit.
Other functional groups may develop programs in the future.
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If a functional specialist is a member of a professional association, will this training still be
required?
This will be different for each domain. In most cases, there will be a means of testing for equivalencies. Further information will be available in the Directive on Required Training, currently under development.
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How will certification be addressed under this Policy?
Each functional area will be developing its own method of certification, in line with the professional standards of the domain.
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Is the Canada School of Public Service the only service provider for
training functional specialists?
No. Other service providers may be selected to meet the requirements of
various domains of expereince.
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