Accountability Questions and Answers

Q. A number of risk management frameworks exist. Does the Public Service Commission (PSC) have a risk management policy or framework? Will training on this subject be offered to human resources (HR) advisors in departments and agencies?

A. The PSC is currently working on an Accountability Guide which will include a module on this issue. The module will walk you through a staffing risk assessment process and active monitoring based on risk management. The module will refer to the SMAF and other management frameworks. This module reflects the efforts of a PSC led departmental working group. Over the past three years some departmental members of this working group have developed their own staffing risk management programs, conducted an initial risk assessment of staffing and are now taking corrective action. They will monitor the results these achieve. Both the PSC and Department of Fisheries and Oceans have shared their material at several recent National Staffing Council events.

The PSC will make the Accountability Guide available on our website in the fall. The PSC will also provide input into the training curriculum being prepared by the Canada School of the Public Service. Those who want more information about the active monitoring policy should refer to the TBS website.

Q. How are "expectation," "indicator" and "measure" defined?

A. In the SMAF, an expectation is a description of the desired state. Indicators are the specific conditions desired to show that the organization meets the expectations. Measures are qualitative or quantitative type of information which serves to assess whether the indicators have been achieved. The measures are currently being developed.

Q. Can the indicators contained in the SMAF be changed?

A. The indicators are established by the PSC, and those contained in the SMAF will be used as they are. Over time, the indicators will evolve, and the PSC will then decide whether to adjust them or replace them with other indicators.

Q. Can the measures contained in the SMAF be changed?

A. The measures are defined by the PSC, and they will evolve to allow for improved evaluation of the staffing system.

Q. Are the indicators and measures contained in the SMAF the same for all departments and agencies, regardless of their size?

A. The indicators are the same for all departments and agencies, but the measures could be adapted to the size of the department or agency. There will be some common measures; however, certain measures could vary depending on the size and risk profile of the department or agency.

Q. In the SMAF, it seems that the measures relate more to staffing processes than to staffing results. Is that not an inconsistency, since deputy heads are responsible for staffing results?

A. The PSC is responsible for reporting to Parliament on the health of the staffing system. It must do so by taking into account both the results of appointments within the Public Service and the way in which these appointments are made. That is why the measures contained in the SMAF also relate to staffing processes.

Q. The SMAF requires that departmental staffing policies be reviewed. How often?

A. Departmental staffing policies must first be reviewed by delegated organizations to ensure compliance with the new Public Service Employment Act, the Regulations and the PSC's policies. Further reviews must be done as often as the organizational context requires.

Q. How does the PSC decide whether to audit a department or agency?

A. The PSC uses a risk management approach to determine which departments and agencies to audit. It also carries out audits on specific government-wide issues and may conduct cyclical audits. The PSC's Audit Plan can be found on the PSC Internet site.

Q. What will be the content of staffing performance reports in the coming years?

A. The PSC is currently defining the requirements for the 2004-2005 departmental reports. Moreover, the PSC shares with central agencies — such as the Public Service Human Resources Management Agency of Canada — a vision for integrating departmental reports on the various aspects of human resources management (staffing, official languages, employment equity, HR planning, etc.).

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