1.1 This directive takes effect on May 15, 2006, including, in accordance with paragraph 8.3, for functional
specialists in procurement, materiel management, real property and information management. The functional
authority centres for other functional communities will establish the effective date for their respective functional
communities.
1.2 Organizations will have until December 31, 2006, to implement transitional considerations (see Appendix
2).
These transitional considerations will be rescinded on January 1, 2007.
2.1 This directive 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.
3.1 Purpose
This directive helps meet the implementation requirements stipulated in subparagraph 6.1.1 of the Policy
on Learning, Training and Development (the LTD Policy) in relation to required training, paragraph 6.3 on
monitoring and reporting and paragraph 7.1, on consequences. It provides direction to key stakeholders on how the
policy requirements relating to required training under the LTD Policy are to be fulfilled.
3.2 Providing timely access to training is essential to ensure that employees have the necessary knowledge, skills
and competencies to effectively carry out their duties. This is fundamental to strengthening the capacity of
organizations to deliver on their mandate.
3.3 Effective implementation of this directive results in the following:
3.4 This directive is issued pursuant to paragraph 11.1(1)(f) of the Financial Administration Act.
3.5 This directive is to be read in conjunction with the Policy
on Learning, Training and Development.
3.6 Treasury Board has delegated to the President of the Public Service Human Resources Management Agency of Canada
(PSHRMAC) the authority to issue this operational directive.
3.7 Deputy heads are responsible for the overall implementation of this directive.
4.1 Further to the definitions included in the Policy
on Learning, Training and Development, this directive supports its interpretation by adding or refining
definitions for several terms. These include the terms "employee", "supervisor", "manager", "functional
specialist", "designated superior" and "required training coordinator". These definitions are to be used for
purposes of this directive and are attached in Appendix 1.
5.1 Overview of roles and responsibilities
5.1.1 Organizations
Organizations are responsible for:
- designating a required training coordinator (the Coordinator);
- communicating the name of the Coordinator to PSHRMAC and the Canada School of Public Service (the School); and
- updating this information as required.
5.1.2 Required Training Coordinator
The required training coordinator (the Coordinator) is responsible for
supporting deputy heads in fulfilling their responsibilities for the implementation of required training by:
- identifying, within 30 days of appointment, employees who must
complete required training;
- providing information, based on the relevant registration process, to the Registrar or other
service provider, regarding employees who must complete required training;
- coordinating, within 2 months of appointment, the registration of employees who must complete required training;
- confirming employees will complete required training within a reasonable period
of time;
- communicating with stakeholders relative to their responsibilities and requirements, including employees who must
complete required training, their designated superiors, the Chief Financial
Officer, relevant functional authority centres, the Registrar, other
service providers and other stakeholders;
- confirming that managers and executives complete the necessary
knowledge
assessment leading to validation of delegated
signing authorities at least every five years using the assessment instrument provided by the School through Campusdirect;
- tracking successful completion of required training based on the
employee's certificate of completion or the Registrar's monthly report to the Coordinator;
- notifying designated superiors once required training has been successfully completed;
- recording information to be included in the Annual Report on Required
Training to support PSHRMAC's requirement for reporting annually on government-wide implementation of the LTD
Policy; and
- other responsibilities as required by their department.
5.1.3 Designated superiors
Designated superiors are responsible for:
- encouraging their employees to attend required training within a reasonable
period of time or to complete knowledge assessment leading to
validation
of delegated signing authorities at least every five years;
- until successful completion of required training, ensuring that
first-time
supervisors, managers and executives fulfill the duties of their position with the exception of delegated signing
authorities;
- asking the Chief Financial Officer (CFO) to grant appropriate delegated signing authorities to first-time supervisors,
managers and executives after they successfully complete required training;
- on notification by the Coordinator that managers or executives under their supervision have successfully completed
their knowledge assessment, asking the CFO to update the delegated signing authorities of these managers or
executives;
- supporting requests by functional specialists for appropriate professional
recognition or certification issued by their functional
authority centre's recognized certification organization; and
- ensuring that employees who did not successfully complete their training submit a plan to successfully complete the
required training within a reasonable period of time.
5.1.4 Employees having to complete required training
Employees newly appointed to the core public administration are responsible for:
First-time supervisors, managers, executives and functional specialists
are responsible for:
- registering for required training within two months of appointment based on their organization's training approval
process;
- fulfilling the duties of their position with the exception of delegated
signing authorities until successful completion of required training;
- successfully completing required training within a reasonable period of time; and
- if they do not successfully complete the training, providing to their designated superior a plan to successfully
complete the required training within a reasonable period of time.
5.1.5 Managers required to validate their knowledge
Managers and executives are responsible for completing a
knowledge
assessment of their legal responsibilities at least every five years.
6.1 The organization is responsible for presenting its Annual
Report on Required Training to PSHRMAC by June 30 of each year which will include the following information:
6.1.1 For employees newly appointed to the core public administration,
first-time
supervisors, managers, executives and functional specialists:
- the total number needing required training;
- the total number registered within two months of appointment;
- the total number who successfully completed the required training; and
- a description of actions taken by the designated superior for those who did not
successfully complete the required training.
6.1.2 For managers and executives required to validate their
knowledge of legal responsibilities at least every five years:
- the total number needing to validate their knowledge;
- the total number who validated their knowledge; and
- a description of actions taken by the designated superior for those who did not
take or successfully completed the knowledge assessment.
7.1 The consequences of non-compliance with this directive are identified in section 7 of the Policy on Learning,
Training and Development.
8.1 Public Service Human Resources Management Agency of Canada
The Public Service Human Resources Management Agency of Canada (PSHRMAC) is responsible for:
- developing a Results-based Management and Accountability Framework for the Policy
on Learning, Training and Development that includes a component on required training;
- reporting annually on the government-wide implementation of the LTD Policy, including the implementation on required
training; and
- reviewing, in collaboration with the Treasury Board Secretariat, the Office of the Comptroller General and the Canada
School of Public Service, this directive and its effectiveness at the five-year mark of its implementation. When
substantiated by a risk analysis, PSHRMAC will also ensure an evaluation is conducted.
8.2 Canada School of Public Service
The Canada School of Public Service (the School) is the service provider for required training for employees
newly appointed to the core public administration, first-time
supervisors, managers, executives and functional specialists in procurement,
materiel management, real property and information management and may be selected by additional functional
authority centres in the future. The School is responsible for:
8.2.1 For knowledge assessment for managers and executives, the School is
responsible for:
8.3 Functional authority centres
Functional authority centres are responsible for:
- developing professional standards for required training for their
functional
specialists;
- participating in the development and updating of their specialized curriculum including the required training
component;
- determining the implementation date of required training for their functional specialists;
- selecting the service provider for delivering the required training and assessment instruments and assessing whether
participants successfully complete them; and
- coordinating the issuance of professional recognition and/or certification by the recognized certification
organization.
8.4 Service providers for other functional specialists
Service providers are responsible for:
- developing, and regularly updating, in collaboration with functional authority
centres, required training and assessment instruments that meet the professional
standards;
- establishing a registration process and the type of information required from the Coordinator;
- delivering the required training and assessment instruments and assessing whether participants successfully complete
them;
- issuing certificates of completion; and
- delivering reports on a regular basis on successful completion of required training to the Coordinator and the Registrar.
9.1 Related policy instruments/publications
Certification Program Manual for Procurement and
Materiel Management
Certification Application and Maintenance Handbook for Procurement and Materiel Management
Policy on Delegation of Authority Policy
Directive on Language Training and Learning Retention
Directive on the Performance Management Program
Policy on Learning, Training and Development
Policy on Membership Fees
Relevant sections of the collective agreements
Standard on Competencies of the Federal Government Procurement, Materiel
Management and Real Property Community – CAN/CGSB-192-2005
Standards on Knowledge for Required Training
Values and Ethics Code for the Public Service
Special Travel Authorities
National Joint Council Travel Directive
9.2 Other relevant legislation/regulations
Canada Labour Code, Part I, Industrial Relations
Canada Labour Code, Part II, Canada Occupational Health
and Safety Regulations
Canada School of Public Service Act
Employment Equity Act
Financial Administration Act
Official Languages Act
Public Service Employment Act (terms and conditions of employment for non-represented employees)
Public Service Labour Relations Act
Please direct enquiries about this directive to your organization's required training Coordinator. For
interpretation of this directive, the Coordinator should contact:
Public Service Learning Policy
The Leadership Network
Public Service Human Resources Management Agency of Canada
122 Bank Street, Ottawa, Ontario K1A 0R5
Tel: (613) 996-1353
Fax: (613) 943-5520
E‑mail: TLNCorres./Corres.LRL@hrma-agrh.gc.ca
Web site: http://www.hrma-agrh.gc.ca/leadership/ld_e.asp
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