Get Ready Sessions
May-June, 2005
Purpose
To brief staffing officers about the employer’s
approach to its new responsibilities under a new PSEA re:
- Deployments (PSEA 26(1)(a))
- Promotion (PSEA 26(1)(b))
- Periods of Probation and Notice Periods (PSEA
26(1)(c))
- Rate of Pay on Appointment (PSEA 60)
- Qualification Standards (PSEA 31(1))
Public Service Human Resources Management Governance
Landscape
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Resourcing Framework
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Background
New PSEA Employer authorities:
- In recognition of the Employer’s broader human
resources management (HRM) responsibilities
- To complement current authorities for other HRM
responsibilities
- Are consistent with the general accountability of the
Government for more effective, results-oriented performance
Guiding Principles for Consultations
Employer direction and any proposed changes must:
- Respect new PSEAprovisions
- Enhance service-wide transparency, consistency, fairness and
mobility, at minimum risk
- Not negatively impact on, nor alter, the provisions of
collective agreements nor terms and conditions of employment
- Be clear and simple to understand and operate
Wide Array of Consultations
- PSHRMAC-Interdepartmental Working Group
- PSC Advisory Committee Working Group on PSEA
Modernization
- Human Resources Council
- National Joint Council
- National Staffing Council
- Staffing Modules I (June), II (September) & III
(November) in partnership with PSC and Canada School of the
Public Service
- Separate Agencies
- Heads of HR
Deployments – Update
- Grievance process now replaces staffing recourse
- Adjudication by PSLR Tribunal only when employee
deployed without his/her consent
- Need to still retain the Deployment Policy?
- No change to deputy head authority to deploy to and within
their organizations “in the manner directed by TB”
- TB Policy on Deployment issued in early 1990’s
directed deputies on how authority would work
- Deployment managed well
- No risk issues have surfaced to date
- Current policy is redundant
Deployments – Direction
Rescind current TB Non-EX Deployment Policy
Retain current TB Deployment Policy for EX’s (addresses
exceptions)
Provide PSHRMAC guidelines on deployment and a template for
department-specific policies
Include new direction in CSPS modules
Inter-Group Deployments - Update
- Current PSER: permits inter-group deployments, except
to CA, MM and EX Groups
- Successful candidates for CA/MM Programs are
appointed to positions in CA/MM groups
- Successful candidates to EX Group are appointed
because no EX selection (qualification) standards and need to
manage entry
- New PSEA: permits inter-group deployments unless
excluded by TB regulations.
- Need to reflect new HRM world:
- flexibility of selection processes
- focus on qualification standards
- devolution of EX-01 to –05 staffing to deputies.
Inter-Group Deployments - Direction
- Rescind Section 6 of the PSER.
- No need for new TB regulations if:
- EX Qualification Standards in place
- Definition of promotion and qualification standards guide
entry options
- Amend Salary Administration Policy for EX’s
- Provide guidance to departments (e.g. webpage; CSPS)
Separate Agency Deployments - Update
- New PSEA permits inter-group deployments to the core
public administration from separate agencies if PSC approves
their staffing system
- Inter-group deployments guided by definition of promotion and
qualification standards
- No issues raised to date
- Future issues may concern different classification and
compensation systems (e.g. broad bands)
Deployments from Separate Agencies -
Direction
- No policy required at this time
- Use the current definition of promotion and qualification
standards for deploying individuals from separate agencies to
organizations under the PSEA
- Provide guidance to departments and separate agencies
- Continue to consult with separate agencies and monitor
variances in systems
Definition of Promotion- Update
- Two current definitions of promotion:
- Section 2 of PSER (staffing)
- Sections 22 to 26 of TB Terms and Conditions of Employment
Policy (compensation)
- To what extent can they be harmonized since will be in the
same portfolio?
- Different wording for “substantive”
- “Assigned” versus “appointed”
- Regional pay rates
- Priority entitlements
- Impact on deployment
- To what extent can the definition be changed?
- Extensive study by PSC in 2001: Inconclusive results
- Harmonized rates of pay now due to occupational
regrouping
- Stakeholders interested in reviewing and streamlining
formula
- Multi-disciplinary working group established in May
2005:
- Comprised of Human Resources Council, TB, PSHRMAC and PSC
senior representatives
- To review and recommend new approach to definition of
promotion
Promotion - Direction
- Revoke Section 2 of PSER
- Enact Regulations in December 2005 that:
- Maintain current terminology for definitions of
“promotion” and “substantive” level
- Maintain smallest increment pending review of impacts and
costs of moving to 4%
- Retain exception to the definition
- Eliminate separate definition for priorities
- Working group: options and recommendations that may result in
revisions to new regulations
Probation - Update
- PSEAlimits probation to initial appointment from
outside the PS
- Schedule 2 of PSER currently in force
- Overall stakeholder satisfaction with status quo
- Questions from a small %:
- Application to internal appointments?
- Deputy head delegation?
- 12 months-plus for Apprenticeship and Professional Training
Programs?
- Harmonize notice period for end of term employment?
Probation – Direction
- Rescind Schedule 2 of PSER
- Minor changes in new Employer regulations:
- Status quo for periods of probation and notice
- 12 months
- Probation for the duration of apprenticeship or training
programs
- Streamlining text
- Decision not to align term notice periods
- Support to departments outside of regulation or policy (e.g.
web page, CSPS)
Rate of Pay on Appointment - Update
- New PSEA authority transferred to Employer from
PSC
- No policy issued by PSC: referral to definitions in Sections
22 – 26 of TB T&CEP
- General support for status quo
- Principle focus from some: alter the Policy on Pay Above
the Minimum on Appointment from Outside the Public Service
(PPAMAOPS)?
- Revisit criteria
- Apply provisions to federal public administrators
Rate of Pay on Appointment –
Direction
- No need to duplicate Sections 22 to 26 of T&CEP in
another employer policy
- Status quo for T&CEP provisions
- Promotion working group to review options re the
PPAMAOPS
- Support/guidance from Employer outside of
policy/regulation
Qualification Standards - Update
- Need to create minimum standards that deputy heads must
respect when establishing essential or asset qualifications
- Link to current and future needs and Integrated HR and
business planning process
- Desire to link with classification standards and competency
profiles
Qualification Standards - Direction
- Current group specific selection standards will become
qualification standards on transition
- Link to classification standards
- Future revisions on an as-required basis
Next Steps
- Justice Canada to draft probation and promotion regulations
for TB approval by a date coincident with the coming into force
of PSEA 2003
- Working group to conclude study
- Develop supporting tools
- Integrate into CSPS training products
- Implement communication strategy
- Annual report to Parliament
