Presentation to the Human Resources Management Advisory Committee

Learning, Training & Development

Delivering on Government’s
Management Improvement Agenda

Presentation to HRMAC
November 9, 2005

Background…

• Key announcements have been made on the Government’s Management Improvement Agenda, by Minister Alcock.

• A new Learning Strategy for the Public Service was approved by TB Ministers on October 3, 2005:

“Learning and development underpin the success of every element of our Management Improvement Agenda.” Announcement - Minister Alcock, October 24, 2005

• Funding of up to $35 million per year for the CSPS was also announced to implement this Strategy.
• The new Policy on Learning, Training and Development provides the policy authority for the Learning Strategy, and an overall approach to learning, training an development.

Deputy Heads Have Direct Authority for Learning…

• Under PSMA, deputy heads now have direct authority, pursuant to section 12. (1)(a) of the Financial Administration Act, 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” .

• Treasury Board has the authority, pursuant to section 11.1(1)(f) to:

“establish policies or issue directives respecting the exercise of the powers granted by this Act to deputy heads…”.

• The Policy on Learning, Training and Development provides direction and
  support to:
   
  1. Build Individual Capacity;
  2. Strengthen Organizational Leadership; and
  3. Encourage Innovation in Public Sector Management.

   

The New Policy Focuses On...

1)  Building Individual Capacity:

a)  Required training - Public Service Orientation...

“New employees, who are the future of the public service and who must begin their careers right with a clear understanding of the special role and expectations of a federal public servant; therefore, starting in 2006, new employees will attend an orientation program designed to convey not just an introduction to government, but also the values and ethics of the public service”. Announcement - Minister Alcock, October 24, 2005

• Public servants entering the core public administration will share a common understanding of their role as public servants.
  
• Employees required to attend within two months of being hired.
• Includes all new indeterminate and term employees of 6 months + 1 day.
  
• To be delivered by the Canada School of Public Service (CSPS) and centrally funded.
  
• Separate employers will be encouraged to participate on a cost recovery basis.

a)  Required training - Authority Delegation Assessment and training...

“Supervisors at all levels, who bear particular responsibilities for organizational leadership and for important authorities granted to them in financial and human resource management, and who will receive focussed training and leadership development programs”. Announcement - Minister Alcock, October 24, 2005

• Managers and executives with signing authority in finance and HR will exercise delegated authorities in an informed manner :
  
  • New appointees to level - will be required to complete the required training prior to receiving delegated signing authority.
  • Existing managers - will be required to validate their knowledge of requirements through on-line self-assessment instruments by January 2007, and take training is unsuccessful.
    
• To be delivered by CSPS and centrally funded.
  
• Separate employers may participate on a cost recovery basis.
  

a)  Required Training - Training for Functional Specialists...

“Specialists in the fields of finance, audit, procurement, materiel, information management and human resources, on whom an effective public service depends so much to achieve the balance of efficient program delivery and compliance, and who will have access to specialized training programs to support professional development and certification” Announcement - Minister Alcock, October 24, 2005

• Specialists in the management of finances, human resources, internal audit, procurement, materiel management, real property and information management will meet professional standards established by the employer.

   

  • Training programs have been developed to meet employer’s standards for procurement, materiel management, real property and information management functional communities;
  • Training programs for specialists in finance, internal audit and HR to come on stream in the future; 
  • Others may be added as necessary.
    
• To be delivered by CSPS (and possibly accredited partners) with central seed funding.
  
• Separate employers may participate on a cost recovery basis.
  

b)  Professional Development…

• Outside of these corporate requirements, most of the learning, training and development that takes place in the Public Service will continue to happen within departments and agencies.
  
• Deputies retain authority and responsibility for ensuring that:
  • their organizations have a learning policy to align departmental business priorities with the management improvement objectives of government;
  • their learning policy supports their mission and mandate, including requirements for job-related training and learning plans that align individual learning with departmental business priorities; and
  • employees at all levels have learning plans to acquire and maintain the knowledge, skills and competencies related to their level and functions.

• This policy will not affect that learning, but will support it through professional development.
  
• Training available at the CSPS on a partial cost recovery basis.
  

c)  Leadership Development Programs...

• Deputies, departments and agencies will be better supported by the corporate leadership development programs:
  
  • MTP and CAP program administration will be merged, and the two programs will be aligned to cover leadership development from entry to pre-executive levels;
  • Programs will be reduced in length, from four to three years;
  • Support will be provided for both generalist and specialized functional community development, depending on departmental needs (finance, HR etc.);
  • There will be a continuing focus on EE initiatives and bilingualism;
  • The new key leadership competencies will be used; and
  • Improved opportunities for participants in both programs to remain in their departments upon graduation.

2)  Strengthening Organizational Leadership…

• Deputy heads will be supported in developing and using organizational learning strategies:
  • to meet Learning, Innovation and Change Management commitments under MAF.

• Organizational Leadership activities will help deputies:
  • align learning with continuous improvement objectives of Government;
  • improve organizational performance by linking departmental business objectives with learning strategies; and
  • encourage continuous development of senior leaders.

• Advisory services on organizational learning strategies will be offered by CSPS on a partial cost recovery basis.

3)  Encouraging Innovation in Public Sector Management…

• Deputies will be supported in ensuring that the Government of Canada is at the leading edge of innovative public sector management practices:
  • to encourage innovation and continuous performance improvement; and
  • to ensure that employees have access to best practices in management.

• The School will assess best practices from here and around the world, and develop programs that contribute to ensuring that Canadians are served by a skilled, well-trained and professional workforce.

Next Steps…

• Treasury Board Ministers : December 5, 2005

• Coming into effect : January 2006

• Implementation phased-in from January 2006 to January 2007

• Employer Knowledge Standards : January 2006

• Implementation Guidelines : January 2006

• Operational Directives : April 2006