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Why was the Qualification Standard for the EX Group developed?
Prior to December 2005, no qualification standard existed for the EX Group. Proposed appointments to and within that group had to be reviewed and approved by the Public Service Commission (PSC). With the coming into force of the new Public Service Employment Act (PSEA) in December 2005, authority for all EX appointments was delegated to deputy heads, except for the appointment of ministerial staff priorities, which remain the responsibility of the PSC. The Qualification Standard for the EX Group was developed to provide guidance and ensure consistency in this newly delegated environment.
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Why is the Key Leadership Competencies Profile the main component of the EX Qualification Standard?
The Key Leadership Competencies Profile targets current and future leadership priorities of the Public Service. The competencies refer to behaviours that reflect the skills, abilities and characteristics of effective performance as confirmed through extensive consultations throughout the development process of the profile.
In consultations on the proposed qualification standard, deputy heads fully supported the use of the profile as the main component of the EX Qualification Standard
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What are the roles and responsibilities of the Public Service Human Resources Management Agency of Canada (PSHRMAC) with regard to the EX Qualification Standard?
With the coming into force of the new PSEA, responsibility to establish qualification standards in relation to education, knowledge, experience, etc., was transferred from the PSC to the employer. It was the decision of the TB Ministers to adopt the PSC selection standards as the employer’s Occupational Group Qualification Standards (including the EX Qualification Standard).
PSHRMAC will have the overall responsibility for maintaining these standards on behalf of the employer. The Human Resource Management Modernization (HRMM) Branch will develop and maintain all qualification standards with the exception of the EX Qualification Standard, which will be maintained by The Leadership Network (TLN).
With specific reference to the EX Qualification Standard, TLN will:
- implement the standard;
- review and update the standard, as required and/or when other standards are developed or modified;
- evaluate the use and effectiveness of the qualification standard; and
- provide support in terms of advice and guidance to departments on the intent, application, and interpretation of the qualification standard.
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Must departments apply all of the Key Leadership Competencies from the profile to the EX position they wish to staff?
Yes. The Standard represents the minimum requirements for staffing an EX position and, as such, all competencies and sub-competencies in the profile must be reflected in the Advertisement and Statement of Merit Criteria and assessed accordingly. When determining merit criteria for an EX appointment process, departments may, if they wish, add to the competencies to be assessed to meet their particular requirements
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How does “knowledge” fit in?
Knowledge can be identified as an essential or asset qualification based on operational or organizational requirements.
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Does the Standard fall under essential or asset qualifications
The Standard falls under essential qualifications. The Key Leadership Competencies Profile and minimum educational level requirements identified for the position being staffed must be included in the essential qualifications section.
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Is it necessary to specify a minimum educational level for EX positions?
There are a broad range of EX responsibilities and levels across the Public Service. In order to support specific requirements of positions or departments, it was approved that deputy heads establish the educational requirement, either for their organization, or on a case-by-case basis. This approach reflects the new delegation of authority to deputy heads.
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Can the minimum educational requirement be met through generic wording?
Previously, educational requirements were occasionally described with wording such as “Post Graduate degree or acceptable combination of education, training and experience”. The EX Qualification Standard requires that education be specifically defined and therefore the “acceptable combination” wording is no longer acceptable.
The minimum educational requirements must be specifically identified as an essential qualification, and additional or desirable educational requirements can be included in the asset qualifications.
Example:
If the minimum education in a combination approach is “graduation with a university degree”, then this is identified as the minimum educational requirement in the essential qualifications section and the specific post graduate degree, or the specific training or experience relevant to the position could be included in asset qualifications.
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Does the application of the Standard apply to all EX appointments at all levels?
Yes. The Standard applies to all appointments to and within the EX Group, at all levels, regardless of the appointment process.
This includes internal and external appointments (whether advertised or non-advertised), entry-level appointments, acting appointments (four months or greater in duration) and appointments of persons with a priority status. Casual employment and assignments at the same level are exempt from the application of the Standard, as these are not appointments
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Must candidates be assessed against each individual competency or can they be assessed globally against all four competencies?
Candidates must be assessed against and meet the Standard for all of the Key Leadership competencies and sub-competencies individually.
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Must candidates be assessed against all behaviours contained in each competency?
No. It is not necessary to assess all the behavioural indicators: the focus should be on those that are most pertinent to the position.
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What assessment tools does the PSC provide to support departments in assessing candidates?
The PSC offers a wide range of assessment products and services to help assess candidates at the EX level. For entry to the EX Group at the EX-01 and EX-02 levels, the Personnel Psychology Centre (PPC) offers SELEX, a standardized test developed to assess the new Key Leadership Competencies. Standardized reference checks are available at the Director, Director General and ADM levels. In addition, Executive Resourcing of the PSC has a bank of interview questions available that assess the Key Leadership Competencies. The PPC is also available to customize instruments such as simulations and interviews to meet specific needs.
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Can additional assessment tools be used?
Yes. The PSC’s approval must be obtained before using tests of personality, intelligence, aptitude, or tests of like nature. The PSC can work with individual organizations to develop customized assessment tools.
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Can employees be deployed into EX positions?
Not at this time. The Policy on Deployment of Executives is currently under review as part of the Policy Suite Renewal. New directives on deployment into the EX Group will be available once this review is complete. Departments will be notified when deployments into the EX Group are permitted.
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Who should I contact for additional information?
For additional information or advice, please contact the Leadership Development – Leadership Capacity Strategies at (613) 996-5189.
