Frequently Asked Questions on the New Official Languages Policy Instruments

1. How will the new official languages policies affect me in the position I now hold?

The new policies will not affect you in your current position. However, if you are not currently bilingual and want to have access to bilingual or executive positions in the future, we encourage you to discuss your plans with your manager so that you can acquire the necessary language skills as soon as possible in your career and make language training part of your professional development.

2. I am unilingual. How will these policies affect me if I apply for another job?

Imperative staffing is now the norm for staffing bilingual positions. As an exception, non-imperative staffing can be used in exceptional cases, notably for external competitions. Language training will continue to be offered in this context.

If you are not currently bilingual and want to have access to bilingual or executive positions in the future, we encourage you to discuss this with your manager so that you can acquire the necessary language skills as soon as possible in your career and make language training part of your professional development.

It should be noted that, as of March 31, 2003, 62% of public service positions were not bilingual. Thus, Canadians continue to have access to many positions in the public service without being bilingual. In the case of EX-01 to EX-03 positions, about 20% of the positions are not bilingual.

3. Will I have access to language training?

Language training will continue to be available to unilingual persons appointed non-imperatively to bilingual positions. The goal of the announced changes is to make language training part of career and professional development. The new policies stipulate that managers are to encourage this type of training to respond to the career objectives of their employees, while taking into account available resources.

The Public Service Commission will also be developing distance learning tools for all employees.

4. What are the proposed changes for staffing bilingual positions?

Imperative staffing becomes the norm. It will become mandatory for bilingual positions at the EX-03 and EX-02 levels in bilingual regions for language of work purposes and for those in unilingual regions who supervise bilingual employees in bilingual regions. However, imperative staffing will not be mandatory for jobs open to the public. This change will be implemented gradually: in 2005 for EX-03s and in 2007 for EX-02s. As an exception, non-imperative staffing can be used for EX positions staffed externally and for EX-1 and subordinate positions. Non-imperative staffing must be justified in writing and approved by the deputy head for executive positions or by an assistant deputy head for other positions.

5. Will imperative staffing restrict my access to bilingual positions?

It is true that a candidate must be bilingual to be appointed to a position that is staffed imperatively. However, non-imperative staffing may be used in exceptional cases for EX positions staffed externally. EX-1 and subordinate positions may also be staffed non-imperatively, but only on an exceptional basis. Unilingual persons may continue to apply for these positions without having to be bilingual at the time of appointment. In addition, language training will now become a development tool for employees wishing to advance their careers and eventually have access to bilingual positions.

6. I am planning to become an executive. Will I have to be bilingual to have access to EX positions?

No. About 20% of EX-level positions are unilingual. In addition, while imperative staffing becomes the norm for all positions, it will not be mandatory in all cases for bilingual EX-01 positions. Therefore, non-imperative staffing of some bilingual EX-01 positions will be possible and unilingual candidates will be able to apply. Language training will be offered as part of career development and employees who wish to become executives will continue to have access to positions at that level.

7. What about the bilingualism bonus?

The bilingualism bonus is paid to employees appointed to bilingual positions. The new policies will not change this practice. The bonus is an integral part of collective agreements. Therefore, it must be negotiated with the unions. We have already indicated that we are ready to hold discussions on the subject.

8. What are the main changes to language training in the policy instruments?

Language training becomes a development tool for employees wishing to advance their careers and eventually have access to bilingual positions. Employees may receive language training even if they are in unilingual positions. Organizations should encourage this type of training and make it part of employees' professional development plans, taking into account available resources.

EXs appointed non-imperatively to a bilingual position must go on language training before assuming the duties of the position, except in exceptional circumstances. Other employees appointed non-imperatively to a bilingual position go on language training as soon as possible after their appointment.

The language training hour limits are increased:

Employees will be responsible for maintaining their linguistic skills. Organizations must ensure that conditions conducive to effective learning are in place.

As part of the Action Plan for Official Languages, Language Training Canada received $36.1 million over three years to create tools for learning and maintaining linguistic skills, reduce waiting lists and respond to increased demand.

9. How will these changes improve access to language training?

The changes announced are important because they will promote access to language training without having to first be appointed to a bilingual position. The conditions for access to language training are also linked to professional development and will thus better meet employees' career aspirations.

10. Does the new policy mean that managers will have to provide language training to everyone requesting it?

No. However the new policy stipulates that language training may be integrated into the career plans of employees who have indicated an interest as well as into their learning plans. Managers should discuss career plans with their employees, and together assess the options and resources available to help employees reach their objectives.

11. Other than changes to language training, what is new about these policies?

Beginning on April 1, 2004: 

• Imperative staffing becomes the norm. It will become mandatory for bilingual positions at the EX-03 and EX-02 levels in bilingual regions for language of work purposes and for those in unilingual regions who supervise bilingual employees in bilingual regions. This change will be implemented gradually: in 2005 for EX-03s and in 2007 for EX-02s. However, imperative staffing will not be mandatory for jobs open to the public.
• Non-imperative staffing must be justified in writing and approved by the deputy head for executive positions or by an assistant deputy head for other positions.
• EXs appointed or transferred non-imperatively to a bilingual position must now go on language training before taking up their duties. Other employees are encouraged to go on language training when they are appointed or as soon as possible after their appointment.

12. Why all these changes?

We want to promote a public service respectful of the language rights of its employees while being an exemplary workplace that reflects the public it serves.