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Approved
Minister of Canadian Heritage
The Estimates Documents
Each year, the government prepares Estimates in support of its request to Parliament for authority to spend public monies. This request is formalized through the tabling of appropriation bills in Parliament. The Estimates, which are tabled in the House of Commons by the President of the Treasury Board, consist of three parts:
Part I - The Government Expenditure Plan provides an overview of federal spending and summarizes both the relationship of the key elements of the Main Estimates to the Expenditure Plan (as set out in the Budget).
Part II - The Main Estimates directly support the Appropriation Act. The Main Estimates identify the spending authorities (votes) and amounts to be included in subsequent appropriation bills. Parliament will be asked to approve these votes to enable the government to proceed with its spending plans. Parts I and II of the Estimates are tabled concurrently on or before 1 March.
Part III - Departmental Expenditure Plans which is divided into two components:
The Estimates, along with the Minister of Finance's Budget, reflect the government's annual budget planning and resource allocation priorities. In combination with the subsequent reporting of financial results in the Public Accounts and of accomplishments achieved in Departmental Performance Reports, this material helps Parliament hold the government to account for the allocation and management of public funds.
© Her Majesty the Queen in Right of Canada, represented by
the Minister of Public Works and Government Services, 2002
Available in Canada through your local bookseller or by mail from
Canadian Government Publishing (PWGSC)
Ottawa, Canada K1A 0S9
Telephone: 1-800-635-7943
Internet site: http://publications.pwgsc.gc.ca
Catalogue No. BT31-2/2003-III-42
ISBN 0-660-61773-0
SECTION III: PLANS AND PRIORITIES BY STRATEGIC OUTCOME
The Public Service Commission (PSC), an independent agency reporting to Parliament, appoints qualified persons to and within the Public Service according to the principle of merit. In doing so, the PSC safeguards the values of competence, non-partisanship and representativeness. These values are the cornerstone of a strong Public Service. They are also the foundation of Canadian democracy. The PSC seeks to have a Public Service that is respectful of the diversity of Canada's people.
In the Speech from the Throne, the Government of Canada underlined its committment to renew the Public Service: "To assist the Government in fulfilling its responsibilities, Canada must have a public service distinguished by excellence and equipped with the skills for a knowledge economy and society. The Government will seek bright, motivated young women and men to accept the challenge of serving their country in the federal public service. The Government is committed to the reforms needed for the Public Service of Canada to continue evolving and adapting. These reforms will ensure that the Public Service is innovative, dynamic and reflective of the diversity of the country -- able to attract and develop the talent needed to serve Canadians in the 21st century."
This report highlights the objectives of the Public Service Commission, the initiatives that will enable it to continue fulfilling its mandate and the results it intends to achieve for the next three years.
May I thank all of Canada's committed public servants for their contribution to the building of our nation.
Sheila Copps
Minister of Canadian Heritage
Managers have been telling the Public Service Commission (PSC) that they want greater flexibility in meeting their staffing needs. We responded two years ago by introducing values-based staffing and developing a plan that still guides our work.
Our plan includes delegating new, sometimes pilot approaches to staffing. As departmental managers become able to implement and assess solutions for a better staffing system, able to take on additional responsibility, we are increasing delegation, customizing agreements, explaining the under-used flexibilities already available in the current system. Not only have these steps started making the staffing system more responsive, they allow us to enhance the PSC's ongoing oversight role as we promote and monitor the health of the system and report on it annually to Parliament.
Underlying all of our activities is the intention of providing Canadians with a highly competent, non-partisan and representative Public Service and making appointments to it based on the values of fairness, equity and transparency. Although our intention remains constant, last April, our planning context was altered when the Prime Minister launched the Task Force on Modernizing Human Resources Management (MHRM) in the Public Service of Canada.
With the creation of the Task Force, the PSC's goals and activities became even more closely centered on HRM reform. The Task Force is aware of our views on how best to protect and promote the principle of merit in a renewed staffing system. We acknowledge the need for reform and remain committed to helping develop a new system that enhances flexibility, timeliness and greater managerial ownership without sacrificing competence, non-partisanship and representativeness.
As a result and according to our plan outlined above, our first strategic goal for 2002 -2003 is to contribute to a new HRM system for the Public Service of tomorrow, and our second, to respond to HRM challenges through innovative PSC programs and services. Our final goal responds to a challenge created within the PSC by speculation about the future role of our organization: to pursue change management and model good HRM practices to ensure a successful transition of our staff to a modernized system.
While these goals are not radically different from those of last year, they have been reshaped by HRM reform so that we can prepare the PSC, and the Public Service as a whole, for the anticipated legislation that a new regime will require. For regardless of HRM reform, the Public Service is faced with an aging workforce and the challenges of recruitment and retention. It is still faced with funding restraints for the programs and services that attempt to address these issues. It still must consider further investments in new technology for recruitment and staffing.
As the Public Service moves to a less prescriptive framework for staffing and recruitment and greater delegation of recruitment authority, we will be relying more on values and less on rules and regulations. In following a more values-based approach, training, tools and judgment will become even more important. The challenges of the 21st century require a balance between an efficient recruitment and staffing system, and one that is fair, equitable and transparent. The dedicated and professional staff of the PSC have begun; there is no need to wait for legislative reform to begin renewing the HRM system for the present and future Public Service of Canada.
I submit, for tabling in Parliament, the 2002-2003 Report on Plans and Priorities (RPP) for the Public Service Commission of Canada.
To the best of my knowledge, the information in this document:
I am satisfied as to the quality assurance processes and procedures used for the RPP production.
The Planning, Reporting and Accountability Structure (PRAS) on which this document is based has been approved by Treasury Board Ministers and is the basis for accountability for the results achieved with the resources and authorities provided.
Name: Scott Serson, President
Date: February 4, 2002
The Public Service Commission is an active partner in developing a broad framework for human resources management and ensuring the health of the federal human resources system. To ensure that Canadians receive effective and ethical services from public servants, the PSC maintains and preserves a highly competent and qualified Public Service in which appointments are based on merit and ensures that the Public Service is non-partisan and its members representative of Canadian society.
The following section outlines the priorities and results that will be pursued over the planning period in order to achieve the strategic goals and priorities of the PSC.
Through a consultation exercise, the Public Service Commission has reviewed its Key Results Commitments previously reported in Main Estimates. As a result, they were replaced with a Strategic Outcome that better reflects current reality. The Public Service Commission's Strategic Outcome is to provide Canadians with:
which will be achieved through the following strategic goals:
In his response to the 2001 Speech from the Throne, the Prime Minister made a commitment to oversee the reforms necessary to ensure the Public Service is innovative, dynamic and reflective of the diversity of the country. To this end, in April 2001, the Prime Minister announced the launch of the Task Force on Modernizing Human Resources Management in the Public Service of Canada. The Task Force was mandated to recommend a modern policy, legislative and institutional framework for human resources management (HRM) by the Spring of 2002. The short time frame for the introduction of legislation has altered the planning context for the PSC and forced us to focus our efforts on HRM reform.
We have therefore revised the PSC's previous strategic goals and priorities to reflect the anticipated legislative and institutional changes and to capture the work that still needs to be done in the area of HRM reform. With the exception of the first revised goal, which now focuses extensively on contributing to HRM reform, the goals do not deviate widely from those presented last year. Rather, they have simply been re-cast in light of HRM reform so that the PSC can best prepare itself, as well as the Public Service as a whole, for a modernized HRM framework.
Contribute to a new human resource management system for the Public Service of tomorrow
($18 million)
The staffing system, which is currently the responsibility of the PSC, is one focus of HRM reform. The discussions around HRM reform have also touched upon other issues of interest to the PSC, including accountability structures, human resource services, and public service values. The PSC is in a position to provide key strategic and operational advice and guidance in the building of a new HRM framework. The PSC will also have a central role to play in ensuring a smooth transition to a new HRM system and must work in a collaborative manner with the Task Force and other stakeholders to modernize the HRM system.
The PSC's main challenge with respect to its first strategic goal will be to ensure the protection of the merit principle in a modernized HRM framework. As was emphasized by the Clerk in his Eighth Annual Report to the Prime Minister, the protection of merit is a key guiding principle in HRM reform. Respect for the merit principle as a foundation of the Canadian Public Service enables it to continue to protect the best interests of Canadians and provide excellence in service. Our primary objective in contributing to a modernized HRM system is therefore to ensure that the result of the modernization initiative continues to provide a competent, non-partisan and representative public service.
The PSC's role in HRM reform extends beyond providing advice and guidance. The PSC's first strategic goal also reflects the Commission's commitment to continue enabling a new HRM system that provides more flexibility, timeliness and ownership by managers.
Priority | Result |
Actively contribute to the work of the Task Force on Modernizing HRM | A new HR regime that ensures that staffing is based on merit |
Contribute to a successful transition to a new HRM regime across the Public Service |
We will achieve this result by:
Priority | Result |
Construct an innovative accountability system that proactively protects merit | Enhanced ownership by delegated departments and greater transparency through reporting openly on results and proactive protection of merit |
We will achieve this result by:
Priority | Results |
Nurture the values-based approach to staffing to enhance managers' ownership of the system | Hiring managers and human resource advisors take sound staffing decisions in accordance with PSC staffing values and management principles |
Assessment information is more accessible in supporting managers' decisions and resourcing tools are bias free and support EE/diversity in staffing decisions |
In order to attain the expected results, the PSC will:
Priority | Result |
Further enhance departmental staffing authority through creative initiatives that confer added flexibility and timeliness | Strengthened departmental capacity to respond to business requirements |
In order to attain the expected result, the PSC plans to:
Priority | Result |
Help build the Public Service's capacity to conduct human resource planning as part of sound business planning | Better departmental understanding of the labour supply and departmental needs in order to better inform and support the necessary elements of HR planning. |
In order to achieve this result, we plan to:
The PSC will measure its success in meeting its Strategic Goal #1 and achieving its results via: |
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Respond to human resources management challenges through innovative PSC programs and services
($98 million)
The HRM challenges of the Public Service continue to be recruitment, retention, diversity, and training and development. The Public Service is still faced with an aging workforce and the risk that corporate knowledge will be lost as employees retire, especially in certain key areas. We need to continue to make progress to meet the goal set out by the Task Force on the Participation of Visible Minorities in the Federal Public Service. As well, although the competition for talent is still strong, the recent downturn in the high technology sector has renewed the image of the Public Service as a provider of stable and secure employment.
The PSC must continue to respond to these challenges, in a manner that is consistent with the goals of HRM reform. As a central agency, the PSC must also continue to provide advice and guidance to departments so that they can respond to these common challenges, as well as to their particular HRM challenges.
The funding restraints and shortages faced by the PSC, combined with a growing demand for its programs and services, mean that the PSC must find innovative solutions to address these pressing concerns. These include forging partnerships with other players, re-aligning its programs, maximizing the use of new technologies. The PSC will continue to strive to achieve a modernized HRM system that responds to the needs of its clients, the public and Parliament.
Priority | Results |
Transform and realign programs and services as appropriate to take account of future client needs and the direction of HRM modernization |
Modernized programs and services that provide:
prospective qualified and representative candidates; |
Effective transition of responsibilities and transformation of activities throughout HRM modernization |
The following plans will support the above priority over the planning period 2002-2005, as well as Strategic Goal #2. In order to attain the expected results, the PSC will:
Staffing and Recruitment
EX Resourcing
Interchange Canada Program
Assessment Services
Representativeness
Technology directions
Learning and Language Training
Recourse
PSC transformation
The PSC will measure its success in meeting its Strategic Goal #2 and achieving its results via: |
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The results above will be accomplished through partnerships and horizontal links with other departments and agencies. The main players in the HRM system include:
Pursue change management and model good HRM practices within the PSC to ensure a successful transition to a modernized system.
($7 million)
The PSC remains committed to contributing to the building of the Public Service as a workplace of choice, and believes strongly that the PSC must lead by example. It also continues to be committed to improving employee morale and enhancing internal communications.
The HRM reform has altered the internal environment of the PSC. We are faced with the reality that HRM reform could change the mandate, role, and perhaps even the structure of the PSC. As an organization and an employer, the PSC needs to be pro-active and prepare for the expected changes, rather than take a wait-and-see approach. A successful transition to a modernized system will depend to a great extent on the preparedness of management and the confidence of employees.
In times of uncertainty and change, it is even more important to encourage and promote open and inclusive communications at all levels. A successful transition will require a strong leadership cadre able to provide guidance to employees and set the direction for change. Rather than take a reactionary approach to HRM reform, the PSC will focus on the opportunities presented by change, both at the level of the individual (i.e. professional development) and at the system level (i.e. innovative services).
Priority | Result |
Transition Planning | PSC employees understand changes, are empowered and ready to support the achievement of a modernized human resources management regime |
In order to attain the expected result, the PSC plans to:
Priority | Result |
Model Human Resource Management Best Practices | The PSC is an integrated values-based, competency driven and learning organization that recruits, retains and develops qualified people corresponding to the required duties |
The PSC will achieve this result by:
The PSC will measure its success in meeting its Strategic Goal #3 and achieving its results via: |
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Mandate
The Public Service Commission of Canada is an independent agency reporting to Parliament; it is responsible to safeguard the values of a professional Public Service: competence, non-partisanship and representativeness.
Safeguarding the values of a professional Public Service: competence, non-partisanship and representativeness |
It does this in the public interest as part of Canada's governance system.
It does this by:
administering the Public Service Employment Act (PSEA) and a merit-based staffing system, and taking responsibility for the appointment of qualified persons to and within the Public Service; providing recourse and review of matters under the PSEA; delivering training and development programs; and carrying out other responsibilities as provided for in the PSEA and the Employment Equity Act (EEA).
Vision
An independent agency reporting to Parliament, accountable for merit in staffing and a key partner in shaping an effective and respected Public Service for Canadians.
Responsibilities
In addition to its mandate and vision, the PSC has exclusive and non-exclusive responsibilities (details on web site).
Resources, financial and FTE's, required by the PSC to attain its results represent the following; additional details are included in annexes.
In order to meet its objectives and provide Canadians with the established strategic outcome, the PSC has organised its activities around the following business lines:
(Details on web site)
($ thousands) |
Forecast Spending 2001-2002 |
Planned Spending 2002-2003 | Planned Spending 2003-2004 | Planned Spending 2004-2005 |
Resourcing | 52,719 | 63,470 | 63,473 | 63,473 |
Learning | 31,458 | 31,481 | 31,921 | 31,970 |
Recourse | 5,558 | 6,230 | 6,230 | 6,230 |
Oversight and Outreach | 12,743 | 13,346 | 13,362 | 13,362 |
Corporate Services | 20,416 | 20,788 | 20,678 | 20,678 |
Budgetary Main Estimates (gross) | 122,894 | 135,315 | 135,664 | 135,713 |
Non-Budgetary Main Estimates (gross) | ||||
Less: Respendable revenue | 11,677 | 12,344 | 12,784 | 13,183 |
Total Main Estimates | 111,217 | 122,971 | 122,880 | 122,530 |
Adjustments** | 26,597 | |||
Net Planned Spending* | 137,814 | 122,971 | 122,880 | 122,530 |
Less: Non-respendable Revenue | 295 | 300 | 300 | 300 |
Plus: Cost of Services Received without Charge | 20,608 | 20,440 | 20,602 | 20,623 |
Net cost of Program | 158,127 | 143,111 | 143,182 | 142,853 |
Full Time Equivalents | 1,499 | 1,415 | 1,416 | 1,417 |
* Reflects the best forecast of total net planned spending to the end of the fiscal year.
** Adjustments are to accommodate approvals obtained since the Main Estimates and
include Supplementary Estimates items and transfers from TBS votes for various initiatives.
Respendable Revenue | ||||
($ thousands) | Forecast Revenue 2001-2002 | Planned Revenue 2002-2003 | Planned Revenue 2003-2004 | Planned Revenue 2004-2005 |
Learning Business Line | ||||
Sources of respendable revenue: | ||||
Staff Development and Training Revolving Fund | ||||
Course fees and services | 9,823 | 9,546 | 9,986 | 10,385 |
Subsidy | 2,798 | 2,798 | 2,798 | 2,798 |
Total Respendable Revenue | 12,621 | 12,344 | 12,784 | 13,183 |
Non-Respendable Revenue | ||||
($ thousands) |
Forecast Revenue 2001–2002 | Planned Revenue 2002-2003 | Planned Revenue 2003–2004 | Planned Revenue 2004–2005 |
Learning Business Line | ||||
Source of non-respendable revenue: | ||||
Discretionary Language Training Services | 295 | 300 | 300 | 300 |
Total Non-Respendable Revenue | 295 | 300 | 300 | 300 |
Total Respendable and Non-Respendable Revenue | 12,916 | 12,644 | 13,084 | 13,483 |
($ thousands) | Total |
Net Planned Spending | 122,971 |
Plus: Services Received without Charge | |
Accommodation provided by Public Works and Government Services Canada (PWGSC) | 13,825 |
Contributions covering employers' share of employees' insurance premiums and expenditures paid by TBS | 5,849 |
Workers' compensation coverage provided by Human Resources Development Canada | 270 |
Salary and associated expenditures of legal services provided by Justice Canada | 496 |
20,440 | |
Less: Non-Respendable Revenue | 300 |
2002-2003 Net cost of Program | 143,111 |
($ thousands) | Forecast 2001-2002 | Planned 2002-2003 | Planned 2003-2004 | Planned 2004-2005 |
Respendable Revenue | 12,621 | 12,344 | 12,784 | 13,183 |
Expenses | ||||
Salaries and employee benefits | 6,364 | 6,799 | 7,002 | 7,213 |
Transportation and communications | 316 | 450 | 473 | 473 |
Information | 131 | 145 | 181 | 181 |
Professional and special services | 3,449 | 3,348 | 3,413 | 3,254 |
Rentals | 968 | 957 | 1,005 | 1,055 |
Purchased repairs and upkeep | 0 | 0 | 0 | 0 |
Utilities, materials and supplies | 1,005 | 482 | 482 | 480 |
Depreciation | 10 | 20 | 45 | 95 |
Other | 501 | 493 | 533 | 432 |
Total expenses | 12,744 | 12,694 | 13,134 | 13,183 |
Surplus (Deficit) | (123) | (350) | (350) | 0 |
The forecasted deficit due to technology renewal to be funded through access to the Training and Development Canada Revolving Fund's accumulated surplus.
($ thousands) | Forecast 2001-2002 | Planned 2002-2003 | Planned 2003-2004 | Planned 2004-2005 |
Surplus (Deficit) (1) | (123) | (350) | (350) | 0 |
Add non-cash items: | ||||
Depreciation/amortisation | 10 | 20 | 45 | 95 |
Provision for employee termination benefits | 113 | 138 | 140 | 140 |
Investing activities: | ||||
Acquisition of depreciable assets | (50) | (100) | (150) | (50) |
Cash surplus (requirement) | (50) | (292) | (315) | 185 |
($ thousands) | Forecast 2001-2002 | Planned 2002-2003 | Planned 2003-2004 | Planned 2004-2005 |
Authority(1) | 4,500 | 2,000 | 2,000 | 2,000 |
Surplus (Drawdown): | ||||
Balance as at April 1 | 4,112 | 4,062 | 3,770 | 3,455 |
Projected surplus (Drawdown) | (50) | (292) | (315) | 185 |
4,062 | 3,770 | 3,455 | 3,640 | |
Projected Balance at March 31 | 8,562 | 5,770 | 5,455 | 5,640 |
Service Improvement Initiative
Resourcing business line:
The key services covered by a service improvement plan are: the information provided to Canadians on jobs offered in the Public Service and the application process.
Surveys have been developed to allow the Canadian population to comment on the level of satisfaction experienced with services provided by the PSC. These surveys target those who use our regional offices, our recruitment website (http://jobs.gc.ca/) and our Infotel telephone services, as well as those who attend career or job fairs.
In the later part of fiscal year 2001-2002, the PSC started gathering information from surveys. We will establish a baseline satisfaction level early in 2002-2003; priorities for improvements, satisfaction improvement targets and service standards will then be developed using these results.
Contacts for further information | |
Scott Serson President telephone: (613) 992-2788 fax: (613) 996-4337 |
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Michelle Chartrand Commissioner telephone: (613) 992-2644 fax: (613) 996-4337 |
Nurjehan Mawani Commissioner telephone: (613) 995-9051 fax: (613) 996-4337 |
Amelita Armit Staffing and Recruitment Programs telephone: (613) 992-0894 fax: (613) 992-9905 |
Denise Boudrias Learning, Assessment and Executive Programs telephone: (613) 995-7993 fax: (613) 943-5149 |
Gilles Depratto Recourse telephone: (613) 992-5418 fax: (613) 995-6985 |
Greg Gauld Corporate Services telephone: (613) 992-2425 fax: (613) 992-7519 |
Michael Nelson Transformation telephone (613) 996-2345 fax (613) 992-7519 |
Douglas Rimmer Policy, Research and Communications telephone: (613) 995-6134 fax: (613) 995-0221 |
Listing of Statutory and Departmental Reports
The following documents are available from the Public Service Commission of Canada:
List of most common acronyms
Acronyms | Description |
ADM | Assistant Deputy Minister |
ADMPQP | Assistant Deputy Ministers Prequalification Process |
AETP | Accelerated Economist Training Program |
AEXDP | Accelerated Executive Development Program |
APEX | Association of Professional Executives |
CAP | Career Assignment Program |
CCMD | Canadian Centre for Management Development |
COSO | Committee of Senior Officials |
EE | Employment Equity |
EEA | Employment Equity Act |
EX | Executive Group |
FTE | Full Time Equivalents |
HR | Human Resource(s) |
HRC | Human Resources Council |
HRM | Human Resource Management |
IT | Information Technology |
MTP | Management Trainee Program |
NGO | Non-governmental Organization |
PPC | Personnel Psychology Centre |
PQP | Prequalification Process |
PS | Public Service |
PSC | Public Service Commission |
PSEA | Public Service Employment Act |
PSR | Post-Secondary Recruitment |
TBS | Treasury Board Secretariat |
TDC | Training and Development Canada |