![]() |
![]() |
Joseph Volpe Minister of Human Resources and Skills Development |
Joe Fontana Minister of Labour and Housing |
In the past year, the newly created Human Resources and Skills Development Canada (HRSDC) has re-aligned its strategies to meet the challenge of responsive government. Together we are working to be more effective at supporting the changing needs of Canada's citizens. The 2003-2004 Departmental Performance Report details our efforts and accomplishments in providing Canadians with high levels of service and support in a year characterized by unforeseen economic challenges.
Our department played a key role in the day-to-day lives of citizens by improving access to employment opportunities, providing student assistance, and supporting workplace skills development. We worked hard to transform the way we deliver traditional services. Client Access Web Stations and a 'virtual interview' process are just two of the many new initiatives that support clients and improve the speed and accuracy with which Canadians receive their Employment Insurance benefits.
We are also committed to developing programs that enhance the skills, knowledge, and work experience of all Canadians, ensuring their full participation in society and the workplace. In 2003-2004, the department focused on modernizing its support for post-secondary education and the responsiveness of post-secondary education institutions. To help provide all Canadians with learning opportunities, a series of enhancements were made to the Canada Student Loans Program and the Canada Education Savings Grant Program that will improve access, affordability and interest relief.
In addition, foreign credential recognition processes were improved by working with professional associations, including a $1.6 million investment in the Medical Council of Canada to develop on-line self-assessment tools, and a partnership with the Canadian Council of Professional Engineers to develop tools and processes that better integrate foreign-trained engineers into the Canadian labour market.
I am proud that our department's achievements have contributed to economic growth and helped secure Canada's quality of life. We will continue to strive for accountable, efficient policies and programs in the months and years to come.
The Honourable Joseph Volpe, P.C., M.P.
Minister of Human Resources and Skills Development
Modernization of Canada's labour legislation and improvements in the administration of our labour law are fundamental to building a fair, healthy and productive workplace. Over the past year, we revised the Canada Labour Code to reflect an increasingly adaptive and flexible workforce. Revisions to Part III (Labour Standards) of the Canada Labour Code included the Compassionate Care Leave amendment allowing workers to take time off to care for seriously ill family members without fear of losing their jobs. Following the federal lead, most provinces and territories have also moved to provide similar job protection. This change was an important step in supporting workers and promoting work-life balance.
We also demonstrated leadership in other labour related issues. In 2003-2004, the Federal Mediation and Conciliation Service provided assistance in 274 collective bargaining disputes. Ninety-one percent of these disputes were settled without a stoppage in work. As well, the annual report on the Employment Equity Act, designed to promote equality in the workplace, indicated that federally regulated employers and Crown Corporations were making progress. Officials have developed specific strategies to engage employers and unions to do more to increase employment for Aboriginal peoples and persons with disabilities.
With respect to homelessness, we developed and implemented Phase 2 of the National Homelessness Initiative (NHI). The NHI supports a community-based approach to build the social infrastructure needed to help homeless people move towards self-sufficiency. Homeless Canadians and those at risk of becoming homeless face not only a lack of affordable safe accommodation but also face severe health, social, income and developmental challenges. Last year, the NHI also expanded its cooperation with the non-profit, public and private sectors and increased its emphasis on transitional and supportive housing while continuing to support emergency shelter services. It provided communities with the tools to determine local priorities and develop a sustainable range of housing support and service aimed at stabilizing the living arrangements of homelessness.
The progress we have made over the past year demonstrates our commitment to strengthening the social foundations of our country. Working with my officials and our partners throughout Canada, we will continue to build on this momentum over the next year.
The Honourable Joe Fontana, P.C., M.P.
Minister of Labour and Housing
Management Representation Statement
I submit, for tabling in Parliament, the 2003-2004 Departmental Performance Report for Human Resources and Skills Development Canada (HRSDC).
This report has been prepared based on the reporting principles and other requirements in the 2003—2004 Departmental Performance Reports Preparation Guide. Financial performance information is based on the Main Estimates and Public Accounts of Human Resources Development Canada (HRDC). HRDC authorities were divided between HRSDC and Social Development Canada (SDC) on December 12, 2003. Financial information related to the transferred authorities was used to determine amounts to be included in the financial tables as if they were part of HRSDC as of April 1, 2003.
This report represents, to the best of my knowledge, a comprehensive, balanced, and transparent picture of the HRSDC's performance for fiscal year 2003-2004.
_____________________________
Wayne G. Wouters
Deputy Minister
Human Resources and Skills Development
_____________________________
Date
Management Representation Statement
To the best of my knowledge, the results achieved in support of the Labour program and the National Homelessness Initiative are presented in a complete, accurate and balanced manner in the 2003-2004 Departmental Performance Report for Human Resources and Skills Development Canada.
_____________________________
Maryantonett Flumian
Associate Deputy Minister and Deputy
Minister for Labour
_____________________________
Date
Note: The creation of two departments — Human Resources and Skills Development (HRSDC) and Social Development Canada — on December 12, 2003 complicated the process of reporting to Canadians in the Departmental Performance Report.
To ensure comprehensive reporting, each priority and commitment from the Human Resources Development Canada 2003-2004 Report on Plans and Priorities1 was allocated to either HRSDC or Social Development Canada according to their mandates.
This Departmental Performance Report sets out the accomplishments of Human Resources Development Canada (HRDC) relating to the labour market, learning, labour and homelessness. It also reports on HRSDC's achievements. The HRDC commitments not included in this report can be found in Social Development Canada's Departmental Performance Report.2 The term "department" is used, for ease of presentation, to cover the two departments over the entire fiscal year. Figures, tables and charts in this report reflect the situation of HRSDC as of March 31, 2004, unless otherwise specified.
HRDC had a broad mandate to enhance employment, encourage equality and promote social security. This mandate put HRDC at the forefront of the Government of Canada's social and labour market agenda and it was fulfilled through the delivery of programs such as Employment Insurance, Old Age Security, Canada Pension Plan, Employment Benefits and Support Measures, and the Canada Student Loans Program. HRDC's mission was to enable Canadians to participate fully in the workplace and community, and this was accomplished by assisting Canadians of all ages and needs.
On December 12, 2003, the Prime Minister announced a restructuring of the federal government to achieve progress in three key areas:
As part of this change, HRDC was divided into two new departments: Human Resources and Skills Development Canada (HRSDC) and Social Development Canada. HRDC programming that promoted social inclusion became the foundation of the new department of Social Development Canada. Those programs that were focused on the labour market and on developing human capital became part of HRSDC. The mandate of the new department of HRSDC supports the dual objectives of strengthening Canada's social foundations and helping build a 21st century economy. HRSDC's long-term vision supports these objectives of building a country where everyone has the opportunity to learn and to contribute to Canada's success by participating fully in a well-functioning and efficient labour market. The departmental mission is to improve the standard of living and quality of life for all Canadians by promoting a highly skilled and mobile workforce and an efficient and inclusive labour market.
In addition, HRSDC is taking steps to modernize the way benefits and services are delivered, and improve its capacity to reach, engage, and serve Canadians.
HRSDC works closely with provinces and territories on learning, homelessness, labour market and workplace issues. Among others, HRSDC clients include Canadians looking for work or income support following a loss of employment, employers and workers dealing with workplace-related issues, students requiring financial assistance to participate in post-secondary education, parents saving for their children's education and learners of all ages, and those who need support to participate in the workplace or community such as youth at risk, older workers, Aboriginal people, and homeless persons.
To deliver on their mandates, HRDC and HRSDC developed strategic outcomes. Strategic outcomes reflect the results the department is expected to achieve through a broad array of programs and as part of the Government of Canada's service delivery network. The strategic outcomes provide the structure against which results are reported to the public.
The former HRDC had four strategic outcomes supporting its mandate:
Reflecting the reorganization on December 12, 2003, HRSDC developed six strategic outcomes that are used in this report to structure the performance discussion for 2003-2004:
HRDC Strategic Outcomes | HRSDC Strategic Outcomes | Program Activities |
Opportunity to fully participate in the workplace and community.3 | Efficient and effective income support and labour market transitions. | Employment Insurance Benefits
|
Enhanced competitiveness of Canadian workplaces by supporting investment in and recognition and utilization of skills. | Workplace
|
|
Through access to learning Canadians can participate fully in a knowledge-based economy and society. | Learning
|
|
Enhanced community capacity to contribute to the reduction of homelessness. | Homelessness
|
|
Safe, fair, stable and productive workplaces. | Safe, healthy, fair, stable, cooperative and productive workplaces. | Labour
|
Sustainable and effective program management and service delivery.4 | Seamless, integrated and multi-channel service delivery that ensures client satisfaction. | Service and Benefits Delivery support
|
Income security for seniors, persons with disabilities and their children, survivors and migrants. | (Seniors programming moved to Social Development Canada) |
The HRDC strategic outcome, "opportunity to fully participate in the workplace and community" encompassed four of the new HRSDC strategic outcomes devoted to the labour market, workplaces, learning and homelessness. It should also be noted that HRDC's "income security for seniors, persons with disabilities and their children, survivors and migrants" strategic outcome is now delivered through Social Development Canada and reported in their performance report.
Figure 1 provides a crosswalk between the strategic outcomes from the 2003-2004 Report on Plans and Priorities of the former HRDC and the new HRSDC strategic outcomes. It also highlights how specific programs and services align under the new HRSDC strategic outcomes. Each strategic outcome and business line is described in detail in Section VI — Performance Discussion. Further details on how activities have been divided between the two departments can be found in Annex 1.
To deliver on its mandate and achieve these strategic outcomes, HRSDC modified the previous departmental structure and established new business lines. Figure 2 presents the organizational structure of HRDC before December 12, 2003, and Figure 3 shows the structure of HRSDC following its creation.
Figure 2: Human Resource Development Canada
Figure 3: Human Resource and Skills Development Canada
HRSDC is responsible for direct in-person service delivery and most of the mail delivery channel for HRSDC and Social Development Canada. With almost 14,000 employees, HRSDC is accountable for $20 billion in benefits and supports for Canadians that are delivered through a network of regional offices located in each of the provinces and territories, and 320 Human Resource Centres of Canada (HRCC) located in communities. Of these 320 local offices, HRSDC manages 105 Employment Insurance Processing Centres, and another 11 Income Security Programs Processing Centres are managed on behalf of Social Development Canada.
In addition, HRSDC was responsible for the management of the Government of Canada's in-person network of 223 Service Canada Access Centres, 156 of which were operated by Canada Post, and 3 were operated by the department of Canadian Heritage. The other 64 were operated by HRSDC; 57 of these from HRSDC offices, and 7 contracted from third parties.
Social Development Canada is responsible for delivering telephone and Internet client services as well as shared corporate services (human resources, finance and administrative services and systems) for both departments.
HRSDC expenditures on programs and services total more than $20 billion, of which $17 billion or 85% are direct benefits to Canadians through Employment Insurance, Student Loans and other statutory transfer payments.
Figure 4a: 2003-2004 Expenditure Profile
(in millions of dollars) | |||||
Budgetary | |||||
Net Operating Costs | 517.2 | ||||
Add Recoveries in relation to: | |||||
Employment Insurance Account | 790.8 | ||||
Workers Compensation | 72.8 | ||||
Canada Pension Plan | 10.1 a | ||||
Sub-total | 873.7 | 873.7 | |||
Gross Operating Costs (Sub-total) | 1,390.9 | 1,390.9 b | |||
Voted Grants and Contributions | 762.5 | ||||
Total Gross Expenditures | 2,153.40 | ||||
Others | |||||
EI Administrative Costs (OGD) | 640.7 | ||||
Estimated Doubtful Accounts | 60.3 | ||||
Sub-total | 701.0 | 701.0 | |||
Workers Compensation Recoveries | (72.8) | ||||
Total Others | 628.2 | ||||
Non-Budgetary | |||||
Loans disbursed under Canada Student Financial Assistance Act (CSFAA) | 1,374.1 c | ||||
Total Non-Budgetary | 1,374.1 | ||||
Statutory Transfer Payments | |||||
Grants and Contributions: | |||||
Other Statutory Payments: | |||||
Canada Student Loans | 410.4 | ||||
Canada Education Savings Grant | 394.1 | ||||
Others | 0.2 | ||||
Sub-total | 804.7 | 804.7 | |||
Employment Insurance benefits | |||||
Part I | 13,052.1 | ||||
Part II | 2,017.6 | ||||
Sub-total | 15,069.7 | 15,069.7 | |||
Other Specified Purpose Accounts | 58.4 d | ||||
Total Statutory Transfer Payments | 15,932.8 c | ||||
Consolidated Total | 20,088.5 | ||||
a. The Canada Pension Plan (CPP) is under the portfolio of Social
Development Canada (but HRSDC recovers costs for services related to
the CPP program).
b. Total operating costs exclude shared corporate services costs (Financial and Administrative Services, Human Resources, Legal and Systems) that are provided by Social Development Canada. c. These amounts consist of payments made directly to Canadians. d. Includes payments related to Government Annuities Account and Civil Service Insurance Fund. |
Hampered by a series of unexpected events, Canada's economic growth slowed in fiscal year 2003-2004 but labour markets stayed relatively healthy.
When Budget 2003 was tabled in February, the consensus view was that the Gross Domestic Product (GDP) would grow by 3.2 percent in 2003 and 3.5 percent in 2004. This was premised on the United States economic recovery gaining momentum in the second half of 2003 and into 2004.5
Over fiscal year 2003-2004, GDP growth was 1.6 percent in Canada.6 This slow growth reflected several factors. First, all regions of the country were affected by the rapid appreciation of the Canadian dollar. Consequently, while the Canadian business sector's unit labour costs stayed fairly constant over the year when expressed in Canadian currency, they increased by 15.4 percent when expressed in United States dollars.7
Second, during 2003, Canada was hit by a series of economic shocks that affected different regions of the country to varying extents. These included: the Severe Acute Respiratory Syndrome impact, especially in Ontario; the Ontario power failure; the Bovine Spongiform Encephalopathy outbreaks; the ongoing softwood lumber dispute with the United States; and forest fires in Western Canada. Although some of these shocks were of limited duration, they had impacts on local labour markets and also on the services provided by the department. Despite these difficulties, purchases of goods and demand for services by Canadian individuals and firms rose 3.7 percent, illustrating the underlying vigour in the economy.
In the 2003-2004 fiscal year, overall job growth slowed to 1.8 percent (276,000 jobs), down from 2.8 percent (416,000 jobs) in the previous fiscal year. That being said, with 2003 being a year of slow job growth internationally (Japan, Germany and France all had job losses) Canada's small advance still led all G7 nations in employment gains.8 Service-sector employment rose 2.3 percent in 2003-2004, while employment in the goods sector was little-changed. The majority of jobs created in 2003-2004 were full-time (229,000); nearly 80 percent of employment growth consisted of employees (rather than self-employed workers). While job creation took place in nearly all provinces, it was more pronounced in Ontario (128,000), Alberta (49,000), and British Columbia (46,000).
With population growth slowing, the average employment rate (the share of the population aged 15 and over with a job) rose to a record level in 2003-2004 of 62.4 percent. The 7.6 percent national unemployment rate was the same as in the previous fiscal year.
The pace of job creation varied during the course of 2003-2004. Most of the year's shocks curtailed employment in the first two quarters of the fiscal year, when annualized job growth was only 0.7 percent and 0.8 percent respectively. Employment growth in the third quarter was at a 3.6 percent rate, as the effects of the shocks waned and a spurt of growth in the United States economy boosted Canada's exports.
During the past year policy work focused on addressing the challenges identified in the former Human Resources Development Canada's Report on Plans and Priorities. With the creation of Human Resources and Skills Development Canada in December 2003 the focus of policy work shifted to the challenges linked to the mandate of the new department, including:
Within this socio-economic context, the department had a number of major policy achievements over the past year. Key accomplishments include:
Another policy accomplishment for 2003-2004 was the work undertaken to increase collaboration with partners and stakeholders to respond more effectively to the priorities of Canadians, such as:
During 2003-2004, the department continued to strengthen comptrollership and oversight of its programs and services. For example, the accountability regime between senior management in National Headquarters and regional operations were clarified and strengthened, particularly for grants and contributions programs. These programs also saw the beginning of a major initiative to develop and implement a program delivery model that will increase standardization and efficiency of program delivery in all regions.
To support the changing business and demographics of the department and build the capacity of the workforce, an employability strategy was developed with a focus on learning. Progress was also made regarding the Employment Equity and Diversity programs to ensure that HRSDC's workforce is diversified and representative of the Canadian population. Over the 2003-2004 period, the combined workforces of HRSDC and Social Development Canada exceeded the labour market workforce availability for the four designated groups: visible minorities, Aboriginal people, persons with disabilities and women.
It should also be noted that the department was the subject of a chapter in the November 2003 report by the Auditor General of Canada that focused on the measuring and reporting of the performance of the Employment Insurance Income Benefits Program. The Auditor General recommended: the development of a more complete picture of service performance by adding new measures or improving existing ones; the development of measures that better capture service performance to meet the information needs of Parliamentarians and describe plans to meet performance targets; and the improvement of information to Parliament with respect to the impact of the 1996 changes to the Employment Insurance Act. In response to the report, the department and the Canada Employment Insurance Commission agreed with the recommendations and indicated that these issues would be addressed as a matter of priority (see Employment Insurance information in Section VI).
An important step in modernizing management practices was taken with the Treasury Board Secretariat's Management Accountability Framework assessment of the former HRDC. This assessment led to priorities and strategies that have been integrated into the departmental priorities for 2004-2005.
Finally, it should be noted that HRSDC addressed its challenges within the context of the new realities of budget reallocation and fiscal restraint. HRDC and successor organizations HRSDC and Social Development Canada contributed $105 million to the government's reallocation plan in 2003-2004.
As part of its ongoing management commitments in 2003-2004, HRDC identified three corporate risks and challenges. Strategies were implemented to address these risks, and were continued under the new department of HRSDC.
Challenge: Business continuity and service reliability
Risk: Service disruptions while pursuing business transformation
Of the roughly $70 billion in planned HRDC spending for 2003—2004, 95% was direct payments to Canadians. From the client's perspective, the department's ability to maintain service continuity for Canadians was absolutely critical. The department's risk mitigation strategies resulted in no major disruptions in benefits delivery during this period of transition and transformation. Continuity of service was also ensured through: the effective management and re-alignment of financial resources to support corporate priorities; the management of change and the engagement of managers and staff in departmental transformation; investment in supportive technology; and departmental reorganization and clearer accountabilities.
Challenge: Building public and stakeholder trust and confidence
Risk: Erosion of public trust during transformation
HRSDC worked to earn the trust and confidence of Canadians and partners by increasing managerial supervision of grants and contributions programming, building clear accountabilities into agreements, increasing financial reviews and audits, and establishing a focal point for integrity issues. The department also responded effectively to emergencies, as well as improved current programsand service delivery in the new organization.
Challenge: Mobilizing employees to be change advocates and reinvesting
for the future
Risk: Failure to sufficiently engage employees in business transformation to
motivate and support them in executing and adapting to change
The department ensured that its employees could execute, adapt to, and feel a part of the organizational changes entailed in the business transformation through investments in change leadership, improved internal communications, communicating the department's mandate, the sharing of departmental priorities, and the upgrading of employees' skills.
The purpose of this section is to provide an overall report card on departmental performance based on program performance indicators and the recommendations of Parliamentary committees. In a difficult year of transition, the department met or exceeded two-thirds of the objectives set for 2003-2004.
In the 2003-2004 Report on Plans and Priorities, the former HRDC set a series of objectives and Key Performance Indicators to monitor performance.
The following charts report results against objectives for the programs of HRDC and the new HRSDC (results of all other HRDC programs can be found in the Social Development Canada Departmental Performance Report). The department is reporting on the existing set of program indicators for this report, but a substantive review of program indicators will take place over the coming year.
For those Key Performance Indicators where objectives were not met, a page number is provided referring the reader to a discussion of results.
Legend
-
Objective achieved
- Exceeded expectations
X - Objective not achieved
N/A - Not applicable
Rating | Key Performance Indicators | Objective (O) |
Result (R) | ||
![]() ![]() |
Number of clients employed or self-employed following an employment program intervention (Funded by the Consolidated Revenue Fund and Employment Insurance) | O: 232,000 |
R: 246,791 | ||
![]() ![]() |
Unpaid benefits (Employment Insurance Act Part I) resulting from Employment Insurance claimants employed following an Employment Insurance Act Part II intervention | O: $829 million |
R: $852.82 million | ||
![]() ![]() |
Number of youth and Aboriginal clients who return to school following an employment program intervention | O: 6,000 |
R: 9,172 | ||
![]() ![]() |
Number of employment programs clients served (Consolidated Revenue Fund and Employment Insurance funded) | O: 406,000 |
R: 493,700 |
![]() ![]() |
Total dollars collected - Employment Insurance and Employment Programs9 | O: $296.8 million |
R: $314.7 million | ||
![]() |
Percentage of Employment Insurance Benefits payments that are accurate | O: 95% |
R: 95.14% | ||
X | Total dollar savings (direct and indirect) to the Employment Insurance Account resulting from Investigation and Control deterrence, prevention, and detection activities (Page 32) | O: $539 million |
R: $513.9 million | ||
X | Percentage of Employment Insurance payments issued by Direct Deposit (Page 32) | O: 80% |
R: 78.8% | ||
X | Percentage of initial and renewal claims for which a payment is made and a decision given to the claimant within 28 days from the start of the claim (Page 31) | O: 75% |
R: 65.8% | ||
X | Percentage of appeals scheduled to be heard by the Board of Referees within 30 days of receipt of the appeal (Page 32) | O: 90% |
R: 84.6% |
Rating | Key Performance Indicators | Objective (O) |
Result (R) | ||
![]() ![]() |
Number of trades people with Red Seal | O: 13,000 per year |
R: 15,839 (calendar year 2003) | ||
![]() |
Number of new National Sector Councils launched | O: 3 by March 2004 |
R: 3 | ||
N/A | Percentage of labour market covered by National Sector Councils | O: 50% by 2006-2007 |
R: 40% by March 2004 |
Rating | Key Performance Indicators | Objective (O) |
Result (R) | ||
![]() ![]() |
Number of Canadians who access learning opportunities as a result of the Canada Education Savings Grant | O: 45,000 |
R: 92,247 | ||
![]() ![]() |
Total dollars collected - Default Canada Student Loans10 | O: $142.1 million |
R:$ 152.3 million | ||
X | Number of Canadians who accessed learning opportunities as a result of the Canada Student Loans Program (Page 52) | O: 470,000 |
R: 455,000 | ||
X | Percentage of Canadians aged 0 to 17 who are beneficiaries of a Registered Education Savings Plan and who received a Canada Education Savings Grant (Page 52) | O: 30% |
R: 28.2% |
Rating | Key Performance Indicators | Objective (O) |
Result (R) | ||
![]() ![]() |
Percentage of collective bargaining disputes settled under Part I of the Canada Labour Code without work stoppage | O: 90% |
R: 91% | ||
![]() ![]() |
Percentage of Part II of the Canada Labour Code situations of non-compliance (excluding situations of danger) voluntarily resolved through the acceptance of Assurances of Voluntary Compliance | O: 90% |
R: 98.9% | ||
X | Percentage of unjust dismissal complaints settled by inspectors (Part III of the Canada Labour Code) (Page 59) | O: 75% |
R: 71.4% |
Rating | Key Performance Indicators | Objective (O) |
Result (R) | ||
![]() |
Percentage of dollars expended and committed for the Supporting Communities Partnership Initiative (SCPI), SCPI-Youth, and SCPI-Urban Aboriginal Strategy against total budget for the original Initiative (1999-2003) | O: 100% |
R: 100% | ||
X | Percentage of SCPI-funded communities that have submitted an updated Community Homelessness Plan for the extended Initiative (Page 64) | O: 100% |
R: 87% | ||
X | Percentage of updated community plans submitted that have demonstrated Youth and Aboriginal participation in the community planning process for the extended Initiative (Page 64) | O: 100% |
R: Youth 90% Aboriginal 80% |
||
N/A | Ratio of capital investments targeted at Emergency Services and Facilities versus Transitional/Supportive Services and Facilities for homeless people for the extended Initiative (Page 64) | O: New indicator. Target to be established after first year of data. |
R: 1:4 19% Emergency versus 81% Transitional / Supportive |
The indicators on this page pertain to shared service delivery and corporate services administered by Social Development Canada on behalf of both departments.
Rating | Key Performance Indicators | Objective (O) |
Result (R) | ||
![]() ![]() |
Availability of HRSDC and SDC Automated Service Channels to Canadians | O: 94% |
R: 95.6% | ||
![]() ![]() |
Timely production of Payment Files in Support of all HRSDC and SDC Payments to Canadians | O: 95% |
R: 99.4% | ||
X | Call Centre Insurance Service Delivery Representative access within three minutes. (Page 69) | O: 95% |
R: 79% | ||
N/A | Official Language Complaints - Service to the Public - HRSDC and SDC (number of complaints in comparison to previous year) | 2002-2003: 50 |
2003-2004: 50 |
The following indicators represent combined results for both the Social Development Canada and HRSDC workforces.
Rating | Key Performance Indicators | Objective (O) |
Result (R) | ||
![]() ![]() |
Visible Minority Representation | O: 7.1% |
R: 8.1% | ||
![]() ![]() |
Aboriginal Representation | O: 1.6% |
R: 3.6% | ||
![]() ![]() |
Persons with Disabilities Representation | O: 4.0% |
R: 8.0% | ||
![]() ![]() |
Women Representation | O: 57.5% |
R: 70.0% | ||
N/A | Official Language Complaints - Language of work (number of complaints in comparison to previous year) |
2002-2003:7 |
2003-2004: 6 |
The Standing Committee on Human Resources Development and the Status of Persons with Disabilities presented two reports in 2003 that are within the responsibilities of HRSDC: literacy and urban Aboriginal people. Departmental commitments in response to these reports have been integrated into departmental priorities for 2004-2005. Additional information on the subject can be found in Section VI.
Raising Adult Literacy Skills: The Need for a Pan-Canadian Response
Third Report of the Standing Committee on Human Resources Development and the Status of Persons with Disabilities. Key recommendations in the committee's report focused on developing a pan-Canadian approach to addressing literacy issues11
Tabled in the House June 12, 2003
Government of Canada Response to the Report of the Standing Committee on Human Resources Development and the Status of Persons with Disabilities Raising Adult Literacy Skills: The Need for a Pan-Canadian Response12
Tabled in the House November 15, 2003
Building a Brighter Future for Urban Aboriginal Children
Report of the Standing Committee on Human Resources Development and the Status of Persons with Disabilities13
Tabled in the House June 12, 2003
Response of the Government of Canada to the Fourth Report of the Standing Committee on Human Resources Development and the Status of Persons with Disabilities: Building a Brighter Future for Urban Aboriginal Children14
Tabled in the House of Commons on behalf of the Government of Canada by The Honourable Ralph Goodale, P.C., M.P. and Federal Interlocutor for Métis and Non-Status Indians, November 6, 2003.
This section describes the performance results and accomplishments of HRSDC organized under the new HRSDC strategic outcomes. For each strategic outcome, 2003-2004 commitments are presented in italics, and are followed by a description and analysis of the results.
STRATEGIC OUTCOME
Description
A vibrant, dynamic labour market is essential to ensuring a strong economy and a rising standard of living in Canada. To achieve this goal, Canada requires a productive workforce and an efficient labour market that meets employers' needs while ensuring that working-age Canadians have equal opportunity to fully develop and utilize their skills, and to participate in the labour market to the fullest extent possible.
In support of this strategic outcome, the department provides temporary income support to qualified unemployed workers which, in turn, promotes economic stability, individual well-being and a flexible labour market. The department also provides employment programs and services that enable Canadians (including those facing labour market barriers) to participate fully in the labour market and have the skills to prepare for, obtain and maintain employment.
In addition, the department contributes to fulfilling the Government of Canada's commitment to Part VII of the Official Languages Act, Section 41 through the activities of the Secretariat, Official Language Minority Communities.
In the 2003-2004 Report on Plans and Priorities, HRSDC committed to achieving a number of priorities in support of this strategic outcome. The department met all these commitments despite significant challenges in some areas, such as budget reductions and unforeseen labour market circumstances. Key areas of accomplishment included:
The department has two main business lines to achieve this strategic outcome.
Business line | Business line |
Employment Insurance Benefits | Employment Programs |
Program Activities | Program Activities |
|
|
Gross Spending (millions of dollars) |
Restated 2003-2004 a | ||
Planned Spending |
Authority | Actual | |
Gross Operating Expenditures | 803.7 | 782.8 | 773.8 |
Non-Statutory Grants & Contributions | 533.1 | 507.8 | 495.2 |
Statutory Transfer Payments | 0.2 | 0.2 | 0.2 |
Total Gross Expenditures | 1,337.0 | 1,290.8 | 1,269.2 |
EI Part I — Income Benefits | 13,438.8 | 13,381.0b | 13,052.1 |
EI Part II — Employment Benefits and Support Measures | 2,089.4 | 2,053.2b | 1,950.9 |
Total EI Benefits | 15,528.2 | 15,434.2 | 15,003.0 |
Government Annuities and Civil Service Insurance payments | 60.5 | 58.4 | 58.4 |
Total | 16,925.7 | 16,783.4 | 16,330.6 |
Full Time Equivalents | 9,213 | 9,340 | 9,340 |
a. The financial data has been restated as a result of December 12,
2003 restructure of HRDC into Social Development Canada and HRSDC.
It represents the best approximation for this Strategic Outcome as
if HRSDC had been a separate entity as of April 1, 2003.
b. Employment Insurance Benefits for 2003-2004 represent the Budget 2004 forecasts. |
Priorities and Results Achieved — Employment Insurance Benefits
Provide Employment Insurance Benefits.
Ensure that Canadians receive the highest level of consistent quality service in a timely manner and provide uninterrupted service, while responding to the needs of citizens in a number of emergency situations.
Amend the Employment Insurance Regulations to provide the same benefits to all adopting common law partners, including same-sex partners.
Continue to move towards the application of risk management, stewardship, prevention, control and investigation policies and procedures to deliver integrity principles in support of the Employment Insurance program and Social Insurance Number integrity.
Provide Employment Insurance Compassionate Care benefits.
Set a 95% accuracy rate of Employment Insurance benefits payments for March 2003 gradually increasing to historical levels of nearly 96% by 2004.
Continue for the next two years to improve the accuracy of Employment Insurance benefits payments by improving the quality of services in all regions and Human Resource Centres of Canada (HRCC).
Incorporate regional quality objectives in a comprehensive performance measurement system for the quality initiative.
Develop regional plans for national implementation to improve client satisfaction.
By 2003-2004, improve service by allowing employers to transmit Records of Employment information (ROE) data securely using the Internet.
Continue to develop a "business to business" solution for large payroll service providers which will enable automatic transmission of ROE data.
Explore, with the Canada Revenue Agency, the potential for employers to send electronically earnings and payroll information to a single point of contact for the federal government with payroll service providers and large companies being consulted.
Increase take-up for Appli-web to 80% by 2005.
Convert the existing Kiosks in local offices to Citizen Access Web Stations.
Enhance the Interactive Fact Finding System (IFFS) to improve claims adjudication by allowing claimants to provide additional information to support their claims.
Provide clients with an estimate of their benefit rate, claim duration, the effective date of the claim and expected day of the first payment (benefit estimator).
Provide on-line services for all Employment Insurance services to Canadians, supported by automated systems for Employment Insurance claims, calculation, processing and administration.
Develop a model that will enable clients to refer to Employment Benefits and Support Measures under Part II of the Employment Insurance Act as well as other services that will assist them with the skills, learning and opportunities to return to work.
In 2004, improve service by allowing claimants to complete and send their bi-weekly claimant's report on-line.
Support the Service Improvement Initiative target (10% improvement in satisfaction rate) by 2005.
Key Performance Indicators | Notes |
Percentage of initial and renewal claims for which a payment is made
and a decision given to the claimant within 28 days from the start
of the claim. Objective: 75% Result: 65.8% |
Increased claim volumes and operational impacts related to the
Severe Acute Respiratory Syndrome (SARS), Bovine Spongiform
Encephalopathy (BSE), Western forest fires, and the Ontario power
outage, all impacted performance results. This indicator measured only 70% of the Employment Insurance claim load. In response to the Auditor General´s observations (2003) that it be more inclusive, this indicator was changed effective April 2004 to measure 90% of the Employment Insurance Initial and Renewal claim volumes. The target for Speed of Payment is to have 80% of claims (initial and renewal) for which a payment or a non-payment notification is given to the claimant within 28 days from date of filing. An additional key performance indicator, Speed of Decision, was developed and will be implemented commencing on April 2004. This indicator measures 100% of initial, renewal and revised claims. The objective is to achieve 85% of all claims finalized within 21 days from date of filing. |
Percentage of appeals scheduled to be heard by the Board of Referees
within 30 days of receipt of the appeal. Objective: 90% Result: 84.6% |
In order to respond to the Employment Insurance workload and
operational impacts driven by crises such as SARS, BSE, the Ontario
power outage and the forest fires in Western Canada, resources were
diverted from the processing of appeals to support claims processing.
With fewer resources for appeals, the speed of processing appeals was
negatively impacted. Improved appeals processing will be driven by an initiative to improve the quality of adjudication and initial fact finding in Appli-web. The Auditor General´s Report (November 2003), cited the need to comply with the Employment Insurance´s regulation to ensure that 100% of Umpire appeal dockets are received by the Office of the Umpire within 60 days of receipt of the clients appeal. The filing of Umpire appeal dockets, with a target of 100% received by the Office of the Umpire within 60 days, was implemented effective April 2004. |
Percentage of Employment Insurance payments that are accurate. Objective: 95% Result: 95.14% |
This result represents the 12-month moving average ending September 2003 (based on a six-month reporting delay). Results for the year ending March 2004 will be available in September 2004, following validation by the Office of the Auditor General. |
Total dollar savings (direct and indirect) to the Employment
Insurance Account resulting from Investigation and Control deterrence,
prevention and detection activities. Objective: $539 million Result: $513.9 million |
95% of 2003-2004 savings expectations were achieved. The failure to meet the objective was primarily due to the shifting of resources to support the processing of Employment Insurance claims and operational impacts related to crises such as SARS, the Ontario power outage, and BSE. |
Percentage of Employment Insurance payments issued by Direct
Deposit. Objective: 80% Result: 78.8% |
Existing Direct Deposit promotion activities will be supplemented by an Electronic Services Promotional Strategy to be introduced in the fall of 2004. |
Total dollars collected - Employment Insurance and Employment
Programs Objective: $296,785,000 Result: $314,702,000 |
Collection Services in Social Development Canada is responsible for collecting monies owing to the Crown on the Employment Insurance Account, Employment Programs, the Canada Pension Plan Account/Old Age Security and Canada Student Loans. The 2003-2004 recovery objective of $449.2M agreed upon with Treasury Board Secretariat, was exceeded by the end of the fiscal year, broken down as follows:
Social Development Canada has piloted, on behalf of the federal government, a process which will enable clients to make payments to the government through financial institutions, the Internet and debit and credit cards, as well as re-routing all mail-in payments directly to Public Works and Government Services Canada in Matane, Quebec. This initiative has improved service to clients and saves on processing resources. Full implementation is now underway. |
Priorities and Results Achieved — Employment Programs
Re-align the Youth Employment Strategy (YES) to ensure government strategies keep pace with the changing employment needs of youth, as outlined in the Speech from the Throne, consultations with stakeholders, evaluation findings and results of operational experience.
Continue to deliver the Employment Benefits and Support Measures (EBSM).
Undertake initiatives to strengthen EBSM in support of the priorities of the Skills and Learning Agenda.
Implement two initiatives to assist in improving labour resiliency of
workers:
(1) Work Sharing While Learning (WSWL).
(2) Increased Referrals to Training (IRTT).
Work with partners to test employability approaches to assist displaced older workers and older workers threatened with displacement through additional investment of $15 million for the Older Workers Pilot Projects Initiative, thereby extending the program to March 2004.
Assist Aboriginal people to prepare for, obtain and maintain employment and to build Aboriginal capacity for human resources development through a $1.6 billion strategic partnership between HRDC and Aboriginal organizations over five years.
Continue with the renewal of the current strategy through consultations with national, regional and sub-regional Aboriginal organizations for implementation by 2004. This renewed strategy is expected to feature increased integration and coordination.
Work with Aboriginal communities to promote maximum employment for Aboriginal people on major economic developments and providing lasting benefits for Aboriginal communities, families and individuals through the Aboriginal Skills and Employment Partnership (ASEP) program.
Work with the Aboriginal communities of Labrador, the Voisey's Bay Nickel Company (VBNC) and the Province of Newfoundland and Labrador to promote maximum employment for Aboriginal people at the VBNC Mine and Mill site.
Continue to invest in the provision of First Nations and Inuit child care for children, predominantly ages 0-6, as a support for parents who participate in a human resources development program with the goal of preparing for, finding, getting or keeping a job. Continue to work in close collaboration with Health Canada and Indian and Northern Affairs Canada to implement new investments in Aboriginal Early Childhood Development.
Service Improvement Initiative
Support the Service Improvement Initiative target (10% improvement in satisfaction rate) by 2005.
The following initiatives will indirectly result in improved services to Canadians.
Key Performance Indicators | Notes |
Number of employment programs clients served (Consolidated Revenue
Fund and EI funded). Objective: 406,000 Result: 493,700 |
Results include Employment Benefits and Support Measures (EBSM)
regular as well as Aboriginal results. For EBSM regular, this figure
includes active EI claimants nationally as well as former EI claimants
in Quebec. The objective does not include the Youth Employment Strategy because 2003-2004 was a benchmark year for the re-aligned programs. The results include 9,707 Youth clients served. The Key Performance Indicator results do not include 59,443 new clients, a number derived from Summer Career Placement contract information. Since the Opportunities Fund for Persons with Disabilities (OF) is now part of Social Development Canada (SDC), OF-specific numbers are excluded from these figures. |
Number of clients employed or self-employed following an employment
program intervention (Consolidated Revenue Fund and EI funded). Objective: 232,000 Result: 246,791 |
Results include EBSM regular as well as Aboriginal numbers. Although the objective does not include Youth clients, the results include 7,742 Youth clients employed. Since the OF is now part of Social Development Canada, OF-specific results are excluded from these figures. |
Unpaid benefits (Employment Insurance (EI) Act Part I)
resulting from EI claimants employed following an EI Act Part II
intervention. Objective: $829 million Result: $852.82 million |
Results include EBSM regular and Aboriginal results. |
Number of Youth and Aboriginal clients who return to school
following an employment program intervention. Objective: 6,000 Result: 9,172 |
Although the objective does not include Youth clients (see previous note), the results include 1,434 Youth who returned to school. The Key Performance Indicator results do not include 50,320 Youth who returned to school, a number derived from a survey and from Summer Career Placement contract information. |
Continue to carry out most if not all of the activities in support of the department's commitment to Part VII of the Official Languages Act, Section 41, through the Secretariat, Official Language Minority Communities, and in collaboration with different HRSDC programs and services.
Participate in a joint initiative led by the Minister for Intergovernmental Affairs to expand access of official languages minority communities to key Government of Canada services.
Additional Priorities and Results Achieved
STRATEGIC OUTCOME
Description
A key component of ensuring Canada's future prosperity and improving the quality of life involves enhancing the competitiveness of Canadian workplaces. There is a critical need to be responsive to the needs of employers and workers and to ensure that there is continued strong growth in high-valued employment that promotes the full development and utilization of the skills of Canadians.
In support of this objective, the department, in collaboration with partners, promotes workplace-related learning and skills development and recognition that reflects the realities of the changing labour market.
Significant strides were made in establishing new partnerships and building on existing relationships to enhance the competitiveness of Canadian workplaces. The network of Sector Councils has been expanded to cover areas of the labour market experiencing acute and pressing skills issues. The Foreign Credential Recognition Program was launched and began work with representatives in three regulated occupations to address issues in the health and engineering sectors of the Canadian labour market. The department continued to develop quality, relevant labour market information to help employers and workers across Canada make informed labour market decisions. The implementation of new programming in areas such as Essential Skills, skilled trades and apprenticeship, and refinements to existing programming, such as the Foreign Worker Program and Labour Market Information, has helped the department connect with more workplace partners.
Business line
Workplace Skills
Program Activities
Gross Spending (millions of dollars) |
Restated 2003-2004a | ||
Planned Spending |
Authority | Actual | |
Gross Operating Expenditures | 42.8 | 43.0 | 42.0 |
Non-Statutory Grants & Contributions | 13.0 | 15.1 | 14.0 |
Total Gross Expenditures | 55.8 | 58.1 | 56.0 |
EI Part II — Employment Benefits and Support Measures | 64.9 | 42.9b | 40.2 |
Total | 120.7 | 101.0 | 96.2 |
Full Time Equivalents | 512 | 519 | 519 |
a. The financial data has been restated as a result of December 12,
2003 restructure of HRDC into Social Development Canada and HRSDC.
It represents the best approximation for this Strategic Outcome as
if HRSDC had been a separate entity as of April 1, 2003.
b. Employment Insurance Benefits for 2003-2004 represent the Budget 2004 forecasts. |
Priorities and Results Achieved
Increase the network of Sector Councils to cover 50% of the labour market by 2006-2007.
Re-align over $25 million of existing resources to intensify support for workplace skills development.
Develop essential skills profiles for all occupations to help employers train their employees to meet skills standards.
Work closely with provinces, territories and self-regulated occupations to address the labour mobility barriers.
Work with the Canadian Council of Directors of Apprenticeship (CCDA) to improve workplace and interprovincial mobility in the skilled trades.
Work with partners to meet the Government of Canada's goal of doubling the number of apprenticeships completed over the next decade.
Fund the implementation of regulatory, administrative and systems changes that will provide new or improved services for employers related to the hiring of foreign workers to meet labour requirements.
Work closely with partners to achieve a more responsive approach for employers to fill labour shortages through foreign recruitment.
Work with partners and stakeholders to align Labour Market Information (LMI) research, data development and analysis, policy development, programs and products and services with client/user requirements.
Fund the promotion of efficient and transparent foreign credential recognition processes.
Key Performance Indicators | Notes |
Number of new National Sector Councils launched Objective: 3 by March 2004 Result: 3 |
Three new Sector Councils: Automotive Manufacturing,
Childcare, and Customer Contact Centre. In 2003-2004, HRSDC refined the
methodology used to calculate labour market coverage - this was done to
attempt to capture coverage of cross-sectoral councils such as
Aboriginal and Environment Sector Councils; as opposed to determining
coverage based on traditional industrial councils. Increases in Sector Council labour market coverage are heavily dependent on the sectors in which councils are established, with some sectors representing a greater portion of the labour market as compared to others. |
Percentage of labour market covered by National Sector Councils Objective: 50% by 2006-2007 Result: 40% by March 2004 |
|
Number of trades people with Red Seal Objective: 13,000 per year Result: 15,839 (calendar year 2003) |
This indicator has surpassed its objective of approved Red Seal designation for calendar year 2003. |
STRATEGIC OUTCOME
Description
For individuals, learning is key to finding a job, increased earnings, personal growth, and civic and community involvement. For Canada, skills are linked to economic growth and competitiveness, an improved standard of living and better social outcomes.
In order to assist Canadians with acquiring the education and skills necessary to participate fully in a knowledge-based economy and society, the department fosters a culture of lifelong learning and increased access to learning opportunities. The department supports the Government of Canada's significant investment in skills and learning that will enable Canadians to acquire and improve their skills throughout a lifetime. It supports this investment by promoting awareness of the importance of lifelong learning and related issues, by facilitating access to post-secondary education and other adult learning opportunities by reducing financial and non-financial barriers to learning, and by strengthening the capacity of key stakeholders to deliver learning programs and services.
During 2003-2004, key achievements towards this strategic outcome were in the area of financial support for students, particularly: significant changes announced in Budget 2004 to modernize the Canada Student Loans Program (CSLP); the establishment of the new Canada Learning Bond; and improvements to the Canada Education Savings Grant (CESG) Program. These changes will be implemented in 2004-2005 once the required legislative and regulatory amendments are approved by Parliament. In 2003-2004, access to learning opportunities was provided to 455,000 Canadians through the CSLP and 92,000 Canadians through the CESG. In addition, Canadians contributed $2.0 billion to Registered Education Savings Plans (RESP) for the future education of their children through the CESG program, providing support to 28.2% of Canadians aged 0 to 17.
The department has also made progress on the integration of literacy tools and best practices into Government of Canada programs including Youth, Aboriginal, and Employment Benefits and Support Measures.
Business line
Learning
Program Activities
Gross Spending (millions of dollars) |
Restated 2003-2004a | ||
Planned Spending | Authority | Actual | |
Gross Operating Expenditures | 151.5 | 96.1 | 94.6 |
Non-Statutory Grants & Contributions | 31.0 | 36.7 | 35.1 |
Statutory Transfer Payments | 801.6 | 804.5 | 804.5 |
Total Gross Expenditures | 984.1 | 937.3 | 934.2 |
EI Part II — Employment Benefits and Support Measures | 14.3 | 9.5b | 9.0 |
Loans disbursed under the Canada Student Financial Assistance Act | 1,526.1 | 1,374.1 | 1,374.1 |
Total | 2,524.5 | 2,320.9 | 2,317.3 |
Full Time Equivalents | 451 | 463 | 463 |
a. The financial data has been restated as a result of December 12,
2003 restructure of HRDC into Social Development Canada and HRSDC.
It represents the best approximation for this Strategic Outcome as
if HRSDC had been a separate entity as of April 1, 2003.
b. Employment Insurance Benefits for 2003-2004 represent the Budget 2004 forecasts. |
Priorities and Results Achieved
Modernizing Supports for Post-Secondary Education and the responsiveness of Post-Secondary Education institutions
Work with the provinces and territories on policy research and the development of policy directions to address challenges encountered by under-represented groups, affordability and access, student loan repayment and debt management as well as examine links to broader social and economic policies.
Explore the evolution of federal supports in post-secondary education in order to guide reforms which sustain a high level of participation, expand accessibility, support the capacity to educate and perform research, and enhance innovation and responsiveness through consultations and policy developments.
Strengthen the Canada Student Loans Program (CSLP) to ensure more Canadians receive the support they need to access post-secondary education.
Support proposals for Prior Learning Assessment and Recognition (PLAR) that will ensure comprehensive recognition of all learning to improve access to learning and to identify better ways of helping individuals secure improved employment opportunities in the knowledge-based economy.
Re-align department resources to provide workplace literacy initiatives that test and support innovative approaches to workplace learning; foster strategic partnerships to increase skills through innovative learning tools and leverage action and investments.
Develop Community Learning Networks (CLNs).
Promote and support evidence-based decision-making in all areas of lifelong learning by informing Canadians regularly on Canada's progress on learning outcomes, and promoting knowledge and information exchange among learning partners.
Ensure the integrity of client information and ensure that tax dollars are protected from fraud and abuse.
Support the Service Improvement Initiative target (10% improvement in satisfaction rate) by 2005.
Key Performance Indicators | Notes |
Number of Canadians who accessed learning opportunities as a result
of the Canada Student Loans Program Objective: 470,000 Result: 455,000 |
Close to 350,000 students received student loans and benefited from
an in-study interest subsidy, while the remaining 105,000 students
received an interest subsidy for previous loans but did not borrow more
during the year. The value of Canada Student Loans and Canada Study Grants provided to students in the 2003-2004 fiscal year was $1.6 billion and $66.8 million respectively. In addition, the cost to the government of providing in-study interest subsidies on Canada Student Loans was $176 million. |
Total dollars collected - Default Canada Student Loans Objective: $142,100,000 Result: $152,342,000 |
See note on Collection Services administered by Social Development Canada on behalf of HRSDC - page 33. |
Percentage of Canadians aged 0 to 17 who are beneficiaries of a
Registered Education Savings Plan and who received a Canada Education
Savings Grant Objective: 30% Result: 28.2% |
The percentage of Canadians aged 0 to 17 who are beneficiaries of a Registered Education Savings Plan should rise with the introduction of the Canada Learning Bond and the implementation of the enhancements to the Canada Education Savings Grant (CESG) in 2005. |
Number of Canadians who access learning opportunities as a result of
Canada Education Savings Grant Objective: 45,000 Result: 92,247 |
The CESG program has paid out $394.1 million in grants in fiscal year 2003-2004 to 1.5 million beneficiaries of Registered Education Savings Plans, which corresponds to $2.5 billion in savings (includes grants, contributions and earnings) for the post-secondary education of children for that year. Since the program´s inception in 1998, the Government of Canada has given $1.9 billion in grants to be saved for the post-secondary education of children. |
STRATEGIC OUTCOME
Description
Canada's ability to compete internationally and to provide secure, rewarding jobs domestically depends on highly productive workplaces. The key to creating such workplaces is in striking the right balance among the interests of employees, organized labour, and employers in Canada.
HRSDC works to ensure that Canadians work in healthy, safe, fair, stable, cooperative, and productive work environments that contribute to the social and economic well-being of all Canadians. The department provides an array of programs that equip employees and their employers with the skills they need to respond to emerging trends in the workplace and to adapt to the changing nature of work itself.
By providing information and services to employers, unions and employees and through the effective implementation of labour and equity legislation, the Labour Program provides protection of and redress for workers and establishes norms for positive workplace conditions and practices that contribute to productivity in federally regulated workplaces. Assistance in resolving industrial relations disputes and addressing workplace conflict in positive ways creates stability in the workplace and the economy by reducing potential productivity losses that would arise due to labour disputes.
Promoting effective workplace practices and encouraging compliance with health and safety, labour standards and employment equity legislation creates a working environment that meets Canadian values of fairness and security at work.
Business line
Labour
Program Activities
Gross Spending (millions of dollars) |
Restated 2003-2004a | ||
Planned Spending | Authority | Actual | |
Gross Operating Expenditures | 55.9 | 56.6 | 56.2 |
Non-statutory Transfer Payments | 3.2 | 3.3 | 1.9 |
Workers' Compensation Payments | 124.0 | 120.9 | 120.9 |
Total Gross Expenditures | 183.1 | 180.8 | 179.0 |
EI Part II — Employment Benefits and Support Measures | 0.7 | 0.3b | 0.3 |
Total | 183.8 | 181.1 | 179.3 |
Full Time Equivalents | 677 | 667 | 667 |
a. The financial data has been restated as a result of December 12,
2003 restructure of HRDC into SDC and HRSDC. It represents the best
approximation for this Strategic Outcome as if HRSDC had been a
separate entity as of April 1, 2003.
b. Employment Insurance Benefits for 2003-2004 represent the Budget 2004 forecasts. |
Priorities and Results Achieved
Amend Part III of the Labour Code to provide for compassionate care leave.
Play a lead role via the Minister to encourage provinces and territories to consider incorporating Compassionate Care or similar leave provisions with job protection in their legislation.
Examine current working conditions, workplace practices and the needs in response to global pressures and competitiveness.
Develop workplace strategies for persons with disabilities and Aboriginal people.
Undertake research on issues, consultations, recommendations and development of a workplace strategy.
Negotiate and implement Agreements on Labour Cooperation with Canada's trading partners.
Prevent and resolve labour and employment disputes in the federally-regulated private sector and the provision of comprehensive preventive mediation services.
Provide alternate dispute resolution related to unjust dismissal and wage recovery.
Manage international labour activities aimed at improving working conditions, living standards and respect for fundamental worker rights in an integrating international economy.
Participate in the International Labour Organization (ILO).
Participate in the Canadian Association of Administrators of Labour Legislation (CAALL) — focus on changing employment relationships in the workplace.
Promote awareness of the amendments to Part II (Occupational Health and Safety) of the Canada Labour Code and compliance.
Provide a fire protection services program and a program of voluntary compliance with the National Building Code, the National Fire Code and related fire protection standards.
Provide analysis of major Canadian collective agreements, comparative analysis of Canadian and international labour laws, innovative workplace practices and work-life balance measures.
Support the Service Improvement Initiative target (10% improvement in satisfaction rate) by 2005.
Key Performance Indicators | Notes |
Percentage of collective bargaining disputes settled under Part I of
the Canada Labour Code without work stoppage. Objective: 90% Result: 91% |
More than 400 collective agreements are negotiated in the federal
jurisdiction each year. Should direct bargaining fail to resolve the
terms of a new agreement, conciliation assistance is provided by the
Minister of Labour. If no settlement is reached during conciliation, the
parties acquire the right to strike or lockout. At this time, the
Minister may provide them with mediation assistance. During 2003-2004, Federal Mediation and Conciliation Service handled 274 disputes and achieved a settlement rate of 91% of cases handled to finality without a work stoppage. Amendments to the Canada Labour Code, which came into effect in 1999, were intended to give unions and employers more control over the conciliation process. However, they have had the effect of increasing the effort required on the part of the Federal Mediation and Conciliation Service to achieve settlement of collective bargaining disputes without work stoppage. Because most Federal Mediation and Conciliation Service resources are being devoted to meeting core legislative responsibilities for dispute resolution, other important activities, such as preventive mediation activities and marketing of the Labour-Management Partnerships Program, cannot be given adequate attention. The delivery of these services has necessarily been diminished in the past two years due to the demand on resources needed for critical conciliation and mediation assistance. |
Percentage of unjust dismissal complaints settled by inspectors (Part III
of the Canada Labour Code) Objective: 75% Result: 71.4%. |
Prior to initiating the pilot project in British Columbia and Alberta, where there is a significant volume of activity, HRSDC was settling 62% of the First Nations´ sector complaints. While the results to date (67%) indicate a significant improvement, more work is required. Of note, the number of unjust dismissal complaints in all other federal sectors has been declining over the past year. In contrast, the number of unjust dismissal complaints related to First Nations employers/employees has increased markedly (50%) over the past two years. |
Percentage of Part II of the Canada Labour Code situations
of non-compliance (excluding situations of danger) voluntarily resolved
through the acceptance of Assurances of Voluntary Compliance. Objective: 90% Result: 98.9% |
The objective was surpassed because of the systematic follow-up of employers' commitment to voluntarily comply with the legislation. |
STRATEGIC OUTCOME
Description
In the 1990s, Canada was faced with a growing homelessness problem, particularly in the country's urban centres. Homelessness is the most extreme manifestation of poverty, social exclusion, and marginalization. It often combines some of the most severe health, social, income and developmental conditions individuals and families can face, and cuts across some of the most vulnerable and at-risk populations. To combat the situation, the Government of Canada launched the three-year National Homelessness Initiative (NHI) on December 17, 1999.
Homelessness continues to be an important issue affecting individuals and families in small and large communities across Canada, resulting in a wide variety of social problems and untold hardship for individuals. It also negatively impacts the ability of Canadians to fully participate in the labour market and the country's ability to build a 21st century economy. In the Speech from the Throne 2002, the Government of Canada recognized homelessness as a national priority and extended the Supporting Communities Partnership Initiative for three years (2003-2006) to provide communities with the tools to plan and implement local strategies to help reduce homelessness.
The NHI is a community-based initiative, a key element of which is an inclusive community planning process. A total of 61 communities across Canada, representing 75% of the population, undertook an assessment of their existing plans and have updated these plans to reflect changing needs as well as to target sub-populations such as youth and Aboriginal peoples. Over the years, to build in sustainability, communities have created partnerships with all levels of government as well as the public and non-profit sectors; these partnerships have successfully developed innovative community-based projects and leveraged NHI funding contributions, thereby enabling communities to meet more needs for facilities and services.
Communities have also focused on building a comprehensive continuum of supports to help homeless people move out of the cycle of homelessness and prevent those at risk from falling into homelessness. To facilitate this move, communities have placed more emphasis on transitional and supportive facilities and services designed to help them move towards self-sufficiency. All of these efforts have led to increased community capacity in the areas of planning, decision-making, networking, and information-sharing through transfer of knowledge and best practices.22
Business line
Homelessness
Program Activities
Gross Spending (millions of dollars) |
Restated 2003-2004a | ||
Planned Spendingb | Authority | Actual | |
Gross Operating Expenditures | 0.0 | 22.2 | 21.7 |
Non-Statutory Grants & Contributions | 160.4 | 137.3 | 129.9 |
Total | 160.4 | 159.5 | 151.6 |
Full Time Equivalents | 0 | 241 | 241 |
a. The financial data has been restated as a result of December 12,
2003 restructure of HRDC into SDC and HRSDC. It represents the best
approximation for this Strategic Outcome as if HRSDC had been a
separate entity as of April 1, 2003.
b. Gross operating expenditures were included as part of the Grants and Contributions in the 2003-2004 Report on Plans and Priorities. |
Priorities and Results Achieved
Conclude the final year of the National Homelessness Initiative (NHI), launched in late 1999, which was mandated to respond to the growing problem of homelessness by providing an immediate response in the form of shelters and direct access to support services at the local level.
Continue commitments for an additional three years through the extension of the National Homelessness Initiative (NHI): develop a broader range of interventions to stabilize the living arrangements of homeless individuals and families; encourage self-sufficiency where possible; prevent those at risk from falling into homelessness; build partnerships.
Track and monitor the development of communities' own integrated and comprehensive strategies to address and prevent homelessness through updated Community Homelessness Plans for the extension of the National Homelessness Initiative (NHI).
Key Performance Indicators | Notes |
Percentage of dollars expended and committed for Supporting
Communities Partnership Initiative (SCPI), SCPI-Youth and SCPI-Urban
Aboriginal Strategy against total budget of the original Initiative Objective: 100% Result: Achieved |
Communities in collaboration with the department were successful in
planning, developing and delivering 102 projects serving the needs of
homeless people in winding-down the original Initiative. Communities were successful in: building partnerships (including non-profit, federal, provincial, regional, municipal and private sector partners) which developed innovative community-based projects; and raising funds to leverage National Homelessness Initiative (NHI) contributions. The ratio of total NHI investments versus leveraged funding by partners for 2003-2004 was 1:1.6. |
Percentage of Supporting Communities Partnership Initiative-funded
communities that have submitted an updated Community Homelessness Plan
for the extended Initiative Objective: 100% Result: 87% |
53 of the 61 designated communities (87%) completed their community plan update by the end of the fiscal year 2003-2004. The NSH continues to provide communities with advice and guidance, best practices and lessons learned and by streamlining processes to reduce the administrative burden. To date, the NSH has received 60 of the community plans and is confident that the one remaining plan will be received and the submission rate will reach 100%. |
Percentage of updated community plans submitted that have
demonstrated Youth and Aboriginal participation in the community
planning process for the extended Initiative Objective: 100% Result for youth: 90% Result for Aboriginal: 80% |
Although it is recognized that all stakeholders have an important
role to play, the NSH emphasized the inclusion of youth and Aboriginal
persons. 53 of 61 designated communities submitted community plan updates; these 53 communities attained 90% representation for youth and 80% representation for Aboriginal people. The communities made great efforts to ensure representation, but in some communities the outreach was challenging due to the fact that they did not have large sub-populations. In other instances, Aboriginal communities chose to formulate their own plans (an option encouraged by the NSH), which in many cases are now linked to the SCPI community plan. |
Ratio of capital investments targeted at Emergency Services and
Facilities versus Transitional/Supportive Services and Facilities for
homeless people for the extended Initiative Objective: New indicator. Target to be established after first year of data. Result: Ratio: 1:4 |
Most communities set objectives or priorities relating to the
continuum of supports with the overall trend being towards the
development of transitional and supportive housing facilities rather
than services. Nevertheless, communities also demonstrated their plan to
invest in support services encompassing building capacity among the
homeless population via education, life skills training and employment
training, etc. Communities also developed a sustainability plan to ensure local capacity to address homelessness beyond the end of the Initiative. To this end, they took the opportunity to enhance existing partnerships as well as broaden the range. The advancement of these activities aimed at improving stable living conditions for those individuals most affected by homelessness. In the course of fiscal year 2003-2004, the communities were successful in targeting 81% of their capital investments in transitional and supportive services and facilities compared to 19% in emergency services and facilities. |
STRATEGIC OUTCOME
Description
When dealing with the government of Canada, citizens expect timeliness, fairness, knowledge/competence, courteousness, and results. The departmental programs must remain flexible, responsive and comprehensive and the Government of Canada is committed to providing the highest level of citizen-centred quality service that meets the needs and expectations of Canadians, in a multi-channel environment.
The department is working to deliver programs and services that are easy to access, simple to navigate and delivered by a modern, innovative public service to support full participation in the workplace and community and that position the department as a leader in providing programs and services its citizens need in an affordable and sustainable way.
Business line
Policy, Program and Service Delivery Support
Program Activities
Gross Spending (millions of dollars) |
Restated 2003-2004a | ||
Planned Spending | Authority | Actual | |
Gross Operating Expenditures | 215.3 | 286.2 | 281.7 |
Non-Statutory Grants & Contributions | 125.0 | 88.3 | 86.4 |
Total Gross Expenditures | 340.3 | 374.5 | 368.1 |
EI Part II — Employment Benefits and Support Measures | 17.9 | 18.1b | 17.2 |
Total | 358.2 | 392.6 | 385.3 |
Full Time Equivalents | 1,784 | 2,680 | 2,680 |
a. The financial data has been restated as a result of December 12,
2003 restructure of HRDC into SDC and HRSDC. It represents the best
approximation for this Strategic Outcome as if HRSDC had been a
separate entity as of April 1, 2003.
b. Employment Insurance Benefits for 2003-2004 represent the Budget 2004 forecasts. |
Priorities and Results Achieved
Support the Service Improvement Initiative target (10% improvement in satisfaction rate) by 2005.
Establish service improvement planning and standards as part of the corporate performance management system.
Develop a client feedback mechanism.
Implement the Client Service Charter.
Phase implementation of the Privacy Management Framework.
Develop the departmental privacy statement and educational package for staff.
Enhance the integrity of client information by focusing on improving the management of the Social Insurance Number (SIN) system, which includes the following:
Respond to recommendations made by the Standing Committee on Human Resources Development and the Status of Persons with Disabilities and provide regular progress reports on actions taken to implement HRDC's SIN Action Plan.
The following Key Performance Indicators relate to services administered by Social Development Canada on behalf of HRSDC.
Key Performance Indicators | Notes |
Availability of HRSDC and SDC Automated Service Channels to
Canadians Objective: 94% Result: 95.6% |
Measures the availability of automated Service Channels: Internet, Interactive Voice Response and kiosk. Information and services are provided on a 24 hours a day, seven days a week basis. This indicator helps the departments ensure services are available to Canadians and be able to monitor service disruptions. |
Timely Production of Payment Files in Support of all HRSDC and SDC
Payments to Canadians Objective: 95% Result: 99.4% |
This performance indicator assesses the timeliness of the various payment application systems to monitor the transfer of payment files to 3rd party organizations, namely PWGSC, Canada Post, banks and lenders, so they can deliver warrants, cheques and Direct Deposit to vendors and the Canadian public. |
Call Centre Insurance Service Delivery Representative access within
three minutes Objective: 95% Results: 79% |
Although none of the regions met the objective of 95%, eight of ten
regions have shown improvement compared to the same period last year.
The national result is up considerably compared to the same period last
year (79.0% compared to 71.5%). This improvement is the result of a number of initiatives undertaken to improve service levels at Insurance Call Centres, including promotion of self-service options, service enhancements to automated information and reporting services and improvements to the telephony infrastructure. |
Official Language Complaints - Service to the Public Result for 2003-2004: 51 complaints received. 1 complaint unfounded. Net = 50 complaints Result for 2002-2003: 56 complaints received 6 complaints unfounded. Net = 50 complaints |
No objectives were set, so actual results are compared to the
2002-2003 results Official Languages: Numbers cover the period of April 1, 2003 to March 31, 2004. It is not possible to separate the data for HRSDC and Social Development Canada for the period of December 13, 2003 to March 31, 2004. |
Publish a five-year Strategic Plan.
Align branch, regional and local level plans to the Strategic Plan, and ensure that these plans are appropriately linked to executive performance agreements.
Ensure that overall performance measurement in the department is better integrated and aligned to departmental strategic and business plans.
Implement a comprehensive approach to risk management and mitigation.
As of December 12, 2003, Social Development Canada's Human Resources, Financial and Administrative Services, Systems, and Legal Services provide corporate services to both Social Development Canada and HRSDC. For this reason, accomplishments against plans and priorities can be found in Social Development Canada's Departmental Performance Report available on the Treasury Board Secretariat website.27
Key Performance Indicators related to shared corporate services are presented in the following chart. Further information is available in Social Development Canada's Departmental Performance Report. It should be noted that the data combines both departments' results which are not yet available separately.
Key Performance Indicators | Notes |
Diversity | |
Visible Minority Representation Objective: 7.1%a Result: 8.1%b,c |
a Targets were established as per 1996
National Workforce Availability Estimates for HRDC in 2003-2004. These
targets will be revised by the Treasury Board Secretariat to reflect the
new 2001 Census data on workforce availability for Social Development
Canada and HRSDC. b Representation levels provided by the Treasury Board Secretariat/Public Service Human Resources Management Agency of Canada on August 16, 2004 - and cover the period from April 1, 2003 to March 31, 2004. Separate data for HRSDC and Social Development Canada post December 12, 2003, are unavailable due to data and systems constraints. c Data Includes: All indeterminate, terms over 3 months and seasonal workers; Substantive positions only; excludes persons on leave without pay and students. |
Aboriginal Representation Objective: 1.6%a Result: 3.6%b,c |
|
Persons with Disabilities Representation Objective: 4.0%a Result: 8.0%b,c |
|
Women Representation Objective: 57.5%a Result: 70%b,c |
Official Language Complaints - Language of Work Result for 2003-2004: 6 complaints received. Net = 6 complaints Result for 2002-2003: 8 complaints received. 1 complaint unfounded. Net = 7 complaints |
No objectives were set, so actual results are compared to the
2002-2003 results. Official Languages: Numbers cover the period of April 1, 2003 to March 31, 2004. It is not possible to separate the data for HRSDC and Social Development Canada for the period of December 13, 2003 to March 31, 2004. |
The Modern Comptrollership Initiative was superseded in 2003 by Treasury Board Secretariat's Management Accountability Framework (MAF). The MAF covers all of the elements of Modern Comptrollership, and a departmental assessment was completed by the Treasury Board Secretariat using the MAF which, in turn, was used in the identification of management priorities for 2004-2005.
An Assurance Audit on the implementation of Modern Comptrollership was completed in January 2004 as a means of benchmarking and monitoring progress achieved to date in the department. The audit findings indicated a high degree of satisfaction with the steps taken to implement modern management within HRDC.
An emphasis on learning and training continued throughout 2003-2004. A two-day awareness session entitled "Modern Comptrollership: Managing for Results", reached 283 participants throughout National Headquarters and the Ontario Region. This brings the total number of managers and functional specialists trained across the department to 2,317 since the sessions began in September 2000.
The overall objective of the Government On-line Initiative is to increase the availability of the on-line federal services. The approach is both citizen/client-centred and Government of Canada-wide. As part of the effort to ensure government information and services were accessible on-line by 2005, the department, with Social Development Canada, identified eleven key services. Both departments also manage the Canadians Gateway and five on-line clusters. Reporting on HRSDC's Government On-line Initiative projects can be found in Section IV in the Employment Insurance and Employment Programs section.28
During the reporting period, the department continued working towards the goals, objectives and targets identified in the second iteration of the Human Resources Development Canada (HRDC) Sustainable Development Strategy (SDS-II) which was tabled in Parliament in February 2001. Progress achieved to date by both departments in achieving the SDS-II goals, objectives and targets is identified as follows.
In addition to these results, significant work was accomplished during the reporting period regarding the preparation, update and implementation of the next iteration of the Sustainable Development Strategy (SDS-III). Because of the December 2003 division of HRDC, and for reporting and tabling efficiency reasons, the Ministers of HRSDC and Social Development Canada decided to jointly table the Sustainable Development Strategy 2004-2006 on February 16, 2004. At that time, the Ministers committed to tabling individual departmental strategies by 2006 reflecting sustainable development goals, objectives and targets that coincide with the specific mandates of each department.
The updated Strategy (SDS-III) capitalizes on the achievements and lessons learned from previous rounds of Strategies (SDS-I and SDS-II) in addition to acting upon recommendations made by the Commissioner of the Environment and Sustainable Development to improve the overall Sustainable Development outcomes in terms of the social and economic dimensions of sustainable development.
The previous strategy (SDS-II) commitments focused on four key goals:
While building on the previous strategy, the current strategy (SDS-III) shifts to the following key goals:
The following results were achieved during the reporting period (April 1, 2003 to March 31, 2004) with regards to the goals, objectives, and targets identified under SDS-II. Please also refer to Social Development Canada's Departmental Performance Report.
Responsibility for these targets lies within the jurisdiction of Social Development Canada.29 |
Responsibility for these targets lies within the jurisdiction of Social Development Canada. |
Performance Measurement and Activities | Progress to Date and Corrective Action |
Sustainable Communities |
|
SD and Healthy Canadians |
|
Northern Sustainable Development Strategy |
|
Identify potential policy/program initiatives for SDS-III |
|
Green Employment |
|
Knowledge and Skills Needs |
|
Building a better understanding of SD-related issues of particular interest to the department and their implications for social policy |
|
Performance Measurement and Activities | Progress to Date and Corrective Action |
Awareness activities |
|
The following results were achieved during the reporting period (April 1, 2003 to March 31, 2004) in regards to the goals, objectives, and targets identified under SDS-III.
Performance Measurement and Activities | Progress to Date and Corrective Action |
Performance Measurement Framework |
|
Responsibility for these targets lies within the jurisdiction of Social Development Canada. |
No targets for this goal were to be completed within this reporting period. |
Performance Measurement and Activities | Progress to Date and Corrective Action |
Green Representatives |
|
Internet filing options for Employment Insurance Claimants (Interdec) |
|
SPECIAL RESPONSIBILITY OF THE MINISTER
Toronto Waterfront Revitalization Initiative
Description
The purpose of the Toronto Waterfront Revitalization Initiative (TWRI) is to revitalize the Toronto waterfront through investments in both traditional city-building infrastructure (such as local transportation and sewers) and in more contemporary urban development (including parks, green spaces, tourism-related facilities and the rebirth of underutilized post-industrial areas). Investments in these areas are expected to result in both social and economic benefits for the Toronto Region.
From October 2000 to March 2004, the TWRI was managed on behalf of the federal government by the Minister of Transport. On March 8, 2004, responsibility for the file was transferred to the Minister of HRSD in keeping with the Minister's role as Minister responsible for Ontario. As such, reporting on priorities for 2003-2004 is conducted by HRSDC.
2003-2004 | |||
Planned Spending | Total Authority | Actual | |
Toronto Waterfront Revitalization Initiative | $4,400,000 | $20,900,000 | $6,177,365 |
Total | $4,400,000 | $20,900,000 | $6,177,365 |
a. Note that the TWRI spending has not been included in financial
tables summarizing HRSDC spending in the rest of this report.
|
Priorities and Results Achieved
Establish timing, scope and priority of the federal commitment to this initiative.
Enhance Toronto's economic vitality, social development, transportation system, housing development, and environmental sustainability.
The financial tables 1.0, 1.1 and 1.2 on the following pages provide information on HRDC prior to the restructuring of December 12th, 2003. It also provides the authority and actual spending for HRSDC as it would have been reported if HRSDC had been a separate entity as of April 1, 2003.
In 2003-2004, the revised HRSDC actual expenditures were $3,459 million which is $32 million lower than HRSDC's revised total authorities of $3,491. This was mainly due to:
Note: All financial tables within this report are expressed in millions of dollars and amounts showed as $0.0 represent values that are smaller than $50 thousand.
Table 1: Financial Requirements by Authority
Vote (millions of dollars) | 2003-2004 | |||||
Main Estimates HRDCa | Planned Spending HRDCa | Total Authorities HRDCa | Authorities transferred SDCb | Revised Authorities HRSDCc | ||
DEPARTMENT | ||||||
1 | Operating expenditures | 522.9 | 525.4 | 544.7 | (259.1) | 285.6 |
5 | Grants and contributions | 813.4 | 1,105.7 | 1,035.7 | (247.2) | 788.5 |
6 | Write off debts – Government Annuities Account | - | - | 0.1 | - | 0.1 |
(S) | Minister of HRD – Salary and motor car allowance | 0.1 | 0.1 | 0.1 | (0.1) | - |
(S) | Minister of Labour – Salary and motor car allowance | 0.1 | 0.1 | 0.1 | - | 0.1 |
(S) | Interest payments under the Canada Student Loans Act | 2.0 | 2.0 | 0.2 | - | 0.2 |
(S) | Liabilities under the Canada Student Loans Act | 31.3 | 31.3 | (28.1) | - | (28.1) |
(S) | Interest and other payments under the Canada Student Financial Assistance Act | 104.3 | 104.3 | 105.2 | - | 105.2 |
(S) | Grants to the trustees of Registered Education Savings Plans pursuant to Part III.I of the Department of Human Resources Development Act | 395.0 | 395.0 | 394.1 | - | 394.1 |
(S) | Canada Student Financial Assistance Act – Canada Study Grants | 93.7 | 93.7 | 66.8 | - | 66.8 |
(S) | Canada Student Financial Assistance Act – Direct Financing | 149.4 | 268.0 | 317.1 | - | 317.1 |
(S) | Supplementary Retirement Benefits – Annuities agents' pensions | - | - | - | - | - |
(S) | Labour Adjustment Benefits payments | - | - | - | - | - |
(S) | Payments of compensation respecting government employees and merchant seamen | 60.0 | 60.0 | 47.3 | - | 47.3 |
(S) | Payments to private collection agencies pursuant to Section 17.1 of the Financial Administration Act | 14.7 | 14.7 | 14.3 | - | 14.3 |
(S) | Old Age Security payments | 20,600.0 | 20,600.0 | 20,696.8 | (20,696.8) | - |
(S) | Guaranteed Income Supplement payments | 5,805.0 | 5,805.0 | 5,792.0 | (5,792.0) | - |
(S) | Allowance payments | 395.0 | 395.0 | 413.6 | (413.6) | - |
(S) | Contributions to employee benefit plansd | 213.4 | 214.1 | 223.6 | (98.6) | 125.0 |
(S) | Spending of proceeds from disposal of surplus Crown Assets | - | - | 0.4 | (0.4) | - |
(S) | Refunds of amounts credited to revenues in previous years | - | - | - | - | - |
(S) | Civil Service Insurance actuarial liability adjustment | 0.1 | 0.1 | 0.2 | - | 0.2 |
Total Budgetary | 29,200.4 | 29,614.5 | 29,624.2 | (27,507.8) | 2,116.4 | |
Plus: Non-Budgetary | ||||||
Loans disbursed under Canada Student Financial Assistance Act | 1,526.1 | 1,526.1 | 1,374.1 | - | 1,374.1 | |
Total Department | 30,726.5 | 31,140.6 | 30,998.3 | (27,507.8) | 3,490.5 | |
Main Estimates HRDCa | Planned Spending HRDCa | Total Authorities HRDCa | Authorities transferred SDCb | Revised Authorities HRSDCc | ||
Plus: Specified Purpose Accounts: | ||||||
Employment Insurance (EI) costs | - | 17,181.1 | 17,159.8 | - | 17,159.8 | |
Canada Pension Plan (CPP) costs | - | 22,739.0 | 23,023.5 | (23,023.5) | - | |
Other Specified Purpose Accounts costs | - | 60.5 | 58.4 | - | 58.4 | |
Costs recoverable from EI Account and CPP | - | - | 584.4 | (574.3) | 10.1 | |
Employee Benefit Plan recoverable from EI Account and CPP | - | (158.5) | (122.4) | 26.1 | (96.3) | |
Total Expenditures | 30,726.5 | 70,962.7 | 71,702.0 | (51,079.5) | 20,622.5 | |
Full Time Equivalents | 22,124 | 22,187 | 24,040 | (10,130) | 13,910 | |
a. The Main Estimates, Planned Spending and Total Authorities
columns apply to 2003-2004 HRDC prior to the restructuring of
December 12, 2003. The total Authorities exclude frozen resources
related to Vote 1 - Operating Expenditures ($29.3 million) and to
Vote 5 - Grants and Contributions ($15.0 million).
b. As a result of the December 12, 2003 restructure and using all HRDC's activities, the authorities represent the best approximation pertaining to the transfer to SDC as it would have been reported if SDC had been a separate entity as of April 1, 2003. c. Best approximation of HRSDC's total authorities approved during 2003-2004. Using all HRDC's activities, total authorities pertaining to HRSDC's mandate were transferred to HRSDC as a result of the December 12, 2003 restructure of HRDC as it would have been reported if HRSDC had been a separate entity as of April 1, 2003. d. This statutory item includes the government's contributions as an employer to various benefit plans such as the Public Service Superannuation Account, the Public Service Death Benefit Account, the Employment Insurance (EI) Account and the Canada/Quebec Pension Plans. The amount is partially recoverable from the EI Account and Canada Pension Plan. |
Vote (millions of dollars) | 2003-2004 | |||
Total Actual HRDCa | Actuals transferred to SDCb | Revised Actual HRSDCc | ||
DEPARTMENT | ||||
1 | Operating expenditures | 528.4 | (248.8) | 279.6 |
5 | Grants and contributions | 1,004.5 | (242.0) | 762.5 |
6 | Write off debts - Government Annuities Account | 0.1 | - | 0.1 |
(S) | Minister of HRD - Salary and motor car allowance | 0.1 | (0.1) | - |
(S) | Minister of Labour - Salary and motor car allowance | 0.1 | - | 0.1 |
(S) | Interest payments under the Canada Student Loans Act | 0.2 | - | 0.2 |
(S) | Liabilities under the Canada Student Loans Act | (28.1) | - | (28.1) |
(S) | Interest and other payments under the Canada Student Financial Assistance Act | 105.2 | - | 105.2 |
(S) | Grants to the trustees of Registered Education Savings Plans pursuant to Part III.I of the Department of Human Resources Development Act | 394.1 | - | 394.1 |
(S) | Canada Student Financial Assistance Act - Canada Study Grants | 66.8 | - | 66.8 |
(S) | Canada Student Financial Assistance Act - Direct Financing | 317.1 | - | 317.1 |
(S) | Supplementary Retirement Benefits - Annuities agents' pensions | - | - | - |
(S) | Labour Adjustment Benefits payments | - | - | - |
(S) | Payments of compensation respecting government employees and merchant seamen | 47.3 | - | 47.3 |
(S) | Payments to private collection agencies pursuant to Section 17.1 of the Financial Administration Act | 14.3 | - | 14.3 |
(S) | Old Age Security payments | 20,696.8 | (20,696.8) | - |
(S) | Guaranteed Income Supplement payments | 5,792.0 | (5,792.0) | - |
(S) | Allowance payments | 413.6 | (413.6) | - |
(S) | Contributions to employee benefit plansd | 223.6 | (98.6) | 125.0 |
(S) | Spending of proceeds from disposal of surplus Crown Assets | 0.2 | (0.2) | - |
(S) | Refunds of amounts credited to revenues in previous years | - | - | - |
(S) | Civil Service Insurance actuarial liability adjustment | 0.2 | - | 0.2 |
Total Budgetary | 29,576.5 | (27,492.1) | 2,084.4 | |
Plus: Non-Budgetary | ||||
Loans disbursed under Canada Student Financial Assistance Act | 1,374.1 | - | 1,374.1 | |
Total Department | 30,950.6 | (27,492.1) | 3,458.5 | |
Total Actual HRDCa | Actuals transferred to SDCb | Revised Actual HRSDCc | ||
Plus: Specified Purpose Accounts: | ||||
Employment Insurance (EI) costs | 16,651.0 | - | 16,651.0 | |
Canada Pension Plan (CPP) costs | 23,016.3 | (23,016.3) | - | |
Other Specified Purpose Accounts costs | 58.4 | - | 58.4 | |
Costs recoverable from EI Account and CPP | 554.0 | (543.9) | 10.1 | |
Employee Benefit Plan recoverable from EI Account and CPP | (116.0) | 26.5 | (89.5) | |
Total Expenditures | 71,114.3 | (51,025.8) | 20,088.5 | |
Full Time Equivalents | 23,947 | (10,037) | 13,910 | |
a. Total actual expenditures for HRDC as reported in the 2003-2004
Public Accounts of Canada.
b. As a result of the December 12, 2003 restructure and using all HRDC's activities, the actual expenditures represent the best approximation pertaining to the transfer to SDC as it would have been reported if SDC had been a separate entity as of April 1, 2003. c. Best approximation of HRSDC's actual expenditures as a result of the December 12, 2003 restructure. Using all HRDC's activities, actual expenditures pertaining to HRSDC's mandate were transferred to HRSDC as it would have been reported if HRSDC had been a separate entity as of April 1, 2003. d. This statutory item includes the government's contributions as an employer to various benefit plans such as the Public Service Superannuation Account, the Public Service Death Benefit Account, the Employment Insurance (EI) Account and the Canada/Quebec Pension Plans. The amount is partially recoverable from the EI Account and Canada Pension Plan. |
Human Resources and Skills Development's Funding Received from Human Resources Development |
2003-2004 | ||
Vote (millions of dollars) | Revised Authorities HRSDCa | Revised Actual HRSDCb | |
DEPARTMENT | |||
1 | Operating expenditures | 285.6 | 279.6 |
5 | Grants and contributions | 788.5 | 762.5 |
6 | Write off debts - Government Annuities Account | 0.1 | 0.1 |
(S) | Minister of Labour - Salary and motor car allowance | 0.1 | 0.1 |
(S) | Interest payments under the Canada Student Loans Act | 0.2 | 0.2 |
(S) | Liabilities under the Canada Student Loans Act | (28.1) | (28.1) |
(S) | Interest and other payments under the Canada Student Financial Assistance Act | 105.2 | 105.2 |
(S) | Grants to the trustees of Registered Education Savings Plans pursuant to Part III.I of the Department of Human Resources Development Act | 394.1 | 394.1 |
(S) | Canada Student Financial Assistance Act - Canada Study Grants | 66.8 | 66.8 |
(S) | Canada Student Financial Assistance Act - Direct Financing | 317.1 | 317.1 |
(S) | Supplementary Retirement Benefits - Annuities agents' pensions | - | - |
(S) | Labour Adjustment Benefits payments | - | - |
(S) | Payments of compensation respecting government employees and merchant seamen | 47.3 | 47.3 |
(S) | Payments to private collection agencies pursuant to Section 17.1 of the Financial Administration Act | 14.3 | 14.3 |
(S) | Contributions to employee benefit plansc | 125.0 | 125.0 |
(S) | Spending of proceeds from disposal of surplus Crown Assets | - | - |
(S) | Refunds of amounts credited to revenues in previous years | - | - |
(S) | Civil Service Insurance actuarial liability adjustment | 0.2 | 0.2 |
Total Budgetaryd | 2,116.4 | 2,084.4 | |
Plus: Non-Budgetary | |||
Loans disbursed under Canada Student Financial Assistance Act | 1,374.1 | 1,374.1 | |
Total Department | 3,490.5 | 3,458.5 | |
Revised Authorities HRSDCa | Revised Actual HRSDCb | ||
Plus: Specified Purpose Accounts: | |||
Employment Insurance (EI) costs | 17,159.8 | 16,651.0 | |
Other Specified Purpose Accounts costs | 58.4 | 58.4 | |
Costs recoverable from EI Account and CPP | 10.1 | 10.1 | |
Employee Benefit Plan recoverable from EI Account and CPP | (96.3) | (89.5) | |
Total Expenditures | 20,622.5 | 20,088.5 | |
Full Time Equivalents | 13,910 | 13,910 | |
Note: On March 8, 2004, responsibility for the Toronto Waterfront Revitalization Initiative was transferred from the Minister of Transport to the Minister of HRSDC. Reporting for 2003-2004 is conducted by HRSDC under Section VIII. a. Best approximation of HRSDC's total authorities approved
during 2003-2004. Using all HRDC's activities, total authorities
pertaining to HRSDC's mandate were transferred to HRSDC as a result
of the December 12, 2003 restructure of HRDC as it would have been
reported if HRSDC had been a separate entity as of April 1, 2003. |
Table 2: Comparison of Total Spending to Actual Spendinga
Restated 2003-2004b | ||||
(millions of dollars) | Main Estimatesc | Planned Spending | Authorities | Actual |
Business Lines | ||||
Employment Insurance Benefits | 515.5 | 515.5 | 517.1 | 514.1 |
Employment Programs | 782.0 | 821.5 | 773.7 | 755.1 |
Workplace Skills | 55.8 | 55.8 | 58.1 | 56.0 |
Learning | 865.5 | 984.1 | 937.3 | 934.2 |
Labour | 183.1 | 183.1 | 180.8 | 179.0 |
Homelessness | 25.4 | 160.4 | 159.5 | 151.6 |
Policy, Program and Service Delivery Support | 215.3 | 340.3 | 374.5 | 368.1 |
Total Gross Expenditures | 2,642.6 | 3,060.7 | 3,001.0 | 2,958.1 |
Respendable revenues | (849.5) | (853.5) | (884.6) | (873.7) |
Total Net Expenditures | 1,793.1 | 2,207.2 | 2,116.4 | 2,084.4 |
Non-Budgetary Loans disbursed under Canada Student Financial Assistance Act |
1,526.1 | 1,526.1 | 1,374.1 | 1,374.1 |
Total Department | 3,319.2 | 3,733.3 | 3,490.5 | 3,458.5 |
Plus: Specified Purpose Accounts | ||||
Employment Insuranced | 17,181.1 | 17,159.8 | 16,651.0 | |
Other Specified Purpose Accounts | 60.5 | 58.4 | 58.4 | |
Departmental Recoveries charged to the CPP | 9.0 | 10.1 | 10.1 | |
Departmental Employee Benefit Plan recoverable from EI Account and Canada Pension Plan (CPP) | (90.5) | (96.3) | (89.5) | |
Total HRSDC | 20,893.4 | 20,622.5 | 20,088.5 | |
Full Time Equivalents | 12,574 | 12,637 | 13,910 | 13,910 |
a. Refer to HRDC's previous Performance Reports for financial
information on 2001-2002 and 2002-2003. Historical comparison of
2001-2002 and 2002-2003 actual expenditures for HRSDC is not
available.
b. Restated as a result of the December 12, 2003 restructure of HRDC into HRSDC and Social Development Canada. Best approximation based on HRDC totals, broken down by activity and allocated to each department. c. Restated HRSDC's authorities as published in the 2004-2005 Main Estimates. d. Employment Insurance Benefits for 2003-2004 represent the Budget 2004 forecasts. |
Table 3: Crosswalk Between Strategic Outcomes and Business Lines
The table below identifies the six strategic outcomes that HRSDC endeavours to provide for Canadians, and the links between business lines (i.e., Employment Insurance Benefits, Employment Programs, Workplace Skills, Learning, Labour, Homelessness, and Policy, Program and Service Delivery Support) and those strategic outcomes.
Business Lines | Strategic Outcomes | Total | ||||||
Efficient and effective income support and labour market transitions | Enhanced competitiveness of Canadian workplaces by supporting investment in an recognition and utilization of skills | Through access to learning, Canadians can participate fully in a knowledge-based economy and society | Safe, healthy, fair, stable, cooperative and productive workplaces | Enhanced community capacity to contribute to the reduction of homelessness | Seamless, integrated and multi-channel service delivery that ensures client satisfaction | |||
Employment Insurance Benefits | FTEs | 6,754 | 6,754 | |||||
$M | $13,624.6 | $13,624.6 | ||||||
Employment Programs | FTEs | 2,586 | 2,586 | |||||
$M | $2,706.0 | $2,706.0 | ||||||
Workplace Skills | FTEs | 519 | 519 | |||||
$M | $96.2 | $96.2 | ||||||
Learning | FTEs | 463 | 463 | |||||
$M | $2,317.3 | $2,317.3 | ||||||
Labour | FTEs | 667 | 667 | |||||
$M | $179.3 | $179.3 | ||||||
Homelessness | FTEs | 241 | 241 | |||||
$M | $151.6 | $151.6 | ||||||
Policy, Program and Service Delivery Support | FTEs | 2,680 | 2,680 | |||||
$M | $385.3 | $385.3 | ||||||
Total | FTEs | 9,340 | 519 | 463 | 667 | 241 | 2,680 | 13,910 |
$M | $16,330.6 | $96.2 | $2,317.3 | $179.3 | $151.6 | $385.3 | $19,460.3 | |
Other Costs | ||||||||
EI Costs (Other Government Departments Administrative Costs and Doubtful Accounts) | $701.0 | |||||||
Workers Compensation Recoveries | ($72.8) | |||||||
Total Other Costs | $628.2 | |||||||
Total HRSDC | $20,088.5 |
Revenues by Business Line (millions of dollars) | Restated 2003-2004b | ||
Planned Revenues | Authorities | Actual | |
Respendable Revenuesc | |||
Employment Insurance Benefits | 447.9 | 455.8 | 452.9 |
Employment Programs | 152.4 | 124.3 | 120.9 |
Workplace Skills | 37.9 | 37.6 | 36.7 |
Learning | 13.5 | 15.1 | 14.6 |
Labour | 64.0 | 73.7 | 73.7 |
Homelessness | - | - | - |
Policy, Program and Service Delivery Support | 137.8 | 178.1 | 174.9 |
Total Respendable Revenues | 853.5 | 884.6 | 873.7 |
Non-Respendable Revenues | |||
By Type of Revenue: | |||
Recovery of Employee Benefit Costs | 135.3 | 132.7 | 132.7 |
Adjustment to Prior Years' Payables | - | 0.3 | 0.3 |
Canada Student Loans | 144.2 | 230.3 | 230.3 |
Actuarial Surplus | - | 2.5 | 2.5 |
Miscellaneous Items | 1.7 | 4.5 | 4.5 |
Total Non-Respendable Revenues | 281.2 | 370.3 | 370.3 |
a. Refer to HRDC's previous Performance Reports for financial
information on 2001-2002 and 2002-2003. Historical comparison is not
possible as 2001-2002 and 2002-2003 actual expenditures for HRSDC
are not available as the financial coding does not allow to
crosswalk the data between the former and new business lines.
b. The financial data has been restated as a result of December 12, 2003 restructure of HRDC into Social Development Canada and HRSDC. It represents the best approximation for these Business Lines as if HRSDC had been a separate entity as of April 1, 2003. c. Includes administrative costs recovered from the Employment Insurance Account and the Canada Pension Plan. |
Table 5: Summary of Statutory Transfer Payments by Business Linesa
(millions of dollars) | 2001-2002 | 2002-2003 | Restated 2003-2004 | ||||
Actual | Actual | Main Estimates | Planned Spending | Authorities | Actual | ||
Employment Insurance Benefits | |||||||
(S) | Civil Service Insurance actuarial liability adjustment | 0.3 | 0.1 | 0.2 | 0.2 | 0.2 | 0.2 |
Learning | |||||||
(S) | The provision of funds for interest payments to lending institutions under the Canada Student Loans Act | 0.7 | 0.4 | 2.0 | 2.0 | 0.2 | 0.2 |
(S) | The provision of funds for liabilities including liabilities in the form of guaranteed loans under the Canada Student Loans Act | (2.9) | (31.5) | 31.3 | 31.3 | (28.1) | (28.1) |
(S) | Payments related to the direct financing arrangement under the Canada Student Financial Assistance Act | 48.6 | 76.0 | 56.7 | 175.3 | 266.3 | 266.3 |
(S) | The provision of funds for interest and other payments to lending institutions and liabilities under the Canada Student Financial Assistance Act | 332.9 | 139.6 | 104.3 | 104.3 | 105.2 | 105.2 |
(S) | Grants to the trustees of Registered Education Savings Plans (RESPs) for the benefit of beneficiaries named under those RESPs, pursuant to the Canada Education Savings Grant Regulations of the Department of Human Resources Development Act | 334.2 | 342.9 | 395.0 | 395.0 | 394.1 | 394.1 |
(S) | Canada study grants to qualifying full and part-time students pursuant to the Canada Student Financial Assistance Act regulations | 69.7 | 54.5 | 93.7 | 93.7 | 66.8 | 66.8 |
(S) | Labour Adjustment Benefits in accordance with the terms and conditions prescribed by the Governor in Council to assist workers who have been laid off as a result of import competition, industrial restructuring, or severe economic disruption in an industry or region | 1.0 | 0.3 | 0.0 | 0.0 | 0.0 | 0.0 |
784.2 | 582.2 | 683.0 | 801.6 | 804.5 | 804.5 | ||
Labour | |||||||
(S) | Payments of compensation respecting government employees and merchant seamen | 0.0 | 0.0 | 0.0 | 0.0 | 0.0 | 0.0 |
Total Statutory Transfer Payments | 784.5 | 582.3 | 683.2 | 801.8 | 804.7 | 804.7 | |
a. As a result of the December 12, 2003 restructure of HRDC into SDC
and HRSDC, these programs were transferred to HRSDC.
|
Table 6: Summary of Non-Statutory Transfer Payments by Business Lines
(millions of dollars) | 2001-2002 | 2002-2003 | Restated 2003-2004 | |||
Actual | Actual | Main Estimates | Planned Spending | Authorities | Actual | |
GRANTS | ||||||
Employment Programs | ||||||
Grants to individuals, organizations and corporations to assist individuals to improve their employability and to promote employment opportunities by assisting local entrepreneurial development | 0.4 | 0.4 | 8.2 | 8.2 | 8.2 | 0.1 |
Temporary Fisheries Income Program | - | - | - | - | 8.2 | 8.0 |
Class grant related to Severe Acute Respiratory Syndrome | - | - | - | - | 0.9 | 0.6 |
Named Grants for the Organization for Economic Co-Operation and Development | - | - | - | - | 0.3 | 0.1 |
0.4 | 0.4 | 8.2 | 8.2 | 17.6 | 8.8 | |
Learning | ||||||
Grants to voluntary sectors, professional organizations, universities and post-secondary institutions and to provincial and territorial governments for literacy | 24.9 | 27.3 | 28.2 | 28.2 | 28.2 | 28.0 |
Grant to the Peter Gzowski Foundation for Literacy | - | 5.0 | - | - | - | - |
Grant to the Government of Quebec to ensure appropriate support of its provincial student assistance program | - | 53.7 | - | - | - | - |
Grant to the Government of the Northwest Territories to ensure appropriate support of its territorial student assistance program | - | 0.3 | - | - | - | - |
Grant to the Government of Nunavut to ensure appropriate support of its territorial student assistance program | - | 0.3 | - | - | - | - |
24.9 | 86.6 | 28.2 | 28.2 | 28.2 | 28.0 | |
Labour | ||||||
Canadian Joint Fire Prevention Publicity Committee | 0.0 | 0.0 | 0.0 | 0.0 | 0.0 | 0.0 |
Fire Prevention Canada | 0.0 | 0.0 | 0.0 | 0.0 | 0.0 | 0.0 |
To support activities which contribute to Occupational safety and health program objectives | 0.0 | 0.0 | 0.0 | 0.0 | 0.0 | 0.0 |
To support standards-writing associations | 0.0 | 0.0 | 0.0 | 0.0 | 0.0 | 0.0 |
Grants to international and domestic organizations for technical assistance and international cooperation on labour issues | 0.1 | 0.1 | - | - | 0.1 | 0.1 |
0.1 | 0.1 | 0.0 | 0.0 | 0.1 | 0.1 | |
Homelessness | ||||||
Grants to not-for-profit organizations, individuals, municipal governments, Band/tribal councils and other Aboriginal organizations, public health and educational institutions, Régies régionales, for-profit enterprises, research organizations and research institutes to carry out research on homelessness to help communities better understand and more effectively address homelessness issues | - | - | - | - | 0.5 | 0.2 |
Policy, Program and Service Delivery Support | ||||||
Grant to the Canadian Council on Learning | - | - | - | 100.0 | 85.0 | 85.0 |
Total Non-Statutory Transfer Payments | 25.4 | 87.1 | 36.4 | 136.4 | 131.4 | 122.1 |
Table 6: Summary of Non-Statutory Transfer Payments by Business Linea | ||||||
(millions of dollars) | 2001-2002 | 2002-2003 | Restated 2003-2004 | |||
Actual | Actual | Main Estimates | Planned Spending | Authorities | Actual | |
CONTRIBUTIONS | ||||||
Employment Programs | ||||||
Payments to provinces, territories, municipalities, other public bodies, organizations, groups, communities, employers and individuals for the provision of training and/or work experience, the mobilization of community resources, and human resource planning and adjustment measures necessary for the efficient functioning of the Canadian labour market | 481.7 | 476.9 | 489.2 | 521.5 | 490.2 | 486.4 |
Contributions to organizations, provinces, territories, municipalities, post-secondary institutions and individuals to encourage and support initiatives which will contribute to the development of a more results-oriented, accessible, relevant and accountable learning systemb | - | - | 3.4 | 3.4 | - | - |
481.7 | 476.9 | 492.6 | 524.9 | 490.2 | 486.4 | |
Learning | ||||||
Contributions to organizations, provinces, territories, municipalities, post-secondary institutions and individuals to encourage and support initiatives which will contribute to the development of a more results-oriented, accessible, relevant and accountable learning systemb | 2.8 | 3.5 | - | - | 4.0 | 3.4 |
Contributions to organizations, provinces, territories, municipalities, post-secondary institutions and individuals to encourage and support initiatives with respect to the development, application, use and diffusion of new learning and training technologies (Office of Learning Technologies) | 2.1 | 2.0 | 2.8 | 2.8 | 2.4 | 1.8 |
Contributions to voluntary sectors, professional organizations, universities and post-secondary institutions and to provincial and territorial governments for literacy | 3.4 | 0.6 | - | - | 2.1 | 1.9 |
8.3 | 6.1 | 2.8 | 2.8 | 8.5 | 7.1 | |
Workplace Skills | ||||||
Payments to provinces, territories, municipalities, other public bodies, organizations, groups, communities, employers and individuals for the provision of training and/or work experience, the mobilization of community resources, and human resource planning and adjustment measures necessary for the efficient functioning of the Canadian labour market | - | 4.3 | 13.0 | 13.0 | 15.1 | 14.0 |
Labour | ||||||
Labour Management Partnership Program | 0.7 | 0.5 | 1.6 | 1.6 | 1.6 | 1.0 |
Labour Commision | 1.1 | 1.1 | 1.6 | 1.6 | 1.6 | 0.8 |
1.8 | 1.6 | 3.2 | 3.2 | 3.2 | 1.8 | |
Homelessness | ||||||
Homelessness – Contributions to provinces, territories, municipalities, other public bodies, organizations, community groups, employers and individuals to support activities to help alleviate and prevent homelessness across Canada | 73.1 | 148.6 | 25.4 | 160.4 | 119.6 | 119.6 |
Contributions to not-for-profit organizations, individuals, municipal governments, Band/tribal councils and other Aboriginal organizations, public health and educational institutions, Régies régionales, for-profit enterprises, research organizations and research institutes to support activities to help alleviate and prevent homelessness across Canada and to carry out research on homelessness to help communities better understand and more effectively address homelessness issues | - | - | - | - | 17.2 | 10.1 |
73.1 | 148.6 | 25.4 | 160.4 | 136.8 | 129.7 | |
Policy, Program and Service Delivery Support | ||||||
Payments to provinces, territories, municipalities, other public bodies, organizations, groups, communities, employers and individuals for the provision of training and/or work experience, the mobilization of community resources, and human resource planning and adjustment measures necessary for the efficient functioning of the Canadian labour market | - | - | - | - | 3.3 | 1.4 |
Early Learning and Child Carec | - | - | - | 25.0 | - | - |
- | - | - | 25.0 | 3.3 | 1.4 | |
Total Non-Statutory Transfer Payments | 564.9 | 637.5 | 537.0 | 729.3 | 657.1 | 640.4 |
a. As a result of the December 12, 2003 restructure of HRDC into SDC
and HRSDC, these programs were transferred to HRSDC.
b. Total amount included in the reference level in 2003-2004 for this non-statutory transfer payment will be transfered from Employment Programs to Learning in the ARLU 2005-2006 to 2007-2008. c. Item from Budget 2003 included in HRDC planned spending. Relates to spending made via the Canada Social Transfer to provinces and territories not part of HRSDC. |
Table 7: Loans Disbursed Under the Canada Student Financial Assistance Act
Loans, Investments and Advances (millions of dollars)a | 2001-2002 | 2002-2003 | Restated 2003-2004 | ||
Actual | Actual | Planned Spending | Authorities | Actual | |
Learning | |||||
Loans disbursed under the Canada Student Financial Assistance Actb | 1,544.1 | 1,395.4 | 1,526.1 | 1,374.1 | 1,374.1 |
Total | 1,544.1 | 1,395.4 | 1,526.1 | 1,374.1 | 1,374.1 |
a. Transferred to HRSDC as a result of the December 12, 2003
restructure of HRDC into SDC and HRSDC.
b. The reduction for the loans is mainly due to the impact of loan reimbursements from borrowers on the loan portfolio. |
Contingent Liabilities (millions of dollars) | Amount of Contingent Liabilities | ||
As of March 31, 2002 |
As of March 31, 2003 |
As of March 31, 2004 |
|
Loans | |||
Canada Student Loans Program | 802.1 | 681.4 | 444.3 |
Litigations | 2.1 | 0.1 | 0.2 |
Total | 804.2 | 681.5 | 444.5 |
Name of User Fee | 2003-2004 | |||||||
Fee Type (R) or (O)a | Fee Setting Authority | Forecast Revenue ($000) | Actual Revenue ($000) | Full Cost ($000) | Performance Standardb | Performance Resultc | ||
Federal Workers' Compensation - | ||||||||
Administation Fees | (O) | Government Employees Compensation Act |
1,700 | 1,913 | 3,400 | None | None | |
Other Initiative - Labour Fire Protection Engineering Services Fees |
(O) | Financial Administration Act | 32 | 14 | 3,334 | None | None | |
Total External Charging | 1,732 | 1,927 | 6,734 | |||||
a. Regulatory (R) or Other Products and Services (O).
b. The Labour Program will review its performance standards with the goal of presenting this information in its next Departmental Performance Report. c. The Labour Program will present performance results once performance standards have been established. |
Name of User Fee | Planning Years | |||||||
2004-2005 | 2005-2006 | 2006-2007 | ||||||
Fee Type (R) or (O)a | Fee Setting Authority | Forecast Revenue ($000) | Estimated Full Cost ($000) | Forecast Revenue ($000) | Estimated Full Cost ($000) | Forecast Revenue ($000) | Estimated Full Cost ($000) | |
Federal Workers' Compensation - | ||||||||
Administation Fees | (O) | Government Employees Compensation Act |
2,000 | 3,500 | 2,100 | 3,600 | 2,200 | 3,700 |
Other Initiative - Labour Fire Protection Engineering Services Fees |
(O) | Financial Administration Act | 60 | 3,400 | 60 | 3,500 | 60 | 3,600 |
Total External Charging | 2,060 | 6,900 | 2,160 | 7,100 | 2,260 | 7,300 | ||
a. Regulatory (R) or Other Products and Services (O).
b. The Labour Program will review its performance standards with the goal of presenting this information in its next Departmental Performance Report. c. The Labour Program will present performance results once performance standards have been established. |
Human Resources and Skills Development Canada (HRSDC) has a substantial number of transfer payment programs. These support individuals, communities, labour, other orders of government and Aboriginal organizations in the achievement of shared human development goals. HRSDC is subject to the revised Treasury Board policy on Transfer Payments, which was introduced on June 1, 2000. That policy requires departments to report on those transfer payment programs that are worth at least $5 million. In so doing, the department is helping to demonstrate sound management of, and accountability for, the department's transfer payments.
Consistent with this policy, descriptive material on each program funded from the Consolidated Revenue Fund, including stated objectives, expected results and outcomes, and milestones for achievement has been developed. The following table provides a list of the active transfer payments programs. A fact sheet for each program over $5 million is also provided.
Actual figures reflect program costs and exclude operating resources necessary to deliver the programs.
Associated Programs (Terms and Conditions) | ||
GRANTS | Actual | For more details, see |
Employment Programs | ||
Grants to individuals, organizations and corporations to assist individuals to improve their employability and to promote employment opportunities by assisting local entrepreneurial development | $0.1M | Fact Sheet #1 |
Temporary Fisheries Income Program | $8.0M | Fact Sheet #2 |
Class grant related to Severe Acute Respiratory Syndrome | $0.6M | |
Named Grants to the Organization For Economic Co-Operation and Development | $0.1M | |
Learning | ||
Grants to voluntary sectors, professional organizations, universities and post-secondary institutions and to provincial and territorial governments for literacy | $28.0M | |
- National Literacy Program | Fact Sheet #3 | |
Homelessness | ||
Grants to not-for-profit organizations, individuals, municipal governments, Band/tribal councils and other Aboriginal organizations, public health and educational institutions, Régies régionales, for-profit enterprises, research organizations and research institutes to carry out research on homelessness to help communities better understand and more effectively address homelessness issues | $0.2M | Fact Sheet #4 |
Labour Program | ||
Canadian Joint Fire Prevention Publicity Committee ($7,000) | $0.0M | |
Fire Prevention Canada ($19,000) | $0.0M | |
To support activities which contribute to occupational safety and health program objectives ($15,000) | $0.0M | |
To support Standards-writing associations ($9,720) | $0.0M | |
Grants to international and domestic organizations for technical assistance and international cooperation on labour issues ($75,000) | $0.1M | |
Policy, Program and Service Delivery Support | ||
Grant to the Canadian Council on Learning | $85.0M | Fact Sheet #5 |
CONTRIBUTIONS | Actual | For more details, see |
Employment Programs | ||
Payments to provinces, territories, municipalities, other public bodies, organizations, groups, communities, employers and individuals for the provision of training and/or work experience, the mobilization of community resources, and human resource planning and adjustment measures necessary for the efficient functioning of the Canadian labour market. | $486.4M | |
- Youth Employment Strategy | Fact Sheet #1 | |
- Aboriginal Human Resources Development Strategy | Fact Sheet #6 | |
- Older Workers Pilot Projects | Fact Sheet #8 | |
- Aboriginal Skills and Employment Partnership (ASEP) program and Voisey's Bay | Fact Sheet #9 | |
Workplace Skills | ||
Payments to provinces, territories, municipalities, other public bodies, organizations, groups, communities, employers and individuals for the provision of training and/or work experience, the mobilization of community resources, and human resource planning and adjustment measures necessary for the efficient functioning of the Canadian labour market | $14.0M | |
- Sector Council Program | Fact Sheet #7 | |
Learning | ||
Contributions to organizations, provinces, territories, municipalities, post-secondary institutions and individuals to encourage and support initiatives which will contribute to the development of a more results-oriented, accessible, relevant and accountable learning system | $3.4M | |
Contributions to organizations, provinces, territories, municipalities, post-secondary institutions and individuals to encourage and support initiatives with respect to the development, application, use and diffusion of new learning and training technologies (Office of Learning Technologies) | $1.8M | |
Contributions to voluntary sectors, professional organizations, universities and post-secondary institutions and to provincial and territorial governments for literacy | $1.9M | Fact Sheet #3 |
Labour Program | ||
Labour-Management Partnerships Program | $1.0M | |
Labour Commission | $0.8M | |
Homelessness | ||
Homelessness - Contributions to provinces, territories, municipalities, other public bodies, organizations, community groups, employers and individuals to support activities to help alleviate and prevent homelessness across Canada | $119.6M | Fact Sheet #4 |
Contributions to not-for-profit organizations, individuals, municipal governments, Band/tribal councils and other Aboriginal organizations, public health and educational institutions, Régies régionales, for-profit enterprises, research organizations and research institutes to support activities to help alleviate and prevent homelessness across Canada and to carry out research on homelessness to help communities better understand and more effectively address homelessness issues | $10.1M | Fact Sheet #4 |
Policy, Program and Service Delivery Support | ||
Payments to provinces, territories, municipalities, other public bodies, organizations, groups, communities, employers and individuals for the provision of training and/or work experience, the mobilization of community resources, and human resource planning and adjustment measures necessary for the efficient functioning of the Canadian labour market. | $1.4M |
FACT SHEET #1
Objectives | The Youth Employment Strategy (YES) is the Government of Canada's commitment to help young people, particularly those facing barriers to employment, get the information and gain the skills, work experience and abilities they need to make a successful transition to the workplace. | |
Results and Outcomes | HRSDC's YES assisted 74,902 young Canadians (this includes 69,150 new starts and 5,752 who continued to receive service from the previous year), of whom 7,742 became employed or self-employed and approximately 51,754 youth and students returned to school. | |
Partners | YES programs are delivered through the collective efforts of 14 federal departments and agencies with HRSDC in the lead role: Agriculture and Agri Food Canada; Canadian Food Inspection Agency; Canadian Heritage; Canadian International Development Agency; Canadian Mortgage and Housing Corporation; Department of Fisheries and Oceans; Department of Foreign Affairs and International Trade; Environment Canada; Indian and Northern Affairs Canada; Industry Canada; National Research Council Canada; Natural Resources Canada; Parks Canada. | |
Milestones for Achievement: | ||
Renewal Date | March 2008 | |
Evaluation Performed (on previous programs) | 1997: | Summer Career Placements Summative Evaluation. |
1998-1999: | Youth Service Canada Summative Evaluation. Youth Employment Strategy: A Formative Evaluation of Youth Internship Canada and Other HRDC Youth Initiatives. Interdepartmental Evaluation of the YES. |
|
2000-2001: | A Synthesis Report:
|
|
2001-2002: | A Synthesis Report:
|
|
2003-2004: | Detailed design of Formative Interdepartmental evaluation of YES | |
Evaluation Scheduled | 2004-2005 | Conduct Formative YES evaluation |
2007-2008 | Undertake Interdepartmental Summative Evaluation |
FACT SHEET #2
Objectives | The Temporary Fisheries Income Program (TFIP) initiative provided
temporary income support, in the form of a grant, to fishers and fish
plant workers who had been significantly affected by cod and crab stock
closures. The grant was intended to bridge the gap between the
exhaustion of the affected individuals' Employment Insurance benefits
and the implementation of short-term job creation projects administered
by the Atlantic Canada Opportunities Agency and Canada Economic
Development for Quebec Regions. The program provided short-term financial assistance to affected fishers and fish plant workers who, without the assistance, would have been likely to experience hardship as a result of the fishery closures. |
Results and Outcomes | A total of 2,702 clients received assistance. The grant amount was the lesser of the previous Employment Insurance benefit rate of eligible individuals or $325 per week, to a maximum of $3,900. |
Partners | HRSDC worked with the Atlantic Canada Opportunities Agency (ACOA), Canada Economic Development for Quebec Regions (CED Q), the Department of Fisheries and Oceans (DFO) and the provinces to maximize effort to assist affected workers and communities. |
Milestones for Achievement: | |
Renewal Date | Program ended September 6, 2003 The TFIP initiative was approved for a 19-week period beginning April 27, 2003 and ending September 6, 2003. |
Evaluation Performed | None |
Evaluation Scheduled | An evaluation of the program is underway and will be completed in 2004 2005. |
FACT SHEET #3
Objectives |
|
Planned Results |
|
Partnerships |
|
Actual Results |
|
Milestones for Achievement: | |
Renewal Date | March 31, 2005 |
Develop Evaluation Framework | To be completed by September, 2004 |
Evaluation Performed | Evaluation Report completed January 2003 |
Evaluation Scheduled | Formative in 2005-2006; Summative in 2007-2008 |
FACT SHEET #4
Objectives | Original Initiative:
Extended Initiative:
|
Planned Results | Original Initiative:
Extended Initiative:
|
Milestones for Achievement: | |
Renewal Date | A three-year extension of the NHI was announced in the February 2003 Budget. |
Evaluation Performed |
|
Evaluation Scheduled | Summative Evaluation (to assess the longer-term impact of the Initiative) to be completed by March 2006. |
FACT SHEET #5
Objectives | To promote and support evidence-based decision making in all areas of lifelong learning by informing Canadians regularly on Canada's progress on learning outcomes, and promoting knowledge and information exchange among learning partners. |
Expected Results and Outcomes |
|
Renewal Date | n/a |
Evaluation Performed | n/a |
Evaluation Scheduled |
|
FACT SHEET #6
Objectives | To support Aboriginal organizations to develop and implement labour
market, youth and child care programs that are designed to address the
local and regional needs of Aboriginal people. This programming will:
|
Results and Outcomesb | Assisted 46,106 Aboriginal clients, of whom 21,581 became employed or self-employed, and approximately 7,746 Aboriginal youth returned to school. Additionally, 7,500 child care spaces were supported and occupied. |
Partners | HRSDC partnerships signed with Aboriginal organizations through 79 Aboriginal Human Resources Development Agreements (AHRDA). |
Milestones for Achievement: | |
Renewal Date | April 1, 2005 |
Evaluation Performed | Phase I Review of the AHRDS is due to be released in December 2004. This Review examined the Aboriginal Human Resources Development Agreements in year four of their five-year mandate (1999-2004). The scope of the Review covered AHRDS planning activities, partnerships, horizontal management and capacity-building. |
Evaluation Scheduled | HRSDC, working closely with its partners, plans to carry out further review and evaluation of the Aboriginal Human Resources Development Agreements in future, with the objective of developing a more comprehensive perspective on results achieved and lessons learned. Work on Phase II of the Review is planned to begin in the fall of 2004. |
a. Does not include $97.6
million from Employment Insurance Act Part II. b. These results and outcomes are based on total program funding through the Consolidated Revenue Fund (CRF) and Employment Insurance Part II. Specific results derived from the CRF only are unavailable. |
FACT SHEET #7
Objectives | The ultimate goal of Sector Council Program is two-pronged; the
Program will continue to build on current partnerships and establish new
relationships towards:
The Program remains focused on working towards the achievement of four broad, long-range objectives:
|
Planned Results | The Sector Council Program will continue to build on current
partnerships with Sector Councils toward the achievement of the
following objectives in the short term:
|
Partnerships | The Sector Council Program achieves results through sector councils (comprising of representatives from business, labour, education, government and other professional groups) |
Milestones for Achievement: | |
Renewal Date | March 2007 |
Evaluation Performed | No formal evaluation as of this date. |
Evaluation Scheduled | The formative evaluation of the Sector Council Program is commencing
and is expected to be completed by December 2006. Interim reports are
anticipated August 2005 and March 2006. Summative Evaluation of Sector Partnerships in 2006-2007. |
FACT SHEET #8
Objectives | To support innovative pilot projects designed to re-integrate displaced older workers into sustainable employment, or maintain in employment older workers threatened with displacement. This objective supports HRSDC's human resources investment priorities aimed at helping clientele with particular labour market needs and issues, broadening partnerships to enhance and integrate programming, and focusing on prevention. |
Results and Outcomes |
|
Partners | The OWPPI is a federal-provincial/territorial initiative. Provincial and territorial governments include: Government of Newfoundland and Labrador; Government of Nova Scotia; Government of Prince Edward Island; Government of New Brunswick; Government of Quebec; Government of Manitoba; Government of Saskatchewan; Government of British Columbia; Government of the Yukon*; Government of the Northwest Territories; Government of Nunavut*. *Yukon and Nunavut decided not to participate in 2003-2004. (Ontario and Alberta decided not to participate in the Initiative.) |
Milestones for Achievement: | |
Renewal Date | Program to end on May 30, 2005. |
Evaluation Performed | Evaluations of pilot projects that ended on or before March 31, 2004
are ongoing, with some evaluations nearing completion. For projects undertaken during the 2004-2005 fiscal year, each participating jurisdiction is asked to submit to HRSDC two employment outcome reports. The first report will consist of a 30-day follow-up survey; the second report will consist of a 12-month follow-up survey. These results will supplement the overall evaluation. |
Evaluation Scheduled | Final evaluations for projects that ended on or before March 31,
2004, to be received by HRSDC by March 31, 2005. 30-day follow-up survey to be received by HRSDC by May 15, 2005. In the case of Quebec, a 12-week follow-up survey is to be received by HRSDC by August 31, 2005. 12-month follow-up survey to be received by HRSDC by April 30, 2006. |
FACT SHEET #9
Objectives |
|
Results and Outcomes | Results for the Voisey's Bay project:
|
Partners | HRSDC is working with provincial and territorial governments,
industry, Aboriginal groups and other organizations to help develop the
partnerships required to access ASEP funding. As a pilot for ASEP, HRSDC has helped develop a partnership between the Voisey's Bay Nickel Company, the Innu Nation, the Labrador Inuit Association, the Labrador Metis Nation and the Province of Newfoundland and Labrador for the implementation of programs and services to prepare Aboriginal people for long term jobs associated with the Voisey's Bay project. These groups have established a partnership entitled the Joint Voisey's Bay Employment and Training Authority (JETA). |
Milestones for Achievement: | |
Renewal Date | Currently not applicable |
Evaluation Performed | None to date |
Evaluation Scheduled | Each ASEP project will have an evaluation framework, clearly
outlining how HRSDC will evaluate the project, including the data that
needs to be collected and the timelines for reporting on the data. It
should be noted that evaluation work on ASEP projects will be scheduled
in relation to their respective dates of commencement. The evaluation methodology will consist of environmental scans of communities and collection of baseline data at the start-up of each ASEP project, on-going review of ASEP monitoring data, surveys of ASEP clients, project and community case studies, informant interviews and focus groups. Annual interim reports are planned to be completed in year 2005-2006. The final synthesis report on evaluation findings from ASEP projects will be completed in 2008. Project and community case studies will be completed at the end of the 2nd and 4th year of the program, with a formative evaluation scheduled in the program's 2nd year (2005-2006) and the summative evaluation in the final year (2006-2007). The evaluation process for Voisey's Bay, which is the pilot project for the ASEP, is already underway in partnership with the Joint Voisey's Bay Employment and Training Authority (JETA). A Memorandum of Understanding between HRSDC and JETA has been signed, outlining the evaluation framework. HRSDC entered into a contribution agreement with JETA in 2003 to deliver programming to assist the Aboriginal people of Labrador to obtain long-term employment at the Voisey's Mine/Mill site when it is operational in 2006. |
Purpose of the Foundation Frontier College Learning Foundation provides financial support for the work of Frontier College. Frontier College is a Canada-wide, volunteer-based, literacy organization which teaches people to read and write and nurtures an environment favourable to lifelong learning. It reaches out to people wherever they are and responds to their particular learning needs. |
|||
Amount and Timing of Funding Provided | Projected Use of Funds | Expected Results | Actual Results |
$12 million on March 31, 2000. | The endowment assists Frontier College to increase the number of university chapters, the number of student tutors and the establishment of tutor-training partnerships with national youth-servicing agencies in Canada. | The endowment is expected to result in the growth of Frontier College's presence and services across Canada, which in turn results in increased access to its program. | The project is based on a 5 year agreement. As such, final results
are not available yet. However, based on the 2003 yearly report, the
endowment resulted in:
The Foundation also continued its efforts in the campaign to raise funds to build the endowment fund. |
Peter Gzowski Foundation for Literacy
Purpose of the Foundation The purpose of this foundation is to provide one-time funding and a vehicle for corporations and private citizens, who supported Peter Gzowski's work in literacy, to make donations in his name. |
|||
Amount and Timing of Funding Provided | Projected Use of Funds | Expected Results | Actual Results |
$5 million on March 31, 2003. | Literacy activities which support the national coordination of the
Peter Gzowski Invitational (PGI) Golf Tournament for Literacy Literacy activities which support the raising of funds and public awareness for literacy at the local level Literacy activities that support the promotion of literacy and leverage funds for literacy throughout Canada. |
|
|
The Budget Implementation Act, 1998, provides
for the creation of the Canada Millennium Scholarship Foundation. The
Act establishes that the Minister of Human Resources Development Canada
(which has become Human Resources and Skills Development Canada) is
responsible for tabling Foundation reports to Parliament, including the
Foundation's annual report. The endowment is managed in accordance with the Funding Agreement between the Foundation and the Government of Canada, as represented by the Ministers of Finance and Human Resources Development Canada (which has become Human Resources and Skills Development Canada). For further information on the Foundation, see www.millenniumscholarships.ca. |
|||
Purpose of the Foundation To increase access to post-secondary education by granting scholarships to students who are in financial need and who demonstrate merit. |
|||
Amount and Timing of Funding Provided | Projected Use of Funds | Expected Results | Actual Results |
Created in 1998 as an autonomous body with a $2.5 billion endowment to administer scholarships to students for a period of ten years, starting in the year 2000. | Annually award bursaries averaging $3,000 to post-secondary students based on financial need. | Approximately 90,000 students with demonstrated financial need benefit from millennium bursaries annually. | Distributed 94,256 bursaries totalling $288,791,277 in payments to students. |
Distribute annual millennium entrance excellence awards, valued at $4,000 or $5,000 depending on the type of award, to students beginning post-secondary studies for the first time who demonstrate exceptional merit. | Over 900 post-secondary students benefit from millennium entrance excellence awards annually. | 916 entrance award laureates received entrance excellence awards. | |
Beginning in September 2003, distribute annual national in-course excellence awards, valued at $4,000 or $5,000 depending on the type of award, to upper-year post-secondary students. | Starting in 2003, up to 1,200 post-secondary students benefit from annual national in-course excellence awards. | 822 students received in-course entrance awards. | |
Undertake a research program into the determinants of access to higher education and the effect of current student financial assistance programs on students' behaviour. | Improve access to post-secondary education so that Canadians can acquire the skills needed to participate in a changing economy and society. | 8 research studies were published in 2003. | |
Note: Among other findings, a mid-term evaluation
conducted in 2003 suggested that the current delivery agreements
that the Foundation has with most provinces could be changed to
improve post-secondary access. In most provinces, grant recipients
receive the grant plus a student loan, the value of which has been
reduced by the value of the grant - thus, the total amount of funds
that students receive is equal only to the value of the loan before
it was reduced. The evaluation argues that in order to improve
access, students should be provided with more overall funding - they
should receive their grant plus the full value of their student
loan. The Foundation stated in its Annual Report that on-going
research and stakeholder consultations are being used to address
this and other issues raised in the evaluation.
|
Specified Purpose Accounts (SPA) are special categories of revenues and expenditures. They report transactions of certain accounts where enabling legislation requires that revenues be earmarked and that related payments and expenditures be charged against such revenues. The transactions of these accounts are to be accounted for separately.
HRSDC is responsible for the stewardship of three such accounts:
The EI Account is a consolidated SPA and is included in the financial reporting of the Government of Canada. Consolidated SPAs are used principally where the activities are similar in nature to departmental activities and the transactions do not represent liabilities to third parties but, in essence, constitute Government revenues and expenditures.
The Government Annuities Account is a consolidated SPA and is included in the financial reporting of the Government of Canada. It was established by the Government Annuities Act, and modified by the Government Annuities Improvement Act, which discontinued sales of annuities in 1975. The account is valued on an actuarial basis each year, with the deficit or surplus charged or credited to the Consolidated Revenue Fund.
The Civil Service Insurance Fund is a consolidated SPA and is included in the financial reporting of the Government of Canada. It was established by the Civil Service Insurance Act. Pursuant to subsection 16(3) of the Civil Service Insurance Regulations, the amount of actuarial deficits is transferred from the Consolidated Revenue Fund to the Civil Service Insurance Account in order to balance the assets and liabilities of the program.
The following information updates forecasted data on the EI Account that was provided in the 2003-2004 Report on Plans and Priorities.31 That report presented multi-year financial data and general information. Additional information on performance and year-end data is available at the Internet addresses provided in this section.
The table below summarizes the financial results for the Employment Insurance (EI) Account from 2001-2002 to 2003-2004. In 2002-2003, the Government of Canada changed its basis of accounting from the modified accrual accounting to the full accrual basis of accounting. This change in accounting policy has been applied retroactively and the financial statements have been restated accordingly.
(millions of dollars) | 2001-2002 | 2002-2003 | 2003-2004 | |
Actual | Actual | Forecast b | Actual | |
Revenue | ||||
Premiums | 18,000 | 18,243 | 17,887 | 17,900 |
Penalties | 65 | 71 | 72 | 47 |
Interest | 1,087 | 1,055 | 1,181 | 1,125 |
Total Revenue | 19,152 | 19,369 | 19,140 | 19,072 |
Expenditures | ||||
Benefits | 13,694 | 14,501 | 15,505 | 15,070 |
Administrative Costs | 1,476 | 1,519 | 1,571 | 1,521 |
Doubtful Accounts c | 73 | 81 | 84 | 60 |
Total Expenditures | 15,243 | 16,101 | 17,160 | 16,651 |
Surplus | ||||
Current Year | 3,909 | 3,268 | 1,980 | 2,421 |
Cumulative | 40,544 | 43,812 | 45,792 | 46,233 |
Premium Rate | 2001 | 2002 | 2003 | 2004 |
(% of Insurable Earnings) | ||||
Employee | 2.25% | 2.20% | 2.10% | 1.98% |
Employer | 3.15% | 3.08% | 2.94% | 2.77% |
a. The EI Account is a consolidated Specified Purpose Account (SPA)
and is included in the financial reporting of the Government of
Canada. Consolidated SPAs are used principally where the activities
are similar in nature to departmental activities and the
transactions do not represent liabilities to third parties but, in
essence, constitute government revenues and expenditures.
b. The forecasts for 2003-2004 were presented in the 2004-2005 Report on Plans and Priorities and have not been restated. c. Represents the write-offs and estimates of uncollectible account receivables for benefit overpayments and penalties imposed. |
Benefits rose in 2003-2004 mainly due to an increase in the number of beneficiaries, the result of a higher level of unemployment rate, accompanied by a higher average benefit rate. EI premiums decreased by $343 million mainly due to lower premium rates, which offset the increase in employment and earnings. Interest earned increased, due solely to the rise in the cumulative surplus, as interest rates declined. As total revenue exceeds total expenditure by $2.4 billion, the cumulative EI surplus is $46.2 billion as of March 31, 2004.
More detailed information is reported in the 2003-2004 audited EI Account financial statements that are included in the 2004 Public Accounts of Canada, Volume 1, Section 4.32 HRSDC also offers a website dedicated to Employment Insurance.33 It provides information on the authority, objectives and details of the program as well as linkages to the Actuarial Reports and Monitoring and Assessment Reports.
The table below summarizes the financial results for the Government Annuities Account from 2001-2002 to 2003-2004.
(millions of dollars) | Actual | ||
2001-2002 | 2002-2003 | 2003-2004 | |
Actuarial Liabilities — | |||
Balance at Beginning of Year | 507.8 | 471.4 | 437.6 |
Income | 33.3 | 30.8 | 28.5 |
Payments and Other Charges | 65.2 | 61.3 | 57.8 |
Excess of Payments and Other Charges Over Income for the Year | 31.9 | 30.5 | 29.3 |
Actuarial Surplus | 4.5 | 3.3 | 2.5 |
Actuarial Liabilities — | |||
Balance at End of the Year | 471.4 | 437.6 | 405.8 |
The annual report and financial statements for Government Annuities are available in the 2004 Public Accounts of Canada, Volume 1, Section 6.34
The table below summarizes the financial results for the Civil Service Insurance Fund from 2001-2002 to 2003-2004.
(millions of dollars) | Actual | ||
2001-2002 | 2002-2003a | 2003-2004 | |
Revenue | |||
Opening Balance | 8.0 | 7.7 | 7.5 |
Receipts and Other Credits | 0.1 | 0.3 | 0.2 |
Payments and Other Charges | 0.4 | 0.5 | 0.6 |
Excess of Payments and Other Charges Over Income for the Year | 0.3 | 0.2 | 0.4 |
Balance at End of the Year | 7.7 | 7.5 | 7.1 |
a. The receipts and other credits in 2002-2003 were increased to
account for the balancing credit of $0.1 as of March 31, 2003 that
was made.
|
The annual report and financial statements for the Civil Service Insurance Fund are available in the 2004 Public Accounts of Canada, Volume 1, Section 6.35
In August 2000, the Canada Student Loans Program (CSLP) was shifted from the risk-shared financing arrangements that had been in place with financial institutions between 1995 and July 2000 to a direct student loan financing plan.36
This meant that the Program had to redesign the delivery mechanism in order to directly finance student loans. In the new arrangement, the Government of Canada provides the necessary funding to students and two service providers have contracts to administer the loans.
It also meant that the Program had to enter into interim contracts with the former risk-shared loan lenders in order to ensure uninterrupted delivery of federal student financial assistance until the Direct Loans program could be fully implemented. These contracts ended February 28, 2001.
Reporting Entity
The entity detailed in this report is the Canada Student Loans Program only and does not include departmental operations related to the delivery of the CSLP. Expenditures in the figures are primarily statutory in nature, made under the authority of the Canada Student Loans Act and the Canada Student Financial Assistance Act.
Basis of Accounting
The financial figures are prepared in accordance with accounting policies and concepts generally accepted in Canada and as reflected in the Public Sector Accounting Handbook of the Canadian Institute of Chartered Accountants.
Specific Accounting Policies
Revenues
Two sources of revenue are reported: interest revenue on Direct Loans and recoveries on Guaranteed and Put Back Loans. Government accounting practices require that recoveries from both sources be credited to the government's Consolidated Revenue Fund. They do not appear along with the expenditures in the CSLP accounts, but are reported separately in the financial statements of Human Resources and Skills Development Canada (HRSDC) and the Government.
Canada Study Grants
Canada Study Grants improve access to post-secondary education by providing non-repayable financial assistance to post-secondary students with particularly high levels of need. Five types of grants are available to assist: (1) students with permanent disabilities in order to meet disability-related educational expenses (up to $8,000 annually); (2) students with dependants (up to $3,120annually); (3) high-need part-time students (up to $1,200 annually); (4) women in certain fields of Ph.D. studies (up to $3,000 annually for up to three years); and (5) high-need students with permanent disabilities (up to $2,000 annually).
Collection Costs
These amounts represent the cost of using private collection agencies to collect defaulted Canada Student Loans. The loans being collected include: risk-shared and guaranteed loans that have gone into default and for which the government has reimbursed the private lender; and Direct Loans issued after July 31, 2000, that are returned to HRSDC by the third party service provider as having defaulted.
Interim Arrangements
As noted in the introduction to this section, interim contracts were entered into with the former risk-shared loan lenders to disburse full-time Direct Loans on the government's behalf until February 28, 2001. At that time, the government reimbursed the lenders 85% of the loan principal they had advanced during the interim period. The remaining 15% was reimbursed to the lenders later. These contracts also called for remuneration in the form of transaction fees and the interest on funds advanced on behalf of the government. Another contract was entered into with Canada Post for the delivery of Direct Loans to part-time students. The Interest Cost to Financial Institutions (Interim) and Transition fees to Financial Institutions (Interim) items identify the cost of these interim arrangements.
Service Bureau Costs
As of March 1, 2001, CSLP uses third party service providers to administer Direct Loans disbursement, in-study loan management and post-studies repayment activities. This item represents the cost associated with these contracted services.
Risk Premium
Risk premium represents part of the remuneration offered to lending institutions participating in the risk-shared program from August 1, 1995 to July 31, 2000. The risk premium was 5% of the value of loans being consolidated (normally the value of loans issued to students), being calculated and paid at the time students leave studies and go into repayment. In return, the lenders assumed risk associated with non-repayment of these loans.
Put-Back
Subject to the provisions of the contracts with lending institutions, the government will purchase from a lender the student loans that are in default of payment for at least 12 months and that, in aggregate, do not exceed 3% of the average monthly balance of the lender's outstanding student loans in repayments. The amount paid is set at 5% of the value of the loans in question. The figures also include any refund made to participating financial institutions on the recoveries.
Administrative Fees to Provinces and Territories
Pursuant to the Canada Student Financial Assistance Act (CSFAA), the government has entered into arrangements with participating provinces and Yukon Territory to facilitate the administration of the CSLP. They administer the application and needs assessment activities associated with federal student financial assistance and in return they are paid an administrative fee.
In-Study Interest Borrowing Expense
The capital needed to issue the Direct Loans is raised through the department of Finance's general financing activities. The cost of borrowing this capital is recorded in the department of Finance's overall financing operations. The figures represent the cost attributed to CSLP in support of Direct Loans while students are considered in study status.
In Repayment Interest Borrowing Expense
The capital needed to issue the Direct Loans is raised through the department of Finance's general financing activities. The cost of borrowing this capital is recorded in the department of Finance's overall financing operations. The figures represent the cost attributed to CSLP while students are in repayment of their Canada Student Loans.
In-Study Interest Subsidy
A central feature of federal student assistance is that student borrowers are not required to pay the interest on their student loans as long as they are in full-time study and, in the case of loans negotiated prior to August 1, 1993, for six months after the completion of studies. Under the guaranteed and risk-shared programs, the Government paid the interest to the lending institutions on behalf of the student.
Interest Relief
Assistance may be provided to cover loan interest for up to 54 months for borrowers who have difficulty repaying their loans. The shift from Guaranteed and Risk-Shared Loans to Direct Loans did not alter interest relief for loans in distress from the borrower's perspective; however, the method of recording associated costs changed. For loans issued prior to August 1, 2000, CSLP compensates lending institutions for lost interest equal to the accrued interest amount on loans under interest relief. For loans issued after August 1, 2000, an interest relief expense is recorded to offset the accrued interest on direct loans.
Debt Reduction in Repayment
Debt Reduction in Repayment (DRR) assists borrowers in severe financial hardship. DRR is a federal repayment assistance program through which the Government of Canada reduces a qualifying student's outstanding Canada Student Loans principal to an affordable amount after all other interest relief measures are exhausted. The maximum amount of the reduction is $10,000 or 50% of the loan principal, whichever is less. For loans issued prior to August 1, 2000, CSLP pays the lending institutions the amount of student debt principal reduced by the Government of Canada under DRR. For loans issued after August 1, 2000, the Government of Canada forgives a portion of the loan principal.
Claims Paid and Loans Forgiven
From the beginning of the program in 1964 until July 31, 1995, the Government fully guaranteed all loans issued to students by private lenders. The Government reimburses private lenders for any of these loans that go into default (i.e., lenders claim any amount of principal and interest not repaid in full, after which the department of Social Development Canada's Collection Services will attempt to recover these amounts).37 The risk-shared arrangements also permitted loans issued from August 1, 1995 to July 31, 2000 to be guaranteed under specific circumstances. This item represents the costs associated with loan guarantees.
Pursuant to the Canada Student Loans Act and the Canada Student Financial Assistance Act, the government incurs the full amount of the unpaid principal plus accrued interest in the event of the death of the borrower or if the borrower becomes permanently disabled and cannot repay the loan without undue hardship.
Bad Debt Expense
Under Direct Loans, the government owns the loans issued to students and must record them as assets. As a result, Generally Accepted Accounting Principles require a provision be made for potential future losses associated with these loans. The provision must be made in the year the loans are issued even though the losses may occur many years later. The figures represent the annual expense against the provisions for Bad Debt and Debt Reduction in Repayment on Direct Loans.
Alternative Payments to Non-participating Provinces
Provinces and territories may choose not to participate in the CSLP. These provinces and territories receive an alternative payment to assist in the cost of delivering a similar student financial assistance program.
Commitments
As at March 31, 2004, the department had the following commitments for Service Provider contracts: $76.6 million. The current end date for the Service Provider contracts is February 28, 2005.
(millions of dollars) | Actual | 2003-2004 | |||
2001-2002 | 2002-2003 | Forecast | Actual | ||
Revenues | |||||
Interest Revenue on Direct Loans | 44.2 | 103.9 | 145.2 | 174.3 | |
Recoveries on Guaranteed Loans | 123.7 | 111.1 | 103.1 | 91.3 | |
Recoveries on Put-Back Loans | 4.2 | 7.7 | 8.9 | 9.6 | |
Total Revenues | 172.1 | 222.7 | 257.2 | 275.2 | |
Expenses | |||||
Transfer Payments | |||||
Canada Study Grants | 69.7 | 54.5 | 78.2 | 66.8 | |
Total Transfer Payments | 69.7 | 54.5 | 78.2 | 66.8 | |
Loan Administration | |||||
Collection Costs | 14.3 | 12.8 | 13.3 | 13.4 | |
Interim Arrangements | |||||
- Interest Costs to Financial Institutions | 13.7 | 0.0 | 0.0 | 0.0 | |
- Transition Fees to Financial Institutions | 0.3 | 0.0 | 0.0 | 0.0 | |
Service Bureau Costs | 27.9 | 41.2 | 61.6 | 41.0 | |
Risk Premium | 51.0 | 23.0 | 16.8 | 11.7 | |
Put-Back | 2.7 | 5.8 | 7.6 | 4.3 | |
Administrative Fees to Provinces and Territories | 9.0 | 8.4 | 9.4 | 8.8 | |
Total Loan Administration Expenses | 118.9 | 91.3 | 108.7 | 79.2 | |
Cost of Government Support | |||||
Benefits Provided to Students | |||||
In-Study Interest Borrowing Expense (Class A)a | 105.7 | 138.6 | 148.2 | 148.6 | |
In Repayment Interest Borrowing Expense (Class B)a | 12.7 | 41.3 | 86.4 | 68.1 | |
In-Study Interest Subsidy | 77.8 | 39.8 | 25.3 | 27.4 | |
Interest Reliefb | 86.5 | 74.6 | 77.7 | 73.8 | |
Debt Reduction in Repayment | 4.2 | 7.4 | 10.6 | 10.7 | |
Claims Paid & Loans Forgiven | 76.0 | 40.7 | 36.4 | 34.8 | |
Bad Debt Expensec | |||||
Debt Reduction in Repayment Expense | 10.6 | 10.8 | 11.5 | 11.5 | |
Bad Debt Expense | 171.4 | 175.7 | 186.0 | 193.3 | |
Total Cost of Government Support Expenses | 544.9 | 529.0 | 582.1 | 568.2 | |
Total Expenses | 733.5 | 674.7 | 769.0 | 714.2 | |
Net Operating Results | 561.4 | 451.9 | 511.8 | 439.0 | |
Alternative Payments to Non-Participating Provincesd | 144.9 | 76.0 | 159.0 | 244.8 | |
Final Operating Results | 706.3 | 527.9 | 670.8 | 683.8 | |
a. These costs are related to Canada Student Direct Loans but
reported by the Department of Finance.
b. The 2001-2002 and 2002-2003 actuals are restated to reflect the change of valuation accounting method of the Interest Relief allowance. c. This represents the annual expense against the Provisions for Bad Debt and Debt Reduction in Repayment as required under Accrual Accounting. The Bad Debt Expense figure for 2002-2003 has been revised (from $173.8M to $175.7M) to include the expense against the Provision on Outstanding Interest on Impaired Loans, which is in accordance with the Actuarial Report on CSLP. d. For 2003-2004, the total amount disbursed as Alternative Payments is $160.0M only. Starting in 2003-2004, the corresponding accrual ($84.8M) is now recorded at the departmental level instead, as in the past, being recorded centrally. This change in methodology explains the increase of the expenditure shown for that fiscal year. |
(millions of dollars) | Actual | 2003-2004 | |||
2001-2002 | 2002-2003 | Forecast | Actual | ||
Revenue | |||||
Recoveries on Guaranteed Loans | 123.7 | 111.1 | 103.1 | 91.3 | |
Recoveries on Put-Back Loans | 4.2 | 7.7 | 8.9 | 9.6 | |
Total Revenues | 127.9 | 118.8 | 112.0 | 100.9 | |
Expenses | |||||
Transfer Payments | |||||
Canada Study Grants | N/A | N/A | N/A | N/A | |
Total Transfer Payments | 0.0 | 0.0 | 0.0 | 0.0 | |
Loan Administration | |||||
Collection Costs | 14.3 | 12.0 | 9.9 | 9.3 | |
Risk Premium | 51.0 | 23.0 | 16.8 | 11.7 | |
Put-Back | 2.7 | 5.8 | 7.6 | 4.3 | |
Administrative Fees to Provinces and Territories | 0.0 | 0.0 | 0.0 | 0.0 | |
Total Loan Administration Expenses | 68.0 | 40.8 | 34.3 | 25.3 | |
Cost of Government Support | |||||
Benefits Provided to Students | |||||
In-Study Interest Subsidy | 77.8 | 39.8 | 25.3 | 27.4 | |
Interest Relief | 85.6 | 65.3 | 54.1 | 53.8 | |
Debt Reduction in Repayment | 4.2 | 7.4 | 10.6 | 10.7 | |
Claims Paid & Loans Forgiven | 76.0 | 40.0 | 34.8 | 33.3 | |
Total Cost of Government Support Expenses | 243.6 | 152.6 | 124.8 | 125.2 | |
Total Expenses | 311.6 | 193.4 | 159.1 | 150.5 | |
Net Statutory Operating Results | 183.7 | 74.6 | 47.1 | 49.6 | |
Alternative Payments to Non-Participating Provinces | 110.0 | 0.0 | 0.0 | 0.0 | |
Final Statutory Operating Results | 293.7 | 74.6 | 47.1 | 49.6 |
(millions of dollars) | Actual | 2003-2004 | |||
2001-2002 | 2002-2003 | Forecast | Actual | ||
Revenue | |||||
Interest Revenue on Direct Loans | 44.2 | 103.9 | 145.2 | 174.3 | |
Total Revenue | 44.2 | 103.9 | 145.2 | 174.3 | |
Expenses | |||||
Transfer Payments | |||||
Canada Study Grants | 69.7 | 54.5 | 78.2 | 66.8 | |
Total Transfer Payments | 69.7 | 54.5 | 78.2 | 66.8 | |
Loan Administration | |||||
Collection Costs | 0.0 | 0.8 | 3.4 | 4.1 | |
Interim Arrangements | |||||
- Interest Costs to Financial Institutions | 13.7 | 0.0 | 0.0 | 0.0 | |
- Transition Fees to Financial Institutions | 0.3 | 0.0 | 0.0 | 0.0 | |
Service Bureau Costs | 27.9 | 41.2 | 61.6 | 41.0 | |
Administrative Fees to Provinces and Territories | 9.0 | 8.4 | 9.4 | 8.8 | |
Total Loan Administration Expenses | 50.9 | 50.5 | 74.4 | 53.9 | |
Cost of Government Support | |||||
Benefits Provided to Students | |||||
In-Study Interest Borrowing Expense (Class A) a | 105.7 | 138.6 | 148.2 | 148.6 | |
In Repayment Interest Borrowing Expense (Class B)a | 12.7 | 41.3 | 86.4 | 68.1 | |
Interest Relief b | 0.9 | 9.3 | 23.6 | 20.0 | |
Claim Payments and Loans Forgiven | - | 0.7 | 1.6 | 1.5 | |
Bad Debt Expense c | |||||
Debt Reduction in Repayment Expense | 10.6 | 10.8 | 11.5 | 11.5 | |
Bad Debt Expense | 171.4 | 175.7 | 186.0 | 193.3 | |
Total Cost of Government Support Expenses | 301.3 | 376.3 | 457.3 | 443.0 | |
Total Expenses | 421.9 | 481.3 | 609.9 | 563.7 | |
Net Operating Results | 377.7 | 377.4 | 464.7 | 389.4 | |
Alternative Payments to Non-Participating Provinces d | 34.9 | 76.0 | 159.0 | 244.8 | |
Final Operating Results | 412.6 | 453.4 | 623.7 | 634.2 | |
a. These costs are related to Canada Student Direct Loans but
reported by the Department of Finance. b. The 2001-2002 and
2002-2003 actuals are restated to reflect the change of valuation
accounting method of the Interest Relief allowance. c. This
represents the annual expense against the Provisions for Bad Debt
and Debt Reduction in Repayment as required under Accrual
Accounting. The Bad Debt Expense figure for 2002-2003 has been
revised (from $173.8 million to $175.7 million) to include the
expense against the Provision on Outstanding Interest on Impaired
Loans, which is in accordance with the Actuarial Report on CSLP. d.
For 2003-2004, the total amount disbursed as Alternative Payments is
$160.0M only. Starting in 2003-2004, the corresponding accrual
($84.8 million) is now recorded at the departmental level instead,
as in the past, being recorded centrally. This change in methodology
explains the increase of the expenditure shown for that fiscal year.
|
Noted below are other statutory annual reports that are consolidated in other segments of this report and/or in the Public Accounts of Canada.
Parts I and III of the Canada Labour Code
These are reported under the Strategic Outcome of "Safe, healthy, fair, stable and cooperative and productive workplaces"
Civil Service Insurance Act
The complete annual report is included in the 2004 Public Accounts of
Canada,
Volume 1, Section 6.38 It is also
reported on in the Specified Purpose Accounts section of this report.
Government Annuities Act
The complete annual report is included in the 2004 Public Accounts of
Canada,
Volume 1, Section 6.39 It is also
reported on in the Specified Purpose Accounts section of this report.
Asset management is being reported by Social Development Canada's Financial and Administrative Services on behalf of HRSDC. Results can therefore be found in Social Development Canada's Departmental Performance Report available on the Treasury Board Secretariat website.40
Procurement and contracting is being reported by Social Development Canada's Financial and Administrative Services on behalf of HRSDC. Results can therefore be found in Social Development Canada's Departmental Performance Report available on the Treasury Board Secretariat website.41
Purpose of regulatory initiative | Expected results | Performance measurement criteria | Results achieved |
Debt Reduction in Repayment: Amendments to the Canada Student Financial Assistance Regulations and Canada Student Loans Regulations to improve the Debt Reduction in Repayment measure by increasing the total amount of debt forgiveness available through the measure. |
Improvement to the Debt Reduction in Repayment measure will increase its availability to student loan borrowers facing financial hardship. It would result in reduced loan defaults and collection costs to the Government of Canada. | As a result of amended income thresholds to determine eligibility, it is anticipated that the number of borrowers who would be eligible for DRR after exhausting Interest Relief will increase by approximately 80%. | This amendment came into effect on May 11, 2004. Results will become available in the next year. |
Access to Debt Management Measures: Amendments to the Canada Student Financial Assistance Regulations and Canada Student Loans Regulations would allow access to Interest Relief for borrowers whose payments are in arrears up to 270 days or who are bankrupt. |
Enhancing access to debt management measures is intended to maximize repayment and minimize default. This would reduce the costs of collection activities on defaulted student loans. | It is estimated that the number of borrowers who would benefit from Interest Relief will increase by 6%. | This amendment came into effect on May 11, 2004. Results will become available in the next year. |
Part-time Student Financial Assistance: Regulatory changes to improve financial assistance for part-time students. |
Part-time student financial assistance is under review by Federal-provincial and territorial ADM Committee on Student Financial Assistance. |
Safe, Healthy, Fair, Stable, Cooperative and Productive Workplaces
Purpose of regulatory initiative | Expected results | Performance measurement criteria | Results achieved |
Canada Labour Code, Part II - Canada Occupational
Health and Safety Regulations Prevention of Violence in the Workplace |
This will ensure that measures for the prevention of violence in the workplace are implemented for the protection of all employees under federal jurisdiction. |
|
Proceeding with legal review and drafting of the regulations. |
Canada Labour Code, Part II - Canada Occupational
Health and Safety Regulations Hazard Prevention Program Regulations |
This will ensure that a program for the prevention of hazards is implemented in the workplace for the protection of all employees under federal jurisdiction. |
|
Draft regulations are being finalized for prepublication in Part I of the Canada Gazette (for a 75-day consultation period). |
The following regulations are made on the joint recommendation of the Minister of Labour and Housing and the Minister of Transport: | |||
Canada Labour Code, Part II - Aviation Occupational Health and Safety Regulations | This will bring the existing regulations up to date and is part of an ongoing commitment to regularly review and update regulations. |
|
The relevant proposed regulations are with Justice Canada’s Regulations Section for legal drafting and subsequent prepublication in Part I of the Canada Gazette. |
Canada Labour Code, Part II - Onboard Trains Occupational Health and Safety Regulations | This will bring the existing regulations up to date and is part of an ongoing commitment to regularly review and update regulations. |
|
Working with Transport Canada to finalize the draft regulations prior to transmittal to Justice Canada’s Regulations Section for legal drafting. |
Canada Labour Code Part II - Marine Occupational Health and Safety Regulations | This will bring the existing regulations up to date and is part of an ongoing commitment to regularly review and update regulations. |
|
Working with Transport Canada to finalize the draft regulations prior to transmittal to Justice Canada’s Regulations Section for legal drafting. |
These following regulations are made on the joint recommendation of the Minister of Labour and Housing, the Minister of Natural Resources and the Minister of Indian Affairs and Northern Development: | |||
Canada Labour Code, Part II - Oil and Gas Occupational Health and Safety Regulations | This will bring the existing regulations up to date and is part of an ongoing commitment to regularly review and update regulations. |
|
Working with the National Energy Board and HRSDC Legal Services to finalize the draft for onward transmittal to Justice Canada’s Regulations Section for legal drafting. |
Human Resources and Skills Development Canada is the lead on the following horizontal initiatives. A Horizontal Results Database detailing each initiative is available at the following internet address: http://www.tbs-sct.gc.ca/
Human Resources and Skills Development Canada (HRSDC) is committed to ensuring that it gets the best possible results from its programs, policies and services, and that it does so in an effective and efficient manner. The department can assess this through evaluations and audits.
Evaluations examine all elements of a program, ranging from the procedures and policies that are used to design and deliver the program, to measuring the achieved results or impacts (both intended and unintended) of the program. Evaluations provide credible and objective evidence of how well programs and policies are working, and how they might be improved.
Audits, on the other hand, provide management with objective assessments and assurance on key aspects of management practices, control systems and information used for decision-making and financial reporting. Audits also guide management in determining where the organization is most exposed to risk, and what remedial actions are available and appropriate.
While evaluation and audit functions are distinct, both contribute to ensuring that the department has timely, strategically-focused, objective and evidence-based information on its management practices and on the performance of its policies, programs and services, to produce better results for Canadians.
Fiscal year 2003-2004 represented a year of significant change and transformation for both the Evaluation and Internal Audit directorates. They first underwent reorganization in the Human Resources Development Canada, and then the audit and evaluation functions were integrated within HRSDC.
During the year, evaluation efforts were focused, for the most part, on labour market programs, which now reside with HRSDC. Priority was given to evaluations of grant and contribution programs requiring the renewal of their terms and conditions, as well as programs pursuant to the federal-provincial Labour Market Development Agreements. Significant evaluation activity, however, was also initiated for programs that now reside within Social Development Canada, and much of this evaluation work was in progress during 2003-2004. These included, among others, evaluations of the National Child Benefit Strategy, the Labour Market Agreements for Persons with Disabilities, and the Guaranteed Income Supplement and Spousal Allowance.
The Internal Audit function operated that year in a context of significant and ongoing departmental changes, both in term of accountability structures and program/process design and operation. Internal audit efforts supported risk and change management while pursuing the conduct of several major assurance audits, most of which were completed in the following year.
Internal Audit Services (formerly Internal Audit and Risk Management Services) administrative reporting changed twice during the period. Since February 2004, the Director General, Audit and Evaluation is reporting to the ADM, Strategic Policy and Planning.
Internal Audit has invested in new technology to improve its efficiency and has increased the depth and coverage of the quality assurance program.
HRSDC publishes and makes its evaluations and audits available to Canadians. The chart below includes evaluation studies, audits and reviews published or in progress during 2003-2004, and organized by departmental strategic outcomes. Executive summaries, observations, recommendations and management action plans are published on HRSDC Internet sites.42
To provide Canadians with: |
As demonstrated by the findings of the following: |
Efficient and effective income support and labour market transitions |
|
Enhanced competitiveness of Canadian workplaces by supporting investment in and recognition and utilization of skills |
|
Through access to learning, Canadians can participate fully in a knowledge-based economy and society |
|
Safe, healthy, fair, stable, cooperative and productive workplaces |
|
Enhanced community capacity to contribute to the reduction of homelessness |
|
Seamless, integrated and multi-channel service delivery that ensures client satisfaction |
|
Following the governmental reorganization announced on December 12, 2003, Human Resources Development Canada (HRDC) was split into two new departments: Human Resources and Skills Development Canada (HRSDC) and Social Development Canada (SDC).The following table shows the division of responsibilities of the former HRDC into the new departments.
Division of Responsibilities of the former Human Resources Development Canada
HRDC Responsibilities | HRSDC Responsibilities | SDC Responsibilities |
Insurance Branch
|
Employment Insurance Operations
|
Modernizing Services for Canadians
|
Employment Programs Branch
|
Employment Programs Policy and Design
Workplace
Employment Programs Operations
|
Income Security Programs
|
Human Investment Programs
|
Workplace
Learning
|
Income Security Programs
|
Income Security Programs
| Income Security Programs
|
|
Labour Program
|
Labour and Homelessness
| |
Homelessness
| Labour and Homelessness
|
|
Strategic Policy
|
Strategic Policy and Planning
|
Strategic Direction
|
Corporate Affairs and Planning
|
Strategic Policy and Planning
Ministerial Affairs and Communication
|
Strategic Direction
Public and Ministerial Affairs
|
Communications
|
Ministerial Affairs and Communication
|
Public and Ministerial Affairs
|
Human Resources | Human Resourcesa | |
Financial and Administrative Services | Financial and Administrative Servicesa | |
Systems | Systemsa | |
Modernizing Service for Canadians
|
Modernizing Service for Canadians
|
|
Service Delivery
|
Service and Benefits Delivery
| Modernizing Service for Canadians
|
a. These services reside in Social Development Canada, which
provides services to both departments. b. These responsibilities
have been assigned to Human Resources and Skills Development Canada,
which provides services on behalf of both departments. c. This
responsibility has been assigned to Social Development Canada, which
provides services on behalf of both departments.
|
Parliamentary Committee Recommendations
Raising Adult Literacy Skills: The Need for a Pan-Canadian Response. Third Report of the Standing Committee on Human Resources Development and the Status of Persons with Disabilities.
Government of Canada Response to the Report of the Standing Committee on Human Resources Development and the Status of Persons with Disabilities Raising Adult Literacy Skills: The Need for a Pan-Canadian Response
Building a Brighter Future for Urban Aboriginal Children. Report of the Standing Committee on Human Resources Development and the Status of Persons with Disabilities.
Response of the Government of Canada to the Fourth Report of the Standing Committee on Human Resources Development and the Status of Persons with Disabilities: Building a Brighter Future for Urban Aboriginal Children
Efficient and Effective Income Support and Labour Market Transitions
Youth Employment Strategy (YES):
Employment Benefits and Support Measures:
Aboriginal Human Resources Development Strategy (AHRDS):
Early Childhood Development Strategy for First Nations and Other Aboriginal Children:
Early Learning and Child Care
Federal/provincial/territorial investments in Early Childhood Development
Labour Market Development Agreements (LMDA):
Employment Insurance Monitoring and Assessment Report:
Enhanced Competitiveness of Canadian Workplaces by Supporting Investment in and Recognition and Utilization of Skills
Knowledge Matters: Skills and Learning for Canadians:
Consultations:
Sectoral Partnership Initiative:
Foreign Worker Program
Literacies: Researching Practice, Practicing Research:
Knowledge Matters: Skills and Learning for Canadians:
Modern Comptrollership:
University of Ottawa Certificate:
Performance tracking results:
Through Access to Learning, Canadians can Participate Fully in a Knowledge-Based Economy and Society
Canada Student Loans Program (CSLP):
Student assistance:
National Literacy Secretariat:
Safe, Healthy, Fair, Stable, Cooperative and Productive Workplaces
The Federal Mediation and Conciliation Service (FMCS)
National Labour Operations
International Labour Affairs (ILA)
Workplace Policy and Information
Enhanced Community Capacity to Contribute to the Reduction of Homelessness
National Homelessness Initiative:
Seamless, Integrated and Multi-channel Service Delivery that Ensures Client Satisfaction
Report on Government-Wide Initiatives
Sustainable Development Strategy (SDS):
Supplementary Information
Specified Purpose Accounts
2002-2003 Report on Plans and Priorities:
2003 Public Accounts of Canada, Volume 1:
Employment Insurance:
Transfer Payments
National Literacy Program:
Older Workers Pilot Projects:
Statutory Annual Reports
Direct Student Loan financing plan:
Other Statutory Annual Reports
2003 Public Accounts of Canada, Volume 1, Section 6:
Evaluation and Audit
Recent Evaluations and Special Studies:
Recent Audits:
Questions and Public Enquiries
If you have questions about departmental programs and services, you may contact your nearest Human Resources Development Canada office listed in the Government of Canada pages of the telephone book or the HRDC Public Enquiries Centre.
To obtain HRSDC publications, you may contact the HRDC Public Enquiries Centre at 1 819 994 6313.