1.1 This directive takes effect April 2, 2006.
1.2 This directive replaces the following:
- Career Assignment Program Policy dated April 2000;
- Management Trainee Program Policy dated March 1998;
- Salary Administration Policy for the Career Assignment Programme
Group, dated April 2002; and
- Salary Administration Policy – Management Trainee Group dated
December 1994.
2.1 This directive applies to the core public administration as defined in the
Financial
Administration Act, i.e. departments named in Schedule I of the Act, and other sections of the
federal public administration that are named in Schedule IV of this Act.
3.1 Leadership development is key to ensuring that the public service is equipped to meet the challenges of the
21st century. The development of managerial and leadership know-how is critical for the effective management of the
public service—it is the foundation of a responsive, accountable and innovative government.
3.1.1 This directive reflects a commitment to ensuring that Canadians are served by a skilled, well-trained and
professional workforce that is representative of Canada's diversity and linguistic duality. To assist in the
realization of this goal, the Public service Human Resources Management Agency of Canada (PSHRMAC) provides support to
organizations in the core public administration in meeting their current and future human resources and leadership
needs and the employment equity goals identified in their human resources plans, through a continuum of leadership
development programs. This is achieved in partnership with the Canada School of Public Service (CSPS). While
PSHRMAC has overarching responsibility for the administration and oversight of these programs, the CSPS, within its
approved reference levels, develops, delivers and regularly updates the educational component of the leadership
development programs to help strengthen organizational leadership and innovation. For their part, deputy heads are
responsible for ensuring the programs are managed in accordance with this directive.
3.1.2 For the purpose of this directive, these programs are the Management Trainee Program (MTP) and the Career
Assignment Program (CAP). This directive sets the programs' terms and conditions, the new Leadership Programs (PL)
occupational group that replaces the former MM and CA groups, and a salary administration plan. The directive also
provides organizations in the core public administration with the flexibility to recruit and select their own MTP and
CAP participants. Each year PSHRMAC will set a limit on the number of these participants.
3.1.3 All public servants involved in leadership development programs are to be guided by the
Values
and Ethics Code for the Public Service.
3.2 This directive is issued pursuant to sections 6(4.1), 11.1(1)(c) and 11.1(1)(f) of the Financial
Administration Act.
3.3 This directive is issued in accordance with section 6.1.2 of the Policy
on Learning, Training and Development.
4.1 Definitions of terms used in this directive are included in Appendix A.
5.1 Objectives
5.1.1 Leadership development programs contribute to developing, strengthening and maintaining a highly skilled,
competent, bilingual and representative public service.
5.1.2 Leadership development programs help meet the current and future leadership needs and employment equity goals
of the core public administration, as identified in the participating organizations'
human resources plans.
5.1.3 Participants have access to a continuum of leadership development programs, from
entry to pre-executive levels, which provides them with the opportunity to develop leadership competencies and to
realize their career goals.
5.2 Expected Results
5.2.1 The expected results are that:
- a continuum of leadership development programs supports the
development of qualified, diverse and bilingual individuals;
- organizations in the core public administration have access to
leadership development programs that support their human resources plans; and
- upon graduation, participants have a successful job placement that
supports their career goals.
6.1 Participating organizations are responsible for:
- ensuring that their human resources plans include participant
selection, development and graduation;
- consulting with PSHRMAC prior to recruiting and selecting their own
MTP and CAP participants. Each year PSHRMAC will set a limit on the number of these participants;
- ensuring that the administration of the leadership development
programs respects the requirements outlined in Appendix B, Terms and Conditions and Salary Administration
for the Leadership Development Programs. These requirements also apply to instances where
organizations recruit and select their own MTP and CAP participants; and
- ensuring that they respect the requirements outlined in Appendix C, Transition. The appendix takes effect April 2, 2006, but will be rescinded once the transitional requirements
have been met.
6.2 Monitoring and Reporting Requirements
6.2.1 Participating organizations are responsible for:
- monitoring adherence to this directive within their organizations;
- providing the CSPS with relevant information on program participants
who are newly appointed to the core public administration and/or first-time managers in order for these participants
to undertake the required training outlined in the Policy
on Learning, Training and Development;
- providing information related to the application of this directive to
their leadership development programs' assignment managers, organizational
coordinators and home managers;
- providing PSHRMAC and the CSPS with all requested information required
to monitor and report on the application of this directive; and
- reporting by July 15 each year to PSHRMAC on the PL-06 performance pay
as per Appendix B, section 14.
6.2.2 PSHRMAC is responsible for:
- defining expected results and performance measures, in partnership
with the CSPS, through the Results-Based
Management Accountability Framework;
- ensuring this directive is applied consistently;
- conducting periodic evaluations of leadership development programs,
based on information from the CSPS, participating organizations, and program participants. In these evaluations,
PSHRMAC will be guided by the Treasury Board Secretariat's Evaluation
Policy; and
- providing the CSPS with relevant information on participants enrolled
in leadership development programs.
6.2.3 The CSPS is responsible for:
- reporting to PSHRMAC on the completion of the educational component by
participants enrolled in corporate leadership development programs.
6.3 Confidentiality
6.3.1 In accordance with government policy, only information on an individual's salary range can be disclosed.
Other personal information, such as an individual's occupational group and level, the outcome of promotion boards and
specific salary, can be disclosed only to public servants whose work requires such information.
7.1 Participating organizations that fail to respect this directive may face consequences ranging from a reporting
of non-compliance to barring the organization from future participation in the program.
8.1 Other relevant legislation
Financial Administration Act
Official Languages Act
Public Service Employment Act
Public Service Labour Relations Act
Public Service Official Languages
Exclusion Approval Order
Employment Equity Act
Public
Service Terms and Conditions of Employment Regulations
8.2 Related policies, directives and guidelines
Policy on Learning, Training and
Development
Policy on Official
Languages for Human Resources Management
Bilingualism Bonus Directive
Workforce Adjustment Directive
Retroactive
Remuneration
Program Administration (PA) Collective
Agreement
Evaluation Policy
Values and Ethics Code for the Public
Service
9. Enquiries
For more information on this directive and on the leadership development programs, please contact your
organizational coordinator or consult the Leadership
Development Programs web page.
For interpretation of this directive, please contact:
Leadership Capacity Strategies
Leadership Development
The Leadership Network
Public Service Human Resources Management Agency of Canada
122 Bank Street, 3rd Floor
Ottawa, Ontario K1A 0R5
Fax: (613) 943-5520
Email: tlncorres.corres.lrl@hrma-agrh.gc.ca
For information on the educational component of the leadership development programs, please consult the
Canada
School of Public Service website or contact the Leadership and Career Development Programs for Managers at
1-866-703-9598
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