Here are samples of material you can find on our web site. Our research
interests include those aspects of policy and program development related
to PSC's mandate in the field of human resources management, and in the
promotion of merit values, diversity and employment equity in the Public
Service. We draw from many professional specialties such as demographics,
statistics, psychology, sociology, politics and public administration
in our quest to promote better understanding of issues in Public Service
governance.
1. COMPARATIVE MERIT SYSTEM
This area of research is centred on comparative analysis of human resources
management systems based on the merit principle. The studies support operations
by advising on experiences in other jurisdictions across the world. For
example:
Tracking
the Role of the Public Service Commission in the Governance System of
the Federal Public Service of Canada
This study has been tracing the history of the Commission's
role in the broad governance system of the federal public service. It
has documented those time periods where the Commission's contribution
was discussed vis-à-vis personnel management, public sector values
and governance institutions, and provided observations on factors that
have been instrumental in shaping the Commission.
Overview
of Public Services around the World
The overview draws a profile of civil service reforms being
implemented by governments in Canada, Britain, Australia, New-Zealand
and the United-States of America by examining legislation, organizational
structures, organizational cultures, interpretation and implementation
of merit, equity, and diversity principles in the management of human
resources, and finally the impact of information technologies on the
civil service.
Merit
Systems in Western Democracies: Introduction to Merit in Canada, the United
States, Britain, Australia, and New Zealand
This is a comparative introduction to the values of the Public
Service. Like Canada, some other democracies have established an explicit
merit system and assigned to a specific organisation the responsibility
of ensuring compliance to them. All of the countries that are discussed
here have identified and implemented a family of values with which they
associate merit. Many countries make an explicit distinction between
"process" and "results-oriented" values.
Merit
Systems in Western Democracies: Current Problems and Selected Best Practices
This study shows that Canada can avoid or mitigate the merit-related
problems that other western democracies have experienced by focussing
attention on the ethical dimension of public service reform, and by
drawing from these countries' experience.
2. DEMOGRAPHICS AND MODELING
This area of research helps improve the planning in human resources management.
It provides timely information and forecasts on workforce development
in the federal Public Service in order to improve recruitment planning
and the implementation of employment equity programs. For example:
Forecasting
Departures in the Executive Community 1998-2007
This paper is to document a macro-simulation statistical model
which ultimately could provide useful inputs to human resources succession
planning in federal Government Departments. This study is part of a
larger inter-departmental effort on demographic analysis of the recruitment
requirements for the leadership cadre. The dynamic modeling allows human
resource practitioners to examine scenarios which incorporate a number
of different variables, to set recruitment targets, and then determine
what practices are required to meet the recruitment objectives.
Demographic
Study of the Visible Minority Community in the Federal Public Service
This report is a demographic analysis which provides context
to the overall situation of visible minorities in the federal public
service. It examines key areas with respect to demographics: current
rates of representation, of hiring and promotion, and of separation.
The report concludes with a section on forecasting future representation
of visible minorities in the federal public service which provides a
baseline for defining the magnitude of the challenge of achieving a
representative workforce.
Job
Mobility and Promotion in the Federal Public Service
The study assesses the degree to which there are differences
in the rate at which employment equity group members either change jobs
or are promoted as compared to the non-equity group.
Regional
Demographic and Equity Profiles
The purpose of this regional profiles is to enhance current
demographic and Employment Equity analysis of the federal public service
workforce in all provinces and territories of Canada.
3. LABOUR MARKET ANALYSIS
This area of research supports a better understanding of external and
internal labour markets. It seeks to answer questions pertaining to the
recruitment and retention of workers as well as labour market issues facing
the federal Public Service. For example:
A Survey
of Public Service Student Employee Opinion
The survey provides strategic insights into the motivations of students
toward careers and employment in the Public Service and the broader
labour market.
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