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The Public Service Commission (PSC) has one strategic outcome:
A highly competent, non-partisan and representative public service, able to provide service in both official languages, in which appointments are based on the values of fairness, access, representativeness and transparency.
The PSC contributes to the achievement of our strategic outcome by:
Performance Indicators, Strategy, Target and Reporting Frequency
The following table identifies the performance indicators, measurement strategies and targets for reporting on the achievement of the strategic outcome on an annual basis. The achievement of the strategic outcome over time will be measured primarily through longer-term trends identified from the PSC's analysis of annual data, from ongoing audits and studies and from the five-year evaluation of the PSEA.
Performance Indicators | Strategy, Target & Reporting Frequency |
---|---|
Overall Level of conformity with PSEA requirements and appointment policy |
Performance Measurement Strategy: Develop and implement procedures, frameworks and plans for oversight activities Target: Satisfactory findings from oversight activities Reporting Frequency: Annual |
Accountability
|
Performance Measurement Strategies: Determine the number of potential and actual PSC appearances before parliamentary committees Target 1: Minimum of five appearances annually - Main estimates, Annual Report, Audit Reports, Employment Equity, Official Languages Target 2: Report to Parliament: One Annual Report, ten audits, studies and evaluations Reporting Frequency: Annual |
Merit/Competency Well founded statements of merit criteria that are thoroughly assessed and form the basis for appointment decisions |
Performance Measurement Strategies: Assessed through monitoring activities, periodic audits, evaluations and/or surveys on appointment processes and investigations Target: Under development Reporting Frequency: Annual |
Perception of public service employees about competency of people hired |
Performance Measurement Strategies: Assessed through periodic surveys of public service employees Target: 85% Reporting Frequency: Annual |
Merit/Official Languages Number of non-compliant positions with respect to official languages requirements |
Performance Measurement Strategies: Collect data from PSC information systems Target: Zero Reporting Frequency: Annual |
Non-partisanship
|
Performance Measurement Strategies: Assessed through periodic surveys, ongoing oversight activities and review of alleged infractions Target: Under development Reporting Frequency: Annual |
Fairness Perception of public service employees about fairness of appointment processes |
Performance Measurement Strategies: Assessed through periodic surveys of public service employees Target: 85% Reporting Frequency: Annual |
Access Percentage of jobs open to the public having a national area of selection |
Performance Measurement Strategies: Collect data from PSC information systems Target: Increase from previous years; 29% in 2006, should increase to 55% for 2007-2008 and to 100% by 2009-2010 (excluding casuals and short terms) Reporting Frequency: Annual |
Representativeness Number of employment equity groups for which representation in the public service is below workforce availability |
Performance Measurement Strategies: Collect data from the Canada Public Service Agency and Statistics Canada Target: Zero Reporting Frequency: Annual |
Transparency Perception of public service employees about transparency of appointment processes |
Performance Measurement Strategies: Assessed through periodic surveys of public service employees Target: 85% Reporting Frequency: Annual |
This graphic shows how the PSC's Program Activity Architecture is designed to carry out our responsibilities. The following pages of this section will indicate how each program activity contributes to the achievement of the PSC's strategic outcome.
Description
The Appointment Integrity and Political Neutrality activity develops and maintains a policy and regulatory framework for safeguarding the integrity of public service staffing and ensuring political neutrality. This activity includes establishing policies and standards, providing advice, interpretation and guidance and administering delegated and non-delegated appointment
authorities
Structure
Related Resources
Resources | 2008-2009 | 2009-2010 | 2010-2011 |
---|---|---|---|
Financial ($ thousands) | 16,977 | 17,469 | 18,053 |
FTE | 154 | 158 | 163 |
Results to be Achieved
We have identified the following expected results and will monitor performance of the following indicators to help ensure that this program activity is on track.
Expected Results | Performance Indicators |
---|---|
Recruitment strategies and staffing practices, consistent with the new PSEA and PSC strategic outcome, are implemented across the public service | Performance Indicator 1: Level of success in implementing recruitment strategies and staffing practices, consistent with the new PSEA and PSC strategic outcome, across the public service Target: Satisfactory evaluation findings on the implementation of the new PSEA Reporting Frequency: Five-year PSEA review |
Performance Indicator 2: Number of delegation instruments with limitations or conditions imposed by the PSC Target: Zero (Two reported in 2006-2007 Annual Report) Reporting Frequency: Annual Performance Indicator 3: Number of complaints to Public Service Staffing Tribunal Target: Under development Reporting Frequency: Annual |
1.1.1 Policy, Regulation, Exclusion Approval Orders and Guides
The Policy, Regulation and Exclusion Approval Orders (EAO) sub-activity develops, interprets and provides advice and guidance on policies, regulations, and EAOs related to staffing and political activities. This includes:
Over the three-year planning period, the PSC will dedicate the following resources to key programs and services within EAOs and Guides in support of program activity 1.1.0, and the expected results outlined below
Financial Resources ($ thousands)
2008-2009 | 2009-2010 | 2010-2011 |
---|---|---|
7,397 | 7,712 | 8,041 |
Planned Commitments:
Results to be Achieved
Expected Results | Performance Indicators |
---|---|
Policies, regulations and guides related to staffing and political activities are consistent with the new PSEA and the PSC strategic outcome | Performance Indicator 1: Findings from audits, studies and evaluations related to staffing and political activities Target: Satisfactory findings Reporting Frequency: Annual Performance Indicator 2: Number of EAOs and regulations up-to-date and supportive of PSEA flexibilities Target: Four new EAOs and changes to associated regulations by 2008-2009 Reporting Frequency: Annual |
Departments and agencies receive relevant and accurate policy information and advice in a timely manner | Performance Indicator 1: Relevance, timeliness and accuracy of policy information and guidance provided by the PSC to departments and agencies Target: Satisfactory results from Survey of Staffing and Survey of Human Resources (HR) Practitioners to be developed and conducted in 2008-2009 Reporting Frequency: Annual Performance Indicator 2: Establishment of a PSC advance ruling mechanism that assists departments and agencies in developing complex staffing strategies that comply with appointment policy framework and values Target: Effective mechanism in place to assist departments and agencies with staffing solutions that respect PSC's policy framework and staffing values Reporting Frequency: Annual |
1.1.2 Delegated Appointment Authorities
The Delegated Appointment Authorities sub-activity administers the delegation of appointment authorities to departments and agencies through staffing advice and assistance as well as learning products and services
Over the next three-year planning period, the PSC will dedicate the following resources to key programs and services within Delegated Appointment Authorities in support of program activity 1.1.0, and the expected results outlined below
Financial Resources ($ thousands)
2008-2009 | 2009-2010 | 2010-2011 |
---|---|---|
4,859 | 4,885 | 4,899 |
Planned Commitments:
Results to be Achieved
Expected Results | Performance Indicators |
---|---|
Increasingly well informed community of sub-delegated managers and HR specialists and increasingly well managed delegated authorities | Performance Indicator: Aggregate number of support actions provided Target: Increased proportion of support actions related to complex matters, accompanied by a decreased proportion of support actions related to requests for basic information (as the knowledge base across the public service improves) |
Departments and agencies receive relevant and accurate information and advice related to their delegated appointment authorities in a timely manner | Performance Indicator: Relevance, timeliness and accuracy of policy information and guidance provided by the PSC to departments and agencies Target: Satisfactory results from Survey of Staffing and Survey of HR Practitioners to be developed and conducted in 2008-2009 Reporting Frequency: Annual |
1.1.3 Non-delegated Authorities
The Non-delegated Authorities sub-activity administers authorities that are not delegated to departments and agencies, such as the oversight of priority administration, the review of political candidacy requests and the oversight of the application of the Public Service Official Languages Exclusion Approval Order (PSOLEAO), including granting extensions and exclusions
Over the next three-year planning period, the PSC will dedicate the following resources to key programs and services within Non-delegated Appointment Authorities in support of program activity 1.1.0, and the expected results outlined below
Financial Resources ($ thousands)
2008-2009 | 2009-2010 | 2010-2011 |
---|---|---|
4,721 | 4,872 | 5,113 |
Planned Commitments:
Results to be Achieved
Expected Results | Performance Indicators |
---|---|
Proper consideration of persons for appointments with priority rights | Performance Indicator: Percentage of individuals with priority rights appointed Target: Effective and timely placement of persons with priority entitlement Reporting Frequency: Annual |
Proper application of the political activities provisions of the PSEA | Performance Indicator: Number of political candidacy requests received and analyzed for PSC permission Target: Timely analysis and approvals process Reporting Frequency: Annual |
Proper application of the PSOLEAO | Performance Indicator: Percentage of situations in conformity with the PSOLEAO Target: Decrease in number of non-compliant situations from previous year Reporting Frequency: Annual |
Non-delegated authorities administration systems and procedures are efficient and well managed | Performance Indicator: Level of efficiency and management of non-delegated authorities administration systems and procedures (quality and accuracy of data entered in the Priority Management Information System) Target: Satisfactory study findings on the administration of non-delegated authorities Reporting Frequency: Annual (determined by audits, studies and evaluations plans) |
Description
The Oversight of Integrity of Staffing and Political Neutrality activity provides an accountability regime for the implementation of the appointment policy and regulatory framework for safeguarding the integrity of public service staffing and ensuring political neutrality. This activity includes monitoring departments' and agencies' compliance with legislative requirements, conducting
audits, studies and evaluations, carrying out investigations and reporting to Parliament on the integrity of public service staffing
Structure
Related Resources
Resources | 2008-2009 | 2009-2010 | 2010-2011 |
---|---|---|---|
Financial ($ thousands) | 36,106 | 39,518 | 42,758 |
FTE | 313 | 343 | 371 |
Results to be Achieved
We have identified the following expected results and will monitor performance of the following indicators to ensure that this program activity is on track.
Expected Results | Performance Indicators |
---|---|
Organizations have implemented PSC monitoring and audit recommendations, and corrective action as a result of investigations, which contributes to safeguarding the integrity of staffing and political neutrality | Performance Indicator: Percentage of PSC audit recommendations and corrective action implemented by organizations Target: 100 % Reporting Frequency: Annual |
Enhanced risk-based oversight of the integrity of public service staffing | Performance Indicator 1: Percentage of coverage of oversight activities (monitoring, audits, studies and evaluations) Target: Under development Reporting Frequency: Annual |
1.2.1 Monitoring
The Monitoring sub-activity ensures departments' and agencies' compliance with legislative requirements of the PSEA in the context of their delegated authorities. This includes:
Over the three-year planning period, the PSC will dedicate the following resources to key programs and services within Monitoring in support of program activity 1.2.0, and the expected results outlined below
Financial Resources ($ thousands)
2008-2009 | 2009-2010 | 2010-2011 |
---|---|---|
3,629 | 3,940 | 4,325 |
Planned Commitments:
Results to be Achieved
Expected Results | Performance Indicators |
---|---|
More effective accountability between the PSC and deputies with respect to staffing and political impartiality | Performance Indicator: Percentage of departments and agencies fully meeting staffing and political impartiality reporting requirements Target: 100% Reporting Frequency: Annual |
The PSC administers a well managed monitoring and feedback system | Performance Indicator: Percentage of key monitoring transactions completed in the annual cycle (includes call letters, completed departmental responses and feedback responses or meetings) Target: 100% Reporting Frequency: Monthly |
Staffing management improvements by delegated organizations | Performance Indicator 2: Proportion of organizations that demonstrate staffing management improvements in response to PSC monitoring Target: 100% of organizations that received recommendations in the previous cycle Reporting Frequency: Annual |
1.2.2 Audits, Studies and Evaluations
The Audits, Studies and Evaluations sub-activity conducts independent audits, studies and evaluations and reports to Parliament on the integrity of the appointment process, including the protection of merit and political neutrality
Over the three-year planning period, the PSC will dedicate the following resources to key programs and services within Audits, Studies and Evaluations in support of program activity 1.2.0, and the expected results outlined below
Financial Resources ($ thousands)
2008-2009 | 2009-2010 | 2010-2011 |
---|---|---|
22,805 | 26,114 | 29,061 |
Planned Commitments:
Results to be Achieved
Expected Results | Performance Indicators |
---|---|
Independent audits, studies and evaluations are conducted in accordance with a risk-based oversight plan and professional standards |
Performance Indicator: Number of audits, studies and evaluations completed in accordance with approved plans and professional standards Target: 2008-2009: Ten audits, studies and evaluations 2010-2011: Ongoing internal quality reviews of audits completed to ensure compliance with internal quality assurance standards Reporting Frequency: Annual |
1.2.3 Investigations and Early Intervention Mechanisms
Investigations, which may include early intervention processes, provide oversight of concerns raised about appointments. Investigations are also conducted into allegations of improper political activities of public servants
Over the three-year planning period, the PSC will dedicate the following resources to key programs and services within Investigations and Early Intervention Mechanisms in support of program activity 1.2.0 and the expected results outlined below
Financial Resources ($ thousands)
2008-2009 | 2009-2010 | 2010-2011 |
---|---|---|
9,672 | 9,464 | 9,372 |
Planned Commitments:
Results to be Achieved
Expected Results | Performance Indicators |
---|---|
Effective and timely resolution of investigations handled by the PSC | Performance Indicator 1: Percentage of investigations that meet defined standards. Standards will be defined in quarter one of 2008-2009 Target: 80% of investigations conducted within specified standards Reporting Frequency: AnnualPerformance Indicator 2: Number and percentage of staffing concerns dealt with through Early Intervention processes Target: Significant percentage of cases resolved through Early Intervention mechanisms Reporting Frequency: Annual |
Performance Indicator 3: Number of decisions referred to and overturned by the Federal Court Target: Low number of successful judicial review applications before the Federal Court, challenging PSC decisions Reporting Frequency: AnnualPerformance Indicator 4: Percentage of jurisdiction decisions that meets defined standards. Standards will be defined in quarter one 2008-2009. Target: 80% of investigations conducted within specified standards Reporting Frequency: Annual |
Description
The Staffing Services and Assessment activity develops and maintains systems that link Canadians and public servants seeking employment opportunities in the federal public service with hiring departments and agencies. It provides assessment-related products and services in the form of research and development, consultation, assessment operations and counselling for use in recruitment,
selection and development throughout the federal public service. This activity also includes delivering staffing services, programs and products to departments and agencies, to Canadians and public servants, through client service units located across Canada
Structure
Related Resources
Resources | 2008-2009 | 2009-2010 | 2010-2011 |
---|---|---|---|
Financial ($ thousands) | 46,527 | 43,774 | 40,051 |
FTE | 563 | 520 | 478 |
Even with broad delegation of appointment authorities, the demand for PSC staffing and assessment services has continued to increase. The ongoing demand for PSC services points to a continued need for a central service provider. In order to keep up with this demand, as well as provide a more diverse range of services, the PSC has taken steps to expand its cost recovery authority. Operating approximately 50% of services under a cost recovery approach permits us to establish a flexible and responsive service organization that meets the demands of delegated managers.
Results to be Achieved
We have identified the following expected results and will monitor performance of the following indicators to help ensure that the Staffing Services and Assessment program activity is on track.
Expected Results | Performance Indicators |
---|---|
Staffing and assessment services and products meet the business needs of clients and are consistent with the new PSEA and the PSC's strategic outcome | Performance Indicator: Level of client satisfaction with PSC staffing and assessment services and products Target: Satisfactory consultation and survey results Reporting Frequency: Annual against three-year plan Performance Indicator: Degree of consistency of staffing and assessment services and products with the new PSEA and the PSC's strategic outcome Target: Satisfactory audit and study findings Reporting Frequency: Determined by audit, study and evaluation plan |
1.3.1 Staffing Services
The Staffing Services sub-activity includes the development and delivery of staffing services, systems, programs and products to departments and agencies, Canadians and public servants
The PSC's staffing services include executive staffing services, general recruitment services, central recruitment programs and expanding non-executive services designed to help federal departments and agencies select individuals for positions across a range of occupations and levels within the public service
Over the three-year planning period, the PSC will dedicate the following resources to key programs and services within Staffing Services in support of program activity 1.3.0, and the expected results outlined below
Financial Resources ($ thousands) (Note 1)
2008-2009 | 2009-2010 | 2010-2011 |
---|---|---|
33,422 | 31,102 | 27,331 |
Note 1: Resources include sunset funds (in the amounts of $6,119K, $7,200K and $7,300K for 2008-2009, 2009-2010 and 2010-2011 respectively for the Public Service Staffing Modernization project which oversees the Public Service Resourcing System.
Planned Commitments:
Results to be Achieved
Expected Results | Performance Indicators |
---|---|
Staffing services delivered within service standards | Performance Indicator: Percentage of staffing services delivered meeting service standards Target: To be determined once standards and tracking systems in place Reporting Frequency: Annual |
Stable demand for PSC staffing services | Performance Indicator: Volume of staffing services provided Target: 2008-2009: Stable 2009-2010: Increase Reporting Frequency: Quarterly |
Electronic systems and tools that increase efficiencies in staffing | Performance Indicators: - Statistical evidence of efficient screening and referrals; and - Stable and reliable electronic staffing system to support departments and agencies in external referrals Target: Under development (e-resourcing performance reports being developed) Reporting Frequency: Annual |
1.3.2 Assessment
Through the PSC's Personnel Psychology Centre and regional client service units, the Assessment sub-activity provides assessment-related products and services in the form of research and development, consultation, assessment operations and counselling for use in staffing, selection and development throughout the federal public service. Over the three-year planning period, the PSC will dedicate the following resources to key programs and services within Assessment in support of program activity 1.3.0, and the expected results outlined below
Financial Resources ($ thousands)
2008-2009 | 2009-2010 | 2010-2011 |
---|---|---|
13,105 | 12,672 | 12,720 |
Note: Resources are net of $14,000K in revenues credited to the vote for Assessment and Counselling Services and Products
Planned Commitments:
Results to be Achieved
Expected Results | Performance Indicators |
---|---|
Assessment services delivered within service standards | Performance Indicators: - Percentage of assessment services delivered meeting service standards - Number of assessment accommodations provided - Number of new products modified or developed; and - Level of client satisfaction with Test Services Target: - Acceptable levels of client satisfaction - Compliance to service standards - Meeting forecasted volumes Reporting Frequency: Annual |
Second Language Oral Interaction Evaluations (SLE) are provided and processed in a timely manner | Performance Indicator: Average SLE Oral Interaction turnaround time Target: Ten days (for imperative staffing) Reporting Frequency: Monthly |
Carry out research studies | Performance Indicator: Number of research studies completed Target: To be determined Reporting Frequency: Annual |