Human resources (transition binder 2019)

In-house HR is new to the Agency

From its creation in 2001 until December 2017, FCAC relied on a government third-party service provider, most recently the Human Rights Commission (CHRC), for HR services.

Since then, the Agency has repatriated most HR services, including staffing and compensation, to better serve its needs as a rapidly growing organization.

Some HR functions remain outsourced: CHRC continues to provide personnel records management and My GCHR systems administration services under the terms of a Memorandum of Understanding (current MOU expires in 2021).

In November 2018, FCAC hired its first HR executive, and in December the Directorate began reporting to the Commissioner.

A new structure and additional resources were approved in February 2019, based on a rigorous assessment of the current and future needs of the Agency.

Human Resources Directorate: Structure and responsibilities

• Julie Neveu, Chief Human Resources Officer
  • Julie Guillerm-Therrien, Manager, HR Operations (RE-06)
  • Marnie Waller Spice, Manager, HR Programs and Policies (RE-06)

HR Operations team key responsibilities

• First point of contact for all HR advice/guidance
• Recruitment Plans and Strategies
•  Organization design and classification
• Staffing
• Employee relations
• Student programs
• Exit interviews

HR Programs and policies team key responsibilities

• HR planning and reporting
• Learning and development
• Performance management
• Talent management
• Leadership development
• Awards and recognition
• Values and ethics
• Official languages
• Employment equity and multiculturalism
• Mental health and wellness
• Public service employee survey
• Public service renewal

Compensation, benefits and integrity team key responsibilities

• Compensation and benefits
• Confidential reports
• Conflicts of interest and post-employment
• Political activities
• Disclosures of wrongdoing
• HR systems coordination

The HR legislative landscape is complex

• The HR Legislative Landscape is ComplexFinancial Consumer Agency of Canada Act (FCAC Act)
• Public Service Employment Act (PSEA)
• Financial Administration Act (FAA)
• Canada Labour Code (CLC), Part II
• Canadian Human Rights Act (CHRA)
• Public Servants Disclosure Protection Act (PSDPA)
• Official Languages Act (OLA)
• Employment Equity Act (EEA)
• Canadian Multiculturalism Act
• Public Service Superannuation Act (PSSA)
• Privacy Act
• Access to Information Act

Under the FCAC Act, the Commissioner is delegated authority for all aspects of HR Management.

Employees are appointed in accordance with the PSEA, but the Agency has its own Terms and Conditions of Employment.

FCAC is a separate employer that operates in a non-unionized environment. It employs a unique classification (RE/REX) with ten levels.

Employees at all levels are eligible to earn performance pay. Salary advancement is provided solely on the basis of performance.

HR management at FCAC is in its infancy

Key HR programs and disciplines

• HR planning
• Organization design and classification
• Strategic recruitment
• Performance Management
• Talent Management
• Learning and Development
• Awards and Recognition
• Official Languages
• Employment Equity and Diversity
• Mental Health and Wellness
• Values and Ethics
• Compensation and Benefits
• Employee Relations
• Public Service Employee Survey
• Public Service Renewal

We are on the right track

• Organization design and classification work is ongoing to support a planned realignment to address changes brought about by Bill C-86 and better position the Agency to deliver on its mandate and priorities
  • Complementary recruitment strategies are under development to fill proposed new executive-level roles
• The Salary Audit and Retroactive Revision Exercise Phase I (includes all active employees up to the RE-06 level) was substantively completed before March 31 target
  • Its purpose is to ensure that economic increases retroactive to 2014 are accurately applied to employee salaries and entitlements
  • Phases II and III (includes the REX group and inactive employees respectively) will follow in 2019-2020
• Employee engagement activities were completed in March and April to respond to the recently released results of the 2018 Public Service Employee Survey (PSES)
  • The feedback inspired development of a three-year action plan and will inform a systematic overhaul of all HR programs and policies
• Recruitment activities are underway to staff the new HR positions
  • With these resources, the Directorate will be better equipped to support the Agency in fulfilling its HR obligations and meeting its needs

Your first 60 days as Commissioner: Key HR decisions and actions

Continuity of operations

First 30 days:  

• Sign the FCAC Sub-delegated Human Resources Authorities Instrument – to sub-delegate your HR authorities to appropriate levels within the organization
• Approve a new organization structure for the Agency – a proposed structure, which draws on internal and external expertise, has been prepared for your consideration
• Launch staffing processes to fill key senior leadership positions – proposed priority would be:
  1. Head, Conduct, Supervision and Enforcement
  2. Head, Consumer Affairs
  3. Head, Policy, Research and Analytics

30 to 60 days:

• Sign performance pay letters for the 2018-2019 fiscal year – ratings were discussed by senior management and approved by Commissioner Tedesco in May
• Meet with the President of the Public Service Commission to discuss your authorities under the Public Service Employment Act

Legislative obligations

30 to 60 days:

• Approve the Agency’s 2018-2019 Annual Employment Equity Report for submission to Canadian Heritage before September 30

Public Service Employee Survey (PSES) action plan commitments

First 30 days:

• Approve a new governance structure for the Agency, with consideration given to how key committee decisions will be communicated to employees in a timely and consistent manner
• Encourage employee participation in the 2019 PSES, which launches July 22

30 to 60 days:

• Other key Q2 deliverables – your approval will be sought through the governance:
  • New People Management Framework
  • New Internal Communications Framework
  • Updated Mental Health Strategy

Other

30 to 60 days:

• Respond to the tentative settlement reached between the Treasury Board and unions on employee compensation for issues with the Phoenix pay system

Annex 1: Key HR programs and disciplines

• HR planning
• Organization design and classification
• Strategic recruitment
• Performance management
• Talent management
• Learning and development
• Awards and recognition
• Official languages
• Employment equity and diversity
• Mental health and wellness
• Values and ethics
• Compensation and benefits
• Employee relations
• Public Service Employee Survey
• Public service renewal