Mosaic Leadership Development program: Roles and responsibilities

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Mosaic Team

The Mosaic Team within the Office of the Chief Human Resources Officer, is responsible for coordinating, supporting and monitoring the Mosaic Leadership Development program. Other Mosaic-related responsibilities include:

  • providing organizations with guidance and tools to enable the various components of the program
  • collaborating with the learning provider and other partners involved in the delivery of the Mosaic program, such as the Public Service Commission and the Canada School of Public Service
  • addressing participants’ accommodation requests to be able to participate in the program
  • monitoring participants’ progress, plans for experiential assignments, learning activities, program completion dates
  • holding regular meetings with participants, organizational leads and sponsors
  • providing funding for the learning component and services provided by the Public Service Commission (PSC).

Organizations within the federal public service

Organizations play a fundamental role in the success of participants and the success of the Mosaic program.

Deputy heads are responsible for supporting the Mosaic Leadership Development program in their respective organizations, with the help of their:

  • human resources teams
  • executive resourcing teams
  • organization’s Designated Senior Official for Employment Equity, Diversity and Inclusion

If an organization’s employee is selected to participate in Mosaic, the participant’s organization will:

  • find a sponsor for the participant if they do not already have one (it is also recommended that participants have a mentor)
  • secure a meaningful experience-building opportunityFootnote 1 for the participant that:
    • focuses on the participant’s areas of growth and career aspirations
    • is at-level or higher
    • is a “stretch” opportunity that addresses the gaps in the participant’s experience
    • fits with the organization’s planning needs in terms of human resources
  • find an EX‑01 or EX-equivalent position early in the program against which to assess the participant at program completion for a potential appointment, if successful
  • establish a diverse assessment board to conduct the participant’s final assessment
  • collaborate with and guide the participant to maximize the benefits of Mosaic
  • arrange for the participant to receive language training if required


The sponsors are responsible for:

  • proactively establishing and pursuing a relationship with the assigned protégé
  • being an advocate and actively supporting the protégé with networking opportunities
  • opening doors for the protégé (make introductions, bring to meetings, help expand network)
  • serving as a sounding board to navigate experiential opportunities and identify appropriate EX‑01 positions


The supervisors of the Mosaic participants during their experience-building opportunity are responsible for:

  • communicating regularly with the participant and ensuring that they understand the requirements of the assignment or secondment
  • recommending an individual learning plan and a schedule for fulfilling the requirements of the Mosaic program
  • ensuring that the participant’s workload is consistent with the intent of Mosaic
  • ensuring that the participant can attend Mosaic’s mandatory training and activities and any training required by their home organization
  • providing regular feedback on progress to the participant and the supervisor of the participant’s substantive position
  • conducting performance management exercises during the assignment or secondment
  • completing the attestation sections of an assessment tool meant to highlight how the participant meets the Key Leadership Competencies for Executives

The supervisor of the Mosaic participant in their substantive position is responsible for:

  • arranging for another employee to backfill the participant’s position or redistributing the participant’s work during the participant’s experience-building opportunity
  • ensuring that the participant has the time and support needed to complete any required learning
  • completing the attestation sections of the assessment tool which relate to previous experience which demonstrate how the participant meets the Key Leadership Competencies for Executives, if applicable


Employees who are selected to participate in the Mosaic Leadership Development program are responsible for:

  • specifying any accommodations needed before and during their participation in Mosaic
  • identifying any difficulties in their development or progress during Mosaic
  • understanding the time requirements of Mosaic and committing to fulfilling them, including:
    • attending all organized sessions (absences are permitted in exceptional circumstances only), including learning sessions and other meetings with:
      • the Public Service Commission of Canada
      • their sponsor
      • the organizational lead
      • the Mosaic Team
    • continual training and development, including:
      • an individualized learning plan
      • a schedule to achieve their goals
      • travel as needed to meet requirements
    • undertaking an assignment or secondment
  • regularly self-assessing their skills and keeping a record of their achievements throughout their participation in Mosaic
  • actively seeking feedback on their performance and progress, participating in quarterly reviews and acting on the feedback that they receive

Program monitoring

In order to continually improve the Mosaic Leadership Development program, the Mosaic Team will monitor progress in the short and medium terms, including:

  • the number of participants who are recruited to an EX‑01 or EX-equivalent leadership position after they complete Mosaic
  • how satisfied participants are with the content and delivery of Mosaic
  • whether participants believe they have access to advancement opportunities and greater support for career progression
  • whether organizations have a better understanding of their high-potential employees who are members of equity-seeking groups

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