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Career transition for executives in the core public administration

If you have recently been advised that your position is affected by a workforce adjustment situation, the following information is meant to provide you with an overview of the career transition process and your options. Your manager is responsible for guiding and supporting you throughout the process.

This content has been written in plain language for clarity. For the formal text, refer to the Policy on the Management of Executives and Appendices E, F and G of the Directive on Terms and Conditions of Employment for Executives.

Note that this information applies only to the core public administration (CPA). Provisions may differ for employees outside of the CPA. Consult each organization as required.

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What is career transition

Career transition (CT) is the process organizations in the core public administration (CPA) follow when a deputy head determines that a position is no longer required due to lack of work, a discontinuance of a function or transfer of work or a function outside the public service.

The CT process is designed to support executives through a significant career change, whether they seek continued employment within it or choose to leave the CPA.

Career transition measures are found in Appendices E, F and G of the Directive on Terms and Conditions of Employment for Executives.

Who career transition applies to

CT provisions apply to indeterminate executives in the CPA who are excluded or unrepresented. This includes:

  • Executive (EX) group, levels 01 to 05
  • Defence Scientific Service (DS) group, levels 7A, 7B and 8
  • Medical Officers (MD-MOF) sub-group, levels 04 and 05
  • Medical Specialist (MD-MSP) sub-group, level 03
  • Law Management (LC) group, levels 01 to 04

Executives on leave (with or without pay) whose positions are no longer required are also subject to CT. It does not apply to executives on special deployment, term executives, casual executive workers, or those who voluntarily retire or resign.

Career transition process

Executives whose position may be subject to a CT situation will receive a written notice from their deputy head that their position and services are no longer required beyond a specific date. The notice will inform executives of the beginning and end dates of the surplus period, the options available, the applicable cash and non-cash elements and the deadline to respond with a choice of option (opting period).

Selection of executives for retention or layoff

Where the deputy head determines that the services of some but not all executives in the same occupational group and level performing similar duties are no longer required, the deputy head will conduct a Selection of Employees for Retention or Lay-off (SERLO) to determine which executives will be retained or laid off. The SERLO process is governed by regulations, and guidance for managers is provided by the Public Service Commission. The SERLO process is designed to ensure fairness and transparency in the selection of employees for retention or lay-off.

Delegated managers must inform executives included in the SERLO, in writing, of the qualifications needed for the work to be performed, and the operational requirements, and needs of the organization; the assessment methods that will be used; and the fact that employees can request accommodation measures and the process for doing so. The delegated manager will then assess executives included in the SERLO process and select those for retention and those for lay-off.

Following completion of the SERLO process, executives who are retained will receive a letter informing them that their position is no longer affected. Executives who are selected for layoff will receive a letter informing them of their CT status.

Voluntary departure

Deputy heads may seek volunteers for layoff from the executives who have been identified for a SERLO, before initiating the process.

Career Transition Status

An executive who has been notified that their services will not longer be required must select one of the following options within the timeframe established by the deputy head:

Option 1: Leave the CPA and seek employment elsewhere
  • The executive resigns with a negotiated career transition agreement tailored to the individual that includes both cash and non-cash elements.
  • The deputy head may also negotiate a lump sum payment in lieu of continuing to work during the formal notice period (of note that the opting period and surplus period together form the notice period).
Option 2: Seek continued employment in the CPA
  • The executive has a surplus priority entitlement to secure alternative employment within the timeframe established by the deputy head.
  • If alternative employment is not secured by the end of this period, the executive will be laid-off.

If an executive does not confirm their selection within the timeframe established by the deputy head in the notice letter, option 2 will apply.

For more details on the options, see section E.2 of the Directive on Terms and Conditions of Employment for Executives.

Bridging Agreement

Executives who choose option negotiate a bridging agreement to accommodate additional service for pension qualification or to facilitate permanent employment outside the CPA at the discretion of the deputy head. There are two options for bridging agreements:

  1. a period of leave without pay (LWOP); or
  2. an Interchange Canada assignment.

Executives who accept a bridging agreement must resign and are not eligible for a career transition agreement or priority entitlements for reintegration into the CPA.

Alternation

Deputy heads may allow executives to participate in an alternation process. Alternation allows executives in the opting period and executives who have chosen option 2 to exchange positions with an executive, who is not in a CT situation, and willing to leave the CPA. Executives must alternate with another executive at the same occupational group and level.

Roles and responsibilities

All executives are responsible for informing themselves and speaking with their manager, human resources, or deputy head if they have questions or concerns.

Executives are responsible for:

  • Reviewing their options
  • Informing their deputy head, in writing, which option they are choosing within the timeframe outlined in their notice letter

Executives who choose option 1 are responsible for negotiating and signing the career transition agreement.

Executives who choose option 2, as well as executives who have a lay-off priority entitlement , are responsible for actively looking for a new position.

Managers are responsible for:

  • Sharing information with executives
  • Directing executives to human resources for more information, if needed
  • Helping with the alternation process, if applicable
  • Helping to match executives with available positions

Human resources are responsible for:

  • Sending notice letters to executives and preparing agreements
  • Providing information to executives and their managers
  • Helping to match executives with available positions
  • Consulting with Office of the Chief Human Resources Officer on career transition agreements

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2025-11-06