Federal Economic Development Agency of Northern Ontario

Part I. Values and ethics training plans

Question 1

Has your organization developed department-specific values and ethics training plans down to the divisional level?

• No

If not, to what level have department-specific values and ethics training plans been developed and what is your target time frame for completing this work?

The Federal Economic Development Agency for Northern Ontario (FedNor) was established as a standalone department on August 12, 2021, to strengthen the economic development of Northern Ontario. As such, the Federal Economic Development Agency for Northern Ontario is in the midst of developing many policies, programs and tools to fulfill its obligations as a new department. Given this context and as small department (approximately 100 employees in 2023), it has not yet developed department-specific values and ethics training plans down to the divisional level. In the interim, it is leveraging current training available at the Canada School of Public Service (CSPS) including requiring employees to take the Values and Ethics Foundations for Employees (FON301) course.

In April 2024, the Federal Economic Development Agency for Northern Ontario developed values and ethics activities to create awareness. More information regarding these activities will be detailed in the questions following.  

Question 2

Has your organization fully implemented department-specific training plans?

• Yes

If not, what is your target time frame for completing this work?

The Federal Economic Development Agency for Northern Ontario (FedNor) has fully implemented department-specific training plans, which consists of a list of mandatory training according to employees’ responsibilities. FedNor is leveraging current training available at the Canada School of Public Service (CSPS), as well as planning annual awareness sessions on values and ethics.

Furthermore, FedNor is currently developing the organization’s objectives for 2024-2025. It is looking at incorporating a specific section dedicated to building awareness and continued discussion on values and ethics through training. This should be complete by end of May-Early June 2024.

Part II. Codes of conduct

Question 3

Has your organization reviewed its code of conduct?

• My organization is in the process of reviewing its code of conduct.

Question 4

If your organization is in the process of reviewing its code of conduct, what is your target time frame for completing the review?

As a new department, the Federal Economic Development Agency for Northern Ontario (FedNor) is developing its first Values and Ethics code of conduct. Employees have been able to provide their input in sessions that took place in April 2024. These sessions were titled Roundtable discussion: Values and Ethics, which provided an opportunity for employees to share their honest and open feedback.

Once the code is in place, for which it is expected to be the case mid 2024-2025, it will be revised on an annual basis to ensure it is always top on mind and relevant to employees. 

Question 5

If your organization has completed the review of its code of conduct, did this review lead to updates?

• My organization is in the process of updating its code of conduct.

Please briefly describe the nature of any updates made (e.g., to clarify expected behaviours, to align with the emerging context, to include emerging risks) or explain why no updates were deemed necessary.

The Federal Economic Development Agency for Northern Ontario (FedNor) is currently developing its first code of conduct. Employees have been able to provide their input in the Roundtable discussion sessions that took place in April 2024.

In addition, employees will be asked to review and provide an updated Conflict of Interest (COI) Disclosure Reporting Form which will indicate that they have read and understood the content of FedNor’s Values and Ethics code and confirm whether or not they have an apparent, potential or have a conflict of interest. This is scheduled to take place in June 2024 and further attestation will be required on an annual basis.

Part III. Discussions on personal accountability in upholding public service values and ethics

Question 6

What activities or actions has your organization undertaken to foster a conversation at all levels on personal accountability to uphold our public service values and ethics?

• Dedicated discussions at executive and management committee meetings
• All-staff engagements (e.g., town halls)
• Focused engagement sessions on specific topics (e.g., conflicts of interest, social media, emerging technologies)
• Specific values and ethics communications campaigns

Please provide additional details on activities that you have undertaken, including those not listed above.

Employees have been able to provide their input on the Values and Ethics code during Roundtable discussion: Values and Ethics, which provided an opportunity for employees to share their honest and open feedback, in April 2024.

More specifically, all Federal Economic Development Agency for Northern Ontario (FedNor) employees received a personal group invitation from President Valerie Gideon, providing information on the work that’s been done by the Deputy Ministers’ Task Team on Values and Ethics Report to the Clerk of the Privy Council and highlighted the critical importance of values and ethics in the workplace. The invitation encouraged employees to join one of five roundtable discussions on Making Values and Ethics Meaningful. Honest dialogue and feedback were welcomed.

Given the geographical locations of employees across the province of Ontario and a few in Quebec, four English and one French sessions occurred in April 2024, via the MS Teams platform. Each session was co-facilitated by a FedNor Director and a retired Executive who has been supporting the development of the management cadre.

The Deputy Ministers’ Task Team on Values and Ethics Report to the Clerk of the Privy Council was shared with staff to provide context prior to the roundtable discussion.

Not only was the draft FedNor Values and Ethics Code provided to employees to allow them an opportunity to provide feedback during their session, participants were given two scenarios and three questions to reflect on prior to their session:

• Scenario one involved an employee receiving a gift from an Indigenous community partner they worked with; and,
• Scenario two touched on a new public servant being a witness to inappropriate comments made by a manager, with undertones of harassment and misconduct.

Participants exchanged on their perspectives during the roundtable discussion.

Furthermore, most of the management cadre participated in Key Leadership Competency (KLC) Development sessions during the fall/winter 2023-24, which included one session dedicated to the KLC Uphold Integrity and Respect. This session involved a deep dive into the effective behaviours of the KLC, with mandatory reading on leading with integrity and a scenario-based discussion.

These sessions included presentations, reflection questions and open discussions around each competency, as well as provided clear guidance of the behaviors they should exhibit as part of the management team. It highlighted the personal accountability the management cadre has within FedNor.

Question 7

Has your organization taken any actions to ensure that conversations on personal accountability to uphold our public service values and ethics occur on a continuing basis?

• Incorporated in employees’ professional development and mandatory learning plans
• Integrated in career succession planning (e.g., supervisor, manager, director)

Please provide details on activities that you have undertaken, including those not listed above.

As mentioned in the previous questions, most of the management cadre participated in Key Leadership Competencies (KLC) Development sessions during the fall/winter 2023-24. Each session involved a deep dive into the effective behaviours of the KLCs (Create Vision and Strategy; Mobilize People; Uphold Integrity and Respect; Collaborate with Partners and Stakeholders; Promote Innovation and Guide Change and Achieve Results).

These sessions included presentations, reflection questions and open discussions around each competency, as well as provided clear guidance of the behaviors they should exhibit as part of the management team. It highlighted the personal accountability the management cadre has within the Federal Economic Development Agency for Northern Ontario (FedNor).

There is currently additional work underway to ensure that conversations on personal accountability to uphold our public service values and ethics occur on a continuing basis, at all levels of the organization, through information sessions on targeted subjects, or others means, throughout the year.

FedNor has developed an approach to succession planning in April 2024. It integrates values and ethics in key behaviors to be demonstrated to be considered for leadership and key positions within the organization.

Part IV. Additional information

Question 8

What recurring themes (e.g., social media, emerging technology, conflicts of interest) have emerged from conversations with employees (e.g., students, new public servants, front-line service providers, managers, executives, members of functional/horizontal communities/employee networks) across your organization?

Here are the recurring theme across the Federal Economic Development Agency for Northern Ontario (FedNor).

Accountability

• All staff, no matter their position in the organization, are accountable for their behaviours and words;
• Silence is complacency. People must act to address issues that are not in line with the values and ethics of the Public Service;
• Managers are/should be held to a higher standard when it comes to values and ethics. They should be aware of what’s happening around them. They must lead by example.

Communication

• All staff must be able to have honest dialogue, between themselves, as well as with clients and stakeholders; this fosters relationship building and ensures sustainability of those relationships;
• Importance of keeping an open mind and being able to resolve issues at the lowest level possible; its critical to be able to explain why we do things;
• Frequent discussions and information regarding values & ethics, including the FedNor Code of Values & Ethics should be held/provided, informally, via team meetings, etc. 

Respect for cultural differences/reconciliation

• Respect for and understanding of cultural differences is critical;
• Importance of ensuring that tools public servants use to complete their work provide sufficient flexibility to recognize cultural differences (ensure they do not perpetuate colonialism).

Resources

• Many resources to guide and support employees were discussed, such as the Office of the Ombudsman, multiple FedNor Executive Champions, Human Resources team, Managers, Employee Assistance Program and union representatives.

Other

• The fear of reprisal, in the context of a scenario that was provided to staff for discussion during the session, was raised and continues to be a real source of concern for many, with respect to addressing inappropriate conduct such as incivility in the workplace. Resources to support and guide staff to resolve such matters were discussed;
• Persistent issues with pay throughout the Public Service are seen as a foundational issue that hinders true respect for people.

Question 9

How have you adjusted your learning activities to address recurring themes (e.g., adjusted training plans, developed specific case studies, invited expert speakers to focus on emerging themes)?

Work is underway to ensure that conversations on personal accountability to uphold our public service values and ethics occur on a continuing basis, at all levels of the organization, through information sessions on targeted subjects, or others means, throughout the year. These conversations, through information sessions, training, or others means will be developed in light of the recurring themes mentioned in the previous question.

The Federal Economic Development Agency for Northern Ontario’s (FedNor’s) Values and Ethics Champion is currently working on a Values and Ethics resources page, where employees can find all the relative information on support and resources on the matter.

FedNor has also updated its list of mandatory training, which includes various themes on values and ethics such as respect of diversity and inclusion, unconscious biases, and Indigenous training.

There are also Labour relations information sessions for supervisors, managers and directors, outlines employees and managers responsibilities (which speaks to accountability) as well as various processes, tools, laws and regulations that public servants must abide by, planned for September-October 2024.

Question 10

Are there any actions or learning activities that have been particularly successful in fostering conversations within your organization (e.g., new tools, creative approaches that have resonated well with employees and managers, meeting with small groups, equipping managers to lead conversations, equipping values and ethics office/practitioners)?

The roundtable discussions for all staff held this spring have been a catalyst for the Federal Economic Development Agency for Northern Ontario (FedNor). Staff are engaged and see the critical value in maintaining the momentum and ensuring these conversations are evergreen.

Also, managers/directors who participated in the Key Leadership Competencies (KLC) Development Sessions last fall/winter (seven sessions of 90 minutes each) report a better understanding of how their leadership can foster a more cohesive, respectful and engaged work environment.

Question 11

What indicators will be used to measure increased employee awareness of the role of values and ethics in their daily work (e.g., Public Service Employee Survey, pulse surveys, engagement with focus groups)?

The Federal Economic Development Agency for Northern Ontario (FedNor) will be using the following two (2) indicators to measure employee awareness of the role of values and ethics in their daily work: The Public Service Employee Survey as well as a Pulse Survey to take place, which will include a values and ethics component.

Additionally, pulse checks will be done by sector heads with their employees to discuss operations, accomplishments and objectives, which facilitates any discussion or clarifications as it relates to values and ethics. FedNor also holds bi-weekly managers meeting where various subject are brought to light, including values and ethics. Pulse checks currently take place for various concerns the organization may have and would act as an indicator of progress.

Question 12

Will these indicators be disaggregated by identity factors?

• No

Question 13

Is there any additional information that you would like to share regarding your organization’s work on values and ethics (e.g., to advance particular recommendations of the Deputy Ministers’ Task Team on Values and Ethics Report)?

Communication is key for the Federal Economic Development Agency for Northern Ontario (FedNor), or any organization, in creating awareness on values and ethics in the public service.

FedNor is planning various information sessions on accountability, updating and creating tools, documents, procedures and policies to provide clarity for all employees on various topics as it relates to accountability and values and ethics. FedNor is working on providing this information on its intranet, to ensure it is accessible to all.

Also, as part of the organization’s onboarding process, new employees will be provided overarching information and guidance relative to Values and ethics.