Canadian Nuclear Safety Commission

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?

• Yes

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?

N/A

Question 2

Has your organization fully implemented department-specific training plans?

• No

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

The Canadian Nuclear Safety Commission (CNSC or the Commission) is introducing sessions for new employees, to be held on a quarterly basis starting September 2024

Part II. Codes of conduct

Question 3

Has your organization reviewed its code of conduct?

• Yes, my organization has reviewed 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?

N/A

Question 5

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

• Yes, my organization updated 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.

In June 2023, the Commission Registry formalized and updated the Code of Conduct for Commission Members. The goal was to clarify expected behaviours, and support Commission Members in ensuring their actions are above reproach and embody the CNSC’s core values while fostering a supportive and collaborative environment of trust.

In November 2023, the CNSC Conflict of Interest Policy was updated and expanded, to highlight the importance of maintaining Canadians’ trust in the CNSC as an independent regulator, by keeping relationships and behaviours professional and avoiding any real, apparent or potential conflicts of interest. Updates also included expanding the section on preferential treatment to include interpersonal relationships and defining the responsibilities of designated positions. Following the policy update, the annual conflict of interest declaration process was modernized using MS365 tools for completion and tracking; this was expanded to include an annual Values and Ethics (V&E) sign-off. This policy update was also followed by facilitated outreach sessions. 

In December 2023, a new CNSC Inspector Objectivity Policy was introduced and establishes practices and formalizes the policy elements for ensuring the highest level of objectivity by CNSC inspectors in conducting their duties. As well as being presented to the inspector community when introduced, the policy content is now an element of the mandatory Inspection Fundamentals Course for inspectors. 

In 2020-21, the CNSC modernized and updated its 2012 Code of Values and Ethics. The approach to this update of Values and Ethics Code included broad internal consultation over 3 months through in-person meetings or written submission opportunities provided to all staff. This update streamlined the code, reinforced the commitment to the CNSC’s safety culture and contributes to an inclusive an innovative work environment. On March 7, 2021, the Executive Team launched the new Values and Ethics Code at a well-attended virtual all staff Town Hall with an armchair discussion on V&E where all senior members answered questions and shared insights. Following this launch, V&E staff held 35 awareness sessions at directorate and divisional levels to address any questions staff had regarding the new code, its application and the V&E support function.

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 for specific functional areas (e.g., operations, finance, communications, policy, human resources)
• Focused engagement sessions on specific topics (e.g., conflicts of interest, social media, emerging technologies)
• Engagement sessions with equity groups, employee groups, networks and communities
• Inclusion in employees’ performance and talent management cycle discussions
• Specific values and ethics communications campaigns

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

The Values and Ethics team presents an annual report on V&E to the Executive team. Please see the response to question 7 for details on engagement activities.

In addition, the CNSC has numerous safe spaces and mechanisms for employees to initiate conversations, raise concerns or ask for guidance. The employee’s supervisor is typically the first point of contact for addressing concerns. The safe spaces include the Office of the Ombuds for Small Departments and Agencies, the Internal Conflict Management System coordinator, the Senior Officer, and the V&E Senior Advisor. In addition, mechanisms include union representatives, labour relations, Association of Professional Executives of the Public Service of Canada, the Workplace Harassment and Violence Prevention support team, the Employee Assistance Program, the Occupational Health and Safety coordinator, and three mechanisms to support scientific integrity in a regulatory environment.

As an independent, science-based regulator, ensuring the highest standards of rigor and integrity is essential for demonstrating staff competence and building trust with stakeholders. The CNSC Policy on Science in a Regulatory Environment, introduced in 2017, responded in part to the Government of Canada direction regarding Scientific Integrity. This resulted in a suite of related policies to provide a practical framework, including the Open Door Policy, Non-Concurrence Process, Differences of Professional Opinion Process and a Process for Publishing and Posting of Technical Papers or Journal Articles. Collectively, these tools are intended to demonstrate to the public and to our own staff that the CNSC is committed to evidence based processes and there exist efficient and effective mechanisms for resolution of different interpretations of science. They also serve to strengthen the professional development of staff and nurture an environment where open and transparent discussion of scientific ideas can take place freely from operational pressures and biases that may act against safety. It is thus a critical component of the CNSC’s safety culture and efforts to build trust and are integrated with the V&E of the organization.

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?

• Included as part of the onboarding process for new employees

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

Annually, the Values and Ethics team selects a theme, based on an organizational risk that needs attention, to deliver an outreach program with facilitated discussions on how the issue could impact an employee’s day-to-day work, along with other potential challenges and the need to take accountability for one’s behaviours/actions. These awareness sessions are held with each directorate and/or division. In addition to providing an opportunity for staff to share real experiences, case studies are prepared in advance for staff to apply the theory to “what if” scenarios. 

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?

The themes that have emerged from conversations with employees include: social media; double standard of applying the code; conflicts of interest regarding post-employment; external employment; memberships; ability to raise concerns and questions in an anonymous manner in town halls; and the protocol for having cameras on or off.

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)?

The annual V&E outreach program selects a theme based on the types of questions and themes raised through various mechanisms and current relevant activities, supporting the priorities at the CNSC. In 2023-24, outreach on conflict of interest supported the priority to strengthen and demonstrate trust in independent regulatory decision making.

The CNSC Values and Ethics Code highlights Respect, Integrity, Service, Excellence, Responsibility and Safety. These values, themes raised, and the priorities of the organization are used to develop articles for our internal monthly newsletter, V&E moments for town halls, topics for roundtables with staff and management, and content for speakers at open learning sessions. These activities support transparency, open communication and a science-based approach, embraced by the organization.

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)?

Annual outreach at a divisional level creates meaningful discussions and follow-up inquiries after the sessions. In 2023-24, the topic was “What is a real, potential or apparent conflict of interest?” In 2022-23, the topic was “Respect in the Workplace”. These discussions were very successful as situations and experiences relevant to employee’s work are shared and appropriate actions are considered as a group.

V&E staff have created an easy-to-use 1-page visual tool detailing the context and contact information for each of the mechanisms that are available to CNSC staff, to resolve issues. This tool has been well received and utilized.

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 indicators considered are the Public Service Employee Survey, Pulse surveys, exit surveys, and annual outreach sessions by divisions and directorates. In addition, the use of the Ombuds Service, the Internal Conflict Management System, and internal V&E support services are monitored and reported on.

Question 12

Will these indicators be disaggregated by identity factors?

• Yes

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)?

The CNSC is committed to its existing codes and practices and to broadening the conversation and expanding training on values and ethics, in support of its mandate with its goal of being one of the best regulators in the world.