Civilian Review and Complaints Commission for the Royal Canadian Mounted Police

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?

As a small agency, the Civilian Review and Complaints Commission (CRCC) for the Royal Canadian Mounted Police (RCMP) has an agency-wide values and ethics training plan.

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 CRCC has an agency-wide training plan for all employees that includes values and ethics training. It leverages the available training on the Canada School of Public Service (CSPS) to meet this requirement.

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?

A committee drawn from staff in all units has been established to review the Code of Conduct. This committee will provide its recommendations for changes to the Code of Conduct. These recommendations will be reviewed by senior management. Consultation with the unions will then occur. We envision a period of a year to complete this work. 

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.

An internal committee has been established to review the current CRCC Code of Conduct. As part of its review, the committee will leverage the recommendations and observations of the Deputy Ministers’ Task Team on Values and Ethics Report to the Clerk of the Privy Council. Additionally, direction has been provided to engage partners, including key external partners in the review and redevelopment of the Code of Conduct.

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
• Inclusion in employees’ performance and talent management cycle discussions

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

N/A

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
• Incorporated in employees’ professional development and mandatory learning plans

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

As part of the onboarding process, all new employees have a meeting and discussion with their supervisors/managers to review the CRCC Code of Conduct. Employees agree in writing to the Code after the discussion.

Mandatory training for all employees includes courses offered by the Canada School of Public Service.

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?

In progress.

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)?

Being reviewed pending the updated Code of Conduct.

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)?

Training is under review.

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)?

Public Service Employee Survey.

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)?

Consideration should be given to professional codes of conduct that exist for different occupations (e.g. legal counsel).