Library and Archives Canada

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?

• Yes

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

N/A

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?

• No, my organization has determined that its code of conduct does not require any updates.

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.

Library and Archives Canada's (LAC) code of conduct, last updated in 2019, is aligned with the Values and Ethics Code for the Public Sector. It reflects organizational values ​​in terms of values, ethics and conduct at LAC.

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
• 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)
• Inclusion in employees’ performance and talent management cycle discussions

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

LAC offered Civility in the Workplace sessions to all its staff. In total, six sessions were held with employees and eight workshops were held with supervisors and managers.

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

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

Messages are regularly communicated to employees to raise awareness of the importance of public service values and ethics. Also, work agreements, which must be completed by all employees annually, include a reminder of the Public Service Values and Ethics Code, as well as LAC’s code of conduct. In addition, when setting employee performance objectives at the beginning of the year, managers and employees are required to hold a discussion on values and ethics.

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?

New issues related to the workplace environment and new technologies, as well as intergenerational differences.

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)?

These themes will be addressed in assorted ways and through various initiatives over the course of fiscal year 2024-2025.

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)?

A focused dialogue with the extended management team, including all the organization's executives, encouraged an open discussion with the community on values and ethics and invited them to continue this discussion with their management teams. In addition, the sessions on Civility in the Workplace offered to employees and managers were very successful. In total, nearly 600 employees participated, representing more than half of LAC’s workforce.

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)?

• Percentage of LAC employees who have completed and passed the mandatory Values and Ethics Foundations for Employees training (FON301).
• Percentage of LAC managers who have completed and passed the mandatory Values and Ethics Foundations for Managers training (FON302).
• Use of the Public Service Employee Survey results.
• Number of people who participated in values and ethics awareness activities at LAC.

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)?

N/A