Office of the Commissioner of Lobbying

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?

• 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.

The Office of the Commissioner of Lobbying (OCL) updated its Values and Ethics Code (the Code) by making small changes to align with the emerging context. In addition, details were added to clarify expected behaviours. 

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

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

Dedicated discussions at executive and management committee meetings

Discussions have been held during Executive Management Committee meetings to share that the Code was under review. Updates to the Code were shared and discussed with members of the Executive Management Committee.

The Commissioner also updates her Audit and Evaluation Committee once a year on activities and training related to awareness and education on the OCL Values and Ethics Code.

All-staff engagements (e.g., town halls)

In 2023-2024, the OCL held two sessions with all employees to discuss the OCL Values and Ethics Code. During these sessions, staff had the occasion to share their experience and ask questions about specific subjects related to Values and Ethics.

Inclusion in employees’ performance and talent management cycle discussions

All employees of the OCL have the following work objective in their performance agreement:

“Contribute to promoting an exceptional and respectful work environment in which career advancement is encouraged, mental health and official languages are valued, and the organizational code of values and ethics is respected.”

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.

Included as part of the onboarding process for new employees

Every letter of offer sent to new employees contains information about the Public Service Values and Ethics Code as well as the OCL Values and Ethics Code. New employees are encouraged to read carefully both Codes upon their arrival. Managers of new team members ensure they don’t have any questions on the Code and will go over them as required.

The OCL also hold frequent mandatory information sessions on Values and Ethics.

Incorporated in employees’ professional development and mandatory learning plans

Every OCL employee has to complete mandatory trainings on values and ethics from the Canada School of Public Service (CSPS). They also must attend mandatory sessions 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?

Emerging themes include the use of social media, the hybrid model and emerging technology such as artificial intelligence. 

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)?

We will adjust the discussions for the mandatory sessions to be held in 2024-2025 to focus on the emerging themes indicated above. 

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 mandatory sessions have been successful in fostering conversations between employees of the organization. 

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 OCL will be using the answers to the Public Service Employee Survey has an indicator to measure employee’s awareness on values and ethics. 

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)?

Related to question 12: The disaggregated answers to the Public Service Employment Survey are generally not provided for the OCL has we are a micro-organization of only 37 full time equivalents. Providing this information could result in a breach of privacy.