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?

• 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?

The Royal Canadian Mounted Police (RCMP) has developed an Ethics training for employees of all categories and ranks. Values & ethics (V&E) have also been imbedded in specialized training such as the Cadet Training Program.

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?

• 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?

The RCMP Public Service Employee Code of Conduct is currently under review and expected to be finalized within 12 months. The RCMP member Conduct Measures guide is also under review and should be completed by summer 2024.

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 RCMP member conduct regime is being modernized to keep pace with society's evolving standards, to ensure that conduct measures meet modern expectations of fairness, transparency and effectiveness. This work supports other RCMP modernization initiatives related to culture change.

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)
• Engagement sessions with equity groups, employee groups, networks and communities
• Specific values and ethics communications campaigns

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

Discussions on the Public Service V&E were included in the implementation of the RCMP’s renewed core values in 2023, through presentations that continue to be delivered today. The RCMP V&E team is collaborating with the Pride Network Committee and Culture Change Working Group, among others, and opportunities to further embed ethical behaviours may be put into action through scenario-based discussions. For the RCMP’s 150th year, employees were provided with a memento, commensurate with their respective core value efforts. The RCMP V&E team is also in the process of developing a communication strategy to be supported by two newly appointed RCMP V&E champions.

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
• Integrated in career succession planning (e.g., supervisor, manager, director)

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

The annual assessment tools for all RCMP employees require discussions be held between supervisors and employees: tools are being prepared to assist managers in their support of core value-led behaviours discussions. In its modernization efforts, the RCMP has recognized the necessity to place the core values at the forefront of its activities: national messaging regularly emphasizes the importance of these in service delivery.

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?

RCMP national messaging on V&E has increased employee awareness and resulted in an increase of conflict of interest-related inquiries, mainly in contexts of outside employment/activity. In delivering V&E training and presentations, the V&E team has noted an increase in social media usage-related discussions and requests for concrete examples of ethical and core values-related behaviours.

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)?

Training plans are being adjusted to include updated scenarios and content. The V&E team has identified several initiatives, to be undertaken through 2026, to increase visibility and usability of V&E concepts in daily work activities.

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)?

Scenario-based discussions, offered through Ethical training, have been instrumental in adding significant value to conversations.

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)?

Employee awareness is best measured through surveys.

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