Veterans Review and Appeal Board

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?

The number of permanent staff at the Veterans Review and Appeal Board (VRAB or the Board) is approximately 125, and the Board is part of the Veterans Affairs portfolio.

Accordingly, while some of VRAB’s work around department-specific values and ethics training plans is specific to the Board (e.g., as part of VRAB onboarding, employees must complete the “Values and Ethics Foundations for Employees” course, as well as the “Preventing Harassment and Violence in the Workplace for Employees” course, offered by the Canada School of Public Service [CSPS]), a significant amount of VRAB’s work is taking place in collaboration with Veterans Affairs Canada (VAC). The final VAC values and ethics training plan is expected to be developed in Fall 2024; VRAB will use the VAC training plain to inform a Board-specific training plan, also in Fall 2024.

While not department-specific, VRAB plans to incorporate into its onboarding program the following tools from the dedicated Values and Ethics learning path on the Canada School of Public Service learning platform:

• Values Alive: Discussion guide to the Values and Ethics Code for the Public Sector from the Office of the Chief Human Resource Officer (OCHRO)
• Video entitled “Building a Strong Public Sector Through Values and Ethics”
• Video entitled “Navigating Social Media as a Public Servant”

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 target time frame for implementing a department-specific Values and Ethics training plan is December 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?

VRAB has completed the review of its code of conduct.

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.

Updates to responsible offices of primary interest and processes, and the addition of a section on Artificial Intelligence, and updates around the use of Social Media.

Training sessions/workshops on VRAB’s updated code of conduct will be offered to all staff.

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?

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

In 2024, all Veterans Review and Appeal Board staff participated in Civility in the Workplace training. Furthermore, all Board staff were encouraged to attend the first event in the portfolio Values and Ethics Speaker Series, a panel discussion entitled “Values as our North Star” featuring insights from three Veterans Affairs Canada executives, including the department’s new Values and Ethics Champion, the Champion of 2SLGBTQIA+ communities, and the Champion of Racialized Employees

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.

Values and ethics is part of the onboarding program for new staff. Annually, the code of conduct is reviewed by all staff and recorded as part of each employee’s performance management review.

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?

Reporting relationships, social media, and emerging technologies.

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)?

• Discussions at the management level to resolve specific issues
• Encourage staff to attend events specific to the topic
• Updated Code of Conduct content

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 Board held in-person, small group, Civility in the Workplace sessions for all staff, to help enhance understanding and to encourage discussion and generate solutions for our teams. 

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)?

VRAB Pulse Survey, Public Service Employee Survey

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)?

N/A