Questions and answers for human resources specialists: Coronavirus disease (COVID-19)

Recruitment and staffing in the federal public service

The following questions provide human resources specialists with answers on key policy questions about hiring during the pandemic.

The Public Service Commission recognizes that staffing in the context of COVID-19 requires more flexibility to minimize the impact on candidates, human resources professionals and managers. Alternative solutions to address this situation were implemented, and we continue improving our services to support departments and agencies.

More questions may be added as the situation evolves.

New second language tests developed by the Public Service Commission

  • 1. Will the Public Service Commission continue to support departments and agencies carrying out staffing actions during the pandemic?

    Yes. In-person tests in our Halifax testing centre resume on November 17, 2020. Measures are in place to ensure the health and safety of employees and clients.

    While in-person testing is postponed in our other test centres (Montréal, Gatineau, Toronto and Vancouver) until further notice, we continue to support departments and agencies during the COVID-19 situation with the new suite of tests for assessing second language remotely.

    The second language interviews for levels B and C permit candidates to be assessed from their homes. These interviews are available for all types of requests, although priority will continue to be given to departments and agencies staffing positions that are related to the COVID-19 situation or that ensure the effective functioning of the Government of Canada. We have also reintroduced fees for no-shows and late cancellations for all clients, as well as test administration fees for our extended jurisdiction clients only (separate employers). Please refer to our price list.

    Two online unsupervised internet tests to assess written expression and reading comprehension are also available to departments and agencies for new job advertisements posted on GC Jobs. The unsupervised test of written expression for level B or C and the unsupervised test of reading comprehension for level B or C are administered online, without supervision, allowing candidates to be assessed from home. At present, these tests cannot be administered for positions other than those posted on GC Jobs or for testing employees after language training. We continue to make progress on the design of a viable process to access these unsupervised internet tests independently of GC Jobs.

    We also continue to evaluate the feasibility of opening other regions for in-person testing, taking into consideration provincial guidelines, and will keep you informed as to any future developments.

  • 2. In what circumstances can in-person testing be granted for Public Service Commission tests?

    In-person testing at most Public Service Commission test centres has been postponed until further notice. Our Halifax office resumes in-person tests as of November 17, 2020. Measures are in place to ensure the health and safety of employees and clients.

    We have developed second language tests to support departments and agencies during the COVID-19 situation. The second language interviews for levels B and C as well as the unsupervised test of written expression for level B or C and the unsupervised test of reading comprehension for level B or C allow candidates to be assessed from their homes.

    We continue to evaluate the feasibility of opening other regions for in-person testing, taking into consideration provincial guidelines, and will keep you informed as to any future developments.

  • 3. My department has an urgent request for a Public Service Commission Test of Oral Proficiency. How do I make the request?

    The Test of Oral Proficiency is currently unavailable and has been temporarily replaced by the second language interviews for levels B and C. These interviews allow candidates to be assessed from their homes and are available for all types of requests, although priority will continue to be given to departments and agencies staffing positions that are related to the COVID-19 situation or that ensure the effective functioning of the Government of Canada.

    More information on how to schedule a test is available on second language interviews for levels B and C (COVID-19), under the heading “scheduling the test.”

  • 4. A candidate is teleworking. Can they take a Public Service Commission test of oral proficiency over the phone?

    The Public Service Commission has introduced second language interviews for levels B and C to help departments and agencies staff bilingual positions. These interviews are also available for other types of requests, although priority will continue to be given to staffing positions that are related to the COVID-19 situation or that ensure the effective functioning of the Government of Canada. These interviews temporarily replace the second language evaluation Test of Oral Proficiency. The interviews allow candidates to be assessed from their homes.

    Departments and agencies can conduct their own alternative second language assessments as part of the new measures to provide additional flexibility during the pandemic. Advice on alternative methods for second language evaluation is available on our website.

  • 5. Can we use the new second language test results for level C to assess the same candidate for a position requiring level B in the same appointment process?

    Yes. A manager can use the result of a candidate who has obtained level C to assess the level B required for another position within the same appointment process.

  • 6. Can a candidate’s results from the new second language tests for levels B and C be used for an appointment to another similar position from a pool created from the same appointment process?

    A manager has the discretion to use the results of the Public Service Commission’s new second language tests for all appointments (indeterminate, term, acting) from the same pool of candidates aimed at filling positions at the same group and level (or equivalent level), as long as the second language results match the linguistic profile of the position. The results are valid for 1 year.

  • 7. A candidate is assessed using the Public Service Commission (PSC)’s Second Language Interview, and obtains results that don’t meet the linguistic profile of their substantive position. Do they lose their bilingualism bonus?

    Yes, if the incumbent doesn’t meet the linguistic profile of the position, the bilingualism bonus will cease, as it would with the PSC’s second language evaluation supervised tests. For more information, please consult the Bilingualism Bonus Directive.

  • 8. A candidate requires assessment accommodation measures. What do I need to do?

    Human resources representatives should inform the Public Service Commission (PSC) as soon as possible when assessment accommodation measures are required. The process for submitting an accommodation request remains the same as under normal circumstances. For PSC language tests, please submit your request through the Second Language Evaluation-Scheduling System. For all other PSC tests as well as departmental tests (including alternative second language evaluations), please use the Assessment Accommodation Request System. Both of these systems are only accessible on the Government of Canada’s network. When applicable, please indicate “COVID-19 related staffing” or “urgent staffing” in the comments section when submitting your requests.

  • 9. What are the options for the second language evaluation of employees who are completing their language training, for example, as part of a non-imperative appointment?

    To assess oral proficiency following language training for a non-imperative appointment, the new Second Language Interview test can be used. Please note that the result is non-transferable.

    To assess reading comprehension and written expression, the standard PSC second language evaluation tests, valid for 5 years, can be administered in a supervised manner by organizations. These tests must take place in a government office. The new PSC tests for reading comprehension and written expression, available through the GC Jobs website, cannot currently be used, as they are only for job applicants.

    The Personnel Psychology Centre is exploring new services to help organizations with assessments.

Two new measures to provide flexibility for assessing second language

  • 1. Why is the Public Service Commission introducing 2 temporary measures for assessing a candidate’s proficiency in a second language?

    The temporary measures are intended to provide departments and agencies with the flexibility they need to staff bilingual positions during the pandemic.

    Both measures are meant to ensure that merit with regard to official languages and linguistic obligations provided by the Official Languages Act are respected. The deputy head must ensure that their institution is able to continue to communicate and serve Canadians and public servants in both official languages, to supervise bilingual employees in bilingual regions in the official language of their choice and to create a work environment conducive to the use of both official languages.

  • 2. What are the new measures?

    There are 2 temporary measures for all appointments (indeterminate, term, acting) to bilingual positions during the pandemic:

    1. Deputy heads are exempted from the requirement to use PSC’s second language evaluation (SLE) tests when assessing second language proficiency (reading, writing and oral).
    2. Extension of the validity period of expired SLE results for all appointments.
      • For all appointments over 12 months, appointees must have their official language proficiency confirmed through PSC SLE tests within 24 months of the appointment.

    For more information, please consult the Letter to Heads of Human Resources and the amended guiding principles for alternate methods to second language evaluation tests.

    For assistance, please contact your designated staffing support advisor.

  • 3. When do the measures take effect and how long will they be in effect?

    These temporary measures are in effect until March 31, 2021, and amendments to these measures apply to appointments made as of March 24, 2020, that is, since the initial introduction of the measures. Departments and agencies may use the temporary measures to assess candidates until March 31, 2021, and make appointments at a later date. We may decide to review the end date earlier if necessary.

    Note that organizations will be asked to report on the use of these measures. See question 5.

  • 4. Which departments and agencies do the measures apply to?

    These measures apply to departments and agencies whose appointments are made pursuant to the Public Service Employment Act and for which the Public Service Commission has the exclusive authority to make appointment.

  • 5. What are the monitoring and reporting requirements for departments?

    Organizations will need to track and report the following information for both measures:

    • the number of employees appointed or deployed using the 2 measures

    For measure 2, organizations will also need to report on:

    • the number of employees appointed or deployed for a period over 12 months
      • the number of employees who have had their official language proficiency confirmed with the PSC second language evaluation tests within 24 months of the appointment or deployment
      • the number of employees who left the position before the end of the 24-month period; in this case, the results do not need to be confirmed

    For measure 2, organizations will also need to track the following information for 2021-2022: employee name; group and level; appointment or deployment date; period of leave of more than 60 consecutive days (if applicable); and end date of the 24-month period.

  • 6. Is it possible to combine the two measures to assess the second language proficiency?

    Yes, the hiring manager may use the two measures to assess second language proficiency of an individual.

    For example, the hiring manager may decide:

    1. to assess the oral proficiency by using an assessment tool of their choice
    2. to extend the validity period of expired SLE results for the reading comprehension and the written expression test results

    Note that the information on the measures applied must be tracked in this situation for reporting purposes.

  • 7. Do these measures apply to deployments?

    Yes. Both measures and associated conditions also apply to deployments.

  • 8. Do these measures apply for the assessment of persons with a priority entitlement?

    Yes. Both measures apply to appointments of persons with a priority entitlement.

  • 9. Since changes to the requirement to confirm second language results using Public Service Commission tests apply to all appointments made using these measures as of March 24, 2020, how should departments and agencies inform affected employees?

    For all appointments of more than 12 months made with measure 1 or 2 as of March 24, 2020, there is no requirement to use a particular communication method to inform employees affected by the changes. When informing employees, we suggest including the following information:

    If measure 1 was used:

    Due to changes approved by the Public Service Commission, your second official language assessment results used for this appointment no longer need to be confirmed within 12 months of the appointment. Your second language evaluation results are valid for this appointment and cannot be used for other appointments. Other conditions in your letter of offer remain the same.

    If measure 2 was used:

    Your second official language proficiency must be confirmed using Public Service Commission (PSC) second language evaluation tests within 24 months of the beginning of your appointment. The period has been extended from 12 to 24 months because of changes approved by the PSC. Other conditions in your letter of offer remain the same.

  • Measure 1 – Alternatives to Public Service Commission’s second language evaluation tests

  • 10. Can you provide direction on alternative assessment methods for assessing second language proficiency?

    Hiring managers already have the discretion to choose the assessment methods and assess proficiency in the official language required for unilingual positions, and proficiency in the first official language for bilingual positions. The same discretion now applies to alternative methods for second language evaluation testing as long as it respects the Guiding principles for SLE.

    The sub-delegated manager determines the level of proficiency required for the position, and the Treasury Board Qualification Standards in Relation to Official Languages define the levels of proficiency for the second official language. The assessment method used to assess the second official language must produce a “pass/fail” result for the level of proficiency required for the position.

    To support hiring managers with alternative assessment methods, the Public Service Commission (PSC) has developed practical guides and videos for oral proficiency, written expression and reading comprehension tests. These guides include suggestions on how to develop assessment content and how to rate candidates. They also provide sample rating guides that may be used “as is” or adapted to meet the unique needs of each hiring manager.

  • 11. Can we still use the Public Service Commission’s standard second language evaluation tests?

    Yes. The Public Service Commission continues to fill orders for the standard second language evaluation reading and writing tests for departments and agencies that are able to administer the tests themselves in person and in a supervised environment. Most test centres (Montréal, Gatineau, Toronto and Vancouver) for second language evaluation tests of reading comprehension and written expression are currently closed. In-person testing at our Halifax test centre resumes November 17, 2020, with new safety measures in place.

    The Test of Oral Proficiency is currently unavailable due to the COVID-19 pandemic. It’s temporarily being replaced by the second language interviews for levels B and C, which allow candidates to be assessed from their homes. As of July 1, 2020, these interviews are now available to all departments and agencies for all types of requests. Priority will continue to be given to requests needed to staff positions related to the COVID-19 situation or that ensure the effective functioning of the Government of Canada

  • 12. Can the PSC self-assessment tests be used as an alternative SLE assessment methods to the SLE exams?

    No, the questions are not protected and the content of the exams is accessible to the public via the Internet. These are practice tests before taking the official PSC tests and the unofficial results cannot be used in a selection process.

  • Measure 2 – Extension of the validity period for second language evaluation test results

  • 13. How old can the second language evaluation results be?

    Second language evaluation (SLE) results that are more than 5 years old are valid for appointments to a position requiring a proficiency equal to or lower than the person’s SLE test results.

    If the most recent SLE test results no longer reflect the actual competency of the employee and there is a risk that linguistic obligations provided by the Official Languages Act are not respected, sub-delegated managers should consider using alternative SLE methods to confirm the proficiency when appointing the person.

    For all appointments over 12 months, second language results must be confirmed with PSC SLE tests within 24 months of the appointment.

  • 14. How will departments and agencies establish the terms of measure 2?

    For all appointments over 12 months in which measure 2 was used (no longer applies to measure 1), departments and agencies should specify the terms of these measures by including a new clause in the letter of offer as a condition that the employee must agree to for the appointment to be made. The Public Service Commission (PSC) recommends that organizations include the following clause in the letter of offer for this type of appointment:

    • The position requires proficiency in both official languages, English and French, at the above-noted level. Your second language proficiency must be confirmed with PSC-approved SLE tests within 24 months of the appointment. By accepting this offer, you agree to have your second official language proficiency evaluated. If you do not attain the required level of official language proficiency by the end of the 24-month period, you agree to be appointed or deployed to a position for which you meet the merit criteria, including official language proficiency, which is of a similar level and salary as this position.
  • 15. Can a candidate with CBC-level second language evaluation test results that are more than 5 years old be appointed or deployed to a position with a BBB linguistic profile?

    Yes. This person’s SLE test results are deemed to be valid, and because the results are higher than the linguistic profile of the position, the measure applies to them. If applicable, the person would be required to undergo the PSC SLE tests to confirm their results at the BBB level or higher within 24 months of their appointment or deployment.

  • 16. Can the 24-month period to confirm the second language evaluation results be extended for measure 2?

    No. However, leave periods of more than 60 consecutive calendar days are excluded from the 24-month period. As a result, if a person is on leave for more than 60 calendar days, the total number of leave days is not included in the 24-month period.

  • 17. What happens if, after attempting to confirm second language evaluation results, the person does not obtain the level of proficiency required for the bilingual position?

    The person will be able to undergo second language evaluation testing more than once during the 24-month period. If at the end of the 24-month period, the person fails one or more tests, the person will have to be appointed or deployed to a position for which they meet the merit criteria, including official language proficiency.

  • 18. What happens if a person’s appointment of more than 12 months ends before the 24-month period?

    The person’s second language evaluation results do not need to be confirmed if the person’s appointment ends within 24 months.

Other questions related to staffing during the COVID-19 situation

  • 1. What are the staffing options best suited to fill positions that are related to the COVID-19 situation or that ensure the effective functioning of the Government of Canada under the Public Service Employment Act?

    There is a wide range of staffing options that may be appropriate for rapid response, including: hiring casual workers, internal staffing, external term appointments and Interchange Canada. You can also request referrals from the Post-Secondary Recruitment Campaign or student inventories. Visit our web page that outlines recruitment options for managers.

    See questions 3, 4 and 5 for more information about casual hiring, priority clearance and official languages.

    Here are some other considerations to keep in mind:

    • Casual workers are limited to 90 working days, but can be an interim solution in an emergency situation.
    • Internal staffing can allow you to access skills that are already available in the public service.
    • A search within the Public Service Commission’s priority entitlement system may yield qualified candidates, including veterans, who can be appointed quickly. A term appointment does not end a person’s priority entitlement.
    • Term appointments can be made through advertised and non-advertised processes, internally and externally.
    • Deputy heads have discretion in the direction they give on using advertised and non-advertised processes and may update this direction as needed.
    • Non-imperative staffing is not possible when the position is staffed for a specified period (term).
    • External appointments may be made as soon as candidates have been found qualified.
      • For example, it can make sense to hire health professionals at the earliest possible stage rather than wait until all candidates have been assessed.
    • Interchange Canada provides a means to temporarily access skilled candidates who are already employed outside the public service.

    For assistance, please contact your designated staffing support advisor.

  • 2. In situations where it is not possible to produce or sign a letter of offer in the traditional way, can a verbal offer be made?

    No. The Public Service Commission’s Appointment Framework requires that an offer of appointment be made in writing. A verbal offer does not comply with this requirement.

    The form of a written offer is not prescribed in the Public Service Commission’s Appointment Policy or the Public Service Employment Act. As with any appointment, the written offer must be made by a person with sub-delegated authority and set out all the conditions related to the appointment. Information related to the appointment must be documented. In the case of an internal appointment process, the offer is extended once the notification of consideration has been issued, and the waiting period is over. As long as these requirements are met, departments have flexibility to use any written format that is practical in the circumstances. For example, an email is a form of writing, and other forms of electronic signature may also be available in some departments.

  • 3. Can a casual worker be extended beyond 90 working days in one calendar year if they’re working on the COVID-19 response?

    No. The 90-day limit is established in legislation and cannot be waived. If a department needs to extend a casual beyond 90 days for any reason, an advertised or non-advertised term appointment is the appropriate option.

  • 4. Can priority clearance be waived for term appointments related to COVID-19?

    No. Priority clearance is in place to recognize priority entitlements, which are legislative requirements. The Public Service Commission (PSC) is expediting all urgent requests related to the COVID-19 situation or to ensuring the effective functioning of the Government of Canada.

    If your department has urgent staffing needs related to the COVID-19 situation or that ensure the effective functioning of the Government of Canada, contact the PSC's Priorities Entitlements Activities Directorate at cfp.ap-info-pa.psc@canada.ca.

  • 5. If there’s an urgent need to staff a bilingual position, could official languages be removed from merit or assessed later?

    No. The legislation sets out that official languages are an essential qualification; there is no means to waive the qualification, or to treat it as an asset. A hiring department has considerable discretion to establish essential qualifications that are appropriate for each position to be staffed.

    If a person to be hired in an emergency does not have valid second language evaluation results demonstrating that they meet the language requirements, the department can appoint the person to another position for which they are qualified.

  • 6. Will the Public Service Resourcing System remain fully operational during the COVID-19 situation?

    For the time being, the Public Service Resourcing System remains functional. We continue to provide support to users of the system, as well as the public. There may, however, be a delay in processing requests. The Public Service Commission is committed to responding to requests as soon as possible, given these exceptional circumstances.

  • 7. How is second language evaluation testing done during the pandemic?

    For information, please consult the Letter to Heads of Human Resources, as well as advice on alternative methods for second language evaluation and second language tests that permit candidates to be assessed from their homes.

    Our Halifax office resumes in-person tests of written expression and reading comprehension as of November 17, 2020. Measures are in place to ensure the health and safety of employees and clients.

    We continue to evaluate the feasibility of opening other regions for in-person testing, taking into consideration provincial guidelines, and will keep you informed as to any future developments.

    For assistance, please contact your designated staffing support advisor.

  • 8. Will the Public Service Resourcing System remain fully operational during the COVID-19 situation?

    For information, please consult the Letter to Heads of Human Resources, as well as advice on alternative methods for second language evaluation and second language tests that permit candidates to be assessed from their homes.

    Our Halifax office resumes in-person tests of written expression and reading comprehension as of November 17, 2020. Measures are in place to ensure the health and safety of employees and clients.

    We continue to evaluate the feasibility of opening other regions for in-person testing, taking into consideration provincial guidelines, and will keep you informed as to any future developments.

    For assistance, please contact your designated staffing support advisor.

  • 9. Are students still being hired?

    Hiring managers can still submit requests for student referrals for the following programs:

    The Public Service Commission remains available by email to process these requests.

    Visit our GCpedia page (accessible only on the Government of Canada network) or our recruitment options for managers web page for more information.

  • 10. Is rehiring students possible?

    Yes. Those originally hired through the Federal Student Work Experience Program, the Post-Secondary Co-op/Internship Program or the Research Affiliate Program can be rehired as students.

  • 11. What are the benefits of rehiring a student?

    First, they can offer quick access to high-demand skill sets in areas such as public health, technology and data analytics, thus supporting our response to this crisis and our recovery.

    Second, they likely already have a valid security status.

    Third, they may already be equipped to work.

    Fourth, they are likely already onboarded and familiar with our processes.

  • 12. Is the process for rehiring a student still the same?

    Yes, but it has been streamlined: students who don’t have access to registration information may attest to their intention to return to full-time studies in the next semester (contact your human resources advisor to obtain the template).

  • 13. What is the process for rehiring a student?
    • Provide your human resources advisor with the following information on the student:
      • Personal Record Identifier (PRI)
      • one of the following documents as proof of eligibility for the student recruitment program
        • an attestation by the student (contact your human resources advisor to obtain the template)
        • a confirmation of full-time studies (schedule or transcript, for example)
        • proof of returning to full-time studies in the next semester (schedule or letter, for example)
      • date of birth for security status verification
      • previous letter of offer confirming the student has been part of one of the recognized student recruitment programs
  • 14. Is it possible to hire a new student?

    Yes. The Public Service Commission has more than 54 000 students from across Canada available for referral in its inventories, including more than 1 500 Indigenous students and nearly 2 400 students with disabilities.

  • 15. Is the process for hiring a new student still the same?

    Yes, but it has been streamlined: students who don’t have access to registration information may attest to their intention to return to full-time studies in the next semester (contact your human resources advisor to obtain the template).

  • 16. What are the steps to hire a new student?
    1. Complete and submit a request for students and select the employment equity group(s) of interest, if applicable. When you make this request, the Public Service Commission will forward the necessary security screening forms along with referrals. Your human resources advisor can help you with this step.
    2. Review referrals received by email and match students to your job. Referrals are usually sent by the Public Service Commission within 48 hours.
    3. Confirm that the student is eligible for the student recruitment program or other placement (such as co-op).
    4. Provide your human resources advisor with the following information on the student:
      • curriculum vitae
      • Social Insurance Number (SIN)
      • completed security screening application and consent form
      • proof of eligibility to the student recruitment program through one of the following
        • an attestation by the student (contact your human resources advisor to obtain a copy of the template)
        • a confirmation of full-time studies (such as a schedule or transcript)
        • proof of returning to full-time studies in the next semester (such as a schedule or letter)
      • proof of citizenship
    5. Notify the Public Service Commission of the results of your hiring and the rationale for not selecting other students.
  • 17. Is it possible to target students with specializations?

    Yes. The Public Service Commission has targeted inventories of students with specializations in security and financial analysis.

    When submitting a request, select “Security specialist – Student Employment Opportunity - Summer/Fall 2020” or “Student Financial Analyst - Summer 2020,” as the case may be, from the drop-down “Which inventory would you like to search for students?”

  • 18. Is it possible to target Indigenous students and students with a disability?

    Yes. When submitting a request, click “Aboriginal person” (for Indigenous students) and/or “person with a disability,” as the case may be, in the section on Employment Equity.

    If you do hire a student who is referred through such a request, send their professional contact information to cfp.pfete-fswep.psc@canada.ca to ensure they receive support as well as notifications about relevant activities.

  • 19. Is it possible to hire bilingual students?

    Yes. Many bilingual students are available across the country. When submitting a request, select “Bilingual – English and French” from the drop-down “What working ability should the student have in Canada’s official languages?”

  • 20. Is it possible to hire students for work in the regions?

    Yes. Many students are available to work across the country. When submitting a request, select the province or territory from the drop-downs under “Where is the job located?”

  • 21. Is it possible to hire students on a part-time basis?

    Yes. Many students are looking for and interested in part-time work. When submitting a request, select “Part-time” from the drop-down “Is the job full-time or part-time?”

  • 22. Can I still access qualified Post-Secondary Recruitment and/or Recruitment of Policy Leaders candidates?

    We remain available to process requests for candidate referrals from existing Post-Secondary Recruitment or Recruitment of Policy Leaders inventories. We can also provide you with additional support to accelerate the process (for example, screening résumés, or verifying candidate interest) if required.

    Visit our GCpedia page (accessible only on the Government of Canada network) or our recruitment options for managers web page for more information.

  • 23. When will the call for internship proposals for the second year of the Federal Internship Program for Canadians with Disabilities be launched?

    The President of the Public Service Commission extended an invitation to deputy heads to participate in the program on August 5, 2020. Confirmation of commitment to participate in the program and internship details are to be provided by September 14, 2020. More details can be found on GCconnex.

  • 24. Can offers of appointment be made and accepted by email?

    Neither the Public Service Employment Act nor the Public Service Commission’s Appointment Policy specify what format the offer of appointment or the signature must take. The department or agency can therefore choose the mechanism that best meets their needs, including making and accepting the offer by email. The department or agency need to ensure the offer is made in writing, by a delegated or sub-delegated person, and that it sets out all the conditions of the appointment.

  • 25. Can we use conditional offers to ensure someone can start now and meet the condition(s) later?

    Candidates must meet the qualifications of the position and all other conditions before they can be appointed and start work. Conditional job offers are subject to the same legal and policy requirements as any offer of appointment.

    For more information, please consult our web page on conditional job offers.

  • 26. I have a question that is not addressed here. Who can I contact?

    You can contact us by filling out a Questions and Comments Form.

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