ARCHIVED - 2012-2013 Assessment of Departmental Staffing (12-20)

2012-10-01

I am writing to inform you of the Public Service Commission’s (PSC) approach for assessing organizational staffing performance, under the Public Service Employment Act (PSEA), for fiscal year 2012-2013.

As you know, the PSC is conducting a review of the existing Staffing Management Accountability Framework (SMAF) and related Departmental Staffing Accountability Report (DSAR) used to assess departmental staffing performance.

As part of this review, we have undertaken extensive consultations with key stakeholders from across the government. Our goal is to streamline the SMAF, make it more useful for deputy heads and organizations as an internal management tool, and reduce the reporting burden. We aim to have a new SMAF for 2013-2014.

In the interim, organizations will be asked to report this year on five indicators (see attachment). This should enable organizations to focus on:

• workforce adjustment following Budget 2012;
• making progress in areas identified in previous PSC feedback; and,
• working with the PSC to prepare for a new SMAF in 2013-2014.

The following five areas will be evaluated:

• progress on previous PSC feedback (e.g., audits, SMAF assessments);
• official languages exclusion orders;
• investigations into staffing;
• political activities; and,
• respect for priority entitlements.

The performance measures for the first four indicators will be the same as last year. The measures for the respect for priority entitlements will be enhanced given the importance of the placement of persons with a priority appointment following Budget 2012.

To assist you in meeting requirements for the transition year, we will provide you with additional information shortly, including the assessment guidelines, the DSAR template and a statistical package as we have done in previous years.

Each organization will be asked for a management representation statement to attest to the accuracy of its report and its commitment to merit, non-partisanship and the PSEA’s core and guiding values.

I would like to encourage your organization to contact the PSC analyst assigned to your organization who is available to provide feedback on staffing performance, advice and guidance on your staffing framework, and to share best practices in other organizations. Please engage their help and support as the PSC wishes to work collaboratively with departments and agencies to support strong performance in the management of staffing.

Your DSAR, including the management representation statement, will be required by Friday, February 22, 2013.

I appreciate your continued commitment to helping us ensure the integrity of the appointment process in the public service.

Anne-Marie Robinson