Video: New Direction in Staffing - Transcript

Screen 1: New Direction in Staffing – Overview

A merit-based system that is effective, efficient and fair

Audio 1:

Welcome. Let us take a walk through the New Direction in Staffing, a renewed staffing framework for the federal public service.

Screen 2: What is the new direction in staffing?

• Renewed appointment and oversight frameworks
• Effective April 1, 2016
• Designed to simplify staffing

Audio 2:

• The Public Service Commission is implementing renewed staffing policy and oversight frameworks for implementation across the public service.
• A new Appointment Delegation and Accountability Instrument and a new Appointment Policy come into effect on April 1^st, 2016.
• The renewed frameworks simplify staffing, while ensuring that it remains merit-based and non-partisan.
• The frameworks provide organizations with greater scope to customize approaches to staffing for their particular needs, all within the spirit of the Public Service Employment Act.

Screen 3: Why change the appointment framework?

• 2005 Public Service Employment Act – flexible, merit-based staffing system
• After 10 years, the time was right to review the framework supporting the PSEA
• Oversight results indicated that the staffing system is more mature
• Engagement with stakeholders showed that the current approach did not meet evolving needs of diverse organizations

Audio 3:

• The intent of the 2005 Public Service Employment Act was to provide for a flexible, merit-based staffing system.
• After ten years, the time had come to review the appointment framework supporting the Act to see if it reflected the current needs of the public service.
• The Public Service Commission’s oversight results and audits confirmed that the public service staffing system is now mature and ready for change.
• Consultations with stakeholders indicated the need for a modernized approach to staffing. The one-size-fits-all approach did not meet their evolving needs.

Screen 4: New Staffing Framework

Not Changing:

• Public Service Employment Act
• Public Service Employment Regulations
• Public Service Official Languages Exclusion Approval Order and other Orders and Regulations of the PSC

Changing:

• Appointment Delegation and Accountability Instrument (ADAI)
• Appointment Policy
• Oversight Framework

Audio 4:

• So, how has the appointment framework changed?
• First, let us be clear about what has NOT changed.
• There have been no changes to the legislation, Regulations or the Orders of the Commission.
• Changes have been made to the Public Service Commission’s Appointment Delegation and Accountability Instrument, the Appointment Policy and the oversight framework.
• Let us take a look at the key changes.

Screen 5: Key changes: Appointment delegation and accountability Instrument (ADAI)

• More concise: Outlines the terms and conditions of delegation
• Greater Customization - Gives deputy heads more discretion in customizing their organizational staffing systems
• Organizational Staffing System - DHs must establish the requirements for:
  • Area of selection - internal processes
  • Use of advertised and non-advertised processes
  • Articulation of selection decisions

Audio 5:

• The new delegation instrument is shorter and simpler. It briefly outlines the terms and conditions of delegation.
• Deputy heads have more discretion to customize their staffing framework, based on their needs.
• Deputy heads need to establish the requirements for:
  • Area of selection for internal appointment processes;
  • The use of advertised and non-advertised appointment processes; and
  • How sub-delegated persons must articulate their selection decisions.

Screen 6: Key changes: Appointment delegation and accountability Instrument (ADAI)

• Clarifies and centralizes all PSC monitoring and reporting requirements
• Includes investigation-related responsibilities
• New Attestation Form for sub-delegated persons

Audio 6:

• All monitoring and reporting requirements, as well as expectations for investigations are now found in the delegation instrument.
• And finally, sub-delegated persons are now required to sign an Attestation Form to reinforce fundamental accountabilitiespertaining to their sub-delegated appointment authorities.

Screen 7: Key changes: appointment Policy

• Reduced requirements from 12 policies to 1 by:
  • Removing requirements found elsewhere
  • Only retaining requirements where:
    • There is a risk to the integrity of the system without the requirement
    • Uniformity is required to support efficient or effective application
• Provides greater room for managerial judgement and discretion
  • For example, assessment methods for EXs

Audio 7:

• The Policy has been reduced from twelve policies into one, with fewer requirements. This was accomplished in two ways:
• First, by removing requirements that were already found in legislation or Regulations.
• Secondly, by only retaining requirements where there was a risk to the integrity of the system if the requirement was removed or where uniformity was required to support efficient or effective application.
• For example, the requirement to advertise on the jobs-emplois.gc.ca website ensures that all federal job openings are found in one location.
• Fewer policy requirements provide deputy heads with more discretion in how they make appointments. For example, they can now determine the assessment methods for executive appointments.

Screen 8: Key changes: oversight model

• Deputy heads responsible for ongoing monitoring of their staffing systems, based on their organization’s unique context
• Organizational assessment of adherence to requirements, based on organization’s own risks, at a minimum every five years
• Reduced reporting requirements
  • Departmental Staffing Accountability Report no longer required
• PSC focus on system-wide monitoring
  • Renewed Survey of Staffing
  • Government-wide staffing audits

Audio 8:

• In the revised new Oversight Model, organizations assume a more direct role in shaping and monitoring their staffing systems.
• The Public Service Commission will no longer prescribe how monitoring is to be conducted.
• Instead, organizations will be required to do ongoing self-monitoring and provide the Commission an assessment of adherence to requirements, at least every five years.
• Reporting requirements have been reduced. The Departmental Staffing Accountability Report is no longer required.
• The Public Service Commission will focus on system-wide monitoring through a renewed Survey of Staffing and through government-wide staffing audits, alternating every two years.

Screen 9: Implications of these changes

• Culture change required to ensure successful implementation of the new framework
• Shift in some responsibilities
• Change involves:
  • Leveraging the ability to customize their staffing systems, based on unique context and needs
  • Giving space to hiring managers to apply their judgement in staffing processes
  • Re-positioning HR towards more strategic advice and support to achieve intended outcomes

Audio 9:

• These changes require significant culture change in organizations.
• There will be a shift in some of the responsibilities of deputy heads, hiring managers and human resources professionals.
• Deputy heads will have increased scope for customizing their resourcing strategies, based on their unique contexts and needs.
• There will be increased opportunity for managerial discretion and judgement in staffing processes. Sub-delegated managers will be accountable for their decisions.
• Human resources advisors can focus less on rules and more on outcomes, strategic support and trends in their organization and the public service.

Screen 10: We’re here to support you!

Support from the PSC:

• Information to help in key staffing areas
• PSC Staffing Support Advisor
• Web-based information and tools
• Organizational dashboards
• Partnered with CSPS to update curriculum
• Learning events in partnership with CSPS

Audio 10:

• The Public Service Commission is here to support organizations in implementing the revised frameworks.
• Organizations will be provided with additional staffing information to assist them in key areas and will have a dedicated staffing support advisor.
• Information will be available on the Public Service Commission’s website and on GCPedia. This includes a Toolkit to assist organizations with training.
• Organizations will be provided dashboards with hiring and staffing data to assist them with their planning and monitoring.
• And finally, the Public Service Commissionpartnered with the Canada School of Public Service to update their curriculum and to provide targeted learning events to deputy heads, sub-delegated managers and HR professionals.

Screen 11: New Direction in Staffing

• Building tomorrow’s public service today: Modern, impartial and fair
• PSC website
• GCPedia

Audio 11:

• To obtain more information on the New Direction in Staffing, you can consult the PSC website or GCPedia.
• We look forward to your collaboration in implementing this new approach to staffing in your organization.