Priority entitlements toolkit for managers and human resources specialists

Overview

Go to the Priority entitlement is registered section

Go to the Ongoing home organization support section

Go to the Person with a priority entitlement looks for a new job section

Go to the Organizations use the priority talent pool and hire a qualified person with a priority entitlement section

1. Life event

As an employer, you help your employees learn and grow. Throughout an individual’s career, many life events occur, sometimes leading to a priority entitlement. For example:

a member of the Canadian Armed Forces is medically released in relation to their service; they are ready and able to take on a new challenge (Canadian Armed Forces members medically released for reasons attributable to service)
a unit in your organization is restructured and your employee’s position will be abolished (surplus employees)
an employee requests leave; while they are on leave, their position is staffed on a permanent basis (leave of absence returnees or leave of absence replacements)
an employee with a time-limited surplus entitlement has not yet found a new permanent position; they now have one final year to secure a position (persons laid off)
an employee has been on leave for medical reasons and is now ready to return to work, but they can no longer do the same work (employees who become disabled)
a member of the Canadian Armed Forces is medically released (for reasons unrelated to their service); they are ready and able to take on a new challenge (Canadian Armed Forces members released for reasons not attributable to service)
an RCMP member is discharged for medical reasons; they are ready and able to take on a new challenge (RCMP members discharged for medical reasons)
an employee’s spouse or common-law partner has accepted a position in another city and they are relocating (relocation of spouse or common-law partners)
an employee with a priority entitlement has secured a new permanent position at a lower level (reinstatements to original level)
an employee, Canadian Armed Forces or RCMP member lost their life in performing their duties and their spouse or common-law partner is looking for a position within the federal government (Surviving spouse or common-law partners)

When certain conditions are met, a priority entitlement is triggered. As an employer, you need to recognize situations that can lead to an entitlement and promptly inform your employees.

2. Priority entitlement is registered

Individuals, unions, managers and HR professionals work together to ensure that as soon as the priority entitlement is triggered, with the consent of the person with a priority entitlement, they are registered in the Priority Information Management System.

The start dates and length of the various priority entitlements are set by the Public Service Employment Act and the Public Service Employment Regulations, and cannot be altered by organizations or by the Public Service Commission.

To register a person in the system and to ensure that all parties are well informed, persons with a priority entitlement, managers and HR professionals need to know:

the type of priority entitlement
the documentation required to register the priority entitlement
the start and end date of the priority entitlement period
if the person is currently available to be considered for job opportunities
whether the person would be interested in term positions while looking for a permanent position
the plan to address existing learning and development gaps and concerns while the person is actively looking for work
current contact information for the person, the manager and the HR professional in the home organization

As well, if the priority entitlement is related to a workforce adjustment exercise, you’ll need to ensure that the person with a priority entitlement has employer-related guidance and resources.

3. Ongoing home organization support

Persons with a priority entitlement will benefit from your active support before, during and at the end of their priority entitlement. As they search for a new position, they will be representing your organization.

At the beginning of the priority entitlement

a) Ensure that the person with a priority entitlement has:

access to view government job opportunities (GC Jobs) and knows how to set up email alerts
contact information for the person who can support them for all their priority entitlement-related questions or concerns
a good understanding of résumé writing, cover letters and interview skills; if they need support, know what you or the organization can do to help, and the resources they can access
valid and up-to-date second language evaluation results

b) Ensure that the person with a priority entitlement knows:

that most communication will be by email and the importance of maintaining up-to-date contact information
the different tools and systems to help identify jobs (Priority Information Management System, Priority Portal, GC Jobs, GCconnex, networking)
the importance of updating their availability for job opportunity notifications; if they are not currently available, they are to confirm a future date, if known, and indicate that they are unavailable until then
that they can update their availability to receive job opportunity notifications at any time through the priority portal
that if they meet the essential qualifications and conditions of employment for the position, they have a right to be appointed ahead of regular candidates
that the priority entitlement does not guarantee them a position; they will be assessed to determine if they meet the essential qualifications and conditions for the position
that assessments may include screening questions, résumé, cover letter, exam, interview, reference check, security check and medical examination
that they can ask for accommodation measures in assessments, if needed
how much information they need to share about any functional limitations
that their priority status may be affected if they refuse a reasonable job offer
that any leave taken and accommodation requirements need to be discussed with their home organization

c) Encourage the person with a priority entitlement to:

add CFP.AdminPriorite-ProrityAdmin.PSC@cfp-psc.gc.ca and CFP.NePasRepondre-Pri-DoNotReply.PSC@cfp-p.psc.gc.ca to their email address book
add Information on Priority Entitlements to their favourites to quickly access entitlement information and best practices
attend the PSC Orientation for Persons with a Priority Entitlement
read these documents:
view the priority entitlements video gallery

Support persons with a priority entitlement throughout the process

Once the priority entitlement is activated, it is important to continue to support the person with a priority entitlement and to check in with them regularly. Whether they are your employee or a member of the Canadian Armed Forces or the RCMP, or a surviving spouse, they fall within your organization’s priority entitlement responsibilities. They receive a lot of information at the beginning of their entitlement, and may need your support to put everything into practice.

Tips for supporting persons with a priority entitlement

Keep an eye out for opportunities within the organization, including temporary ones that can provide useful and new experiences
Inform them when an organizational contact is changing and providing them the new contact information
If they request new leave, confirm the new priority entitlement end date, if applicable
Ask them to discuss any plans to resign or retire; explain any impacts the plans could have on their priority entitlement
Ask them to keep you informed of any challenges they may have in their assessment, so you can help them or direct them to available resources, for example, preparing their résumés or cover letters, or for exams and interviews etc.
Advise them if their position is going to be permanently backfilled and explain what that means for them
Encourage them to widen their job search by looking at a variety of groups, levels and locations, and to self-refer to term and indeterminate opportunities, including promotions
Let them know that, before they sign a letter of offer, they can contact their home organization to discuss potential impacts to their priority entitlement

Near the end of the priority entitlement (at least 3 months before the end)

Check in to see if they have any questions
Remind them about the end date of their entitlement
Discuss any leave extension options or backfill plans
Discuss any retirement or resignation plans
Ask about any possible job offers
Remind them of any impacts regarding the end of the entitlement (including any effect on their employment status)

4. Person with a priority entitlement looks for a new job

Once the person with a priority entitlement has been registered and their entitlement is activated in the Priority Information Management System, they will be identified for jobs that fit their priority profile. Hiring organizations will appoint them in priority to others, if they meet the essential qualifications and conditions of employment.

Home organizations should continue to provide active support during this time to their own persons with a priority entitlement so that they are prepared, which may increase the likelihood that will be found qualified. Home organizations can:

remind them to promptly show interest when job opportunities are available
take initiative and present themselves to hiring managers (self-refer) for jobs that they may be interested in, so that they can be considered
provide them guidance and share resources for cover letter and résumé writing for federal government jobs, to improve their job searches and applications
ensure they are aware of the roles and responsibilities of both the home and hiring organization personnel; the Priority Administration Directive is a useful resource
ensure that they know their roles and responsibilities as detailed in the Maximizing my priority entitlement guide

5. Organizations use the priority talent pool and hire a qualified person with a priority entitlement

When organizations have job openings, the priority talent pool should be their first stop.

Tapping into the priority talent pool will not only save time, it will also fulfill the corporate and social responsibilities we have, as public servants, to hire people who have served our country or had a life event that forced them to look for a new job.

Reasons for hiring persons with a priority entitlement

Many persons with a priority entitlement are public servants who bring a wealth of experience, knowledge, skills, new ideas and fresh perspectives. Medically released Canadian Armed Forces members and those discharged for medical reasons from the RCMP have transferable skills, and they can be a tremendous asset to your immediate team and your organization as a whole.

Hiring a person with a priority entitlement can be a quick hiring solution; they only need to meet the essential qualifications and conditions of employment for the position. Many also have valid second language evaluation results and valid security clearances.

Unlike internal appointments, a priority appointment does not need a notification of consideration, a notification of appointment or a proposed appointment. Considering and hiring persons with a priority entitlement supports timely staffing of vacant positions.

Hire a qualified person with a priority entitlement and enrich your team today!

Priority talent pool

Did you know?

The priority talent pool can help you fill a position quickly.

The individuals in the priority talent pool:

have a wealth of experience, skills and abilities
can occupy positions ranging from entry-level to executive
often have valid language results and security clearances
can contribute to building a diverse and inclusive workforce

No need to advertise your job! The priority talent pool is the quick solution to your hiring needs.

It’s simple: Contact your department’s or agency’s human resources team today to get access to persons with a priority entitlement.

For more information, visit the Priority Entitlements Program web page.

Persons with a priority entitlement

Hear from persons with a priority entitlement!

Transcript

Unexpected life changes can impact our personal and work lives. They can affect us, our loved ones, our friends and our co-workers. When life changes lead to job loss, priority entitlements are there to help us find new work.

Meet some of the people in the priority talent pool:

Hi, I’m Angela. I have had a priority status 3 times. I was declared surplus twice during my time at the Royal Canadian Mounted Police (RCMP) due to budget cuts. It was stressful trying to find a new job so I could continue my career in the public service. The third time, my husband retired as an RCMP officer and we decided to move.

Each time I was placed in the priority talent pool, hiring managers considered the experience and skills I gained in over 20 years of service as a public servant. With my relocation of spouse priority status, I found a new challenge at National Defence.”

I have over 15 years of experience in strategic policy with the federal public service in Ottawa. I took a leave of absence from my job in the public service to work abroad for a non-profit international development organization. But I suddenly had to come back to Canada to be near my family in Edmonton for personal reasons.
When I was able to return to work, I activated my priority entitlement for a position in Edmonton. The Impact Assessment Agency of Canada recognized my vast experience and hired me as a person with a priority entitlement. I am now working as a consultation analyst. I am thankful I was given an opportunity to continue my career in the federal public service.

As you can see, anyone can be in this situation. The priority talent pool is made up of our former co-workers, our friends and veterans who have served our country. They are qualified individuals looking forward to their next challenge.

Angela, surplus employee

“Hi, I’m Angela. I have had a priority status 3 times. I was declared surplus twice during my time at the Royal Canadian Mounted Police (RCMP) due to budget cuts. It was stressful trying to find a new job so I could continue my career in the public service. The third time, my husband retired as an RCMP officer and we decided to move.

Each time I was placed in the priority talent pool, hiring managers considered the experience and skills I gained in over 20 years of service as a public servant. With my relocation of spouse priority status, I found a new challenge at National Defence.”

Daniel, Canadian Armed Forces member released for medical reasons (related to service)

“After 25 years in the Canadian Armed Forces, I had to have knee replacement surgery, which led to my release for medical reasons.

My varied experiences in the Forces and the management training that I’ve taken have made me an excellent team coach and a great motivator, with outstanding leadership skills. Add to that my experience in public relations, and I’d be an asset to any government organization.”

Maryse, relocation of spouse or common-law partner

“My spouse works for Global Affairs, and our family agreed to be relocated twice to serve Canada abroad. My position in Canada was given to someone else. I am thankful that I was given priority entitlement, because it allowed me to find a new job in the public service quickly.”

Ashifa, leave of absence

“I have over 15 years of experience in strategic policy with the federal public service in Ottawa. I took a leave of absence from my job in the public service to work abroad for a non-profit international development organization. But I suddenly had to come back to Canada to be near my family in Edmonton for personal reasons.

When I was able to return to work, I activated my priority entitlement for a position in Edmonton. The Impact Assessment Agency of Canada recognized my vast experience and hired me as a person with a priority entitlement. I am now working as a consultation analyst. I am thankful I was given an opportunity to continue my career in the federal public service.”

Stefania, surplus employee

“…I was made surplus. I accepted a lower level position to help my family make ends meet, but was able to stay on the priority list to help me find a job at my substantive level. I found what I was looking for: a position where I now can showcase my strengths and truly contribute to the mandate of the organization.”

Megan, Canadian Armed Forces member released for medical reasons (not due to service)

“Hi, I’m Megan and I was medically released from the Canadian Forces after falling ill during training. I had been prepared for a long, fulfilling career, but was forced to change my plans. While I was actively looking for a job, I went back to university to complete my MBA.

After working in the private sector for a few years, I’ve come full circle. My first professional job, as an undergrad, was with the public service through the Aboriginal Training and Internship Program, designed to give First Nations students a fulfilling experience. As a seasoned professional, nearly 2 decades later, I’m now back serving the people of Canada, working with a supportive team and focusing on a completely different mission.”

Majda, Relocation of spouse or common-law partner

“Hello, my name is Majda. After 18 months living away from my partner, I requested a leave for relocation of spouse. A few months after starting my priority entitlement, I qualified and accepted a lower level term position in change management and continued my search to find a permanent position at my former level.

During my job search, a former colleague shared an opportunity with me. I contacted the manager to discuss employment possibilities within the organization and was offered a job that could benefit from my experience and skills. I am now an employee of Employment and Social Development Canada. Due to COVID-19, my department went through an accelerated digital transformation and my change management skills allowed me to play a key role in this initiative.”

Tools

Registering priority entitlements: Checklists of supporting documents

Canadian Armed Forces members released for medical reasons attributable to service
Surplus employees
Leave of absence
Persons laid-off
Employee who becomes disabled
Canadian Armed Forces members released for medical reasons not attributable to service
Royal Canadian Mounted Police members discharged for medical reasons
Relocation of spouse or common-law partner
Reinstatement to original position level
Surviving spouse or common-law partner

Options for Hiring a Person with a Priority Entitlement

Option 1: A person with a priority entitlement identified through the Priority Information Management System meets the essential qualifications and conditions of employment.
Option 2: A person with a priority entitlement was found to meet the essential qualifications and conditions of employment for a lower level opportunity.
Option 3: A person with a priority entitlement not identified through the Priority Information Management System meets the essential qualifications and conditions of employment of one of your positions.
Option 4: Offering a deployment to a person with a priority entitlement.
Option 5: Considering persons with a priority entitlement who self-declare as members of an employment equity group.

Note: Have all supporting documents in hand before registering persons with a priority entitlement in the Priority Information Management System.

All supporting documents must be forwarded to the Public Service Commission of Canada at cfp.adminpriorite-priorityadmin.psc@cfp-psc.gc.ca as soon as possible, no later than 10 working days after registration.

Leave of absence returnees

These 2 documents are required:

letter or other evidence (leave form) of granted or extended leave showing the type of leave, with the start and end dates
letter or document informing the employee of the effective date that their position was back-filled indeterminately

Leave of absence replacements

These 3 documents are required:

letter or other evidence (leave form) granting leave to the original incumbent of the position, showing the start and end dates of the leave
document showing the indeterminate appointment of the employee hired as a leave replacement, with the effective date
document indicating the date that the employee on leave returned to the position

Once you have all documents, you can register the person in the Priority Information Management System (available only to registered HR professionals).

If completing a full registration, forward a signed copy of the Privacy Consent Form to the Public Service Commission at cfp.adminpriorite-priorityadmin.psc@cfp-psc.gc.ca, along with all other supporting documents as soon as possible, no later than 10 working days after registration.

Note: Have all supporting documents in hand before registering persons with a priority entitlement in the Priority Information Management System.

If the laid-off person is already registered with an active surplus priority entitlement, proceed with a "change in priority type" from surplus to lay-off through the Priority Information Management System. The following document is required:

letter, signed by the organization, to the employee informing them they are laid off, with an effective date

Once you have the document, you can change the entitlement type to laid off in the Priority Information Management System (available only to registered HR professionals).

If the employee is not already actively registered as a surplus or other priority entitlement type, a new registration is required through the Priority Information Management System, and the following document is required:

letter, signed by the organization, to the employee informing them they are laid off, with an effective date

Once you have the documents, you can register the person in the Priority Information Management System (available only to registered HR professionals).

Note: Have all supporting documents in hand before registering persons with a priority entitlement in the Priority Information Management System.

Death of employees of the public service and of the Royal Canadian Mounted Police

This document is required:

letter from the appropriate federally or provincially legislated plan certifying that the surviving spouse or common-law partner has qualified for compensation, as a result of the death of the person that is attributable to the performance of duties, including the date of the death

Once you have the document, you can register the person in the Priority Information Management System (available only to registered HR professionals).

If completing a full registration, forward a signed copy of the Privacy Consent Form to the Public Service Commission at cfp.adminpriorite-priorityadmin.psc@cfp-psc.gc.ca, along with the other supporting document as soon as possible, no later than 10 working days after registration.

Death of a Canadian Armed Forces member

This document is required:

letter from National Defence’s Directorate of Casualty Support Management specifying the date of death of the Canadian Armed Forces member, and the spouse or common-law partner's entitlement to compensation under the Canadian Forces Superannuation Act

Once you have the document, you can register the person in the Priority Information Management System (available only to registered HR professionals).

If completing a full registration, forward a signed copy of the Privacy Consent Form to the Public Service Commission at cfp.adminpriorite-priorityadmin.psc@cfp-psc.gc.ca, along with the other supporting document as soon as possible, no later than 10 working days after registration.

Confirm if the person is eligible for the reinstatement (to original level) entitlement.
The reinstatement priority entitlement applies to employees who were appointed or deployed on an indeterminate basis to a lower level position while holding one of the following types of priority entitlements:
- surplus employees
- leave of absence returnee or replacement (not deployable)
- persons laid off (not deployable)
- employee who becomes disabled
- relocation of spouse or common-law partner
Eligibility for the reinstatement priority entitlement is calculated based on the salaries for the former and new position in effect on the date of the appointment or deployment to the new position, based on the calculation in Treasury Board of Canada’s Definition of Promotion Regulations.
Once priority clearance is granted, you can issue the letter of offer.
- The reinstatement priority entitlement period begins on the day of the appointment or deployment to the lower level (date of acceptance of letter of offer), and is valid for 1 year.
- To be eligible for the reinstatement priority entitlement, the letter of offer must be signed before the original entitlement expires.
A person with a surplus or laid -off priority entitlement who accepts a lower level position may be entitled to salary protection. Questions on salary protection should be directed to the Office of the Chief Human Resources Officer.
Forward a copy of the signed letter of offer to cfp.adminpriorite-priorityadmin.psc@cfp-psc.gc.ca as soon as possible. This will allow the Public Service Commission of Canada to quickly confirm eligibility for the reinstatement entitlement.
Once the letter of offer has been signed or shortly afterward, convert the person’s priority type to reinstatement in the Priority Information Management System. For instructions, see “change a priority type to reinstatement entitlement.”
For more information on the reinstatement entitlement please consult part II, chapter 9 of the Guide on Priority Entitlements.

If priority clearance has not been requested:
- submit a request to appoint the person, selecting ‘B’ for Consideration of Specific Person with a priority entitlement, and enter the person’s last name and Priority Reference Number
If priority clearance has been requested but has not yet been granted:
- if the person is registered in the system:
- if the person is not registered in the system:
If priority clearance has been requested and has already been granted:
- when only 1 position is being staffed:
- when more than 1 position is being staffed:
Once priority clearance is granted, you can issue the letter of offer. Please forward a copy of the signed letter of offer to cfp.adminpriorite-priorityadmin.psc@cfp-psc.gc.ca as soon as possible.

Persons with a priority entitlement for the following types of priorities can be deployed:
- relocation of spouse/common-law partner
- surplus
- employee who becomes disabled
- Reinstatement to original level
Please note that the following priority types are not deployable:
- leave of absence returnee/replacement
- Canadian Armed Forces members medically released for reasons attributable or not attributable to service
- Royal Canadian Mounted Police members discharged for medical reasons
- surviving spouse or common-law partner
- person laid off
For persons with a priority entitlement benefitting from one of the above priority entitlement types, organizations must proceed with an appointment.

Priority clearance is required before an appointment can be made. Before submitting feedback in the Priority Information Management System, confirm that the priority entitlement is still valid.

If the priority entitlement period has ended, a different appointment type may be needed (for example, internal or external non-advertised) and a new priority clearance request may be required. If this is the case, please contact: cfp.adminpriorite-priorityadmin.psc@cfp-psc.gc.ca.
Priority clearance is not required for a deployment.
- If priority clearance was requested for only 1 position, the clearance request needs to be cancelled.
- If priority clearance was requested and there is more than 1 position on the request, it must be updated to remove 1 position.
If the deployment is at a different classification, determine if the person is eligible for the reinstatement priority entitlement (see Option 2).
For more information on deployments, see Deployment.
Whether an appointment or a deployment is made, please forward a copy of the signed letter of offer to cfp.adminpriorite-priorityadmin.psc@cfp-psc.gc.ca as soon as possible.

Your organization may consider only persons with a priority entitlement who have self-declared as belonging to one or more designated employment equity groups if it is supported by an employment equity program.
- An employment equity program refers to policies, practices and measures, including elements of an employment equity or human resources plan, designed to address identified underrepresentation of a designated group within an organization or even within the federal government. Deputy heads are responsible for developing their own employment equity programs.
- When making appointments in accordance with an employment equity program, a priority clearance request must be submitted through the Priority Information Management System at the beginning of the appointment process, indicating the designated employment equity group(s).
- Only persons with a priority entitlement who have self-declared as members of the designated employment equity group(s) will be identified to be considered in priority to all other persons.
The 2 following options are available in the Priority Information Management System for making appointments while identifying members of one or more designated employment equity groups:
- Launch an employment equity targeted appointment process:
  - Whether the process is internal or external, advertised or non-advertised, you must first submit a priority clearance request in the Priority Information Management System, by selecting ‘A’ for Consideration of Persons with a priority entitlement.
  - Complete the Employment Equity section, by selecting the designated employment equity group(s):
    - Visible Minorities
    - Persons with Disabilities
    - Aboriginal Peoples
    - Women
  - The Priority Information Management System will identify persons with a priority entitlement who have self-declared as a member of one or more designated employment equity groups selected.
    
    Example: If both Aboriginal Peoples and Persons with Disabilities are requested in a priority clearance request, all persons with a priority entitlement who have self-declared as a member of one or both designated employment equity groups will be identified in the clearance request. The persons with a priority entitlement identified will not necessarily be members of both designated employment equity groups.
  - Select the appropriate Employment Equity (EE) appointment process type in the ‘Proposed Appointment Process’ section:
    - Internal EE Appointment Process
      - Advertised Internal EE Appointment process
      - Non-Advertised Internal EE Appointment process
    - Appointment from among qualified persons identified in a previous Internal EE Appointment Process
    - External EE Appointment Process
      - Advertised External EE Appointment process
      - Non-Advertised External EE Appointment process
    - Appointment from among qualified persons identified in a previous External EE Appointment Process
  - Enter a rationale in the ‘Additional Information’ section of the request that demonstrates that this decision is consistent with the organization’s employment equity program, as above.
    
    Below are the possible outcomes:
    - No person with a priority entitlement identified: When the Priority Information Management System does not identify any persons with a priority entitlement who are members of the designated employment equity group(s), a priority clearance number will be issued automatically (auto-clearance), and the organization may proceed with the appointment process, as submitted in the priority clearance request.
    - Persons with a priority entitlement identified but none found qualified: If no identified persons with a priority entitlement belonging to the selected designated employment equity group(s) are found to meet the essential qualifications of the position, a priority clearance number will be issued after feedback has been submitted for all persons notified.
    - Person with a priority entitlement found qualified: If a person with a priority entitlement belonging to the targeted designated employment equity group is found qualified, confirm that their priority entitlement is still valid by verifying their priority file and submit the feedback using:
      - result code 3 – Qualified for indeterminate appointment to this position
      - result code 12 – Qualified for term appointment to this position
    - If this is a term appointment, the person’s priority entitlement continues. If it is an indeterminate appointment, determine if the person with a priority entitlement is eligible for the reinstatement priority entitlement (see Option 2).
      - The priority clearance number issued is valid only for a subsequent appointment process that is exclusive to the designated employment equity group(s) selected on the request. A new priority clearance request must be submitted if the organization is no longer limiting the job opportunity to members of the designated employment equity group(s), or if a new group is being added to the initial request.
- Appointment of a qualified person with a priority entitlement who has self-declared as a member of the designated employment equity group(s):
  - If the person is registered in the system:
    - Refer to Option 3.1
    - In order to only consider members of the designated employment equity group(s), enter a rationale in the ‘Additional Information’ section of the priority clearance request that demonstrates that this decision is consistent with the organization’s employment equity program, as above.
      - If other persons with a priority entitlement belonging to the designated employment equity group(s) are identified and have a higher level of entitlement than the person the organization wants to appoint, the Public Service Commission of Canada will send their name for consideration.
  - If the person is not registered in the system:
    - Inform the Public Service Commission of Canada at cfp.adminpriorite-priorityadmin.psc@cfp-psc.gc.ca ; they will advise you on the next steps
    - If this is a term appointment, the person’s priority entitlement continues. If this is an indeterminate appointment, determine if the person with a priority entitlement is eligible for the reinstatement priority entitlement (see Option 2).
    - Once priority clearance is granted, you can issue the letter of offer. Please forward a copy of the signed letter of offer to cfp.adminpriorite-priorityadmin.psc@cfp-psc.gc.ca as soon as possible.

Page details

Date modified:: 2024-10-08

Language selection

Search

Priority entitlements toolkit for managers and human resources specialists

1. Life event

2. Priority entitlement is registered

3. Ongoing home organization support

At the beginning of the priority entitlement

Support persons with a priority entitlement throughout the process

Tips for supporting persons with a priority entitlement

Near the end of the priority entitlement (at least 3 months before the end)

4. Person with a priority entitlement looks for a new job

5. Organizations use the priority talent pool and hire a qualified person with a priority entitlement

Reasons for hiring persons with a priority entitlement

Did you know?

Hear from persons with a priority entitlement!

Page details