The Public Service Commission (PSC) can take any corrective action that it considers appropriate in founded allegations or concerns. Corrective action is determined on a case-by-case basis. Organizations and persons affected will be consulted on the Investigation Report and on the proposed corrective action before a final decision is made.
The goal of corrective action is to correct irregularities or prevent reoccurrences where:
- an appointment is not made or proposed to be made on the basis of merit in an external appointment process
- an error, omission or improper conduct in an external process affected the selection of the person appointed or proposed for appointment
- fraud occurred in an appointment process
- political influence affected the selection of the person appointed or proposed for appointment
- an employee is involved in improper political activities
Examples of corrective action
Founded concerns related to appointments
- Revocation of appointment
- Mandatory training followed by a discussion with the affected person’s director or director general
- Removal of staffing sub-delegation
- Requirement to notify the Public Service Commission in writing before accepting employment or a position within a federal organization subject to the Public Service Employment Act; and
- Informing the current federal public service employer of the fraud or improper conduct.
Founded allegations of improper political activities
- Recovery of pay
- Mandatory training for federal public service employees on political activities
- Requirement to be placed on leave without pay.
The PSC will monitor any ordered corrective action.
For investigations conducted at the request of the deputy head pursuant to subsection 67(2) of the Public Service Employment Act, the PSC may recommend corrective action to the deputy head.
Revocation of an appointment
The Commission may order the revocation of an appointment to correct matters which seriously affect the integrity of the staffing system. Examples include:
- merit was not met
- the appointment was made as a result of improper conduct
- the person who was appointed committed fraud in the appointment process
The organization affected is responsible for taking the necessary steps to revoke the appointment.
Effect of revocation
A person whose appointment has been revoked will cease to be an employee of the public service.
Mandatory training followed by a discussion
The PSC may order that an employee complete mandatory training such as a course on staffing or values and ethics and later engage in a discussion with their director or director general about the material covered in that course.
Removal of staffing sub-delegation
The PSC may order that the staffing sub-delegation of a manager who committed fraud or an improper conduct be removed for a prescribed period of time. The manager will have to participate in mandatory training and have a discussion with their director or director general within 6 months of the end of the prescribed period.
The Public Service Commission (PSC) may order that the affected person notify the PSC in writing before accepting employment or a position in a federal organizations subject to the Public Service Employment Act within the prescribed notification period.
Once advised, the PSC will contact the sub-delegated manager to inform them of information relevant to the investigation and the ordered corrective action. The affected person can only accept an employment offer or position once the PSC confirms, in writing, that they communicated with the sub-delegated manager.
Collection of personal information for the purpose of the notification requirement is permitted under Part 5 of the Public Service Employment Act and the Public Service Employment Regulations. This information is used to ensure compliance with the corrective action. For more information, please visit our web page “What are my rights?”
Purpose of the notification period
This requirement allows sub-delegated managers to consider all of the relevant information about a candidate so that they can make an enlightened staffing decision. Sub-delegated managers can take into account information obtained in the context of an investigation when assessing a candidate. The sub-delegated manager has final say on whether to proceed with the staffing action.
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