Notification requirement before accepting a position or employment
Note: Please ensure that this is the corrective action ordered by the Public Service Commission (PSC). Refer to the document entitled “Annex A” or “Instructions on the implementation of corrective action” sent with the Record of Decision to determine if the above applies to you. If you are still unsure, please contact the PSC at email@example.com.
Once advised, the PSC will contact the sub-delegated manager to inform them of the conclusion of the investigation and the affected person’s obligation to notify the PSC before accepting employment or a position. The employment offer or position can only be accepted by the affected person once the PSC confirms, in writing, that they communicated with the sub-delegated manager.
For this reason, the affected person should not accept any employment opportunity or position before receiving written confirmation from the PSC that it has communicated with the sub-delegated manager.
Accepting employment or a position before receiving the above written confirmation from the PSC will result in the revocation of the appointment. Additionally, a copy of the investigation report and the Record of Decision will be sent to the deputy head of the hiring federal organization.
Collection of personal information for the purpose of the permission clause 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?”
When does the notification requirement apply?
Notifying the PSC is required before accepting employment or positions through:
- an indeterminate appointment
- a determinate appointment (including extensions)
- an acting appointment (including acting appointments of 4 months less a day and extensions)
- a secondment
- an assignment
- a deployment
- a student employment
- a casual employment
- a part-time position (12.5 hours per week)
- a consultant position
Notification requirement form
Review of the notification requirement form by the PSC
- The PSC receives the form and determines which information will be disclosed to the sub-delegated manager under section 19 of the Public Service Employment Regulations.
- The PSC contacts the sub-delegated manager and provides them with relevant information about the investigation and corrective action ordered. In light of the confidential nature of the investigation, the PSC recommends to the sub-delegated manager that they share this information on a “need to know” basis.
- The information shared will enable the sub-delegated manager to make an enlightened staffing decision. It is up to the sub-delegated manager to proceed or not with the staffing action.
- The PSC confirms to the affected person in writing that they communicated with the sub-delegated manager.
Please note that it may take up to 2 weeks before the PSC can confirm that the notification requirement process is completed.
Organizations not subject to the Public Service Employment Act
The notification requirement pertains only to federal organizations subject to the Public Service Employment Act.
Affected persons do not need to notify the PSC before accepting employment or a position in an organization that is not subject to the Public Service Employment Act.
How will the information shared be used by potential employers?
The purpose of the notification requirement is to provide sub-delegated managers with 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. It is up to the sub-delegated manager to proceed or not with the staffing action.
Monthly monitoring of employment activity
As part of its oversight responsibilities, the PSC monitors the employment activity of the persons affected for the prescribed duration of the notification requirement.
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