Annual Report 2021–22: Building tomorrow’s public service today

Table of contents

Message from the Commissioners

The Public Service Commission of Canada’s annual report to Parliament provides an overview of the health and integrity of the federal public service staffing system. In last year’s report, we highlighted the tremendous work of federal public servants who adapted their practices in response to the pandemic. This year’s report builds on that story.

This report recognizes that the pandemic has accelerated the transformation and modernization of the hiring system. Many new ways of hiring that began as early adaptations to the pandemic, such as video job interviews and online testing, are becoming the norm. However, this transformation must extend beyond technological advances, to also embed diversity and inclusion as a cornerstone of public service hiring.

Last year, the Public Service Employment Act was amended to include concrete measures to identify and address biases and barriers in the federal staffing system. We are working with departments and agencies to implement these measures.

The last 5 years have been a time of significant change in public service staffing. Leading that change was outgoing President of the Public Service Commission, Patrick Borbey, who recently retired after 40 years of public service. As Commissioners, we would like to thank Patrick for his dedication to his role. Whether it was in his advancement of a new policy framework for hiring, his relentless campaigning for a more diverse and inclusive public service, or his enduring commitment to promoting Canada’s official languages, his legacy will far outlast his tenure as President.

Stan Lee
Interim President

Fiona Spencer

D. G. J. Tucker

Overall staffing trends


For the eighth consecutive year, the federal public service population (indeterminate, term, casual and student) under the Public Service Employment Act increased. In 2021–22, it rose by 4.6% (11 276) to 257 577.Footnote1, Footnote2

Public Service Employment Act population, as of March 31, 2022 - Table
Public Service Employment Act population, as of March 31, 2022
Tenure Population Year‑over‑year change in population
Indeterminate 214 449 3.9%
Term 25 420 4.6%
Casual 10 303 11.0%
Student 7 405 16.4%
Total 257 577 4.6%

Hiring activity

The number of external hires (64 796) from outside the federal public service also rose in 2021–22, by 24.1%. Indeterminate hires experienced the largest increase in 2021–22, at 35.1%, following a decrease of 27.4% last fiscal year.

Total hiring activity, fiscal year 2021–22
Tenure Hiring activities Year‑over‑year change in hiring activities
Indeterminate 11 137 35.1%
Term 19 198 12.7%
Casual 21 237 27.4%
Student 13 224 28.7%
Total 64 796 24.1%

Five classification groups made up 67.6% of these new indeterminate and term employee hires. Of these groups, the Economics and Social Science Services (EC) occupational group saw the largest increase at 41% (2 962 hires, an increase of 862 hires over the previous year).

External hiring activities, indeterminate and term hires by occupational group, fiscal year 2021–22
Occupational groups Relative distribution
Program Administration (PM) 21.1%
Clerical and Regulatory (CR) 18.3%
Administrative Services (AS) 13.9%
Economics and Social Science (EC) 9.8%
Information Technology (IT) 4.5%
Other 32.4%

The Program Administration (PM) group remains the most recruited occupational group, accounting for 21.1% (6 410) of term and indeterminate hires. This is 72.2% higher than in 2019–20, before the pandemic.

Median time to hire new public servants decreases

The median time to hire new public servants decreased to 227 days in 2021–22, a 9.2% decrease from last year. However, it remains higher than it was before the pandemic (203 days in 2019–20).Footnote3

Job applications

While the federal public service continues to receive hundreds of thousands of applications each year, the number of applicants (437 363) was down by 8.3% in 2021–22.

Share of employment equity group applicants to advertised processes compared to workforce availability
Employment equity groups Applicants in 2019–20 Applicants in 2020–21 Applicants in 2021–22 Workforce availability
Indigenous Peoples 3.2% 2.9% 3.2% 4.0%
Persons with disabilities 3.0% 3.3% 4.8% 9.0%
Members of visible minorities 24.3% 25.0% 29.4% 15.3%
Women 55.3% 57.4% 57.2% 52.7%

While the overall number of applicants was down, there is strong interest among members of employment equity groups in joining the federal public service, particularly from persons with disabilities, 3 674 more of whom applied in 2021–22 (for a total of 15 937 unique applicants).Footnote4, Footnote6, Footnote8, Footnote10 (See Annex 1 for applicant data for employment equity groups and subgroups.)

Refer to our interactive employment equity dashboard for more data on hiring activities and applicants for employment equity groups (and subgroups).Footnote5, Footnote7, Footnote9

Number of Black applicants continues to increase

In 2021–22, over a quarter (25.9%) of applicants who self-declared as a member of a visible minority community also self-declared as a Black person (26 778 applicants). This is a 117.8% increase from 5 years earlier (12 294 in 2016–17).

Student and recent graduate hiring

Student hiring rebounded in 2021–22 following a significant decline the previous year, increasing by 28.7%.Footnote11

Student hires by fiscal year
2017 to 2018 2018 to 2019 2019 to 2020 2020 to 2021 2021 to 2022
Federal Student Work Experience Program hires 7 489 8 050 9 423 6 001 7 598
Post-Secondary Co-op/Internship Program 4 980 5 385 5 626 4 208 5 495
Research Affiliate Program 280 168 85 63 131

Student hires for all 4 designated employment equity groups through the Federal Student Work Experience Program increased in 2021–22, including hires through the Employment Opportunity for Students with Disabilities and the Indigenous Student Employment Opportunity.

Federal Student Work Experience Program hiring activity, fiscal year 2021–22
  Appointments Year-over-year change in population
Indigenous Peoples 448 39.1%
Persons with a disability 573 66.1%
Members of visible minorities 2 297 39.5%
Women 4 692 26.1%
Total 7 598 26.6%

*People who self-declare in more than one designated employee equity group are included in the total count for each group identified (for example, an Indigenous woman is included in the total count for both women and Indigenous Peoples).

External hires with previous student experience in a federal student recruitment program also increased. This fiscal year, 4 617 indeterminate and term hires had previous student experience in the federal public service, which is 12.9% higher than in 2020–21.

Hires through the Post-Secondary Recruitment Program, a yearly national hiring campaign, dropped in 2021–22 by 13.6% (408 hires, 64 fewer than the year before). This is partly due to a smaller campaign, which focused on key recruitment gaps, including in procurement and access to information.

Post-Secondary Recruitment Program hires by fiscal year
 Fiscal year Post-Secondary Recruitment Program hires
2017–18 711
2018–19 800
2019–20 657
2020–21 472
2021–22 408

The Recruitment of Policy Leaders and the Emerging Talent Pool, which target graduates with advanced post-secondary degrees, saw 25 more term and indeterminate hires in 2021–22 (36 hires for the Recruitment of Policy Leaders and 17 hires from the Emerging Talent Pool).

Recruiting a public service that represents all Canadians

The number of federal public servants working outside the National Capital Region has never been higher (133 700 employees in 2021–22). However, the share of public servants working outside of this region has actually decreased, despite the shift to virtual work.Footnote12

The National Capital Region’s share of all indeterminate external hires was 52.4% in 2021–22, down from 57.7% in 2020–21. Most term external hiring continues to be in the regions, with 61.7% of all external term hires occurring in the regions in 2021–22, compared to 66% the year before. (See Annex 2 for regional population and hires by region.)

Refer to our interactive data visualization of regional representation for more information on employment equity representation by region.

Share of public servants working in National Capital Region and outside the National Capital Region, by year
  2018 2019 2020 2021 2022
National Capital Region 45.9% 47.0% 47.3% 47.2% 47.8%
Outside the National Capital Region 54.1% 53.0% 52.7% 52.8% 52.2%

To ensure that that the public service is truly representative of the population it serves, departments and agencies are striving to make the federal public service a more diverse and inclusive place to work.

Departments and agencies respond to the Clerk’s call to action

In response to the Clerk of the Privy Council’s Call to Action on Anti-Racism, Equity, and Inclusion in the Federal Public Service, deputy heads of departments and agencies submitted 90 open letters to the Clerk, outlining their actions to advance anti-racism, equity and inclusion within their organizations.

Departments and agencies responded in a variety of ways to the call to action. Several implemented programs and initiatives aimed at identifying and removing potential barriers in the staffing system.

  • Shared Services Canada, the Public Service Commission of Canada, the Financial Transactions and Reports Analysis Centre of Canada, and Treasury Board of Canada Secretariat partnered with Specialisterne to pilot an accessible hiring process to better recruit and retain neurodivergent candidates into the public service
  • Employment and Social Development Canada launched an innovative 2-year apprenticeship program to open doors for Indigenous people who are passionate about technology
  • Indigenous Services Canada piloted an Assistant Deputy Minister staffing process where merit criteria was co-developed with Indigenous partners to reflect Indigenous values, knowledge and perspectives; Indigenous partners also participated on the selection board to mitigate unconscious biases during the assessment phase of the process

These are just a few of the many examples of how departments and agencies are responding to the Clerk’s call to action.

In 2021–22, we continued to work with departments and agencies to increase the representation of persons with disabilities in the federal public service by addressing barriers to employment, career development and retention, while promoting inclusion and accessibility.

To support the federal government’s goal of hiring no less than 5 000 persons with disabilities by 2025, we run the Federal Internship Program for Canadians with Disabilities. Launched in 2019, the program provides 2‑year federal public service internship opportunities to persons with disabilities who have limited or no work experience, to help them develop their work skills. To date, 75 internships have been established, with 13 people securing indeterminate placements through their internships.

While the hiring of persons with disabilities has increased steadily since the program was launched, rates of attrition for persons with disabilities across the federal public service have offset some of that progress. For this reason, we will need to continue to innovate and explore new ways of attracting and retaining persons with disabilities to meet this goal.

Internal mobility

Internal mobility allows federal employees to gain work experience in various fields and contribute to different projects.

The rate of lateral movement among indeterminate and term employees has increased to a little over 12%. This is the highest rate of lateral movements in the last 10 years.Footnote13 Over half of promotional appointments (55.3%) were through non-advertised processes, consistent with the previous year (53.6%).

(See Annex 3 for employment equity group non-advertised appointments.)

Internal mobility rates by fiscal year (percentage)
2017 to 2018 2018 to 2019 2019 to 2020 2020 to 2021 2021 to 2022
Promotion rate 10.6% 12.5% 12.6% 10.9% 12.3%
Acting appointment rate 6.7% 7.6% 8.5% 9.0% 10.6%
Lateral movement rate 11.3% 11.7% 11.5% 10.6% 12.1%

Over a quarter of public servants (28.4%) changed roles last year.

Time to hire through internal advertised job postings falls

The median time to hire through internally advertised job postings fell to 182 days, a decrease of 26 days or 12.5% compared to 2020–21 (208 days).Footnote14

Priority entitlements and veteran hiring

Persons with a priority entitlement meet specific conditions to be appointed ahead of others to vacant positions in the federal public service, and they serve as a valuable talent pool for hiring managers. Priority entitlements help public servants going through significant life changes, such as being laid off or returning from extended leave; the entitlements also support veterans and members who are medically released from the Canadian Armed Forces or the Royal Canadian Mounted Police. 

In 2021–22, the number of persons in the priority entitlement talent pool decreased by 3.7% (from 1 369 to 1 319). This decline in population coincided with fewer new registrations (-3.3%, from 820 to 793) and more priority appointments (+5.2%, 489 appointments).Footnote 15

Approximately half of veteran appointments were through a priority entitlement, an increase of 28.6%, ending a 3-year downward trend. Despite this increase, appointments of veterans to the public service decreased by 5.7% in 2021–22.

Appointments of veterans in the federal public service, fiscal year 2021‑22
  Number of appointments Year-over-year change in appointments
Priority entitlement 153 28.6%
Mobility 92 -28.1%
Preference 85 -17.5%
Total 330 -5.7%

Preference and mobility appointments, the other 2 mechanisms provided by the Public Service Employment Act to help veterans transition into a career in the federal public service, decreased significantly in 2021–22.

Modernizing for agile, inclusive recruitment

In 2021–22, the federal public service ramped up its modernization of hiring and staffing, transforming how it attracts, assesses and hires, with a focus on incorporating diversity and inclusion.  

Public Service Employment Act changes

In June 2021, the Budget Implementation Act introduced changes to the Public Service Employment Act to strengthen diversity and inclusion and remove or mitigate potential biases and barriers faced by equity-seeking groups.Footnote16
These changes:

Permanent resident hires

In 2021–22, when permanent residents were provided the same level of appointment preference as Canadian citizens, their share of external hiring grew to 2.8%, increasing by 1.6 percentage points, with 291 permanent residents being appointed to the public service.

Further amendments to the act will come into force later, including:

To support the implementation of these amendments, we focused in 2021–22 on developing guides and tools for hiring managers and HR professionals in consultation with employee diversity networks, bargaining agents, and departments and agencies.

Inclusive from the start at CanNor

The Canadian Northern Economic Development Agency (CanNor) has embraced “inclusive from the start” as a key success factor in implementing the Nunavut Agreement and attracting and retaining Inuit talent in a very competitive labour market.

CanNor’s hiring practices embody the goal of legislative changes to eliminate potential barriers for candidates. At CanNor, “inclusive from the start” means that the agency analyzes every step of the recruitment process to ensure it is accessible and free of barriers, and that it employs an inclusive communications approach.

Under the guidance of Pilimmaksaivik, the Federal Centre of Excellence for Inuit Employment in Nunavut, CanNor has implemented a range of inclusive approaches, such as:

  • job posters that use plain language
  • qualifications that limit government-specific experience
  • invitations for written assessments and interviews that are inclusive and accommodating in style and tone
  • extra time for online assessments where internet access may be a challenge

Modernizing second language testing

In 2021–22, we moved from prototype to implementation of remote testing for second language evaluation. We launched a new service for unsupervised internet tests of reading comprehension and written expression and a new oral language test, enabling us to conduct a high volume of tests virtually.

In 2021–22, we administered over 87 000 second language evaluations remotely, which included over 58 000 reading comprehension and written expression tests and over 29 000 oral language tests.

These remote tests are more accessible than in-person tests for people with diverse needs and for people living far from federal testing sites, and they are more efficient, as shown by the high volume of remote tests we were able to administer. For these reasons, while they were a response to pandemic restrictions, remote tests will become our model for second language evaluations moving forward.

Temporary flexibilities for second language evaluation

The Public Service Commission of Canada introduced temporary policy flexibilities that enabled departments and agencies to conduct their own second language tests and extend the validity period of test results during the pandemic. This fiscal year, 7 827 people were appointed using alternate tests, and 7 228 people received an extension of their results validity period.

GC Jobs transformation

We continue to focus on replacing the online recruitment platform, GC Jobs, with a modern, accessible recruitment solution that will improve the experience of applicants and hiring managers.

As part of this work, this fiscal year we reviewed recruitment solutions that would align with other federal IT solutions, such as those being reviewed by NextGen HR and Pay. This review will serve as the basis for advanced testing within departments and agencies.

Future-proofing the recruitment platform

We aim to future-proof the federal recruitment platform by enabling the government to quickly adapt to changes in recruitment trends and to benefit from advancements in technology. This will include functionality to improve the experience of users, as well as tools and approaches to ensure better diversity and inclusion.

Protecting merit and non-partisanship

The Public Service Commission of Canada is mandated to promote and safeguard a merit-based, representative and non-partisan public service that serves all Canadians. Under this mandate, we conduct several oversight activities including audits, surveys and investigations.

Staffing and Non-Partisanship Survey

As part of our oversight work, in 2021–22, we published findings from the 2021 Staffing and Non-Partisanship Survey. Administered by Statistics Canada, the survey was completed by 75 440 employees, hiring managers and staffing advisors from 75 federal departments and agencies.Footnote17

The 2021 survey found improvement in employees’ views on the transparency, fairness and merit-based nature of federal public service staffing processes since the 2018 survey.Footnote18 Results for 2021 showed that a greater proportion of employees felt that:

The improvements from 2018 to 2021 represent a return to levels observed before the introduction of the New Direction in Staffing in 2016. While progress has been made in employees’ perceptions of the staffing process, there are still areas for improvement. For example:

Interactive data visualization tools for Staffing and Non-Partisanship Survey results

The Public Service Commission of Canada has created 3 interactive data visualization tools that allow users to sort survey results for:

  • employees, managers and staffing advisors
  • departments and agencies
  • trends from 2018–21 by department and agency

Cyclical assessments

At least every 5 years, deputy heads must review their department or agency’s staffing system to ensure it complies with key legislation and policy requirements, and they must also monitor the integrity of hiring practices.

By the end of 2021–22, we received cyclical assessments from 74 federal departments and agencies. These assessments demonstrated that strong frameworks for hiring were in place and sub-delegation requirements were being met. They also showed a high rate of compliance with key policy and legislative requirements.

Overall, the findings from these assessments were similar to observations from our 2018 System-Wide Staffing Audit.

Horizontal Audit of Student Hiring under the Federal Student Work Experience Program

In July 2021, we published the Horizontal Audit of Student Hiring under the Federal Student Work Experience Program.

Of the 202 appointments we examined, most met program eligibility criteria. However, in 8 appointments, we found that hiring managers may have circumvented the referral process to maximize the chances of specific students being referred to them.

As a result of our audit’s findings, we called on deputy heads to look at their controls for protecting against personal favouritism and to ensure that they have the right level of oversight to identify favouritism and address it when it occurs.

Bearing in mind that student hires are vital to renewing the federal workforce, we are committed to working with the Treasury Board of Canada Secretariat to engage with departments and agencies on finding ways to increase flexibility in student hiring and enhance program delivery.

New course on inclusive hiring

Following the 2021 Audit of Employment Equity Representation in Recruitment, the Public Service Commission of Canada required that all public service hiring managers take training on unconscious bias.

As a result, the Canada School of Public Service launched its new course, Inclusive Hiring Practices for a Diverse Workforce. Designed for sub-delegated managers, human resources professionals and others involved in hiring processes, the course teaches the importance of a diverse workforce and the impact that unconscious bias and other barriers can have on recruiting new talent.

This fiscal year, 12 066 federal public servants completed the course.


As part of our mandate, we investigate external appointment processes to determine if an appointment was made on the basis of merit, or if an error, an omission or improper conduct affected the selection of the person appointed or proposed for appointment.

We also have the sole authority to investigate internal and external appointment processes if there is reason to believe that an appointment or proposed appointment was not free from political influence or that fraud may have occurred.

In 2021–22, we received 630 requests for investigation, an increase of 14% from last year. Of the requests received in 2021–22, 245 fell under our mandate. These included:

As well, we received 17 requests from deputy heads to investigate concerns of error, omission or improper conduct in internal appointment processes.

We post some investigations summaries online to help Canadians understand the scope of our investigations and what constitutes a breach of the Public Service Employment Act.

Founded investigation cases by fiscal year
  2018 to 2019 2019 to 2020 2020 to 2021 2021 to 2022
Fraud 17 19 9 10
Error, omission or improper conduct in an external appointment process 4 6 13 8
Improper political activities 7 20 7 16

In 2021–22, many of the founded investigations related to improper political activities were due to public servants seeking nomination as, or being, a candidate without first obtaining permission from the Public Service Commission.

Non-partisanship and political activities

Before seeking nomination to be a candidate at the municipal, territorial, provincial or federal level, public servants must first request and obtain permission from the Public Service Commission.

We consider factors such as the nature of the election, the employee’s public service duties and the level and visibility of their position when deciding whether seeking nomination or being a candidate will impair, or be perceived as impairing, an employee’s ability to perform their duties in a politically impartial manner.

In 2021–22, we granted 175 candidacy permission requests. (See Annex 4 for a table showing employee requests and registrations to be a candidate in a federal election since 2008)

Elections and candidacy permissions, fiscal year 2021‑22
Level Number of elections (where a request for candidacy permission was received) Number of candidacy permissions granted
Municipal 11 153
Territorial 0 0
Provincial 2 10
Federal 1 12
Total 14 175

The total number of requests increased by 136% over the previous 4‑year average. This increase reflects a higher number of held elections, which included:

Requests are only denied when the risk to political impartiality cannot be mitigated by imposing conditions for the employee (for example, restricting the employee’s public service duties). For all permission requests received in 2020–21, we addressed any risks to political impartiality by imposing mitigating conditions, resulting in the granting of all requests for permission.

Looking forward

Implementing Public Service Employment Act amendments and changes that arise from the review of the Employment Equity Act will be key priorities for the Public Service Commission of Canada in the year ahead. We will work with departments and agencies to ensure that they are prepared and equipped to integrate these legislative changes into their staffing practices.

While these changes will serve as the foundation for a more diverse and inclusive federal public service, we recognize that it is only through our practices that real change will happen. As a result, we must continue to transform staffing tools and processes to increase diversity and inclusivity in the public service. For example, a modernized recruitment platform will help improve the experience of job seekers and present the federal public service as an inviting and inclusive place to work. Virtual recruitment and second language testing will further enable the federal public service to reach future public servants from across the country.

We’re modernizing not only to increase diversity and inclusion today, but also to ensure that they are an integral part of tomorrow’s public service. We remain committed to ensuring that our recruitment programs and services reflect emerging post-pandemic needs and that they support public service renewal. This commitment includes renewing student recruitment programs, outreach to diverse, regional talent, and ensuring that staffing practices respect official language requirements.

Departments and agencies found timely solutions to overcome the staffing challenges brought on by the pandemic, and have embedded the drive to modernize staffing practices permanently into their operations. These efforts should give rise to optimism in the public service’s ability to adapt to future challenges.

We look forward to supporting this exciting next chapter in the history of the federal public service, and we will work to ensure that it is focused on inclusion and building a public service that is representative of the population we serve.

Annex 1: Employment equity group applicants to advertised processes and hires, compared to workforce availability

Indigenous Peoples: applicants to advertised processes and hires, compared to workforce availability (percentage)
  2016 to 2017 2017 to 2018 2018 to 2019 2019 to 2020 2020 to 2021 2021 to 2022
Applicants 3.3% 3.3% 3.0% 3.2% 2.9% 3.2%
Hires 4.4% 4.0% 4.1% 4.0% 3.8%
Workforce availability 3.4% 3.4% 4.0% 4.0% 4.0% 4.0%
Subgroup distribution for Indigenous Peoples
Subgroup 2021–22 applicants to external advertised processes 2020–21 hires
Inuit 4.5% 5.7%
Métis 40.8% 34.5%
North American Indian / First Nation 46.8% 48.3%
Other 8.0% 11.5%
Persons with disabilities: applicants to advertised processes and hires, compared to workforce availability (percentage)
  2016 to 2017 2017 to 2018 2018 to 2019 2019 to 2020 2020 to 2021 2021 to 2022
Applicants 2.7% 2.9% 2.7% 3.0% 3.3% 4.8%
Hires 3.8% 3.6% 3.7% 3.9% 4.3%
Workforce availability 4.4% 4.4% 9.0% 9.0% 9.0% 9.0%
Subgroup distribution for persons with disabilities
Subgroup 2021‑22 applicants to external advertised processes 2020‑21 hires
Blind or visual impairment 4.9% 4.1%
Coordination or dexterity 4.2% 4.4%
Deaf or hard of hearing 7.9% 8.9%
Mobility 12.4% 15.5%
Other disability 68.8% 65.8%
Speech impairment 1.8% 1.2%
Members of visible minorities: applicants to advertised processes and hires, compared to workforce availability (percentage)
  2016 to 2017 2017 to 2018 2018 to 2019 2019 to 2020 2020 to 2021 2021 to 2022
Applicants 21.0% 22.2% 22.3% 24.3% 25.0% 29.4%
Hires 17.9% 17.7% 19.3% 21.3% 21.2%
Workforce availability 13.0% 13.0% 15.3% 15.3% 15.3% 15.3%
Subgroup distribution for members of visible minorities
Subgroup 2021–22 applicants  to external advertised processes 2020–21 hires
Black 25.9% 24.0%
Chinese 10.1% 13.1%
Filipino 4.7% 4.1%
Japanese 0.4% 0.5%
Korean 1.5% 2.0%
Non-White Latin American 5.0% 4.4%
Non-White West Asian, North African or Arab 11.8% 9.7%
Other Visible Minority Groups 7.5% 8.1%
Person of Mixed Origin 5.0% 9.7%
South Asian/East Indian 25.1% 20.3%
Southeast Asian 2.9% 4.0%
Women: applicants to advertised processes and hires, compared to workforce availability (percentage)
  2016 to 2017 2017 to 2018 2018 to 2019 2019 to 2020 2020 to 2021 2021 to 2022
Applicants 54.3% 53.7% 55.0% 55.3% 57.4% 57.2%
Hires 57.7% 58.7% 56.5% 58.3% 60.2%
Workforce availability 52.5% 52.5% 52.7% 52.7% 52.7% 52.7%

Annex 2: Regional hires, Public Service Employment Act population by region

Regional hires, Public Service Employment Act population by region, fiscal year 2021 to 2022
Region Hires Public Service Employment Act population as of March 31, 2022
1. British Columbia 4 116 20 341
2. Alberta 2 918 13 068
3. Saskatchewan 1 030 5 269
4. Manitoba 1 594 7 951
5. Ontario (except NCR) 6 667 30 340
6. National Capital Region (NCR) 31 455 122 251
7. Quebec (except NCR) 6 797 26 689
8. New Brunswick 2 493 10 135
9. Nova Scotia 2 725 10 483
10. Prince Edward Island 358 2 361
11. Newfoundland and Labrador 1 367 4 449
12. Yukon 83 350
13. Northwest Territories 91 475
14. Nunavut 81 290
15. International 40 1 499
Unknown 2 981 1 626

Annex 3: Employment equity group non-advertised appointments*

* Non-advertised appointments in the charts in this annex include external hires, promotions, and acting appointments of 4 months or more.

Non-advertised appointments: Indigenous Peoples (percentage)
  2016 to 2017 2017 to 2018 2018 to 2019 2019 to 2020 2020 to 2021
Indigenous Peoples 5.0% 5.1% 5.4% 4.9% 4.5%
Workforce availability 3.4% 3.4% 4.0% 4.0% 4.0%
Non-advertised appointments: Persons with disabilities (percentage)
  2016 to 2017 2017 to 2018 2018 to 2019 2019 to 2020 2020 to 2021
Persons with disabilities 3.8% 4.1% 4.2% 4.3% 4.6%
Workforce availability 4.4% 4.4% 9.0% 9.0% 9.0%
Non-advertised appointments: Members of visible minorities (percentage)
  2016 to 2017 2017 to 2018 2018 to 2019 2019 to 2020 2020 to 2021
Members of visible minorities 15.7% 17.0% 18.0% 19.6% 21.0%
Workforce availability 13.0% 13.0% 15.3% 15.3% 15.3%
Non-advertised appointments: Women (percentage)
  2016 to 2017 2017 to 2018 2018 to 2019 2019 to 2020 2020 to 2021
Women 59.1% 61.4% 61.8% 63.3% 62.1%
Workforce availability 52.5% 52.5% 52.7% 52.7% 52.7%

Annex 4: Employee requests and registrations to be a candidate in a federal election

Over a 2-year period, 29 requests were granted for the 44th federal general election, held on September 20, 2021.

40th general election

October 14, 2008
41st general election

May 2, 2011
42nd general election

October 19, 2015
43rd general election

October 21, 2019
44th general election

September 20, 2021
Employees who requested and were granted permission 23 20 46 40 29
Employees registered as candidates with Elections Canada 8 11 17 20 13
Employees elected 0 1 2 0 1

General note

Aussi disponible en français sous le titre : Rapport annuel 2021-22 : Bâtir aujourd’hui la fonction publique de demain

Information contained in this publication or product may be reproduced, in part or in whole, and by any means, for personal or public non-commercial purposes without charge or further permission, unless otherwise specified. Commercial reproduction and distribution are prohibited except with written permission from the Public Service Commission of Canada.


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Public Service Commission of Canada
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© His Majesty the King in Right of Canada, as represented by the President of the Public Service Commission of Canada, 2022.

Cat. No. SC1E-PDF (Electronic PDF, English)
ISSN 1912-0842

Cat. No. SC1F-PDF (Electronic PDF, French)
ISSN 1912-0850

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