Meeting between Patrick Borbey, PSC President, and Paul Ledwell, Deputy Minister, Veterans Affairs Canada

*Information valid as of July 2021

Introduction

Deputy Head

Paul Ledwell was appointed as the Deputy Minister of Veterans Affairs Canada (VAC) on May 25, 2021. Paul Ledwell is exercising the Public Service Commission’s (PSC) authority for the first time as Deputy Head (DH). A copy of the New Direction in Staffing (NDS) highlights for DHs is attached as Annex A.

Organizational Context

Mandate

Canada's development as an independent country with a unique identity stem partly from its achievements in times of war. Veteran Affairs Canada (VAC) exists to assist and help those whose courageous efforts have given us this legacy and have contributed to our growth as a nation. VAC's mandate stems from laws and regulations, including the Department of Veterans Affairs Act.

The organization meets its responsibilities through the delivery of various programs. These include programs for disability pensions, allowances, pension advocacy, health care and commemoration. They provide compensation for hardships arising from disabilities and lost economic opportunities, innovative health and social services, professional legal assistance and recognition of the achievements and sacrifices of Canadians during periods of war and conflict.

VAC’s mission is to provide exemplary, client-centered services and benefits that respond to the needs of Veterans, other clients and their families, in recognition of their services to Canada; and to keep the memory of their achievements and sacrifices alive for all Canadians.

Challenges

VAC conducted an Audit of Human Resources (HR) Staffing and Pay, as part of its 2018-2023 Risk-Based Audit and Evaluation Plan. The objective of the audit was to provide assurance to senior management on the adequacy of organizational staffing and pay processes, as well as the effectiveness of systems in place to deliver HR staffing and pay-related services.

The team noted good practices throughout the audit of staffing and pay, including:

VAC’s HR function has undergone major changes over recent years, including the transfer of pay services to Public Services and Procurement Canada. As a result, there was a reduction in the number of employees in the HR Division.

VAC’s HR Division also undertook an HR Excellence initiative to place a greater emphasis on improving its strategic advisory capacity, leveraging self-service functionalities, and implementing additional monitoring and reporting.

The following are some of the challenges that were shared by VAC’s HR with their Staffing Support Advisor (SSA) in preparation for this visit:

The SSA continues to work collaboratively to support VAC in relation to these and other issues.

Experimentation

VAC has recently implemented a new Equity, Diversity and Anti-Racism taskforce and Accessibility Readiness taskforce to develop policies and practices to assist it in identifying and removing barriers.

Population

VAC is a large-sized organization that had a population of 3806 employees as of March 31, 2021.

Please refer to Annex B for additional details.

Staffing Activities

In the 2020-2021 fiscal year, VAC completed a total of 2057 staffing actions:

Please refer to Annex B for additional details on staffing activities.

Time to Staff

VAC has a median time of 160 days for internal appointments, which is lower than the median of the public service, which is 208 days. VAC has a median time of 384 days for external appointments, which is 54% higher than the median of the public service of 250 days.

Please refer to Annex B for additional details.

Staffing Framework

New Direction in Staffing Implementation

VAC has implemented all mandatory requirements related to the NDS prior to the April 1, 2016 deadline and the appointment framework was shared with the SSA. Having access to this framework has allowed the SSA to better understand of the organization’s challenges and to support the identification of solutions as issues arise.

In 2019, VAC was one of the first organizations to show interest in offering NDS awareness sessions for its union representatives and employees. These sessions were jointly delivered by VAC HR and the SSA. They took place in Montreal and Charlottetown in fall 2019.

Appointment Delegation and Accountability Instrument Annex D Reporting

Use of the Public Service Official Languages Exclusion Approval Order and the Public Service Official Languages Appointment Regulations

VAC reported that the organization made no use of the Public Service Official Languages Exclusion Approval Order (PSOLEAO) and the Public Service Official Languages Appointment Regulations (PSOLAR) for the period of April 1, 2020 and March 31, 2021. However, the organization reported exclusions under the PSOLEAO and PSOLAR that were still within the initial two-year period of the agreement to become bilingual.

Approved Deputy Head Exceptions to the National Area of Selection Requirements for an External Advertised Appointment Process

VAC reported that the DH had not approved any exceptions to the National Area of Selection during the period of April 1, 2020 to March 31, 2021.

Results of Organizational Cyclical Assessment

VAC has not conducted a cyclical assessment since the implementation of NDS. The deadline for their organizational submission is October 1, 2021.

Inquiries and Trends

Since April 1, 2019, the SSA received 122 inquiries. This volume is consistent with similar--sized organizations. Since the beginning of the Covid-19 pandemic, most of the organization’s inquiries were related to the PSC’s temporary measures giving flexibility in assessing second language qualifications.

Many discussions with VAC’s Corporate Staffing representatives have taken place over the past year regarding PSC requirements for cyclical assessments and VAC’s review of its staffing monitoring framework. In addition, VAC recently reviewed its staffing sub-delegation instrument in consultation with the SSA.

In recent years, many outreach activities were delivered at VAC by the SSA. These include various staffing scenarios sessions with the Corporate and the Operational staffing teams. The most recent event took place virtually in winter 2021. Prior to the Covid-19 pandemic, the SSA delivered in-person presentations in Charlottetown to Staffing Advisors and hiring managers.

Oversight

Audits

Past Audits

VAC was among the departments and agencies selected for the pilot System-Wide Staffing Audit (SWSA) that was published in 2018.

The SWSA was a review of system-wide compliance in staffing. In all, 25 departments and agencies participated in the audit, providing a sample of 386 appointments; 20 of these appointments were from VAC.

VAC was also among the 30 organizations that participated in the Audit of Employment Equity Representation in Recruitment published in January 2021. Of the 181 appointment processes examined as part of the audit, 7 were from VAC.

The objective of the audit was to determine whether the four designated EE groups were proportionately represented in recruitment processes and to identify key factors that influence representation in the appointment system among the four designated EE groups.

As a component to our follow up to the audit, the PSC’s audit team plans to develop an audit program for departments and agencies interested in conducting their own audits on EE representation in recruitment. This will be ready in fall 2021.

VAC’s participation in these audits was greatly appreciated.

Current Audits

VAC is not included in any of the PSC audits that are underway.

Investigations

The following table outlines the different investigations by the PSC for VAC, between May 2018 and May 2021.

Table 1 - Investigations
Nature of Issue Cases Received Cases Referred by Organization Closed - Not Accepted Completed Unfounded Completed Founded Ongoing
s.66 External Appointments (Merit, Error, Omission, Improper Conduct) 5 0 5 1 0 0
s.69 Fraud 1 1 0 0 1 0
s.118 Improper Political Activities - Employees 3 0 0 0 1 1
Total 9 1 5 1 2 1

Note: The numbers may not add up as discontinued cases, cases resolved via early intervention and rare cases (s.119, s.67.1) are not included in this table.

Note: Each column is an independent calculation of the others. Cases received are cases received in the period, cases completed are those completed in the period, not necessarily cases completed out of those received.

Founded investigations

From May 2018 to May 2021, there were two founded investigations.

In the first case, an employee committed fraud in an appointment process at VAC when they asked another individual to review and to make modifications to their answers in their take-home exam, knowing that obtaining assistance in the completion of the exam was not allowed.

The ordered corrective action included, for a period of one year, that the employee must notify the Commission before accepting any position or work within the federal public service and complete the Values and Ethics Foundation for Employees course offered by the Canada School of Public Service, followed by a discussion with their director, if they join the public service within the next year.

In the second case, an employee at VAC was not in compliance with subsection 114(1) of the Public Service Employment Act (PSEA) when they sought nomination as a candidate in a provincial election prior to having requested and obtained the Commission’s permission.

The ordered corrective action included that the employee participate in an individual awareness session on the political activities regime applicable to federal public servants and that a letter be sent by the PSC to the employee to inform them that they failed to comply with subsection 114(1) of the PSEA and to remind them of their obligations.

Community of Practice for Investigators

Currently, no VAC employees are members of the Community of Practice. The PSC is offering information sessions and customized workshops to organizations to help prevent staffing irregularities and detect them when they occur. To book a session, VAC can contact Investigations at CFP.Enquetes-Investigations.PSC@canada.ca.

Staffing and Non-Partisanship Survey Results

Overall, VAC’s Staffing and Non-Partisanship Survey (SNPS) results are comparable with other large-sized organizations and the public service. An exception is the lower results relating to hiring manager’s perception that NDS improved the way they hire and appoint persons to and within their organization

Below are key findings from VAC’s 2018 SNPS results:

Diversity Profile

Table 2 - Diversity Profile
Designated Group Representation across the Public Service of Canada Workforce Availability (WFA) Veterans Affairs Canada (2019-2020) Veterans Affairs Canada (2018-2019)
Women 55.% 52.7% 72.6% 73.0%
Indigenous peoples 5.1% 4.0% 4.2% 4.1%
Persons with Disabilities 5.2% 9.0% 7.1% 7.7%
Members of visible minorities 17.8% 15.3% 8.9% 9.1%

Sources:

Employment Equity in the Public Service of Canada 2019-2020, Treasury Board of Canada Secretariat
Employment Equity in the Public Service of Canada 2018-2019, Treasury Board of Canada Secretariat

Analysis – Employment equity

Strategic Staffing Solutions – Employment Equity

The following array of solutions may be useful as VAC continues to build a representative and diverse organization:

The Clerk of the Privy Council asked senior leaders to commit to making measurable change to the diversity and inclusiveness of the public service which includes the creation of staffing plans to close representation gaps for EE groups. The targets below highlight the current gap in representation of persons with disabilities and the estimated level of recruitment required to close this gap within the next five years, taking into consideration factors such as attrition.

Priority Entitlements and Veterans

Appointments of Persons with a Priority Entitlement

From April 1, 2020 to May 31, 2021, VAC has appointed 12 persons with a priority entitlement (PPE) indeterminately.

Appointments of Persons with a Canadian Armed Forces Priority Entitlement

Since the coming into force of the Veterans Hiring Act on July 1, 2015 until May 31, 2021, VAC has made 41 appointments of persons with a Canadian Armed Forces Priority Entitlement.

Table 3 - Priority Entitlements and Veterans
Fiscal year Attributable to service (statutory) Not attributable to service (regulatory) Total
July 1, 2015 - 2016 1 5 6
2016 - 2017 9 5 14
2017 - 2018 2 2 4
2018 - 2019 4 1 5
2019 - 2020 7 0 7
2020 - 2021 5 0 5
April 1, 2021 - May 31, 2021 0 0 0
Total 28 13 41

Source: Priority Information Management System

Priority Clearance Requests

From April 1, 2020 to May 31, 2021, VAC submitted 950 priority clearance requests.

Table 4 - Priority Clearance Requests
Priority Clearance Type Number Percentage of Total Number
Internal advertised processes
  • Internal advertised (X)
  • Appointment from a previously established pool (X)
  • Employment Equity (EE) process (X)
65
30
1
10.11%
Internal non-advertised processes 149 15.68%
External advertised processes
  • External advertised (X)
  • Appointment from a previously established pool (X)
  • EE process (X)
310
109
2
44.32%
External non-advertised processes 233 24.53%
Appointment of persons with a priority entitlement (includes term and indeterminate appointments) 28 2.94%
Student bridging 23 2.42%
Section 43 0 0%
Total 950 100%

Source: Priority Information Management System

COVID-19 Related Priority Clearance Requests

Since the Priority Entitlements Policy Division began monitoring priority entitlement clearances related to Covid-19, VAC has submitted 12 requests to the PSC.

Persons with a Priority Entitlement

As of June 1, 2021, VAC had 14 active PPEs in the Priority Information Management System.

Non-Partisanship in the Public Service

Since 2015, the PSC has received 6 requests for permission by an employee of VAC to seek nomination as, and be, a candidate in an election. This includes 5 at the municipal level and 1 at the provincial level.

In the last 3 fiscal years, there were 3 investigations of allegations of improper political activities related seeking nomination prior to receiving the permission from the PSC. Two are now closed and the latest one that was launched on May 25, 2021 is ongoing.

In the 2018 Staffing and Non-Partisanship Survey:

VAC’s Designated Political Activities Representative (DPAR) is Anita Singh, Safe Workplace Advisor, Human Resources Division. The DPAR acts as a liaison with the PSC on matters related to political activities and non-partisanship. General awareness sessions on political activities and non-partisanship for employees can be delivered upon request. As a reminder, deputy heads may not engage in any political activity other than voting in an election.

Recruitment Programs

Federal Internship Program for Canadians with Disabilities

VAC is not currently participating in the Federal Internship Program for Canadians with Disabilities. The first year of the program resulted in 20 interns hired by 8 organizations, the program is on track to hire 55 interns, in collaboration with 28 organizations, for Cohort Two.

This program is an excellent initiative to contribute to the Government of Canada’s Accessibility Strategy which aims to increase the economic inclusion of women, men and gender-diverse persons with disabilities who have limited work experience, by developing key skills for future employment. The program also offers a 50% salary reimbursement to hiring departments for the duration of the internship period. It also provides managers and interns with career coaching services and tools to support the interns’ development, such as training offered by the Canada School or Public Service.

There will be additional qualified candidates, at the AS-01 group and level, from Cohort Two that will be available to hiring organizations in the coming months. Cohort Three will be launched in the fall of 2021.

Should VAC wish to hire interns, they may contact the PSC at: cfp.diversitedetalent-talentdiversity.psc@canada.ca.

Employment Opportunity for Students with Disabilities / Indigenous Student Employment Opportunity

VAC submitted 14 requests for referrals for Students with Disabilities and 24 for Indigenous Students through FSWEP between April 30, 2020, and April 30, 2021.

The Employment Opportunity for Students with Disabilities (EOSD) and Indigenous Student Employment Opportunity (ISEO) initiatives are excellent recruitment options to increase diversity in the workplace by hiring students living with disabilities and indigenous students.

Hiring managers and students are provided with resources, such as onboarding tools, training, and networking events, including mentoring and meet and greets.

Candidates are available year-round through the FSWEP ongoing inventory.

Federal Student Work Experience Program

VAC has submitted 93 requests for referrals through FSWEP between April 30, 2020 and April 30, 2021. Moreover, VAC has hired 758 students through the FSWEP program in the last 4 years. The number of students currently available in this program is 68 918.Footnote 3

Post-Secondary Recruitment

VAC has submitted 3 requests in the 2020-2021 fiscal year for referrals from existing PSR inventories to staff a total of 3 positions in the CR, IS and PE categories.

Participation in Initiatives Related to the Hiring of Indigenous Peoples

The Personnel Psychology Centre (PPC) has been providing consultation services to HR at VAC regarding an upcoming external EE process for EX feeder groups at the EX minus 1 and EX minus 2 levels. The process will target applicants who self-declare in the following EE groups: Indigenous persons, visible minorities, and persons with disabilities. VAC is exploring methods to assess the Key Leadership Competencies, with a particular interest in the PPC’s tailored tools such as the Leadership Achievement and Simulations Assessment.

The Indigenous Career Pathway (ICP) is an initiative that may also be of interest to VAC for the hiring of Indigenous People. VAC may wish to contact the Aboriginal Centre of Expertise for more information.

ICP provides managers and human resources specialists with expertise and support in the area of Indigenous recruitment and combines two tools:

More information on Indigenous recruitment programs is available on the Indigenous recruitment–Information for hiring managers website.

Participation in Initiatives Related to the Hiring of Persons with Disabilities

The PSC, in collaboration with the Human Resources Council, has developed 2 initiatives to contribute positively to EE representation, time to staff, candidate and hiring manager experience:

  1. On March 31, 2021, 2 inventories were created for persons with disabilities in the fields of Data and Policy in the Economics and Social Sciences Services (EC) group and Digital Technology for positions in the Computer Systems (CS) group.
    • Each inventory has been successful in attracting and recruiting over 150 candidates with disabilities since its launch.
    • These inventories are expected to be ready for candidate referrals this summer and organisations are encouraged to reach out to the PSC to discuss ways in which they can contribute to the success of these initiatives.
    • Based on the current success, additional inventories are planned in the coming months in the areas of finance and sciences.
  2. In collaboration with organizations, the working group is establishing a centralized repository of assessed and qualified candidates with disabilities who are ready to be hired in current external advertised departmental pools. 
    • By participating, candidates would be considered for job opportunities across the public service without having to reapply. 
    • This repository will be available to all organizations as a quick and efficient staffing option.

Staffing Support

Public Service Commission Representatives and Organizational Contacts

The SSA assigned to this organization is Simon Lachaine, the primary organizational contact is Isabelle Dubé, Director, Corporate Resourcing. The Head of Human Resources at VAC is Nancy Pike, Director General, Human Resources.

PREPARED BY:

Simon Lachaine
Staffing Support Advisor

APPROVED BY:

Lynn Brault
Director General, Staffing Support, Priorities and Political Activities Directorate,
Policy and Communications Sector

Gaveen Cadotte
Vice-President, Policy and Communications Sector

Annexes:

Annex A – The New Direction in Staffing (NDS) highlights for DHs
Annex B - Data on Population and Staffing Activities

Annex A

Highlights for Deputy Heads

A New Direction in Staffing – A Merit-Based System That is Effective, Efficient and Fair

Appointment Policy

New focus on core requirements to provide sub-delegated persons with greater discretion in making an appointment

Delegation

All PSC monitoring and reporting requirements now found in the Appointment Delegation and Accountability Instrument

Monitoring and Reporting

Monitoring built by organizations, targeted to their needs

PSC Oversight

System-wide focus

This document should be read in conjunction with the Public Service Employment Act, the Public Service Employment Regulations, the PSC Appointment Policy and the PSC Appointment Delegation and Accountability Instrument.

Annex B

Population by tenure as of March 31

Text version
Table 4 - Public Service Employment Act population by tenure as of March 31
Year Indeterminate population Term population Casual population Student population Total population
As of March 31, 2016 2686 241 390 52 3369
As of March 31, 2017 2399 191 173 87 2850
As of March 31, 2018 2377 281 95 103 2856
As of March 31, 2019 2592 301 155 116 3164
As of March 31, 2020 2726 434 76 114 3350
As of March 31, 2021 2840 793 78 95 3806

Population by language requirements as of March 31, 2021

Text version
Table 5 - Public Service Employment Act population by language requirements of the position as of March 31, 2021
Linguistic requirements of the position Population as of March 31, 2021 Percentage of population as of March 31, 2021
Bilingual 943 28%
Unilingual 2444 72%
Unknowns 419 Not Applicable

Population by occupational group as of March 31, 2021

Text version
Table 6- Top occupational groups, as a percentage of the Public Service Employment Act population as of March 31, 2021
Occupational group Population as of March 31, 2021 Percentage of population as of March 31, 2021
WP – Welfare Programme 1401 38%
AS – Administrative Services 623 17%
CR – Clerical and Regulatory 520 14%
NU – Nurse 274 7%
Other 893 24%
Unknowns 95 Not Applicable

Population by region as of March 31, 2021

Text version
Table 7- Distribution by region, as a percentage of the Public Service Employment Act population as of March 31, 2021
Region Population as of March 31, 2021 Percentage of population as of March 31, 2021
National Capital Region (NCR) 301 8%
Non-NCR 3501 92%
Unknowns 4 Not Applicable

External indeterminate hires by occupational group, 2020-2021

Text version
Table 8 - External indeterminate hires by top occupational groups, for fiscal year 2020-2021
Occupational group Number of indeterminate hiring activities Percentage of all indeterminate hiring activities
WP – Welfare Programme 33 35%
OP – Occupational and Physical Therapy 23 24%
AS – Administrative Services 11 12%
CR – Clerical and Regulatory 10 11%
Other 18 19%
Total 95 100%

Staffing by region

Text version
Table 9 - Percentage of staffing activities in the National Capital Region compared with all other regions by fiscal year
Fiscal year Percentage of staffing activities in the National Capital Region (NCR) * Percentage of staffing activities in all other regions
(Non-NCR) *
2016-2017 9% 91%
2017-2018 10% 90%
2018-2019 7% 93%
2019-2020 9% 91%
2020-2021 10% 90%

* Regional distribution excludes unknowns

Staffing by process type

Text version
Table 10 - Number and percentage of staffing activities by type of process and fiscal year
Fiscal year Non-advertised processes (excludes unknowns) Advertised processes Percentage of Non-advertised processes
2016-2017 103 586 15%
2017-2018 195 361 35%
2018-2019 335 577 37%
2019-2020 470 521 47%
2020-2021 525 587 47%

Staffing by appointment type

Text version
Table 11 - Staffing activities by appointment type and fiscal year
Fiscal year Promotions Lateral and downward movements Appointments to the public service (includes casuals and students) Acting appointments (excludes appointments of less than 4 months) Total
2016-2017 301 472 1004 216 1993
2017-2018 207 327 788 211 1533
2018-2019 344 408 1039 263 2054
2019-2020 311 391 972 382 2056
2020-2021 303 378 917 459 2057

Staffing by tenure

Text version
Table 12 - Staffing activities by tenure and fiscal year
Fiscal year Indeterminate staffing activities Term staffing activities Casual staffing activities Student staffing activities Total staffing activities
2016-2017 1176 258 338 221 1993
2017-2018 818 296 200 219 1533
2018-2019 1145 371 324 214 2054
2019-2020 1159 430 192 275 2056
2020-2021 1074 705 154 124 2057

Key findings - Staffing and non-partisanship survey (2018)

Student program hires

Text version
Table 13 - Student staffing activities by recruitment program and fiscal year
Fiscal year Federal Student Work Experience Program Post-Secondary Co-op/Internship Program Research Affiliate Program Total
2016-2017 201 19 1 221
2017-2018 200 17 2 219
2018-2019 197 16 1 214
2019-2020 252 23 0 275
2020-2021 109 15 0 124

Post-Secondary Recruitment Program and former student hires

Text version
Table 14 - Post-Secondary Recruitment Program and former student hires by fiscal year (indeterminate and term)
Fiscal year Post-secondary Recruitment (PSR) Former student hires*
2016-2017 6 38
2017-2018 3 38
2018-2019 0 49
2019-2020 3 54
2020-2021 5 57

*Hiring of former students includes indeterminate and term hires with experience in a federal student recruitment program within the last 10 years.

Internal time to staff

Text version
Table 12 - Internal time to staff
Number of calendar days The number of internal appointments for which the TTS-IA was within the specified number of calendar days for organizations subject to the Public Service Employment Act The number of internal appointments for which the TTS-IA was within the specified number of calendar days for the specified organization
0 calendar days 0 0
0 to 29 calendar days 10 0
30 to 59 calendar days 67 0
60 to 89 calendar days 147 2
90 to 119 calendar days 203 3
120 to 149 calendar days 191 4
150 to 179 calendar days 174 2
180 to 209 calendar days 168 2
210 to 239 calendar days 136 2
240 to 269 calendar days 125 1
270 to 299 calendar days 114 0
300 to 329 calendar days 79 1
330 to 359 calendar days 74 2
360 to 389 calendar days 66 0
390 to 419 calendar days 56 0
420 to 449 calendar days 46 0
450 to 479 calendar days 34 0
480 to 509 calendar days 28 0
510 to 539 calendar days 27 0
540 to 569 calendar days 19 1
570 to 599 calendar days 10 0
600 to 629 calendar days 13 0
630 to 659 calendar days 13 0
660 to 689 calendar days 12 0
690 to 719 calendar days 7 0
720 to 749 calendar days 10 0
750 to 779 calendar days 8 0
780 to 809 calendar days 8 0
810 to 839 calendar days 3 0
840 to 869 calendar days 5 0
870 to 899 calendar days 6 0
900 to 929 calendar days 3 0
930 to 959 calendar days 2 0
960 to 989 calendar days 2 0
More than 990 calendar days 36 0
Internal time to staff is calculated as the number of calendar days between the opening date of the advertisement and the date of the first notification.

Internal time to staff for fiscal year 2020-2021

The median internal time to staff for the public service (organizations subject to the Public Service Employment Act) for fiscal year 2020-2021 is 208 days. Veterans Affairs Canada’s median internal time to staff for fiscal year 2020-2021 is 160 days.

External time to staff

Text version
Table 13 - External time to staff
Number of calendar days The number of external appointment processes for which the TTS-EA was within the specified number of calendar days for organizations subject to the Public Service Employment Act The number of external appointments for which the TTS-EA was within the specified number of calendar days for the specified organization
0 calendar days 0 0
0 to 29 calendar days 26 0
30 to 59 calendar days 28 0
60 to 89 calendar days 69 0
90 to 119 calendar days 73 2
120 to 149 calendar days 79 2
150 to 179 calendar days 106 0
180 to 209 calendar days 118 2
210 to 239 calendar days 94 2
240 to 269 calendar days 75 0
270 to 299 calendar days 82 2
300 to 329 calendar days 78 1
330 to 359 calendar days 64 2
360 to 389 calendar days 67 2
390 to 419 calendar days 48 2
420 to 449 calendar days 40 3
450 to 479 calendar days 29 0
480 to 509 calendar days 22 0
510 to 539 calendar days 26 1
540 to 569 calendar days 15 0
570 to 599 calendar days 14 1
600 to 629 calendar days 13 0
630 to 659 calendar days 15 0
660 to 689 calendar days 8 1
690 to 719 calendar days 13 0
720 to 749 calendar days 5 1
750 to 779 calendar days 11 3
780 to 809 calendar days 8 1
810 to 839 calendar days 3 0
840 to 869 calendar days 5 1
870 to 899 calendar days 1 0
900 to 929 calendar days 0 0
930 to 959 calendar days 1 0
960 to 989 calendar days 1 0
More than 990 calendar days 1 0

External time to staff is calculated as the number of calendar days between the opening date of the advertisement and the date of the first estimated external hire.

External time to staff for fiscal year 2020-2021

The median external time to staff for the public service (organizations subject to the Public Service Employment Act) for fiscal year 2020-2021 is 250 days.  Veterans Affairs Canada’s median external time to staff for fiscal year 2020-2021 is 384 days.

Technical Notes:

Sources:

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