Overview of public service staffing and trends in EX-03, EX-04 and EX-05 groups

Background

This document summarizes key trends on employment equity of applicants and appointments as well as trends in recruitment, promotions, departures and employment equity representation for the senior executive cadre of the public service. This report also examines movement in and out of senior executive groups, employment equity representation of their members, and the characteristics of the most common senior executive feeder groups.

Overview of public service staffing

Applications to external advertisements

Applicants by employment equity group

External hires

External hires by employment equity group

Trends in EX-03 to EX-05 positions

The federal public service must continue to expand its understanding of the challenges faced by employment equity groups, and of the opportunities a diverse workforce offers. This involves building a deeper understanding of differences within groups, and of intersections with diversity factors within our executive community.

EX population

Population trends in the EX-03, EX-04 and EX-05 (“senior executive”) groups are largely driven by the EX-03 group, which accounted for just under 75 percent of such executives in 2018-2019. Among senior executives, the representation in each employment equity group is below the workforce availability of the overall executive cadre. The representation of senior executives is also lower than the representation within the EX-01 and EX-02 feeder groups for all employment equity groups except persons with disabilities. However, employment equity representation for senior executives has generally increased over the past five years.

Figure 1: Senior executive representation 
Text version
Table 1: Senior executive representation

Employment equity group

2013-2014

2014-2015

2015-2016

2016-2017

2017-2018

2018-2019

Indigenous peoples

2.4%

2.4%

2.6%

2.9%

2.8%

3.0%

Persons with disabilities

4.3%

4.9%

4.4%

4.1%

4.6%

4.8%

Visible minorities

7.2%

8.0%

8.1%

8.6%

9.2%

9.7%

Women

41.5%

41.7%

42.4%

42.7%

43.0%

43.4%

Representation within senior executive feeder groups

Given that the majority of movement into senior executive positions is from existing public servants, we evaluated the demographics of the EX-01 and EX-02 groups. These traditional feeder groups tend to be younger and more representative than the EX-03 to EX-05 groups themselves.

Figure 2: Feeder groups for EX-03 positions
Text version
Table 2: Feeder groups for EX-03 positions

Previous positions

2013-2014

2014-2015

2015-2016

2016-2017

2017-2018

2018-2019

EX-01

18

15

18

22

19

14

EX-02

69

107

91

109

157

138

External hire

8

7

9

11

13

12

Other classifications

3

5

11

8

6

7

Staffing

Staffing activities, which include both hires from outside the public service and internal promotions, for EX-03 to EX-05 positions have increased in recent years, outpacing departures from these positions.

Figure 3: Number of externally hired and promoted senior executives
Text version
Table 3: Number of externally hired and promoted senior executives

Employment equity group

2013-2014

2014-2015

2015-2016

2016-2017

2017-2018

2018-2019

Indigenous peoples

2

6

3

10

12

9

Persons with disabilities

9

15

5

10

10

11

Visible minorities

10

20

15

21

25

27

Women

65

90

81

96

144

116

Departures

Departures from EX-03 to EX-05 positions are generally lower than recruitment volumes, which contributes to the increase in employment equity representation seen in these executive groups over the past five years. There is some evidence to suggest that senior executives may be leaving the public service later than in previous years.

Table 4: Representation within the EX-03 to EX-05 groups, 2018-2019

Employment equity group

Inflow (promotions+ new hires)

Inflows who were not previously in the EX-03 to EX-05 groups

Outflow (retirements + other separations)

Population representation

Workforce availability for all EX

Gap

Persons with disabilities

11

9

3

4.8% (62 executives)

5.3%

6 senior executives

Indigenous peoples

9

8

2

3.0% (39 executives)

5.1%

27 senior executives

Visible minorities

27

24

4

9.7% (125 executives)

10.6%

11 senior executives

Women

116

90

53

43.4% (559 executives)

48%

59 senior executives

Report a problem or mistake on this page
Please select all that apply:

Thank you for your help!

You will not receive a reply. For enquiries, contact us.

Date modified: