Integrated strategy for human resources and pay

The Government of Canada is developing and putting in place an integrated strategy to manage human resources (HR) and pay for public servants. The project will evolve over time as work progresses and solutions are refined. We’ll provide ongoing updates to Canadians on the details of the work.

Video: Trust and transformation - Our vision to modernize HR and pay (duration: 3 minutes and 33 seconds)

Quarterly progress reports

Regular progress updates on strategy scope, cost and milestones.

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Tracking our progress against our commitments

From April 2025 to June 2026, we’re tracking our progress against the 8 key commitments below, addressing both the current operations and transformation initiatives for HR and pay.

Current operations

What we’re doing to improve the way we deliver HR and pay services within our current systems, until we have a replacement.

Current operations progress (as of June 19, 2025)

Our continued efforts in maintaining and improving our current pay system and operations are required for the administration of pay and to reduce the number of outstanding pay cases.

Total backlog and PSPC priority cases to be closed: 122,500
Between April 2025 and June 2026, PSPC estimates it will process a total of 122,500 backlog and priority cases as part of the dedicated backlog commitment and in preparation for the Dayforce Vanguard pilot project. This includes:
- Eliminating 102,600 backlog cases (21% complete) —These are cases older than one year of age. Consult our Public Service Pay Centre dashboard for the overall number of cases ready to be processed at the Pay Centre.
- Processing 19,900 PSPC priority and backlog cases (34% complete)—In preparation for testing of Dayforce, PSPC is committed to processing 19,900 outstanding pay cases that PSPC employees had as of April 2025. This effort will help ensure PSPC has no pay cases older than 1 year old when it is ready to onboard to Dayforce.
Process cases leveraging AI and automation: 160,000 cases (1% complete)
Between April 2025 and June 2026, AI will be leveraged to assist agents in processing an expected 160,000 pay cases. Focus will be on using AI to partially or fully automate the closing of high-volume case types where it delivers the greatest value.
Consolidate HR systems across the GC under PSPC: 21 new departments (5% complete)
In July 2024, TBS-OCHRO declared MyGCHR the interim enterprise HR system until a next generation HR and pay solution is ready for adoption.
Between April 2025 and June 2026, we will continue to build on last year’s commitment to consolidate HR systems across the Government of Canada, including:
- 15 new departments onboarded to MyGCHR, bringing us to a total of 73 departments hosted on MyGCHR
- We are also working with six departments on centralizing the management of their existing HR systems at PSPC

Transformation

Exploring a replacement for the current Phoenix pay system and most of the 30 HR systems in use across the Government of Canada.

Transformation progress (as of June 19, 2025)

Build and validate Dayforce (Year 2): Build of HR and pay system complete (41% complete)
Building on last year’s commitment, PSPC is now focusing on further developing Dayforce to close the gaps identified in the Feasibility Report. This means getting the system fully configured by June 2026 so we can start Enterprise testing. We will also be scaling up engagement across the Government of Canada to ensure each department and separate agency has the opportunity to validate system requirements and business processes. Organizations are scheduled to participate in detailed workshops next year.
HR and pay standardization: 50% of GC departments signed off on processes developed for Dayforce (0% complete)
Over the next 15 months, PSPC will engage departments to provide feedback, comments and further contribute to the mapping of processes configured for Dayforce. Our goal this year is to ensure 50% of Government of Canada departments have reviewed and signed off on these processes. To date, PSPC has identified and mapped 169 HR and pay processes across government that would be streamlined through Dayforce. As we work with more departments—we can expect this number to fluctuate.
Data hub: Procurement completed and build started (14% complete)
In 2024, the Government of Canada launched the procurement process for a new HR and Pay Data Hub—designed to streamline employee information management. During the process, we identified the need to strengthen our approach to data sovereignty, ensuring that all employee data remains securely hosted in Canada. Over the next 15 months, we’ll finalize the procurement and begin building the new Data Hub. This Data Hub will provide a single, unified employee profile—from hire to retire. This will allow for faster, more seamless transfers between departments, and better service and support for all employees. This is a key step toward a more modern, efficient, and secure HR and Pay system across the federal public service.
Data readiness for onboarding to Dayforce: 3 GC departments (19% complete)
In fiscal year 2024-25, we ran pilot tests using mock data to ensure HR and Pay data could move into Dayforce without loss or errors. Over the next 15 months, we will be migrating data for our Vanguard departments (Shared Services Canada, Public Services and Procurement Canada, and Canadian Nuclear Safety Commission) to get them ready for onboarding. This work is critical to make sure Dayforce performs as expected from day one.