Summary of the Evaluation of the Classification Program

Context

The Classification Program supports Treasury Board as the employer, the Office of the Chief Human Resources Officer (OCHRO), and deputy heads in fulfilling their legislative obligations. Classification:

• determines the value of public service work fairly and transparently
• organizes work into occupational groups
• supports labour relations by forming the basis for union representation and collective bargaining

Evaluation approach

Building upon the 2017 formative evaluation, this impact evaluation measured the program’s progress toward its intermediate outcomes spanning 2017 to December 2024.

Findings

• The enabling conditions for achieving outcomes exist to a small extent.
  • The program supported departments, though more was expected.
  • Classification advisors need support in communicating and enforcing their dual roles.
  • There is interest in stable program funding and direction.
  • Readiness for change management varies. OCHRO made efforts to grow the program and a vision but lacked a concrete plan.
• Achieving transparent and consistent classification decisions was hindered by data deficiencies and lack of oversight.
  • The program struggled to meet the high demand for its policy advice and interpretations across the Government of Canada.
  • TBS’s human resources system (PCIS+) is widely used but has data quality issues, including misclassifications, and supervisors without subordinates.
  • The limited oversight affected the ability to ensure relativity and pay equity, and resulted in classification issues such as upward trending not being identified or addressed.
• The program maintained the occupational group structure to a modest degree, though it needs more routine maintenance, as some classifications are outdated.
  • Significant changes have occurred, highlighting the importance of addressing workforce needs and modernizing tools.
  • There is a legal requirement to maintain the occupational group structure.
• The program currently supports departmental experimentation and innovation but is limited by its guidance on innovative classification solutions and deputy head–directed classification decisions.

Recommendations

It is recommended that OCHRO, through the Classification Program:

1. strengthen oversight and monitoring of departments to:
   1. improve data quality
   2. enable more consistent classification decisions
2. reassess the approach to reviewing the occupational group structure, to better meet enterprise needs
3. if innovative classification solutions and deputy head–directed classification decisions continue to be an option in the policy, strengthen guidance so departments better understand when and how to apply them
4. establish and communicate the program’s vision and long-term plan to departments to increase understanding, including clarifying the classification advisors’ dual roles.