ARCHIVED - Directive on Language Training and Learning Retention

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Definitions and Notes for the Reader

Financial Administration Act: http://laws.justice.gc.ca/en/F-11/index.html

Official Languages Act: http://laws.justice.gc.ca/en/O-3.01/   

Policy on official languages for human resources management:
http://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=12521

Deputy Heads:

This term is equivalent to "deputy minister", "chief executive officer" or some other title denoting this level of responsibility.

Directive on the staffing of bilingual positions:
http://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=12525

Public Service Official Languages Exclusion Approval Order:
http://canadagazette.gc.ca/partII/2005/20051214/html/si118-e.html

Important and immediate operational need:

An exception to the rule that a manager undergoes language training before taking up the duties of his or her position may be considered to help the institution deal with unusual or unpredictable circumstances – for example, the need for a short-term assignment to specific duties to deal with a crisis endangering public health or safety.

Conditions conducive to learning:

For example:

• The institution adopts values that support the equal status of the two official languages and compliance with its language obligations to the public and its employees.
• Senior managers adopt these values and communicate them to their employees.
• Managers ensure that employees who must meet their positions' language requirements are enrolled in language training at the beginning of their exemption periods.
• Managers support employees who must meet their positions' language requirements. For example:
  • Employees are able to attend full-time language training when required without also having to assume the responsibilities of their positions.
  • Managers and employees respect the start dates for language courses in which employees are enrolled.
  • Employees are able to remain in language training throughout the period for which they are enrolled in language courses.
• The institution provides employees with tools designed to maintain their language skills. Managers enable employees to take the time to use these tools.

Policy on Learning, Training and Development
http://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=12405

Working conditions conducive to the use and development of the second language skills:

• Supervisors make sure that employees occupying bilingual positions have access to work tools in both official languages needed to carry out their duties.
• Supervisors encourage employees returning from language training to take advantage of opportunities to use their second official language in interactions with colleagues, and encourage the colleagues to help them develop their second language skills.
• In designated bilingual regions, supervisors occupying  bilingual positions conduct meetings in both official languages, reminding participants of their right to use the official language of their choice.
• Supervisors or managers discuss with employees, as applicable, the need to take courses to further develop their second language skills and give them the time they need for this purpose.
• Employees who have undergone language training accept the responsibility to use their second official language. Further, they make efforts to maintain the necessary level of language proficiency and advise the supervisor if the work environment presents obstacles to use of the second language.

Policy on Learning, Training and Development:
http://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=12405

Travel Directive: http://www.tbs-sct.gc.ca/pubs_pol/hrpubs/TBM_113/td-dv-eng.asp

Consequences: http://www.tbs-sct.gc.ca/pubs_pol/hrpubs/OffLang/olpf-cplo1-eng.asp#consequence

Person responsible: http://www.tbs-sct.gc.ca/ollo/common/listinstitution_e.asp

 

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