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ARCHIVED - Library and Archives Canada


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Other Items of Interest

In our Report on Plans and Priorities for 2006-2007, Library and Archives Canada noted that our corporate management activities would strengthen our capacity to be an organization that is:

  • strategic and outcome-focused;
  • empowered by a strong, bilingual and diverse workforce;
  • open and continuously learning;
  • technology-enabled;
  • home to a healthy, accessible and supportive work environment; and
  • flexible and transparent.

A centrepiece of LAC efforts was the progress against the commitments set out in the Management Accountability Framework (MAF), which reflects our work on issues such as planning, reporting and many aspects of administration and management of human, financial and other resources. The LAC MAF assessment conducted by Treasury Board Secretariat led to commendation for LAC performance in areas such as governance and planning, the integration of our HR and business planning functions, our reporting to Parliament and procurement and contract management.

Opportunities for improvement were noted in three particular areas, which then defined focuses for LAC action: leadership and communication on public service values and ethics; progress towards the goals of the Embracing Change action plan; and further development of the Management Resources and Results Structure performance measurement framework. As part of this last item, we revised our Program Activity Architecture in 2006-2007 and will revise our performance measurement framework in 2007-08 to reflect our PAA changes.

For the second straight year, we received a grade of "A" from the Receiver General for the timeliness and accuracy of our accounting-related receiver general submissions. This was complemented by a numerical grade that rose from 92% in 2005 to 100% for 2006.

Human resource (HR) issues were central to our 2006-2007 corporate management commitments both in light of our recognition of HR priorities to be addressed and the new Public Service Modernization Act. We developed the necessary policies to operate under the new PSMA environment in consultation with human resources professionals and union representatives and adjusted them based on initial experience. Following through on a major 2006-2007 commitment, we developed a learning framework and began to identify learning priorities for 2007-2008. We continued to strengthen our relationship with unions through union-management consultation vehicles that were beneficial in discussing and resolving issues throughout the year.

Ensuring the arrival of a new generation of LAC employees was a high priority. A targeted recruitment program reached all library/archives studies programs in Canadian universities and some in the United States. This helped us staff 43 positions with first time public servants and address the under representation of Aboriginal peoples and visible minorities, where we have more to do.