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Table 4–Response to Parliamentary Committees, and Audits and Evaluations for Fiscal Year 2007–08
| Response to Parliamentary Committees |
| No recommendations were received. |
| Response to the Auditor General including to the Commissioner of the Environment and Sustainable Development (CESD) |
| To follow up. |
| External Audits (Note: These refer to other external audits conducted by the Public Service Commission of Canada or the Office of the Commissioner of Official Languages.) |
| The Office of the Auditor General looked at the controls applied by three small organizations, including the CIRB, for acquisition cards, contracting, executive travel, hospitality, executive compensation, and selected areas of human resources management. They also examined whether the entities’ management and control practices comply with government policies. Three recommendations were formulated: Recommendation 1–The CIRB should ensure that controls for procurement are applied rigorously and that transactions are conducted in accordance with the requirements of the Treasury Board Contracting Policy and the Government Contracts Regulations. CIRB Response 1–The CIRB agrees with this recommendation. All managers have recently successfully completed the Canada School of Public Service’s Authority Delegation online assessment course on procurement. All new managers are required to undergo similar training in procurement policy. The CIRB is currently staffing the position of Manager, Materiel Management and Administrative Services, and will ensure that the successful candidate is fully trained in contract management and procurement and rigorously applies the requisite policies and controls. Recommendation 2–The CIRB should develop and implement human resources plans that clearly define the current and future human resources needs, that are integrated with the business plans, and that outline the strategies to fill current and projected gaps in the workforce. CIRB Response 2–The CIRB agrees with this recommendation. The CIRB currently has a number of strategic plans and/or anticipated actions covering a range of human resources activities, such as employment equity, official languages and succession planning. It will now move to integrate those existing plans into an overall comprehensive plan linked to business objectives. This will be completed in the 2007–08 fiscal year. Recommendation 3–The CIRB should ensure that performance pay awards are based on complete performance assessments. CIRB Response 3–The CIRB agrees that there have been shortcomings with respect to the performance management process and the maintenance of comprehensive file records of all completed performance assessments. The CIRB will rectify the process immediately, in the current year, and will ensure that all completed performance assessments are maintained by its Human Resources Unit. The CIRB will continue to ensure that performance agreements and assessments are prepared in accordance with government guidelines. More detailed information can be obtained at the following link: http://www.oag-bvg.gc.ca/internet/English/parl_oag_200710_02_e_23826.html |
