1.1 This directive takes effect on December 1, 2017, including, in accordance with paragraph 8.2, for functional specialists in procurement, materiel management, real property and information management. The functional authority centres for other functional communities will establish the effective date for their respective functional communities.
1.2 Organizations will have until December 31, 2006, to implement transitional considerations (see Appendix 2). These transitional considerations will be rescinded on January 1, 2007.
2.1 This directive applies to the core public administration as defined in the Financial Administration Act, i.e., the departments named in Schedule I and the other portions of the federal public administration named in Schedule IV of the Act.
This directive helps meet the implementation requirements stipulated in subparagraph 6.1.1 of the Policy on Learning, Training and Development (the LTD Policy) in relation to required training, which includes training determined to be mandatory by the Treasury Board, paragraph 6.4 on monitoring and reporting and paragraph 7.1, on consequences. It provides direction to key stakeholders on how the policy requirements relating to required training under the LTD Policy are to be fulfilled.
3.2 Providing timely access to training is essential to ensure that employees have the necessary knowledge, skills and competencies to effectively carry out their duties. This is fundamental to strengthening the capacity of organizations to deliver on their mandate.
3.3 Effective implementation of this directive results in the following:
3.4 This directive is issued pursuant to paragraph 11.1(1)(f) of the Financial Administration Act.
3.5 This directive is to be read in conjunction with the Policy on Learning, Training and Development.
3.6 Treasury Board has authorized the Chief Human Resources Officer of the Treasury Board Secretariat to issue this operational directive.
3.7 Deputy heads are responsible for the overall implementation of this directive.
4.1 Further to the definitions included in the Policy on Learning, Training and Development, this directive supports its interpretation by adding or refining definitions for several terms. These include the terms "employee", "supervisor", "manager", "functional specialist", "designated superior" and "required training coordinator". These definitions are to be used for purposes of this directive and are attached in Appendix 1.
Organizations are responsible for:
With the exception of training determined to be mandatory by the Treasury Board, the required training coordinator (the Coordinator) is responsible for supporting deputy heads in fulfilling their responsibilities for the implementation of required training by:
Designated superiors are responsible for:
All employees are responsible for:
Employees newly appointed to the core public administration are responsible for:
First-time supervisors, managers, executives and functional specialists are responsible for:
Managers and executives are responsible for completing a knowledge assessment of their legal responsibilities at least every five years.
6.1 The organization is responsible for presenting its Annual Report on Required Training to the Office of the Chief Human Resources Officer by June 30 of each year which will include the following information:
6.1.1 For employees newly appointed to the core public administration, first-time supervisors, managers, executives and functional specialists:
6.1.2 For managers and executives required to validate their knowledge of legal responsibilities at least every five years:
7.1 The consequences of non-compliance with this directive are identified in section 7 of the Policy on Learning, Training and Development.
The Canada School of Public Service (the School) is the service provider for required training for employees newly appointed to the core public administration, first-time supervisors, managers, executives and functional specialists in procurement, materiel management, real property and information management and may be selected by additional functional authority centres in the future. The School is responsible for:
8.1.1 For knowledge assessment for managers and executives, the School is responsible for:
Functional authority centres are responsible for:
Service providers are responsible for:
For interpretation of any aspect of this directive, please contact Treasury Board of Canada Secretariat Public Enquiries.
For purposes of this directive, means financial or human resources signing authorities delegated by the deputy head based on the organization’s delegation instrument. Levels of delegation vary between organizations. Financial signing authorities usually include delegations based on sections 32 and 34 of the Financial Administration Act. Human resources signing authorities usually include delegations such as approval of leave.
Since staffing sub-delegations are specific to each organization, required training or knowledge assessment aimed at managers and executives may have to be complemented to meet the terms of the organization’s Appointment Delegation and Accountability Instrument.
For purposes of this directive, for employees newly appointed to the core public administration, this term refers to attending the required training for its full duration. For first-time supervisors, managers and executives, refers to attending the required training for its full duration and demonstrating that, based on the appropriate mechanism, knowledge standards have been met. For functional specialists, this term will be defined by functional authority centres.
For managers and executives who must complete a knowledge assessment leading to validation of delegated signing authorities at least every five years, this term refers to successful validation in the four domains assessed.
Organizations will have until December 31, 2006, to implement requirements of subparagraph 6.1.1 of the Policy on Learning, Training and Development (the LTD Policy) relating to existing managers and executives. Consequences will take effect on January 1, 2007.
These transitional considerations will be rescinded on January 1, 2007.
Organizations will implement section 7 of the Policy on Learning, Training and Development (the LTD Policy) relating to consequences for existing managers and executives on January 1, 2007.
Transitional considerations relating to existing managers and executives complement requirements established under "5. Requirements" of this directive and are to be implemented between May 15, 2006, and December 31, 2006.
Employees newly appointed to the core public administration and first-time supervisors, managers and executives who attended and successfully completed the pilot programs offered by the Canada School of Public Service (the School) between January 1 and May 15, 2006, as evidenced by the Registrar’s monthly report to the required training coordinator (the Coordinator), are deemed to have successfully completed the required training.
Existing managers and executives who attended and successfully completed the pilot programs offered by the School between January 1 and May 15, 2006, as evidenced by the Registrar’s monthly report to the Coordinator, are deemed to have validated their delegated signing authorities.
Existing functional specialists in the fields of procurement, materiel management and real property who have completed any of the Fundamentals courses between January 1 and May 15, 2006 — required training for professional development and certification as recognized by the Treasury Board Secretariat Professional Development and Certification Program — as evidenced by the Registrar’s monthly report to the Coordinator, will be recognized as having completed these course requirements.
For existing managers and executives, the Coordinator:
For existing managers and executives, the designated superior:
For existing functional specialists in the fields of procurement, materiel management and real property, the Coordinator:
For existing functional specialists, the designated superior:
For employees newly appointed to the core public administration and for first-time supervisors, managers and executives appointed between January 1 and May 15, 2006, the Coordinator:
For employees newly appointed to the core public administration and for existing first-time supervisors, managers and executives appointed between January 1 and May 15, 2006, the designated superior:
The knowledge assessment leading to validation of delegated signing authorities will be effective for a period of up to five years. Provisions to maintain knowledge are found in "5. Requirements" of this directive.
After December 31, 2006, when an existing manager or executive fails to take or complete the knowledge assessment, the deputy head suspends their delegated signing authorities.
The Coordinator is responsible for:
The organization is responsible for: