People management

This directive details key stakeholders’ responsibilities regarding fair and consistent management of Interchange Canada assignments. 

This directive details key stakeholders’ roles and responsibilities in ensuring the training deemed mandatory by the Treasury Board (e.g. orientation for newly appointed employees; leadership skills for first-time managers; knowledge validation for managers and executives who exercise delegated authorities; and competencies required of certain functional specialists) is carried out. 

The policy provides Deputies with foundational support in developing and sustaining a high-performing workforce that ensures good governance and service to Canadians, and an inclusive, safe, barrier-free workplace that embodies public service values including respect for people, respect for democracy, integrity, stewardship and excellence in its actions and decisions. 

The directive explains the responsibilities of heads of human resources and managers for effective performance management and talent management of executives across the core public administration. The directive includes standards for performance agreements, learning and development plans, mid-year performance reviews, performance assessments and talent assessments. 

This directive provides direction to head of human resources and managers on the management of employee performance in the core public administration. 

The directive provides direction to managers and designated senior officials to support the accurate and consistent administration of performance pay for certain senior excluded and unrepresented employees across the core public administration. 

The directive describes the requirements for the organization and classification of positions in the Executive Group in the core public administration. 

The directive explains the responsibilities of heads of human resources and managers for effective performance management and talent management of executives across the core public administration. The directive includes standards for performance agreements, learning and development plans, mid-year performance reviews, performance assessments and talent assessments. 

The directive sets out the terms and conditions of employment for executives across the core public administration and the associated responsibilities of heads of human resources, delegated managers and executives. The directive covers salary and non-salary elements, performance pay, special deployments and career transition agreements. 

Outlines a consistent and equitable recourse process for employees who wish to grieve the classification of the work assigned by the responsible manager and described in the job description of the position they occupy 

Describes the responsibilities of Heads of Human Resources for the oversight of classification, including Executive classification. 

Establishes roles and responsibilities in organizational design and classification for Heads of Human Resources, managers, persons accredited, or trained, in organizational design and classification. 

The directive describes the requirements for the organization and classification of positions in the Executive Group in the core public administration. 

The policy provides Deputies with foundational support in developing and sustaining a high-performing workforce that ensures good governance and service to Canadians, and an inclusive, safe, barrier-free workplace that embodies public service values including respect for people, respect for democracy, integrity, stewardship and excellence in its actions and decisions. 

Outlines a consistent and equitable recourse process for employees who wish to grieve the classification of the work assigned by the responsible manager and described in the job description of the position they occupy 

Describes the responsibilities of Heads of Human Resources for the oversight of classification, including Executive classification. 

Establishes roles and responsibilities in organizational design and classification for Heads of Human Resources, managers, persons accredited, or trained, in organizational design and classification. 

The directive describes the requirements for the organization and classification of positions in the Executive Group in the core public administration. 

The policy provides Deputies with foundational support in developing and sustaining a high-performing workforce that ensures good governance and service to Canadians, and an inclusive, safe, barrier-free workplace that embodies public service values including respect for people, respect for democracy, integrity, stewardship and excellence in its actions and decisions. 

This framework sets out specific principles and an approach to managing compensation within the federal public administration. The framework guides Treasury Board ministers in their role as financial and human resources managers, set out in section 7 of the Financial Administration Act (FAA). 

The policy establishes the authorities and responsibilities of deputy heads and the Chief Human Resources Officer for the effective management of executives, including EX Group organization design and classification, compensation, performance and talent management and other terms and conditions of executive employment across the core public administration. 

The policy provides Deputies with foundational support in developing and sustaining a high-performing workforce that ensures good governance and service to Canadians, and an inclusive, safe, barrier-free workplace that embodies public service values including respect for people, respect for democracy, integrity, stewardship and excellence in its actions and decisions. 

Provides direction to persons employed and designated senior officials to enable them to minimize risks associated with conflict of interest and conflict of duties situations with the goal of upholding the values and ethics of the public sector and the public interest. 

Ensures that departments and agencies within the core public administration soundly, consistently and effectively manage paid and unpaid absences from work, as well as special working arrangements. 

Details criteria for self-funded leave in the federal public service, including a generic model to be used, as well as procedures, guidelines and a list of approved financial institutions. 

Provides terms and conditions of employment for locally engaged staff employed outside Canada. 

The directive provides direction to managers and designated senior officials to ensure the sound, consistent, effective, and equitable administration of the terms and conditions of employment for persons occupying certain excluded and unrepresented positions across the core public administration, where the terms and conditions of employment of such positions differ from those provided in the relevant collective agreement, or in any other Treasury Board policy instrument related to employment terms and conditions. 

The directive sets out the terms and conditions of employment for executives across the core public administration and the associated responsibilities of heads of human resources, delegated managers and executives. The directive covers salary and non-salary elements, performance pay, special deployments and career transition agreements. 

This directive outlines the responsibilities of organizations within the core public administration (CPA) to ensure accurate, consistent, effective and equitable administration of the terms and conditions of employment for students. 

Directs departments and agencies that will ensure the equitable, accurate, consistent, transparent and timely application of terms and conditions of employment across the core public administration. 

Provides direction to managers and heads of HR on their obligations with respect to duty to accommodate, with the objective of developing an inclusive, barrier-free workplace in which all persons have equal access to opportunities in the core public administration. 

This directive details key stakeholders’ responsibilities regarding fair and consistent management of Interchange Canada assignments. 

The policy provides Deputies with foundational support in developing and sustaining a high-performing workforce that ensures good governance and service to Canadians, and an inclusive, safe, barrier-free workplace that embodies public service values including respect for people, respect for democracy, integrity, stewardship and excellence in its actions and decisions. 

This directive provides the requirements for student employment. It includes the eligibility criteria for students to work in the core public administration and the responsibilities of managers when hiring students. 

This directive provides direction to heads of human resources and managers to ensure the consistent and fair administration of term employment in the core public administration. 

This directive outlines the responsibilities of organizations within the core public administration (CPA) to ensure accurate, consistent, effective and equitable administration of the terms and conditions of employment for students. 

The directive provides direction to managers and designated senior officials to support the accurate and consistent administration of performance pay for certain senior excluded and unrepresented employees across the core public administration. 

Applies to employees in the public service as specified in Part I, Schedule I, the Public Service Staff Relations Act who are classified at senior levels in the administrative and foreign service categories and who are subject to a collective agreement for which a performance pay range has been negotiated. 

Provides terms and conditions of employment for locally engaged staff employed outside Canada. 

The directive provides direction to managers and designated senior officials to ensure the sound, consistent, effective, and equitable administration of the terms and conditions of employment for persons occupying certain excluded and unrepresented positions across the core public administration, where the terms and conditions of employment of such positions differ from those provided in the relevant collective agreement, or in any other Treasury Board policy instrument related to employment terms and conditions. 

The directive sets out the terms and conditions of employment for executives across the core public administration and the associated responsibilities of heads of human resources, delegated managers and executives. The directive covers salary and non-salary elements, performance pay, special deployments and career transition agreements. 

This directive outlines the responsibilities of organizations within the core public administration (CPA) to ensure accurate, consistent, effective and equitable administration of the terms and conditions of employment for students. 

Directs departments and agencies that will ensure the equitable, accurate, consistent, transparent and timely application of terms and conditions of employment across the core public administration. 

Ensures that the administration of union dues across the core public administration is sound, consistent and effective. 

Provides direction to all employees with information and support in the event of an emergency and/or an evacuation. Clarifies responsibilities and the accountabilities of all parties and facilitates dealing with a broader spectrum of potential threats and emergencies. 

Provides direction to persons employed and designated senior officials to enable them to minimize risks associated with conflict of interest and conflict of duties situations with the goal of upholding the values and ethics of the public sector and the public interest. 

Provides direction to managers and heads of HR on their obligations with respect to duty to accommodate, with the objective of developing an inclusive, barrier-free workplace in which all persons have equal access to opportunities in the core public administration. 

Provides direction to heads of human resources to establish employee assistance programs that support employee health, well-being and productivity. Persons employed and their dependants who are experiencing personal or work-related issues will have access to employee assistance programs. 

Provides guidance to managers and designated senior officials on the implementation of the employment equity programs and processes to comply with the Employment Equity Act and its Regulations. 

Establishes the framework to provide legal assistance and indemnification to Crown servants and matters greatly for the protection of the Crown’s interest, the fair treatment of its employees, and the effective management of an organization. 

Gives instructions about proposing positions for exclusion from a bargaining unit. 

The Directive aims to prevent or mitigate injuries, illnesses and fatalities in the workplace and to improve the overall health and productivity of employees. It streamlines the planning and use of fit-to-work assessments and periodic health evaluations linked to staffing requirements. 

Outlines the requirements related to the linguistic identification of a position, the staffing of bilingual positions, and the equal participation of English-speaking Canadians and French-speaking Canadians in federal institutions. 

Details criteria for self-funded leave in the federal public service, including a generic model to be used, as well as procedures, guidelines and a list of approved financial institutions. 

Provides terms and conditions of employment for locally engaged staff employed outside Canada. 

Ensures an effective employer response to strikes in the federal public service. 

This Directive provides the framework for the management of telework for persons in the core public administration. It lists the key stakeholders’ roles and responsibilities and suggests a template for drafting a comprehensive telework agreement. 

The directive provides direction to managers and designated senior officials to ensure the sound, consistent, effective, and equitable administration of the terms and conditions of employment for persons occupying certain excluded and unrepresented positions across the core public administration, where the terms and conditions of employment of such positions differ from those provided in the relevant collective agreement, or in any other Treasury Board policy instrument related to employment terms and conditions. 

The directive sets out the terms and conditions of employment for executives across the core public administration and the associated responsibilities of heads of human resources, delegated managers and executives. The directive covers salary and non-salary elements, performance pay, special deployments and career transition agreements. 

Directs departments and agencies that will ensure the equitable, accurate, consistent, transparent and timely application of terms and conditions of employment across the core public administration. 

Assist employees who need daycare for their children so they can pursue careers in the federal public service.