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The work in managing the transition to the PPSC commenced in 2006-2007 and will continue in 2007-2008. The key phases of this work are:
1) Prior to the coming into force of the Federal Accountability Act on December 12, 2006, planning and preparation of the corporate and business needs of the PPSC;
2) From December 12, 2006 to March 31, 2007, creation of the PPSC and start-up activities using corporate and administrative services of the Department of Justice; and
3) From March 31, 2007 to June 2008, establishment of the PPSC as an independent, accountable organization, with its own corporate and administrative services.
The first phase is now completed, and dealt with: a) identifying and resolving key governance and organizational design and legal issues; b) advising external stakeholders; c) fact-finding on lessons learned from other departments on the launch of new departments; d) analysis and costing of options for resource transfers from Department of Justice Canada to the PPSC; e) starting the recruitment of key new corporate managers for the PPSC; and f) seeking Treasury Board approval for the Program Activity Architecture of the PPSC. The second and third phases of the transition are ongoing.
The PPSC has a unique and exciting challenge ahead of it with respect to our workforce given our recent creation with the passage of the Federal Accountability Act on December 12, 2006.
The PPSC will build on the strength and capacity of its current workforce to deliver on its mandate but will also strive to create an organizational culture that is supportive to staff and regarded as a rewarding collaboration between management and its employees.
Given our association with Justice Canada, we are able to adopt and implement Human Resources policies and practices that have a proven track record and, in particular, immediately implement those related to employment equity which have been cited as a model for the Public Service. We already have highly detailed demographic studies and data regarding the resources in our organization which will allow us to plan with accurate data and analysis. The policies, programs and studies will inform our human resources planning activities and allow us to integrate our human resources strategies with our business goals.
The PPSC senior management team will focus on plans and strategies to engage, recruit, retain, train and develop our resources in order to respond to demographic shifts in our workforce. We will develop and encourage a culture of learning combined with succession planning and targeted recruitment to revitalize and secure a talented and committed workforce. We will
promote learning plans for each employee and ensure a comprehensive performance feedback and review exercise as part of PPSC senior management core commitments. Our management priorities and efforts will be strongly supported by the Management Accountability Framework.
As part of the PPSC's performance management approach to our core business and to strengthen performance reporting, in 2007-2008 the PPSC Management Board will build on the strategic and operational business planning and the legal risk management initiated in 2005-2006, and strengthened in 2006-2007, to improve the reports available to PPSC managers for performance management from the iCase file management system, and continue its work to strengthen PPSC performance measures and related data quality.