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Ministers' Messages

Message from the Minister of Human Resources and Skills Development

I am pleased to present the 2010 - 2011 Report on Plans and Priorities, which outlines the priorities of the Department. Our key priority is to focus on providing Canadians with the opportunity to take advantage of the jobs of the future as our economy recovers.

Building on the success of measures put in place in 2009 - 2010, we will continue to play a significant role in delivering key elements of year two of Canada's Economic Action Plan. These targeted and time-limited measures will provide assistance to those hardest hit by the recession through extended Employment Insurance benefits. We will also continue to help Canadians get access to the skills and training that they need to land the jobs of tomorrow. It is important to work closely with employers, provinces and territories to prepare Canadian workers to meet the demand for skills in the labour market.

My department serves over 32 million Canadians through more than 600 points of service and delivers programs and services across Canada, to support them and their families. The economic downturn drastically increased the demand for Employment Insurance, including the Work-Sharing Program. However going forward as Canada emerges out of this recession our focus will be the creation of jobs through Canada's Economic Action Plan and ensuring that Canadians have the skills to fill those new jobs.

With encouraging but uneven signs of recovery on the horizon, our goal is to give Canadians the tools they need to take advantage of the jobs of tomorrow and help them enjoy more productive and rewarding lives and to fully participate in Canadian society.

The Honourable Diane Finley, P.C., M.P.
Minister of Human Resources and Skills Development

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Message from the Minister of Labour

The 2010-2011 Report on Plans and Priorities demonstrates our commitment to ensuring that Canada's federally regulated workplaces remain fair, safe, productive and cooperative environments that contribute to Canada's prosperity and the well-being of workers and their families.

Well regulated workplaces and stable employer-employee relations are essential elements of a strong Canadian economy. In the face of a rapidly evolving world of work, and as Canada continues on the road to economic recovery, the Labour Program's mandate and activities have become even more relevant to Canadians. Developing proactive and preventive strategies aimed at creating and sustaining healthy, successful workplaces and cooperative work relations, and finding innovative and efficient ways to deliver our services to Canadians, will continue to be our priorities.

We will continue to play an important role in our country's economic recovery by delivering effective mediation and conciliation services to groups involved in collective bargaining, and by taking timely action to help avoid and resolve labour disputes. By monitoring compliance with health and safety laws and regulations and minimum labour standards, and by measuring the performance of federally regulated employers in employment equity, we will strive to ensure that workplaces remain both competitive and inclusive.

Working closely with employers, unions, provincial and territorial colleagues and international partners, we will continue to find innovative ways to provide support to Canadians, help create better workplaces, and advance Canadian values and fair labour practices on the international stage. In doing so we will contribute to the economic stability of the country and help set the stage for a prosperous future.

The Honourable Lisa Raitt, P.C., M.P.
Minister of Labour

Section I - Departmental Overview

Introduction

The Report on Plans and Priorities is Human Resources and Skills Development Canada's (HRSDC) key planning and priority document. It provides an overview of the work of the Department, the challenges it faces, its planned expenditures and its expected results.

1.1 Raison d'être and Responsibilities

Human Resources and Skills Development Canada's mission is to build a stronger, more competitive Canada, to support Canadians in making choices that help them live productive and rewarding lives, and to improve Canadians' quality of life. The Department delivers its mandate through three business lines: programs that support human resources and skills development, the Labour Program, and Service Canada.

Together HRSDC's three business lines employ over 27,000 people to deliver a range of programs and services that affect the lives of Canadians during all stages of life, including:

• Old Age Security;
• Canada Pension Plan;
• Employment Insurance;
• Canada Student Loans & Grants;
• National Child Benefit; and
• Universal Child Care Benefit.

These direct benefits to Canadians are part of Canada's social safety net and represent almost 95% of the Department's expenditures. They are designed to provide seniors with basic income security, support unemployed workers, help students finance their post-secondary education, and assist parents who are raising young children, particularly those in low- and modest-income families.

HRSDC also provides funding to organizations and other levels of government through targeted labour market and social development programs that aim to improve Canada's competitiveness, increase opportunities for vulnerable or excluded populations, and help Canadians become resilient, skilled, and adaptable.

Through the Labour Program, HRSDC is responsible for labour laws and policies in federally regulated workplaces. Its mandate includes promoting and protecting workplace health and safety and labour standards, facilitating constructive labour relations, developing labour-related policy and program options in response to changes in economic and social conditions, providing customized information about industrial relations and workplace trends, representing Canada in international organizations dealing with labour issues, and negotiating labour cooperation agreements and cooperative frameworks with free trade partners and emerging economic partners.

Service Canada helps citizens access HRSDC's programs, as well as other Government of Canada programs and services, at more than 600 points of service across the country. In addition to in-person services, the organisation serves the needs of Canadians online (www.servicecanada.gc.ca) and by phone through 1-800-O-Canada and its integrated network of call centres.

Through its activities in 2010-2011 HRSDC will continue to play a significant role in delivering key elements of year two of Canada's Economic Action Plan, helping citizens and employers throughout the recession and into the recovery.

1.2 Program Activity Architecture

Text version

1.3 Planning Summary by Strategic Outcome

Strategic Outcome 1:

A skilled, adaptable and inclusive labour force and an efficient labour market

To achieve this Strategic Outcome, HRSDC helps Canadians take advantage of opportunities to develop skills and knowledge and to participate in, and complete, post-secondary education, through programs that:

• provide temporary income support to those who have contributed to the Employment Insurance program, while they look for work;
• provide loans and grants to post-secondary students;
• encourage Canadians to save for the post-secondary education of a child under 18 years of age; and
• increase skills development opportunities for Canadians.

HRSDC facilitates participation in the labour force by:

• reducing barriers faced by under-represented groups including Aboriginal people, older workers, youth and people with disabilities;
• reducing barriers to inter-provincial labour mobility;
• providing skills and labour market information to Canadians and newcomers; and
• improving the recognition of foreign credentials.

Performance Indicators	Targets
Employment ratio (Employed population as a percentage of the working-age population) Source: Labour Force Survey	72.9%
Percentage of unemployed individuals eligible to receive benefits, among those who had a recent job separation that met EI program criteria Source: Statistics Canada	82.2% (2008 results)
Percentage of the Canadian labour force (aged 25-64) that has attained a post-secondary education credential Source: Labour Force Survey	65.5%
Canada's OECD ranking for the percentage of its population with post-secondary education credentials Source: OECD	1st place among OECD countries

Program Activity	Forecast Spending 2009-2010 (millions of dollars)	Planned Spending (millions of dollars)			Alignment to Government of Canada Outcomes
		2010-2011	2011-2012	2012-2013
Skills and Employment	24,436.0	24,794.4	22,440.7	21,391.7	Income Security and Employment for Canadians
Learning	2,382.4	2,493.5	2,373.7	2,305.9	An Innovative and Knowledge-Based Economy
Total	26,818.4	27,287.9	24,814.4	23,697.6

Strategic Outcome 2:

Safe, fair and productive workplaces and cooperative workplace relations

To achieve this Strategic Outcome, HRSDC, through the Labour Program:

• develops innovative policy and program options in response to changes in the workplace and employer-employee relations;
• collects, analyzes, and disseminates information about developments in collective bargaining, labour law, and trends in workplaces across Canada;
• provides mediation and conciliation services to federally regulated employers and unions engaged in high-stakes collective bargaining;
• enforces compliance with occupational health and safety and labour standards, as defined under the Canada Labour Code for workplaces under federal jurisdiction;
• provides tools and advice in support of employment equity and workplace diversity;
• provides fire protection services in federal buildings and on reserves;
• administers workers' compensation claims from federal public sector employees;
• provides oversight of the Wage Earner Protection Program;
• explores modernizing legislation and regulations;
• manages federal-provincial-territorial relations among Canada's Departments of Labour;
• manages Canada's participation in international labour forums; and
• negotiates and implements labour cooperation agreements and cooperation frameworks in the context of free trade negotiations to advance Canada's interests and values abroad.

Performance Indicators	Targets
Percentage of collective bargaining disputes settled under Part I (Industrial Relations) of the Canada Labour Code without a work stoppage Source: Administrative Data	90%
Percentage of unjust dismissal complaints settled by inspectors under Part III (Labour Standards) of the Canada Labour Code Source: Administrative Data	75%
Percentage of money collected in relation to the amount found to be owed for complaints under Part III (Labour Standards) of the Canada Labour Code (excluding unjust dismissal complaints) Source: Administrative Data	75%
Percentage change, year over year, in the rate of lost time injuries and fatalities within the targeted higher risk federal jurisdiction industries Source: Administrative Data	Decrease of 15% over a five-year period (2009-2013)

Program Activity	Forecast Spending 2009-2010 (millions of dollars)	Planned Spending (millions of dollars)			Alignment to Government of Canada Outcomes
		2010-2011	2011-2012	2012-2013
Labour	274.2	300.5	308.7	318.8	A Fair and Secure Marketplace
Total	274.2	300.5	308.7	318.8

Strategic Outcome 3:

Income security, access to opportunities and well-being for individuals, families and communities

To achieve this Strategic Outcome, HRSDC sets policy for and administers Canada's public pension system, which provides Canadians with retirement pensions, survivor pensions, and disability benefits, including the Canada Pension Plan, Old Age Security, and Guaranteed Income Supplement. HRSDC provides benefits through programs such as the National Child Benefit, the Universal Child Care Benefit, and the Canada Disability Savings Program, which helps Canadians with disabilities and their families save for the future. HRSDC acts as the lead federal department responsible for intercountry adoption in Canada and, through the Office for Disability Issues, co-ordinates the Government of Canada's efforts to promote the full participation of Canadians with disabilities in learning, work, and community life.

The Department works with partners to increase access to opportunities and well-being for individuals, families, and communities through policies and programs that support:

• homeless individuals and families as well as those at risk of becoming homeless;
• children and families;
• raising awareness of elder abuse;
• seniors;
• communities; and
• people with disabilities.

Performance Indicator	Target
Percentage of population able to purchase goods and services which correspond to a modest standard of living in the Canada according to the Market Basket Measure (MBM)a Source: Survey of Labour and Income Dynamics, 2007	89.9%

Program Activity	Forecast Spending 2009-2010 (millions of dollars)	Planned Spending (millions of dollars)			Alignment to Government of Canada Outcomes
		2010-2011	2011-2012	2012-2013
Income Security	65,728.8	68,843.1	72,544.4	76,553.8	Income Security and Employment for Canadians
Social Development	2,800.2	2,862.6	2,733.7	2,770.7	A Diverse Society that promotes Linguistic Duality and Social Inclusion
Total	68,529.0	71,705.7	75,278.1	79,324.5
a The Market Basket Measure (MBM) is a measure of low income based on the cost of a specified basket of goods and services. The MBM measures the incidence, depth and persistence of low income nationally for all main age groups, gender, as well as for the five groups at high risk of persistent low income (lone parents; unattached individuals aged 45-64; persons with work-limiting disabilities, recent immigrants; and Aboriginal people living off-reserve)

Strategic Outcome 4:

Service Excellence for Canadians

To achieve this Strategic Outcome, HRSDC, through Service Canada, connects Canadians with a wide range of programs and services offered by the Government of Canada. Through its network of service channels and offices, it helps Canadians find information about Government of Canada programs and services, apply for national programs managed by HRSDC such as Old Age Security, the Canada Pension Plan, or Employment Insurance, and access services delivered on behalf of partners, such as the Passport Receiving Agent service.

Citizens are provided with a consistently positive experience that is efficient, affordable, and fair. Service Canada's connection to Canadians presents opportunities for positive engagement, dialogue, and leveraging feedback to help ensure that policy directions, program development, and service delivery remain responsive to changing needs and expectations.

Performance Indicatorsa	Targets
Percentage of clients whose service expectations were met Source: Administrative Data	Actuals will be reported in the 2010-2011 Departmental Performance Report (DPR).
Percentage of partner organizations whose service expectations were met Source: Administrative Data	Actuals will be reported in the 2010-2011 Departmental Performance Report (DPR).

Program Activity	Forecast Spending 2009-2010 (millions of dollars)	Planned Spending (millions of dollars)			Alignment to Government of Canada Outcomes
		2010-2011	2011-2012	2012-2013
Citizen-Centred Service	536.6	556.0	520.2	519.2	Government affairs
Integrity and Processing	755.5	738.3	577.9	576.2	Government affairs
Total	1,292.1	1,294.3	1,098.1	1,095.4
a The Department is revising its performance indicators for Service Excellence to reflect new means to support continuous improvement in the quality of services for Canadians. Please see the Program Activity: Citizen-Centered Service in section 2.4.1 for indicators of overall client satisfaction that were reported at the Strategic Outcome level in previous years.

1.4 Summary of HRSDC's contribution to Canada's Economic Action Plan

As part of Budget 2009 the Government of Canada introduced Canada's Economic Action Plan, which provided additional financial investments and introduced new programs to help Canadians during the recession and help them develop the skills necessary to prosper once the economy recovers. During 2010-2011, HRSDC will contribute to the following measures under Canada's Economic Action Plan:

• Extending the duration of Employment Insurance benefits by an additional 5 weeks.
• Under Career Transition Assistance, extending Employment Insurance benefits for up to two years for long-tenured workers participating in longer-term training and, as well as allowing earlier access to EI benefits for workers who have received severance packages, if they use some or all of their severance to pay for skills upgrading or training.
• Extending the duration of work-sharing agreements by up to 14 weeks, to a maximum of one year and providing greater flexibility in the qualifying criteria and streamlined processes for applications. These agreements are designed to help companies facing a temporary slowdown in business avoid laying off workers by offering EI benefits to employees who agree to work fewer hours per week while their employer recovers.
• Expanding the Wage Earner Protection Program to cover severance and termination pay owed to eligible workers when their employer does not pay due to bankruptcy.
• Increasing funding for training delivered by provinces and territories under Labour Market Development Agreements through the Employment Insurance Program.
• Investing in the Strategic Training and Transition Fund, which is delivered through existing Labour Market Agreements, to support provincial and territorial initiatives that help workers in communities and sectors affected by the recession retrain to maintain employment or find new jobs, regardless of Employment Insurance eligibility.
• Providing additional funding through the Youth Employment Strategy (Canada Summer Jobs) over two years to help young Canadians find summer jobs.
• Implementing the YMCA and YWCA Grant(s) for Youth Internships, placing unemployed youth in internships with not-for-profit and community organizations with a focus on environmental projects.
• Broadening eligibility and increasing funding for the Targeted Initiative for Older Workers, which provides employment assistance services and training or work experience to older workers (aged 55 to 64) living in vulnerable communities.
• Continuing the implementation of the Apprenticeship Completion Grant to provide an extra incentive for Canadians to participate in and complete apprenticeships.
• Implementing the pan-Canadian foreign qualification recognition framework in partnership with provinces and territories.
• Implementing Aboriginal Skills and Employment Partnership Fund projects to help Aboriginal people develop skills and receive training to improve their labour market prospects.
• Keeping Employment Insurance premiums at their current level until the end of 2010, instead of increasing them.
• Under the Aboriginal Skills and Training Strategic Investment Fund, HRSDC will support short-term, focussed initiatives to help Aboriginal people acquire the specific skills they need to benefit from economic opportunities including those created by Canada's Economic Action Plan.

In addition, HRSDC will implement the Fairness for the Self-Employed Act, to provide Employment Insurance maternity, parental/adoption, sickness and compassionate care benefits to self-employed Canadians on a voluntary basis and extend Employment Insurance benefits for long-tenured workers.

In 2010-2011 HRSDC will complete year two of the Canada's Economic Action Plan measures, many of which are targeted and time-limited to March 31, 2011. For additional information about Canada's Economic Action Plan visit to the following website:
http://www.actionplan.gc.ca/eng/index.asp

 Funding under Canada's Economic Action Plan

Initiative	(millions of dollars)
	2010-2011	2011-2012
EI Duration (5 additional weeks)	$575
Work Sharing	$100
Extended EI Training Incentive	$40
Wage-Earner Protection Programa	$25	$25
EI Training Programs (LMDA increased funding)	$500
Strategic Training and Transition Fund	$250
Targeted Initiative for Older Workers	$20	$20
Apprenticeship Completion Granta	$40	$40
Canada Summer Jobs	$10
Foreign Qualification Recognitionb	$25	$25
Aboriginal Skills & Employment Partnership	$60	$20
Aboriginal Skills & Training Transition Fund	$50
Subtotal	$1,695	$130
EI Rate Freeze (not included in the Department's reference levels)	$1,631
Total	$3,326	$130
a Ongoing funding. b Funds shared between HRSDC and Citizenship and Immigration Canada to develop and implement the Pan-Canadian Framework for Foreign Qualification Recognition.

1.5 Corporate Risk Analysis

Context

The economic downturn that began in 2008 continues to affect the lives of many Canadians. The Government of Canada acted by introducing Canada's Economic Action Plan as part of Budget 2009 to help Canadians during these difficult economic times. One year later, the economy is beginning to grow again, but there are ongoing questions about the strength and durability of the recovery. Specifically, there are concerns about persisting unemployment and the lasting impact of the recession on vulnerable Canadians. Uncertainty remains about the level of demand for the Department's programs and services for 2010–2011 as well as the potential changes to programs and policies that will be required to meet Canadians' longer term needs. The Department's emphasis on helping Canadians respond to the recession needs to be complemented with helping Canadians actively prepare for the labour market of tomorrow and an increasingly competitive global economy.

In such an environment the Department must mitigate the following corporate risks:

Employee Demographics and Skills

As with the rest of the Canadian population, the Department's workforce is aging. At the same time, turnover remains high, creating a risk to the Department's ability to sustain workforce capacity. Given these trends, there is increasing pressure to manage organizational renewal and change in a more systematic manner. The Department needs to place more emphasis on employee training. To address these challenges HRSDC is working to build a healthy and enabled workplace and workforce with strong executive and managerial leadership. Moving forward will involve developing the skills of employees, creating an environment that facilitates employee empowerment and engagement, encouraging creativity, innovation and forward-thinking as well as strengthening the people and financial management infrastructure that supports the organization.

Information Technology (IT) Infrastructure

HRSDC's aging IT infrastructure limits the Department's capacity to implement new and innovative approaches to business processes. The increased demand on the Department for services due to the recession has placed further stress on its processing and operational systems. At the same time, more resources are having to be diverted to provide adequate recovery capability following service interruptions given the nature and age of critical systems.

Some of the Department's key systems and applications rely on older technologies-students graduating with Information Technology related degrees today are not likely to possess the skills to work with this outdated technology. This poses challenges for employee recruitment. The cost of retaining specialized workers is increasing due to shortages of workers with these specialized skills and many of the experienced employees are nearing retirement. HRSDC has developed an Information Technology vision and plan to address the challenges related to these risks over the next three years. Through an IT Refresh program and an IM/IT renewal initiative the Department will replace a number of its existing "legacy" applications with new systems and modern software applications.

Service Delivery

The economic downturn has resulted in significant increases in Employment Insurance claims, work-sharing applications and applications for other programs. The continuing workload on the front lines will present an ongoing challenge to the Department's service delivery operations. Moving into 2010-2011, the Department expects continued high demand for its core services. Long-term demographic trends project continued growth in the demand for Old Age Security and Canada Pension Plan services. As well, making specific Employment Insurance benefits available to the self-employed will require the development of new business processes and staff training.

The Department has implemented a broad-based strategy to mitigate the risks created by these demands on services. It has optimized its processing and service delivery operations across the country, extended hours of service for call centres, increased the number of staff and is improving internet services to enable greater citizen self-service.

Most of the temporary program commitments under Canada's Economic Action Plan will sunset March 31, 2011. The Department will develop a clear strategy to manage the phasing-out of these temporary funds to ensure the transition is as smooth as possible, particularly on its workforce, including the temporary workers hired to help with the increased EI workload.

1.6 Contribution of Priorities to Strategic Outcomes

Operational Priorities	Description
Supporting the changing needs of Canadian workers and employers.	Why is this a priority? HRSDC plays a critical role in Canada's Economic Action Plan and the Government of Canada's strategic objectives for building Canada's workforce for the future. Improving Canada's competitive position over the longer term will depend on Canada's success in developing a well-educated, skilled and flexible workforce. HRSDC plays a central, mandated role in increasing opportunities for learning by helping Canadians finance post-secondary education.
	Link to Strategic Outcomes Strategic Outcome 1 A skilled, adaptable, and inclusive labour force and an efficient labour market.
	Plans for meeting the priority Strengthen Employment Insurance (EI) measures to assist Canadian workers in an environment of continued high unemployment, including implementing changes to the EI program to provide access to special benefits to the self-employed. Deliver core programs and services related to post-secondary education. Help vulnerable workers (including people with disabilities, youth, Aboriginal people, and recent immigrants) and workers in transition participate in the labour market and find jobs. Improve post-secondary related programs and services by completing the initiatives announced in Budgets 2008 and 2009. Strengthen partnerships with employers, provinces, and territories to improve the preparedness of Canadian workers to meet the demand for skills in the labour market. Implement the Foreign Qualification Recognition framework with provinces and territories and improve the dissemination of labour market information.
Helping Canadian workers and employers maintain workplace safety, fairness, and productivity, and co-operative workplace relations.	Why is this a priority? The workplace is where Canada's wealth is generated and where Canadians spend a significant portion of their day. Ensuring that workplaces are safe, fair, and productive and that workplace relations are cooperative is important to the well-being of individual Canadians, to the success of business, and to the performance of the country's economy. For individual Canadians, being safe and fairly-treated in the workplace, and having the right to voice concerns and resolve disagreements with employers, makes a real difference in quality of life. For Canadian businesses, having clear ground rules for employer-employee relations, and a healthy and motivated workforce, makes a real difference to the bottom line.
	Link to Strategic Outcomes Strategic Outcome 2 Safe, fair, and productive workplaces and cooperative workplace relations.
	Plans for meeting the priority Efficiently and effectively deliver mandated programs and services, with particular attention to the effects of continued economic uncertainty on employers and workers. Design and implement strategies that respond to domestic and international labour-related developments. Implement decisions flowing from the Labour Program's Strategic Review.
Providing income security, access to opportunity and support for the well-being of Canadians, their families and communities.	Why is this a priority? Income security is essential to the quality of life and well-being of Canadians. The current economic environment and an aging Canadian population, pose new challenges for the Department. The Department is responsible for the development and delivery of social policies and programs that help Canadians facing social challenges access the support, knowledge and resources they need to maintain their well-being and facilitate their full participation in society.
	Links to Strategic Outcomes Strategic Outcome 3 Income Security, access to opportunities, and well-being for individuals, families, and communities.
	Plans for meeting the priority Develop program policy and negotiate inter-governmental and international agreements for statutory income security programs including: Canada Pension Plan (CPP), Old Age Security (OAS), the Canada Disability Savings Program (CDSP), and the National Child Benefit (NCB). Review and modernize the design and delivery of the CPP and OAS to respond to the changing needs of Canadians and their families. Develop and manage program policy, design and delivery, as well as negotiate and maintain intergovernmental agreements for social development measures, including: Homelessness Partnering Strategy (HPS); Social Development Partnerships Program (SDPP); Enabling Accessibility Fund (EAF); New Horizons for Seniors (NHSP); Federal Elder Abuse Initiative (FEAI) and Universal Child Care Benefit (UCCB).
Sustaining the delivery of responsive, quality government information, programs and services.	Why is this a priority? The Department plays a critical role in the successful delivery of measures for workers in Canada's Economic Action (e.g., Employment Insurance, training, skills development). At the same time, HRSDC must anticipate and address citizen service needs for other core programs (such as CPP/OAS) and services delivered on behalf of other government partners.
	Link to Strategic Outcomes Strategic Outcome 1 A skilled, adaptable, and inclusive labour force and an efficient labour market. Strategic Outcome 2 Safe, fair, and productive workplaces, and cooperative workplace relations. Strategic Outcome 3 Income Security, access to opportunities, and well-being for individuals, families, and communities. Strategic Outcome 4 Service Excellence for Canadians.
	Plans for meeting the priority Implement the Department's service delivery strategies and plans to address the economic downturn, as well as the economic recovery and other emerging citizen needs over the short and medium terms. Effectively deliver the Department's core programs and programs for other Government departments, as well as provide public access to Government of Canada information, programs and services. Implement consistent, comprehensive, and affordable cross-channel approaches to service delivery that respond to the changing needs of individual Canadians. Protect the integrity of benefit programs, services and personal information through more effective risk-based management processes and practices.

Management Priority	Description
Continuing to enhance departmental management excellence and accountability	Why is this a Priority? HRSDC is committed to improving the Department's financial management, integrity, people management and infrastructure to reduce and mitigate risks to the Department and to improve the efficiency and effectiveness of its internal services.
	Link to Strategic Outcome Internal Services Support to achieving the Department's four Strategic Outcomes.
	Plans for Meeting the Priority Renewing financial management for the portfolio and advancing enterprise management in investment, accommodations and procurement by developing HRSDC's investment and budgetary plans with a supporting financial strategy and strengthening the Department's procurement, budgeting, and financial forecast principles. Advancing modern people management initiatives by: Developing an Human Resources Policy Framework to better reflect the new requirements under the People Management component of the Management Accountability Framework as well as supporting the Deputy Ministers' Human Resources accountabilities. Developing a strategy to update the Department's Enterprise Resource System. Continuing to support the government-wide Public Service Renewal priorities. Strengthening the sustainability of the portfolio's enabling IM/IT capability, infrastructure and systems by implementing an HRSDC Technology Strategy and roadmap that responds to existing and emerging business requirements with modern IT-enabled solutions to better serve both internal and external clients. Strengthening HRSDC's approaches to internal integrity and security services in the areas of values and ethics, internal disclosure, Departmental security, business continuity, the management of personal information, and the administration of Grants and Contributions by: Developing an HRSDC Security Program, including a business continuity management directive. Developing and implementing a Values and Ethics and Internal Disclosure Outreach plan to the regional and local offices across Canada. Developing an HRSDC code of conduct that will apply to all employees.

1.7 Expenditure Profile

For 2010-2011, the Department has planned expenditures on programs and services of more than $102.1 billion. Of that amount, $96.2 billion directly benefit Canadians through statutory transfer payment programs, such as Employment Insurance, Canada Pension Plan, Universal Child Care Benefit, Old Age Security, as well as loans disbursed under the Canada Student Financial Assistance Act.

The decrease in Full-Time Equivalents from 2010-2011 to 2011-2012 is mainly related to temporary resources included in 2010-2011 to meet the higher volume of Employment Insurance claims due to the recession.

Financial Resources

	2010-2011	2011-2012	2012-2013
(millions of dollars)	102,134.6	102,882.4	105,796.1

Human Resources

	2010-2011	2011-2012	2012-2013
Full -Time Equivalents (FTEs)	27,457	23,975	23,899

 

CONSOLIDATED TOTAL: $102,134.6 M

Human Resources and Skills Development Canada - Gross Expenditures (in millions of dollars)
Budgetary
Net Operating Costs		1,120.7
Add Recoveries in relation to:
Canada Pension Plan	256.4
Employment Insurance Account	1,573.6
Workers' Compensation	117.5
Other Government Departments	5.6	1,953.1
Gross Operating Costs		3,073.8
Voted Grants and Contributions		2,188.7
Total Gross Expenditures		5,262.5
Other - Workers' Compensation and EI/CPP Charges and Recoveries		647.5
Non-Budgetary
Loans disbursed under Canada Student Financial Assistance Act (CSFAA)		765.1
Statutory Transfer Payments (in millions of dollars)
Grants and Contributions:
Old Age Security		28,048.0
Guaranteed Income Supplement		8,257.0
Allowance		560.0
Other Statutory Payments:
Universal Child Care Benefit	2,594.0
Canada Student Loans	932.1
Canada Education Savings Grant	587.0
Canada Learning Bond	64.0
Canada Disability Savings Program	15.9
Wage Earner Protection Program	56.2	4,249.2
Sub-Total		41,114.2
Canada Pension Plan benefits		31,925.6
Employment Insurance benefits
Part I	19,751.0
Part II	2,624.6	22,375.6
Other Specified Purpose Accounts		44.1a
Total Statutory Transfer Payments		95,459.5
aThis amount includes payments related to Government Annuities Account, the Civil Service Insurance Fund, and the Canada Millennium Scholarship Foundation Excellence Awards Fund.

The figure below illustrates Human Resources and Skills Development Canada's spending trend from 2006-2007 to 2012-2013. For the 2010-2011 fiscal year, Human Resources and Skills Development Canada plans to spend more than $102 billion to meet the expected results of its program activities.

For the 2006-2007 to 2009-2010 periods, the total spending includes all Parliamentary appropriation and revenue sources, Main Estimates and Supplementary Estimates. For the 2010-2011 to 2012-2013 periods, total spending corresponds to the planned spending.

Spending Trend

Total Consolidated Expenditures (in millions of dollars)

Actual Spending			Forecast Spending	Planned Spending
2006-2007	2007-12008	2008-2009	2009-2010	2010-20011	2011-20012	2012-20013
79,225.1	84,504.4	88,264.2	98,537.7	102,134.6	102,882.4	105,796.1

From 2006-2007 to 2007-2008, the increase in actual spending is mainly due to one-time payments for the implementation of the Indian Residential Schools Settlement Agreement in 2007-2008 ($1.9 billion) and increases in statutory payments related to Old Age Security ($1.7 billion) and Canada Pension Plan ($1.4 billion).

From 2007-2008 to 2008-2009, the actual increase of almost $3.8 billion is mainly explained by increases of $2.0 billion in Employment Insurance costs and $1.6 billion in Canada Pension Plan costs.

From 2008-2009 actual expenditures to 2009-2010 forecast spending, the increase of more than $10 billion is explained by increases of $6.1 billion in Employment Insurance costs mainly for measures related to the Canada's Economic Action Plan, $1.5 billion in Canada Pension Plan costs, $1.8 billion in Old Age Security benefits payments and $0.4 billion in grants and contributions, also mainly for measures announced in the Canada's Economic Action Plan.

Increases in planned spending are explained by changes in Old Age Security average rates of payment and population, and increases in Canada Pension Plan benefits which reflect forecasts of the client population and average benefit payments.

1.8 Voted and Statutory Items Displayed in the Main Estimates

Voted and Statutory Items displayed in the Main Estimates
($ millions)

Vote # or Statutory Item (S)	Truncated Vote or Statutory Wording	2009-2010 Main Estimates	2010-2011 Main Estimates
1	Operating expenditures	586.9	702.3
5	Grants and contributions	1,443.5	2,137.5
(S)	Contributions to employee benefit plans	221.3	241.3
(S)	Minister of Human Resources and Skills Development - Salary and motor car allowance	0.1	0.1
(S)	Minister of Labour - Salary and motor car allowance	0.1	0.1
(S)	Old Age Security Payments	26,549.0	28,048.0
(S)	Guaranteed Income Supplement Payments	8,091.0	8,257.0
(S)	Universal Child Care Benefit	2,544.0	2,594.0
(S)	Canada Education Savings grant payments to Registered Education Savings Plan (RESP) trustees on behalf of RESP beneficiaries	626.0	587.0
(S)	Allowance Payments	557.0	560.0
(S)	Canada Study Grants to qualifying full and part-time students pursuant to the Canada Student Financial Assistance Act	511.5	557.2
(S)	Payments related to the direct financing arrangement under the Canada Student Financial Assistance Act	300.9	444.2
(S)	Canada Learning Bond payments to Registered Education Savings Plan (RESP) trustees on behalf of RESP beneficiaries	43.0	64.0
(S)	Wage Earner Protection Program payments to eligible applicants owed wages and vacation pay, severance pay and termination pay from employers who are either bankrupt or in receivership as well as payments to trustees and receivers who will provide the necessary information to determine eligibility	31.2	56.2
(S)	Payments of compensation respecting government employees and merchant seamen	40.0	51.0
(S)	The provision of funds for interest and other payments to lending institutions and liabilities under the Canada Student Financial Assistance Act	31.9	15.5
(S)	Canada Disability Savings Grant payments to Registered Disability Savings Plan (RSDP) issuers on behalf of RSDP beneficiaries to encourage long-term financial security of eligible individuals with disabilities	3.3	10.2
(S)	Canada Disability Savings Bond payments to Registered Disability Savings Plan (RDSP) issuers on behalf of RSDP beneficiaries to encourage long-term financial security of eligible individuals with disabilities	1.9	5.7
(S)	The provision of funds for liabilities including liabilities in the form of guaranteed loans under the Canada Student Loans Act	4.5	4.2
(S)	Civil Service Insurance actuarial liability adjustments	0.1	0.1
(S)	Supplementary Retirement Benefits - Annuities agents' pensions	-	-
(S)	The provision of funds for interest payments to lending institutions under the Canada Student Loans Act	-	-
(S)	Minister of State(Seniors)-Motor car allowance	-	-
	Total Budgetary	41,587.2	44,335.6
	Plus: Non-Budgetary
	Loans disbursed under the Canada Student Financial Assistance Act	596.0	765.1
	Total Department	42,183.2	45,100.7

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