ARCHIVED - Public Service Labour Relations Board

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Section II - Analysis of Program Activity by Strategic Outcome

Strategic Outcome: Harmonious Labour Relations in the Federal Public Service and Parliament

Program Activity: Adjudication, Mediation, and Compensation Analysis and Research

Human Resources (FTEs) and Planned Spending ($ Thousands)
2010-11		2011-12		2012-13
FTEs	Planned Spending	FTEs	Planned Spending	FTEs	Planned Spending
64	9,711	71	9,717	71	9,717

Program Activity Expected Results	Performance Indicators	Targets
1) Parties before the PSLRB receive a timely and fair resolution of their case	Percentage of clients who are satisfied with the PSLRB's services with respect to timeliness and fairness	75%
2) Dispute-related issues are fully or partially resolved through mediation interventions	Percentage of mediation efforts (grievance or complaint cases and collective bargaining) where issues are partially or fully resolved	75%
3) The PSLRB's compensation data improves the process of collective bargaining	Percentage of PSLRB interventions with respect to collective bargaining (mediation, public interest commissions, arbitration boards) that use the PSLRB's compensation data, when such data is available	75%

Planning Highlights:

Adjudication Services

The PSLRB's adjudication services are very much influenced by the availability of resources devoted to labour relations cases by the parties appearing before it. When employers and bargaining agents experience reduced capacity to deal with the existing volume of grievances and complaints - as they have in recent years - requests for postponements increase, which introduce delays in processing cases by the PSLRB.

Adjudication services are also affected by the growing complexity of cases being referred, including those involving human rights and discrimination/duty-to-accommodate issues. Furthermore, the PSLRB continues to witness a rising number of individuals who represent themselves. Those cases generally require more time from the PSLRB's employees and Board members.

Given its commitment to the continuous improvement of its services, the PSLRB will undertake a number of related initiatives in 2010-2011. Specifically, the PSLRB is in the process of creating a Client Consultation Committee, in which the PSLRB and its clients will work together to find more ways to make PSLRB interactions more effective. As well, the PSLRB seeks to close all cases filed under the former Public Service Staff Relations Act, ensure that no cases are older than two years and, in preparation for the 2010 Client Satisfaction Survey, address opportunities to enhance services that received less than satisfactory ratings in the 2007 survey.

Grievances referred to adjudication account for a large number of all cases before the PSLRB. This high number is a holdover from the large increases in grievance cases that were referred to the PSLRB in recent years. During that period, many of the PSLRB's clients (i.e., employer groups and bargaining agents) experienced internal capacity issues, resulting in more requests to postpone cases. Ultimately, that adds to the time required to close cases and, therefore, they remain part of the caseload.

In the past few years, the PSLRB's efforts to deal with its caseload have primarily focused on caseload analysis and bilateral discussions with stakeholders to identify strategies. In 2010-2011, the PSLRB will focus on more directive case management, as follows: actively promoting mediation (particularly to self-represented grievors); closely monitoring key cases; more carefully scrutinizing requests for postponement; using screening practices that enable similar cases to be grouped together; and using pre-hearing conferences more often. The PSLRB will also continue its practice of consulting closely with employers and bargaining agents to discuss options for accelerating the processing of cases.

Mediation Services

In 2010-2011, the PSLRB's mediation services will continue to foster sound labour relations through ongoing, informal relationship building between the collective bargaining parties. The last round of bargaining, which saw the introduction of legislated wage increases, was not without its challenges for the parties. As a result, the PSLRB will continue to focus on promoting a safe and respectful environment that enables the parties to feel comfortable seeking support from PSLRB mediators. Our "behind the scenes" support of the parties will assist them in more openly sharing information and clarifying their respective objectives in anticipation of the next round of collective bargaining.

The PSLRB will strive to achieve efficiencies by exploring targeted case mediation sessions where multiple similar cases can be grouped together, which will result in a more effective and efficient process that could ultimately reduce the ongoing caseload.

Compensation Analysis and Research Services

The PSLRB's CARS unit supports the parties in collective bargaining in the federal public service in their discussions and negotiations over compensation issues by providing them with accurate, timely, impartial and relevant comparative analyses of compensation data. Compensation is a key issue and is often a major challenge for the parties in reaching a settlement at the collective bargaining table. Conflict is reduced when both parties can rely on accurate and comprehensive compensation data that is collected and provided by a neutral, reliable and authoritative third party. When both parties can begin negotiations by agreeing on the market-based compensation data that they will use as a reference point, they can focus their time and efforts more efficiently on negotiating substantive issues.

The CARS unit continues to focus on strengthening its capacity to undertake its compensation analysis and research activities. A great deal of effort has been and will be deployed over the next fiscal year to recruit additional researchers and experts in the fields of job evaluation and compensation to form its core team. The team is supported by external service providers that are engaged to develop survey tools and conduct field work as required.

Key elements of the CARS' strategy to measure its performance include developing and implementing a comprehensive portfolio planning, management and quality control framework for all projects related to the development and rollout of compensation studies. This initiative will include documenting all processes and confirming performance standards. Mechanisms to seek input from clients on compensation data requirements, methodology and processes, as well as their level of satisfaction with the availability and usefulness of the PSLRB's compensation information, will be established.

Benefits for Canadians: The PSLRB's program activity — administering the collective bargaining and grievance adjudication systems, including mediation services and compensation analysis and research — contributes to the achievement of the Government of Canada's Government Affairs outcome and to the smooth operation of the Government of Canada. The PSLRB benefits Canadians by supporting a harmonious relationship between federal public servants and their employers, which improves the ability of the public service to serve the public interest.

Program Activity: Internal Services

Human Resources (FTEs) and Planned Spending ($ thousands)
2010-11		2011-12		2012-13
FTEs	Planned Spending	FTEs	Planned Spending	FTEs	Planned Spending
29	3,943	29	3,948	29	3,948

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