Bilingual offices and facilitiesInformation for offices and facilities of the Government of Canada that must provide service to Canadians in both official languages.
BRAVO! A guide to implementing a culture of recognitionThis guide includes a seven-step model to building a culture of recognition and a list of 20 effective methods for instilling pride.
Compensation improvementsEX and certain excluded or unrepresented groups and levels.
Components of the Career Assignment ProgramThe objective of CAP is to identify a representative group of individuals who have demonstrated executive potential and to accelerate their development and advancement.
Coordinators' corner for Aboriginal Awareness WeekHow to organize, select topics and activities
Dealing with harassmentA guide for managers.
Employment equity and diversity award guidelinesEmbracing Change, the action plan tabled by the Task Force on the Participation of Visible Minorities, recommended the development of an annual national awards program to recognise individuals who make exemplary effort and achieve exemplary progress related to the Action Plan.
Executive (EX) group qualification standardSets out the minimum standard to be applied in accordance with the key leadership competencies profile.
Executive Group Position Evaluation Plan - September 2005Executive Group Position Evaluation Plan - September 2005.
Executive resourcesThe Executive Management Policy Branch maintains and develops policies and programs to support the human resources management of the Executive Group. The Directorate is also the Secretariat for the Advisory Committee on Senior Level Retention and Compensation.
Gold StandardThe Gold Standard is based on the Performance Management Program for executives and can be used to assess both management achievement and the overall health of an organization.
Guide for Executives and Managers of executivesProvides guidance for executives and their managers (senior executives who manage other executives) in the implementation of talent management in their organizations.
Guidelines on Performance Management for Certain Senior Excluded or Unrepresented Managers and Specialists (E/U PM)This document provides guidance to departments for implementation of an approach to performance management that is aligned with the Executive Performance Management Program.
Harassment: dealing with the complaint processA guide for delegated managers.
Integrated Planning GuideIntegrated planning is central to the successful implementation of the Public Service Modernization Act and to the promotion of healthy organizations that retain competent, committed and engaged employees across the Public Service.
Integrated planning handbook for deputy ministers and senior managersIntegrated planning can help identify optimal strategies and activities for recruitment, retention, learning, development, employee engagement, promotion, succession, employment equity and official languages.
Leadership resourcesFor employees interested in developing their leadership skills.
National Public Service Week GuideThis guide has been developed to assist you and your volunteers in planning and organizing your events.
Pay rates Pay rates in the public service for unionized and excluded employees.
People Component of the Management Accountability Framework (PCMAF)The Management Accountability Framework sets out the Treasury Board's expectations of senior public service managers for good public service management. The Office of the Chief Human Resources Officer (OCHRO) is the lead for the People Component of the MAF.
Performance Management Program scorecardThis scorecard was developed to support monitoring of the Performance Management Program for Executives.
PMP scorecardsThe Scorecard is one of the ways the Office of the Chief Human Resources Officer (OCHRO) actively monitors the administration of the Performance Management Program for executives.
Policy on the management of executivesThe new policy clarifies the powers of deputy heads, while improving transparency and accountability.
Public Servants Disclosure Protection ActInformation on organizational disclosure regimes.
Public Servants Disclosure Protection ActInformation on organizational public reporting obligations.
Public Servants Disclosure Protection ActInformation on handling sensitive information.
Public Servants Disclosure Protection ActInformation on conducting internal investigations of disclosures received.
Public Servants Disclosure Protection ActInformation on access to information and privacy considerations.
Results from the 2007 census of EXs and feeder group (core public administration); final reportThis census was undertaken to improve the government's understanding of the executive community and feeder groups to this community, and to support the strategic management and renewal of the EX community. It will provide valuable evidence to support strategic management and renewal of the EX community.
Succession planning and management for senior managers Planning and managing succession is a critical sub-component of the broader integrated HR and business planning process.
Succession Planning and Management GuideThis guide is intended to provide departments and agencies with a road map of how to implement succession strategies adapted to their needs.
Succession planning and management stepsEffective succession planning cannot succeed without commitment from leaders at all levels, starting at the top.
Training/learning competency profile for Organisation and Classification AdvisorsDesigned to respond to management requirements and the training and learning needs of the community, this profile reflects our commitment to develop and extend the capacity of the classification professional.
Values and Ethics Code for the Public ServiceInterpretation guide.
What is ethics?Ethics examines the rational justification for our moral judgments; it studies what is morally right or wrong, just or unjust.

Award plan for inventors and innovators policyEncourages Public Service inventors in science and technology to pursue, through technology transfer, the commercialization of their inventions.
Bilingualism bonus directiveSets forth the conditions under which employees are eligible for the bilingualism bonus.
Charitable organizations policyProvides direction in setting limits for departmental assistance to, and participation in, charitable campaigns within the Public Service.
Classification grievance procedureThis document outlines the process and procedures for the submission and resolution of classification grievances.
Classification grievances policyDescribes the redress process for employees who are dissatisfied with the classification of the duties they perform as assigned by the employer.
Classification system and delegation of authority policy Describes the classification system and provides a framework for deputy heads to exercise their delegated classification authority.
Directive on Career Transition for ExecutivesDescribes actions that departments and executives can take to facilitate the career transition of an executive in situations of lack of work, discontinuance of a function, or the transfer of work or a function.
Directive on executive compensationProvides for an equitable and consistent application of both salary and non-salary elements of executive compensation.
Directive on Interchange CanadaOutlines the mandatory requirements for managing the Interchange Canada program.
Directive on the Administration of Leadership Development Programs -- Management Trainee Program and Career Assignment ProgramProvides direction on the administration of MTP and CAP, and on the salary administration plan for the leadership programs occupational group.
Directive on the administration of required trainingHelps ensure that managers acquire and maintain the knowledge they need to exercise delegated signing authorities, that new employees understand public service values and ethics, and that functional specialists meet professional standards.
Directive on the linguistic identification of positions or functionsThe language requirements of positions or functions reflect the duties of employees or their work units as well as obligations with respect to service to the public and language of work.
Directive on the Performance Management Program (PMP) for executivesDescribes how the PMP links individual executive accountability to strategies and business priorities, manages the performance of executives, and administers performance awards.
Directive on the staffing of bilingual positionsBilingual positions are staffed imperatively. In exceptional cases, non-imperative staffing may be considered.
Directive on the use of official languages in electronic communicationsThe English and French versions of electronic communications are of equal quality and are available simultaneously.
Directive on the use of official languages on web sitesAn institution's Web site respects linguistic obligations regarding communications with and services to the public by giving equality of status to English and French.
Directives for implementing the official languages (communications with and services to the public) regulations, 1991Directives A, B and C regarding the implementation of the Official Languages (Communications with and Services to the Public) Regulations
Employee Assistance ProgramProvides direction to departments on the services available to assist employees and their families with personal or work-related problems.
Employment Equity PolicyIn place so that no person is denied employment opportunities or benefits for reasons unrelated to ability.
Official Languages LegislationOfficial Languages Legislation: Acts and Regulations
Official Languages Policy frameworkAims to make institutions and their employees accountable for achieving the government's official languages objectives.
Other Policies Related to Official LanguagesOfficial Languages Policies & Information Related to Official Languages Policies
Policy on Information and Referral Services for Child CareAssists employees in obtaining information on childcare options (other than federally funded workplace day care centres).
Policy on Interchange CanadaHelps participating organizations achieve their business and human resources objectives and foster the professional development of participants through temporary assignments.
Policy on Language of WorkOutlines the obligation federal organizations have to create and maintain a work environment conducive to the effective use of both official languages.
Policy on Learning, Training and DevelopmentTo ensure that the Public Service is equipped to meet the challenges of the 21st century.
Policy on Legal Assistance and Indemnification [Effective September 1st, 2008]To protect Crown servants from personal financial losses or expenses incurred while they were acting within the scope of their duties or in the course of their employment,and were not acting against the interests of the Crown, to protect the Crown's interest and its potential or actual liability arising from the acts or omissions of its Crown servants and to ensure continued and effective public service to Canadians.
Policy on Official Languages for Human Resources ManagementGuided by this policy, federal institutions ensure that English- and French-speaking Canadians have equal opportunities for employment and advancement while respecting the merit principle.
Policy on the Duty to Accommodate Persons with Disabilities in the Federal Public ServiceEnsures the full participation of persons with disabilities in the Public Service, whether as candidates for employment or as employees.
Policy on the Indemnification of and Legal Assistance for Crown Servants [Effective until September 1st, 2008]To indemnify Crown servants' liability to the Crown and to third parties as well as to provide legal assistance where appropriate, and to protect the Crown's interests and its potential or actual liability arising from the acts or omissions of its servants.
Policy on the Management of ExecutivesOutlines the responsibility of the deputy head to manage executives within the spirit and intent of the Values and Ethics Code for the Public Service.
Policy on the Prevention and Resolution of Harassment in the WorkplaceDescribes the responsibilities of all parties in the prevention of harassment and the steps to take in the resolution of harassment.
Policy on the Use of Electronic NetworksOutlines employee and management responsibilities, privacy issues, monitoring and disciplinary action for unacceptable use of networks.
Policy on the Use of Official Languages for Communications with and Services to the Public Members of the public have the right to communicate with and receive services in either English or French from offices or facilities designated bilingual. Includes Directives for implementing the official languages (communications with and services to the public) regulations, 1991.
Qualification StandardsThe Canada Public Service Agency develops and maintains qualification standards in relation to education, knowledge, experience, occupational certification, language, etc.
Recognition policyEnsures that the contributions made by employees are acknowledged in ways that reflect the underlying values of the Public Service.
Special Assignment Pay Plan (SAPP)ncludes information on the number of basic SAPP quotas for departments.
Standards on knowledge for required trainingEstablish the common knowledge elements linked to legal responsibilities of managers at all levels and employees newly appointed to the core public administration.
Student employment policyEncourages federal organizations to hire students in order to develop a pool of qualified candidates for future Public Service appointments.
Telework policyOutlines the options for working from alternate locations, such as home.
Term employment policyBalances the fair treatment of term employees with the need for operational flexibility.
Terms and conditions of employment for studentsDefines the legal status of students while they are working as students.
Treasury Board Policy pursuant to paragraph 46(2)(a) of the Official Languages Act to give effect to Part V of the Act, concerning language of workThe Treasury Board Policy on Language of Work is the instrument used for the application of certain key provisions in Part V of the Official Languages Act (OLA) concerning the language of work in federal institutions.
Values and Ethics Code for the Public Service Includes revised conflict of interest measures, updated post-employment measures and a balanced framework of public service values.
Workplace day care centresTo assist employees who need day care to pursue careers in the Public Service.
Workplace fitness programsAllows departments to sponsor and establish work place fitness programs.
Workshop on Duty to Accommodate PolicyThis manual was designed to increase participants’ knowledge of the Policy on the Duty to Accommodate Persons with Disabilities in the Federal Public Service.

Accelerated Executive Development ProgramA program to invest in the development of executives at the EX-1 to EX-3 level who demonstrate strong leadership potential
Career Assignment Program A leadership development program to recruit federal public servants with demonstrated executive potential
Classification monitoringA tool to support the development of a department's classification monitoring program.
EX Talent ManagementExecutive Talent Management (EX TM) is about ensuring that executives are matched to the right job for their skills, competencies and career plans.
Government of Canada Fellows ProgramInformation on executive-level exchanges between the federal Public Service and other social and economic sectors in Canada.
Performance Management Program (PMP) for ExecutivesThis document covers policy, directive on PMP, budget instructions, performance management scorecard and FAQ for executives.

Access to Information Act and the Privacy Act Annual Report 2005-06Annual report on the administration of the Access to Information Act and the Privacy Act of the Public Service Human Resources Management Agency of Canada. It is intended to describe how the Agency administered its responsibilities in this regard between April 1, 2005, and March 31, 2006.
Access to Information Act and the Privacy Act Annual Report 2007-08Annual report on the administration of the Access to Information Act and the Privacy Act of the Public Service Human Resources Management Agency of Canada. It is intended to describe how the Agency administered its responsibilities in this regard between April 1, 2006, and March 31, 2007.
Access to Information and Privacy Annual Report 2006-07The Access to Information Act and the Privacy Act require the heads of federal government institutions to submit to Parliament an annual report on the administration of the Acts
Advisory Committee on Senior Level Retention and CompensationAdvisory Committee on Senior Level Retention and Compensation: First report (January 1998)
Advisory Committee on Senior Level Retention and CompensationTenth Report: April 15, 2008
Advisory Committee on Senior Level Retention and CompensationEleventh Report: February 4, 2009
Advisory Committee on Senior Level Retention and CompensationTwelfth Report: April 23, 2009
Advisory Committee on Senior Level Retention and CompensationAdvisory Committee on Senior Level Retention and Compensation - Second Report: March 2000
Advisory Committee on Senior Level Retention and CompensationAdvisory Committee on Senior Level Retention and Compensation: December 2000
Advisory Committee on Senior Level Retention and CompensationAdvisory Committee on Senior Level Retention and Compensation, Fourth Report: March 2002
Advisory Committee on Senior Level Retention and CompensationAdvisory Committee on Senior Level Retention and Compensation, Fifth Report: August 2002
Advisory Committee on Senior Level Retention and Compensation Advisory Committee on Senior Level Retention and Compensation - sixth report, May 2003
Advisory Committee on Senior Level Retention and CompensationAdvisory Committee on Senior Level Retention and Compensation, Seventh Report: December 2004
Advisory Committee on Senior Level Retention and CompensationAdvisory Committee on Senior Level Retention and Compensation, Eighth Report: September 2005
Advisory Committee on Senior Level Retention and Compensation (Stephenson Committee)The Committee provides independent advice and recommendations to the President of the Treasury Board about compensation and overall human resources management matters concerning executives, deputy ministers, chief executive officers of Crown corporations and other Governor in Council appointees.
Advisory Committee on Senior Level Retention and Compensation: Ninth report, January 2008Recommendations to help the government build momentum and maintain excellence in the human resources management of senior levels.
Agriculture and Agri-Food Canada - June 2007Audit of Communications with and Services to the Public in Both Official Languages in Offices with New Obligations (Alberta, Ontario and Québec)
Annual report on official languages - 2005-06This annual report provides an account of the implementation of the Official Languages Program (the Program) within federal institutions subject to the Official Languages Act (the Act), and the activities and results with regard to their linguistic obligations for the 2005-06 fiscal year.
Annual Report on Official Languages - Report in Brief 2005-2006Overview of the Annual Report on Official Languages
Annual Report on the Policy on the Prevention and Resolution of Harassment in the Workplace 2006-07This annual report reviews the implementation of the Treasury Board's Policy on the Prevention and Resolution of Harassment in the Workplace (the Policy) in federal departments and organizations during the fiscal year 2006-07
Annual Report on the Public Servants Disclosure Protection Act 2007-08Report on activities related to the Act as carried out by federal public sector organizations during 2007-08
Annual Report on the Public Servants Disclosure Protection Act 2008-09Annual Report on the Public Servants Disclosure Protection Act 2008-09
Apparent conflict of interestAn examination of the meaning and significance of apparent conflict of interest, given its implications for the integrity of government, the Public Service, and individual public servants.
Disclosure of position reclassificationsDisclosure of position reclassifications
Duty of loyaltyDescribes, in general terms, the current thinking on duty of loyalty in the federal public sector.
Employment equity in the Public Service of Canada, annual report to Parliament, 2005-2006Describes the progress of the Public Service toward becoming a workplace that is representative of the diversity of Canadian society.
Human resources management in the Public Service of Canada: annual Report to Parliament, 2005-2006Outlines the progress made in the 2005-06 fiscal year toward modernizing human resources management in the core public administration.
People, service and trust: Links in a public sector service value chainCanadian Government Executive article discussing the links between people, service and trust and the priorities of public sector reform.
Report on governance structures for values and ethicsProvides departments and agencies with guidance on managing values and ethics.
Report to the Prime Minister, March 2007The Prime Minister's Advisory Committee on the Public Service
Results of the Performance Management Program (PMP) for Executives for 2003-2004Results of the Performance Management Program (PMP) for Executives for 2003-2004
Results of the Performance Management Program (PMP) for Executives for 2004-2005Results of the Performance Management Program (PMP) for Executives for 2004-2005
Results of the Performance Management Program (PMP) for Executives for 2005-2006Results of the Performance Management Program (PMP) for Executives for 2005-2006
Results of the Performance Management Program (PMP) for Executives for 2006-2007Results of the Performance Management Program (PMP) for Executives for 2006-2007
Results of the Performance Management Program (PMP) for Executives for 2007-2008Results of the Performance Management Program (PMP) for Executives for 2007-2008
Second report, February 2008The Prime Minister's Advisory Committee on the Public Service calls for clearer human resources governance and more rigorous performance management practices in the Public Service.
Student employmentInformation regarding student employment, policies, terms, conditions and programs

2008 Public Service Employee SurveyThe results of the 2008 Public Service Employee Survey.
Attitudes towards the use of both official languages within the Public Service of Canada - executive reportStudy on the attitudes towards the use of both official languages within the public service of canada - official languages branch
Census of EXs and feeder groups (core public administration) final reportThis census was undertaken to improve the government's understanding of the executive community and feeder groups, and to support the management and renewal of the EX community.
Census of EXs, EX equivalents and EX feeder groupsThis census seeks the targeted audience’s views on matters related to recruitment, retention and retirement intentions, learning and development, career goals and mobility and to gather demographic information.
Demographic study of visible minorities in the federal Public ServiceThe report examines current levels of representation, rates of hiring and promotion and separation rates of visible minorities in the federal public service.
Evaluation of the 2002 Policy for Continuous Learning in the Public service of CanadaEvaluation of the Policy for Continuous Learning - 2002
Job mobility and promotion in the federal Public Service The goal of the study is to assess the degree to which there are differences in the rate at which employment equity group members either change jobs or are promoted as compared to the non-equity group (white males without a disability).
Joining the core workforceA preliminary report on the survey of newly hired indeterminate employees in the federal public service
Minority Populations by First Official Language Spoken (2001 Census Data)Minority Populations by First Official Language Spoken in 2001
Minority Populations by First Official Language Spoken (2001 Census Data)2001 Census data on minority populations by first official language spoken
New hires survey, technical papersResults of surveys of recently hired employee in the Federal Government
Official languages and visible minorities in the Public Service of Canada This report presents the findings from a qualitative research project with federal government employees
Opportunities and barriers in the senior ranksResults from the 2001 Association of Professional Executives (APEX) executive cadre retention and transition survey
Performance measurement for the human resources function: A discussion paper (edition #2)Initial reference point for discussion on measurement from which we might begin to work more closely together in addressing this important issue
Recruiting the next wavea survey of student employee opinion in the Federal Public service
Release of results from census of EXs and feeder group employees: core public administrationThis page contains links to the final report of the results from census of EXs and feeder group and the backgrounder.
Survey of hiring managers in the federal Public ServiceThis report provides a brief overview of key survey findings, a demographic profile of survey respondents (gender, language, education), an overview of survey findings, and a copy of the final questionnaire with the percentage results inserted for each question.
The human resources environmental scan for the Public Service of Canada: Identifying current and future human resources needsThis Human Resources Environmental Scan for the Public Service of Canada is designed to help federal departments and agencies better understand their operating environment, and improve their human resources planning by facilitating the identification of their current and future human resources needs.
Toward a new vision for language training in the Public ServiceA discussion paper prepared for the ADM Working Group
Visible minority recruitment issues for the federal public serviceThe Employment Equity Act, introduced in 1995, mandates employers within the Public Service to work towards the achievement of equality within the workforce and the elimination of employment disadvantages for women, members of visible minorities, Aboriginal peoples and persons with disabilities

Classification ConversionLessons learned that should facilitate future classification modernization projects.
Culture ChangeExamples of how institutions subject to the Official Languages Act are making linguistic duality a central element of their core values.
Language of WorkGood Practices - Language of Work
LeadershipExamples of how institutions subject to the Official Languages Act are making linguistic duality a central element of their core values.
Learning RetentionExamples of how institutions subject to the Official Languages Act are making linguistic duality a central element of their core values.
ManagementExamples of how institutions subject to the Official Languages Act are making linguistic duality a central element of their core values.
NetworkingExamples of how institutions subject to the Official Languages Act are making linguistic duality a central element of their core values.
Official Languages Good PracticesOfficial Languages good practices generally applicable to every organization.
Second Language LearningExamples of how institutions subject to the Official Languages Act are making linguistic duality a central element of their core values.
Service to the PublicExamples of how institutions subject to the Official Languages Act are making linguistic duality a central element of their core values.
Smart PracticesIn its review of entry-level recruitment and development programs in the federal Public Service, a Committee of Senior Officials (COSO) subcommittee has supported the notion that departments and agencies participating in the Management Trainee Program (MTP) identify initiatives and activities in their respective organizations that support the operation of the MTP.

Public Servants Disclosure Protection ActFrequently asked questions about the Public Servants Disclosure Protection Act.
Public Servants Disclosure Protection ActFrequently asked questions
Advice from the ExpertsThe Values and Ethics Code for the Public Service includes revised conflict of interest measures, updated post-employment measures and a balanced framework of public service values, which includes democratic, professional, ethical and people values.
Bilingual meetingsMeetings are excellent opportunities to foster a bilingual environment.
Centre of Expertise on Staffing RecourseA one-stop advisory and support service for organizations dealing with complaints before the Public Service Staffing Tribunal
Code of conductFrequently asked questions
Conditions of employmentFrequently asked questions
DeploymentFrequently asked questions
Disclosure of position reclassificationsFrequently asked questions
Executive Management PolicyFrequently asked questions
FAQ on EX talent managementFrequently Asked Questions about executive talent management in the Public Service.
Frequently Asked Questions on Key Leadership CompetenciesFrequently Asked Questions on Key Leadership Competencies
Government of Canada Fellows ProgramFrequently asked questions
How to have an authentic executive talent management conversationTips for meaningful conversations with your executive about their performance, career development, and learning and development recommendation.
Information for employeesInformation for employees on the Public Servants Disclosure Protection Act
Information for supervisors at all levels Information for supervisors at all levels about the Public Servants Disclosure Protection Act (PSDPA)
Interchange CanadaFrequently asked questions
Leaders make it happen in both official languagesA checklist for managers in bilingual regions.
Official languagesFrequently asked questions
Official languages rights in bilingual regionsInformation on about the rights of employees in bilingual regions.
Qualification StandardsInformation on the minimum requirements necessary to perform the work in a given occupational group.
Secondment / assignmentFrequently asked questions
Tips for Organizing Aboriginal Awareness Week Events Tips for Organizing AAW Events
Values and Ethics Code for the Public ServiceFrequently asked questions
Workplace well-beingInformation sheet for managers

Determining the linguistic profile of bilingual positionsUsing a simple question-and-answer format (e.g. “Does the position require reading in the second official language?”), this interactive tool can produce a linguistic profile for reading, writing and oral interaction abilities for individual positions. (See also Public Service Commission Personnel Psychology Centre)
Linguistic needs designatorAn interactive tool (with a tutorial) that helps managers determine the minimum number of employees required to provide services in the official language(s) of their clients.
People Management Assessment Tool This tool focuses on the people management aspects of the Key Leadership Competencies. It can be used by managers/specialists and their immediate superior to individually consider and/or jointly discuss performance with respect to people management.