High-Level Comparison Table Values and Ethics Code for the Public Service & Values and Ethics Code for the Public Sector

• Was applicable to the core public administration, which included approximately 200,000 employees.

• Applicable to the entire federal public sector (including separate employers, boards, agencies, commissions and Crown corporations), which includes approximately 400,000 employees.

* Subject to sections 52 and 53 of the Public Servants Disclosure Protection Act, "public sector" does not include the Canadian Forces, the Canadian Security Intelligence Service or Communications Security Establishment Canada. These organizations will not be covered by the Code.

• Scope of application excluded chief executives and deputy heads.

• Scope of application includes chief executives and deputy heads.

• Intended as a guide to help support public servants in their professional activities.

• Intended as a guide to help support public servants in their professional activities.
• The Code is a foundation document that will be further supported by organizational codes of conduct.

• Term and condition of employment.
• Failure to abide by its provisions could result in disciplinary action, up to and including termination of employment.

• Same as previous Code.

• The core family of values were: Democratic, Professional, Ethical and People.

• The values are: Respect for Democracy, respect for People, Integrity, Stewardship and Excellence.
• Essence of the previous family of values has been maintained but the values have evolved to be more all-encompassing, e.g. the inclusion of “innovation” under the excellence value.
• The stewardship value explicitly directs employees to ensure the effective and efficient use of public money, property and resources, and addresses resource and environmental considerations.

• Founded upon the recommendations of the Tait Report.

• Founded upon the recommendations of the Tait Report and adapted to apply to the more arms-length entities, e.g. Crown corporations.

• Expected behaviours were described under each family of values.

• For increased clarity, the expected behaviours are distinctly separate from the broad value statements.

• Enumerated provisions on conflict of interest and post-employment.

• Provides high-level direction only. Specific measures for the core public administration is outlined in a separate Treasury Board Policy. Organizations outside the core public administration have the responsibility to manage conflicts of interest in their own organization.

• Provided avenues of resolution.

• Provides avenues of resolution.

• Employees were encouraged to discuss any issues arising from the Code with their manager or the designated Senior Official for their organization.

• Employees are encouraged to discuss any issues arising from the Code with their immediate supervisor or any other appropriate person within their organization. (More detail can be provided in organizational codes of conduct.)

• Could not be used as a basis for a disclosure of wrongdoing under the Public Servants Disclosure Protection Act.

• A serious breach of the Code could be a basis for a disclosure of wrongdoing under the Public Servants Disclosure Protection Act.

• Disclosures of wrongdoing were made to the Senior Officer designated by the Deputy Head in accordance with the Policy on the Disclosure of Information Concerning Wrongdoing in the Workplace.

• Disclosures of wrongdoing in the workplace are made to supervisors, senior officers or the Public Sector Integrity Commissioner in accordance with the Public Servants Disclosure Protection Act.

• Designated responsibilities, authorities and accountabilities for public servants, deputy heads, the Treasury Board, and the Public Service Integrity Officer.

• Outlines duties and obligations for public servants, chief executives, senior officers, the Office of the Chief Human Resources Officer, and the Public Service Commission.

• Enabled deputy heads to establish compliance measures beyond those established in the Code, at their discretion.

• By virtue of the Public Servants Disclosure Protection Act, chief executives are required to establish organizational codes of conduct that are consistent with the Values and Ethics Code for the Public Sector and include organizational specific behavioural expectations and examples

• Deputy heads were required to consult with Treasury Board Secretariat and the bargaining agents before implementing new measures.

• Deputy heads are encouraged to consult with the bargaining agents that represent their employees before implementing new measures. Deputy heads are also encouraged to make use of the information and tools that the Treasury Board Secretariat has provided to assist them in creating a code that is consistent with the Public Sector Code.