Directive on the Administration of Required Training

Provides direction to key stakeholders on how the policy requirements relating to required training under the Learning Training and Development Policy are to be fulfilled.
Date modified: 2017-11-28

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Annual Report on Required Training (Rapport annuel sur la formation indispensable)
Report prepared by organizations by June 30 of every year. Contains information about compliance with required training requirements over the last fiscal year.
Appointment (Nomination)
For purposes of this directive, includes deployment.
Campusdirect (Campusdirect)
Provider of e-learning for the federal public administration and service provider for the knowledge assessment of managers and executives. The knowledge assessment instrument is available online and leads to validation of delegated signing authorities.
Certification (Certification)
Attestation by a recognized organization that relevant requirements of an established professional standard, competency or other criteria are fulfilled, resulting in professional recognition (e.g., certification of functional specialists in their fields).
continuous learning (apprentissage continu)
a lifelong process of training, development, and learning. Once individuals work in an environment where these three activities are present, and actively participate in each, lifelong learning becomes a reality.
corporate (collectif)
government-wide as opposed to organization-specific. For purposes of this policy, includes departments and organizations of the core public administration as defined in Schedules I and IV of the Financial Administration Act.
Delegated signing authorities (Pouvoirs de signature délégués)

For purposes of this directive, means financial or human resources signing authorities delegated by the deputy head based on the organization's delegation instrument. Levels of delegation vary between organizations. Financial signing authorities usually include delegations based on sections 32 and 34 of the Financial Administration Act. Human resources signing authorities usually include delegations such as approval of leave.

Since staffing sub-delegations are specific to each organization, required training or knowledge assessment aimed at managers and executives may have to be complemented to meet the terms of the organization's Appointment Delegation and Accountability Instrument.

deputy heads (administrateurs généraux)
means, for purposes of Schedule I of the Financial Administration Act, the deputy minister, and for purposes of Schedule IV, the chief executive officer or the person who occupies such a position.
Designated superior (Surveillant désigné)
For purposes of this directive, means the person responsible for conducting the performance evaluation of employees who must complete the required training or the knowledge assessment leading to validation of delegated signing authorities.
Employee (Fonctionnaire)
For purposes of this directive, means a person employed in an organization for which Treasury Board is the employer. Includes employees appointed on a full-time or part-time basis; term employees of at least six months plus one day including those with consecutive term extensions totalling six months plus one day; and indeterminate employees, including seasonal and acting appointments of at least four months.
Employee newly appointed to the core public administration (Fonctionnaire nouvellement nommé à l'administration publique centrale)
For purposes of this directive, means an employee appointed after January 1, 2006.
employer (employeur)
for purposes of the core public administration, Treasury Board is the employer.
Executive (Cadre supérieur)
An employee appointed to the Executive Group (EX-01 to EX-05 levels), including director, director general, assistant deputy minister or equivalent. For purposes of this directive, employees who are classified in the following groups and levels are considered to be executive equivalents: lawyers at the 3A, 3B, or 3C levels, defence scientists at the 7A, 7B and 8 levels, excluded employees at the MD-MOF-4, MD-MOF-5 or MD-MSP-3 levels.
Existing functional specialist (Spécialiste fonctionnel titulaire)
For purposes of this directive, means ­functional specialists in procurement, materiel management and real property appointed before January 1, 2006.
Existing managers and executives (Gestionnaires et cadres supérieurs titulaires)
Managers and executives appointed before January 1, 2006.
First-time functional specialist (Spécialiste fonctionnel nommé pour la première fois dans ses fonctions)
Functional specialists appointed to carry out their specialized functions for the first time after January 1, 2006.
First-time supervisors, managers and executives (Surveillants, gestionnaires et cadres supérieurs nommés pour la première fois au niveau)
Supervisors, managers and executives appointed after January 1, 2006. First-time executives will complete required training when appointed for the first time to each of the following three groupings e.g. EX-01, EX-02 & EX-03 or EX-04 & 05.
foundational learning (apprentissage des fondements)
learning that serves to develop essential knowledge, skills and competencies that an employee needs to effectively perform his/her work in the public service.
Functional authority centres (Centres d'autorité fonctionnelle)
For purposes of this directive, the group that develops and/or maintains professional standards for their functional specialists.
Functional community (Collectivité fonctionnelle)
Community of functional specialists who share work purpose, functions and professional interests across departments and agencies. These communities support their members in meeting professional and career aspirations through functional authority centres. Some coordinate recruitment programs and develop core competencies, professional standards and specialized curricula leading to the issuance of professional recognition and/or certification by a recognized certification organization.
Functional specialist (Spécialiste fonctionnel)
For purposes of this directive, includes employees who carry out roles and responsibilities that require function-specific knowledge, skills and attributes in the following priority areas: finances, human resources, internal audit, procurement, materiel management, real property and information management. Other priorities will be specified by the employer as appropriate.
Function-specific (Spécifique à la tâche)
Specific to tasks (e.g., procurement officer, financial officer).
Knowledge assessment (Vérification des connaissances)
Means of confirming that an individual possesses knowledge of legal responsibilities associated with the management of finances, human resources, procurement and information. Leads to validation in all four domains irrespective of the individual's current responsibilities.
leadership development (perfectionnement en leadership)
practical application of knowledge and know-how through a diversity of experiences, ideas and activities including learning, training, assignments, mentoring and coaching, to ensure current and future leaders in the public service have the competencies to lead change in their organizations and deliver results for Canadians.
Leadership Development Programs (Programmes de perfectionnement en leadership)
refers to corporate programs such as the Management Trainee Program (MTP), the Career Assignment Program (CAP), the Accelerated Executive Development Program (AEXDP) and the Advanced Leadership Program (ALP) administered either by the Public Service Human Resources Management Agency of Canada, the Canada School of Public Service or by departments.
learning (apprentissage)
is the acquisition of new knowledge and ideas that change the way an individual perceives, understands or acts.
learning organization (organisation apprenante)
collective undertaking rooted in action. It is built around people, their knowledge, know-how and ability to innovate. It is characterized by continual improvement through new ideas, knowledge and insights, which it uses to constantly anticipate, innovate and find new and better ways to fulfill its mission.
Legal responsibility (Responsabilité légale)
Includes responsibilities and authorities flowing from legislation, other instruments such as orders in council, regulations, international agreements, policies, directives or standards, and, where applicable, delegated authorities related to the management of finance, human resources and procurement and those related to any other instrument identified by the employer.
Manager (Gestionnaire)
For purposes of this directive, means an employee who exercises delegated signing authority in finances, human resources or both, based on their organization's Authority Delegation and Accountability instrument.
managers at all levels (gestionnaires à tous les niveaux)
includes supervisors, managers and executives.
Organization (Organisme)
Departments and agencies named in Schedule I and other portions of the federal public administration named in Schedule IV of the Financial Administration Act.
organizational learning (apprentissage organisationnel)
occurs through a collective process of creating and capturing new ideas, knowledge and insights. As a product, organizational learning is the outcome of the collective learning that takes place in finding new and better ways of achieving the mission of the organization.
professional development (perfectionnement professionnel)
an activity that assists employees further their careers and is aligned with departmental business priorities and management improvement objectives of the government. Includes courses, programs or learning events sponsored by a variety of service providers (e.g. in-house, the Canada School of Public Service, academic institutions and the private sector).
Professional standards (Normes professionnelles)
The competencies, skills, knowledge, experience and learning required to perform successfully in a specific business role or function.
program participant (participant au programme)
an individual selected to take part in a leadership development program.
Reasonable period of time (Délai raisonnable)
As soon as possible considering operational requirements and not to exceed 6 months.
Registrar (Registraire)
The office in the Canada School of Public Service that is responsible for administering the registration process and reporting on the status of registration and course completion for required training.
required training (formation indispensable)
training to develop the knowledge, skills and behaviours that an employee needs to effectively perform his or her work in the public service, having regard for the nature of the work to be performed (e.g. management), as determined by the employer.
Required training coordinator (Coordonnateur de la formation indispensable)
For purposes of this directive, the person designated to support deputy heads in fulfilling their responsibilities for implementing required training in their organization.
Specialized curriculum (Curriculum spécialisé)
A compendium of learning solutions (such as courses) that address the competencies, knowledge and skills required by a specific business role or function.
Standards on knowledge for required training (Normes de connaissances pour la formation indispensable)
Parameters related to the common knowledge needs of employees, supervisors, managers and executives—regardless of their function, organization or profession — in the exercise of due diligence in relation to their legal responsibilities.
Successfully complete (Reussite)

For purposes of this directive, for employees newly appointed to the core public administration, this term refers to attending the required training for its full duration. For first-time supervisors, managers and executives, refers to attending the required training for its full duration and demonstrating that, based on the appropriate mechanism, knowledge standards have been met. For functional specialists, this term will be defined by functional authority centres.

For managers and executives who must complete a knowledge assessment leading to validation of delegated signing authorities at least every five years, this term refers to successful validation in the four domains assessed.

Supervisor (Surveillant)
For purposes of this directive, this term includes employees who have responsibility for day-to-day supervision of other employees and who may exercise delegated signing authorities in human resources based on their organization's Human Resources Authority Delegation and Accountability instrument.
training (formation)
represents an organized, disciplined way to transfer the knowledge and know-how that is required for successful performance in a job, occupation or profession. It is ongoing, adaptive learning, not an isolated exercise.
validate (valider)
means of confirming that an individual possesses the knowledge.
Validation (Validation)
A means of confirming that an individual possesses knowledge to exercise delegated signing authorities. Result of knowledge assessment in four domains of management.
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