People management

Management of a high-performing workforce and a modern, healthy and respectful work environment to achieve business objectives. It includes compensation, organization and classification, labour relations, pensions and benefits, executive management, values and ethics, performance and talent management, and employee recourse.

Start with these instruments:

Compensation, Policy Framework for the Management of

This framework sets out specific principles and an approach to managing compensation within the federal public administration. The framework guides Treasury Board ministers in their role as financial and human resources managers, set out in section 7 of the Financial Administration Act (FAA). 

People Management, Policy Framework for

Provides an approach to people management that builds on past changes and further enables organizations to manage people in a way that best accomplishes their business objectives. 

Policy sub-topics:

Employee Performance, Learning, Development and Recognition

Executives, Policy on the Management of

Establishes deputy head responsibilities regarding the sound management of the Executive Group, including classification, compensation, performance management and career transition. 

Interchange Canada, Directive on

This directive defines requirements for deputy heads and their officials regarding fair and consistent management of Interchange Canada assignments. 

Interchange Canada, Policy on

Enables mobility between the core public administration and organizations in the private, public and not‑for‑profit sectors in Canada and abroad to support job enrichment, talent management and skills exchange. 

Knowledge for Required Training, Standards on

These Standards establish the common knowledge elements linked to legal responsibilities of managers at all levels and employees newly appointed to the core public administration regardless of their functions, organization or profession. 

Learning, Training, and Development, Policy on

Helps build a skilled, well-trained and professional workforce, strengthens organizational leadership, and adopts leading-edge management practices to encourage innovation and continuous improvements in performance. 

Performance Management Program (PMP) for Executives, Directive on the

Explains requirements for the management of executive performance and the administration of performance‑based compensation. 

Performance Management, Directive on

Promotes a shared commitment to sustaining a high-performing culture in the public service. 

Required Training, Directive on the Administration of

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. 

Job and Position Management

Classification Grievances, Directive on

Outlines a consistent and equitable recourse process for employees who wish to grieve the classification of the work that the responsible manager assigns and that the job description of the position they occupy describes. 

Classification Oversight, Directive on

Explains the requirements for compliance with the Policy on Classification and related instruments, and provides deputy heads with direction and tools for assessing the health of their classification programs through oversight. 

Classification, Directive on

Outlines the requirements for the management of organization and classification, including data and documentation requirements, job evaluation, job descriptions, reclassification, and new positions. 

Classification, Policy on

Provides deputy heads with the requirements pertaining to exercising their classification authority and to managing classification activities within their organization. 

Executive (EX) Group Organization and Classification, Directive on

Describes the requirements for the organization and classification of positions in the Executive Group, and provides instructions for increasing the departmental baseline of EX-04 and EX-05 positions. 

Executives, Policy on the Management of

Establishes deputy head responsibilities regarding the sound management of the Executive Group, including classification, compensation, performance management and career transition. 

Organization Design, Human Resources Planning, and Reporting

Classification Grievances, Directive on

Outlines a consistent and equitable recourse process for employees who wish to grieve the classification of the work that the responsible manager assigns and that the job description of the position they occupy describes. 

Classification Oversight, Directive on

Explains the requirements for compliance with the Policy on Classification and related instruments, and provides deputy heads with direction and tools for assessing the health of their classification programs through oversight. 

Classification, Directive on

Outlines the requirements for the management of organization and classification, including data and documentation requirements, job evaluation, job descriptions, reclassification, and new positions. 

Classification, Policy on

Provides deputy heads with the requirements pertaining to exercising their classification authority and to managing classification activities within their organization. 

Executive (EX) Group Organization and Classification, Directive on

Describes the requirements for the organization and classification of positions in the Executive Group, and provides instructions for increasing the departmental baseline of EX-04 and EX-05 positions. 

Executives, Policy on the Management of

Establishes deputy head responsibilities regarding the sound management of the Executive Group, including classification, compensation, performance management and career transition. 

People management

Compensation, Policy Framework for the Management of

This framework sets out specific principles and an approach to managing compensation within the federal public administration. The framework guides Treasury Board ministers in their role as financial and human resources managers, set out in section 7 of the Financial Administration Act (FAA). 

People Management, Policy Framework for

Provides an approach to people management that builds on past changes and further enables organizations to manage people in a way that best accomplishes their business objectives. 

Permanent and Temporary Separation

Career Transition for Executives, Directive on

Explains how to manage career transition for executives in situations of lack of work, discontinuance of a function, or the transfer of work or a function outside the core public administration. 

Conflict of Interest and Post-Employment, Policy on

Offers direction and measures to assist organizations and public servants in effectively dealing with real, potential and apparent conflicts of interest that may arise during and after employment in the public service. 

Executive Compensation, Directive on

Sets out the requirements for the equitable and consistent administration of executive compensation, including salary and non-salary elements, as well as the management of temporary operational requirements. 

Executives, Policy on the Management of

Establishes deputy head responsibilities regarding the sound management of the Executive Group, including classification, compensation, performance management and career transition. 

Leave and Special Working Arrangements, Directive on

Ensures that departments and agencies within the core public administration soundly, consistently and effectively manage paid and unpaid absences from work, as well as special working arrangements. 

Self-Funded Leave Policy

Details criteria for self-funded leave in the federal public service, including a generic model to be used, as well as procedures, guidelines and a list of approved financial institutions. 

Staff engaged locally outside Canada, Policy on

Provides terms and conditions of employment for locally engaged staff employed outside Canada. 

Terms and Conditions of Employment for Certain Excluded/Unrepresented Employees, Directive on

Ensures the sound, consistent, effective, and equitable administration of the terms and conditions of employment for persons occupying certain excluded and unrepresented positions across the core public administration, where the terms and conditions of employment of such positions differ from those provided in the relevant collective agreement, or in any other Treasury Board policy instrument related to employment terms and conditions. 

Terms and Conditions of Employment for Students

Includes rates of pay. 

Terms and Conditions of Employment, Directive on

Directs departments and agencies that will ensure the equitable, accurate, consistent, transparent and timely application of terms and conditions of employment across the core public administration. 

Terms and Conditions of Employment, Policy on

Ensures the sound, consistent and effective administration, across the core public administration, of the terms and conditions of employment. 

Staffing and Employee Integration

Executives, Policy on the Management of

Establishes deputy head responsibilities regarding the sound management of the Executive Group, including classification, compensation, performance management and career transition. 

Interchange Canada, Directive on

This directive defines requirements for deputy heads and their officials regarding fair and consistent management of Interchange Canada assignments. 

Interchange Canada, Policy on

Enables mobility between the core public administration and organizations in the private, public and not‑for‑profit sectors in Canada and abroad to support job enrichment, talent management and skills exchange. 

Student Employment Policy

Encourages federal organizations to hire students in order to develop a pool of qualified candidates for future public service appointments. 

Term Employment Policy

Balances the fair treatment of term employees with the need for operational flexibility. 

Terms and Conditions of Employment for Students

Includes rates of pay. 

Total Compensation

Defence Scientific Service Group - Pay Plan

Defines the pay plan for the Defence Scientific (DS) Service Group and provides managers and employees with the information needed to apply the plan, understand its operation and promote uniform application of the plan throughout the DS Service Group. 

Executive Compensation, Directive on

Sets out the requirements for the equitable and consistent administration of executive compensation, including salary and non-salary elements, as well as the management of temporary operational requirements. 

Executives, Policy on the Management of

Establishes deputy head responsibilities regarding the sound management of the Executive Group, including classification, compensation, performance management and career transition. 

Performance Management Program (PMP) for Executives, Directive on the

Explains requirements for the management of executive performance and the administration of performance‑based compensation. 

Performance Pay Administration Policy for Certain Non-Management Category Senior Excluded Levels

Ensures the accurate and consistent administration of performance pay for certain non‑EX-level senior excluded employees, including incentives to recognize and reward individuals for exemplary conduct toward their peers and subordinates. 

Performance pay for represented employees in the Administrative and Foreign Service Category

Applies to employees in the public service as specified in Part I, Schedule I, the Public Service Staff Relations Act who are classified at senior levels in the administrative and foreign service categories and who are subject to a collective agreement for which a performance pay range has been negotiated. 

Salary administration policy - Mediation/Conciliation Officer Sub-group

Salary administration policy - Mediation/Conciliation Officer Sub-group 

Staff engaged locally outside Canada, Policy on

Provides terms and conditions of employment for locally engaged staff employed outside Canada. 

Terms and Conditions of Employment for Certain Excluded/Unrepresented Employees, Directive on

Ensures the sound, consistent, effective, and equitable administration of the terms and conditions of employment for persons occupying certain excluded and unrepresented positions across the core public administration, where the terms and conditions of employment of such positions differ from those provided in the relevant collective agreement, or in any other Treasury Board policy instrument related to employment terms and conditions. 

Terms and Conditions of Employment for Students

Includes rates of pay. 

Terms and Conditions of Employment, Directive on

Directs departments and agencies that will ensure the equitable, accurate, consistent, transparent and timely application of terms and conditions of employment across the core public administration. 

Terms and Conditions of Employment, Policy on

Ensures the sound, consistent and effective administration, across the core public administration, of the terms and conditions of employment. 

Union Dues, Directive on

Ensures that the administration of union dues across the core public administration is sound, consistent and effective. 

Workplace Management

Conflict of Interest and Post-Employment, Policy on

Offers direction and measures to assist organizations and public servants in effectively dealing with real, potential and apparent conflicts of interest that may arise during and after employment in the public service. 

Duty to Accommodate Persons with Disabilities in the Federal Public Service, Policy on the

Provides workplace accommodation to employees with disabilities, jointly administered with the Public Service Commission of Canada’s policy on accommodation in the appointment process. 

Employee Assistance Program, Policy on

The policy provides direction to departments on the government policy on EAP. It is a voluntary, confidential short-term counselling, referral and information service to assist employees and their families with personal and/or work-related problems. 

Employment Equity Policy

Constitutes the Treasury Board policy on implementing employment equity in the federal public service. 

Executive Compensation, Directive on

Sets out the requirements for the equitable and consistent administration of executive compensation, including salary and non-salary elements, as well as the management of temporary operational requirements. 

Executives, Policy on the Management of

Establishes deputy head responsibilities regarding the sound management of the Executive Group, including classification, compensation, performance management and career transition. 

Fire safety planning and fire emergency organization, Standard for

Outlines the minimum requirements for fire safety plans, including the organization of designated staff for fire emergency purposes. 

Harassment Complaint Process, Directive on the

Requires the establishment and the maintenance of an effective process for harassment complaints. 

Harassment Prevention and Resolution, Policy on

Establishes the responsibility of deputy heads to protect employees from harassment beyond the requirement of the Canadian Human Rights Act by requiring that deputy heads respond to all forms of harassment. 

Legal Assistance and Indemnification, Policy on

Provides legal assistance and compensation to Crown employees and matters greatly for the protection of the Crown’s interest, the fair treatment of its employees, and the effective management of an organization. 

Managerial or Confidential Exclusions, Guidelines on

Gives instructions about proposing positions for exclusion from a bargaining unit. 

Motor Vehicle Operations Directive

Addresses the occupational health and safety standards and procedures, both technical and administrative, which apply to the activity reflected in its title. This document should be read in conjunction with the Canada Occupational Health and Safety Regulations, which may exceed some of the requirements found in this directive. 

Occupational Health Evaluation Standard

Outlines requirements for departments and agencies in ensuring that a) employees can meet the health requirements of their work; b) they can do their work with minimum risk to themselves or others of incurring illness, injury or disability that may arise out of the conditions of work; and c) the conditions under which employees with illnesses, injuries or disabilities can continue working. 

Occupational Safety and Health, Policy on

Gives direction to departments and agencies on providing employees with a safe and healthy working environment, as well as occupational health services, thereby reducing the incidence of occupational injuries and illnesses. 

Official Languages for People Management, Directive on

Outlines the requirements related to the linguistic identification of a position, the staffing of bilingual positions, and the equal participation of English-speaking Canadians and French-speaking Canadians in federal institutions. 

Pesticides Directive - Chapter 2-15

Addresses occupational health and safety standards and procedures, both technical and administrative, which apply to the activity reflected in its title. This document should be read in conjunction with the Canada Occupational Health and Safety Regulations, which may exceed some of the requirements found in this directive. 

Self-Funded Leave Policy

Details criteria for self-funded leave in the federal public service, including a generic model to be used, as well as procedures, guidelines and a list of approved financial institutions. 

Staff engaged locally outside Canada, Policy on

Provides terms and conditions of employment for locally engaged staff employed outside Canada. 

Strikes, Policy on

Ensures an effective employer response to strikes in the federal public service. 

Telework Policy

The Telework Policy outlines the options for working from alternate locations, such as home, for positions in the federal Public Service. 

Terms and Conditions of Employment for Certain Excluded/Unrepresented Employees, Directive on

Ensures the sound, consistent, effective, and equitable administration of the terms and conditions of employment for persons occupying certain excluded and unrepresented positions across the core public administration, where the terms and conditions of employment of such positions differ from those provided in the relevant collective agreement, or in any other Treasury Board policy instrument related to employment terms and conditions. 

Terms and Conditions of Employment, Directive on

Directs departments and agencies that will ensure the equitable, accurate, consistent, transparent and timely application of terms and conditions of employment across the core public administration. 

Terms and Conditions of Employment, Policy on

Ensures the sound, consistent and effective administration, across the core public administration, of the terms and conditions of employment. 

Workplace Day Care Centres

Assist employees who need to provide daycare to their children so they can pursue careers in the federal public service. 

Workplace Fitness Program Policy

Allows departments and agencies to sponsor and establish workplace fitness programs in which there exists significant employee interest, and where a reasonable cost option has been determined to the satisfaction of the deputy head. 

Date modified: