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Section IV - Other Items of Interest

Corporate Risk Profile and Challenges

The Public Service Commission (PSC) faces significant risks and challenges in implementing a modernized staffing system. This table summarizes the risks and challenges emerging from both external and internal environments. The table includes an assessment of the extent of the risks and challenges, a description of the potential impacts, and the strategies and plans the PSC will adopt in response.

External Environment

Internal Environment  

Supplementary organizational information

The Senior Vice-President, Policy carries out key policy development and oversight functions in support of the Public Service Employment Act (PSEA). The Senior Vice-President is accountable for: the interpretation, application and development of policies under the PSEA, including aspects related to equity and diversity and the political activities of public servants; negotiating, monitoring and evaluating deputy heads' exercise of their delegated staffing authorities and recommending corrective action as needed; managing the administration of priority entitlements; contributing to the future-oriented vision of the Public Service Commission (PSC) as an independent agency and developing strategic policy frameworks; managing the development of the PSC's Annual Report and coordinating the full implementation of the PSEA with departments and agencies

The Vice-President, Audit, Evaluation and Studies conducts public service-wide independent audits, studies and evaluations to provide objective information, advice and assurance to Parliament, and ultimately Canadians, on the integrity of the appointment process, including the protection of merit and non-partisanship. In addition, the Vice-President, Audit, provides appointment data and analysis in support of the PSC's oversight role and information needs of departments and agencies

The Vice-President, Investigations conducts investigations and promotes the use of alternative dispute resolution methods. The Vice-President is mandated to conduct several types of investigations related to external appointment processes; non-delegated internal appointment processes; allegations of politically influenced appointments and fraud; improper political activities; and, at the request of deputy heads, investigations of delegated internal appointment processes. In addition, the Vice-President, Investigations, conducts appeal hearings and investigations related to selection and staffing processes that were initiated under the old PSEA

The Vice-President, Staffing and Assessment Services develops, implements and delivers recruitment, staffing and assessment systems, programs, services and products for use across the public service; provides recruitment services to all clients and staffing services to organizations (under non-delegated and delegated authorities) which require our services, or who have lost all or part of their delegation as a result of a PSC oversight activity; and develops and implements service strategies, policies and structures

The Vice-President, Corporate Management develops and monitors corporate management planning frameworks and policies related to the Management Accountability Framework, finance, human resources management, information technology, communications and other administrative and support services; provides central services and systems in support of all PSC programs, including the offices of the President and Commissioners; and formulates and implements policies, plans, guidelines, standards, processes and procedures to support the decision-making process of the Commission.

Key Relationships

The Public Service Commission (PSC) works collaboratively with the following major organizations and stakeholders:

• Parliament, to which we are accountable for the overall integrity of the appointment system and the political neutrality of the public service, through regular and special reports, including those related to audit findings; appearances before committees (for example, Commons committees on Government Operations and Estimates, Official Languages, and Access to Information, Privacy and Ethic and Senate committees on National Finance and Human Rights); and direct communication with members of Parliament when required. Additionally, we maintain our capacity to independently interpret and exercise our powers in the best interests of Canadians.
• The Clerk of the Privy Council, who is the head of the public service and with whom we provide support in strengthening and renewing the public service.
• Canada Public Service Agency, whose mandate is to coordinate the overall implementation of the new Public Service Modernization Act and the people component of the Management Accountability Framework.
• Canada School of Public Service, which is the common learning service provider for the public service of Canada and with whom we consult in providing departments and agencies support and learning tools.
• Other Organizations supporting Parliament, including the Office of the Auditor General, who also assist Parliament through independent audits and oversight and with which the PSC exchanges information on roles, responsibilities and issues concerning the support of Parliament.
• Human Resources Management Advisory Committee, with whom we discuss emerging issues and major initiatives, and review policy coherence and inter-organizational alignment of priorities and resources.
• Public Service Commission Advisory Council, where we participate in regular meetings with departments/agencies and bargaining agents to discuss issues and receive advice related to the PSC's responsibilities under the Public Service Employment Act.
• Hiring managers and human resources specialists, including the National Managers' Community and the National Staffing Council, who, together with the PSC, are critical to creating a modernized human resources (HR) management system for the benefit of Canadians.
• Human Resources Council, which works in partnership with departmental and agency HR organizations, central agencies and the PSC in identifying and addressing HR management concerns and interests with respect to strategic HR matters.
• Academics and external experts, to develop effective and innovative practices under the Appointment Framework, to strengthen the PSC's approach to oversight and to develop a new regime for the political activities of public servants. 
• International organizations and merit protection agencies across Canada and in other countries, to exchange information on key developments and best practices.
• Public service employees, who receive support managing their careers and applying for positions, and Canadians, to whom the PSC provides access to a wide range of challenging public service employment opportunities.

Contacts for Further Information

Information on the Public Service Commission may be obtained at: http://www.psc-cfp.gc.ca/

Supplementary information, on the following tables, can be found on the Treasury Board Secretariat's website at: http://www.tbs-sct.gc.ca/rpp/2008-2009/info/info-eng.asp

• Internal Evaluations
• Internal Audits
• Green Procurement
• Services received without charge
• Sources of Respendable and Non-Respendable Revenue

Common Acronyms

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