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Section II: Analysis of Program Activities by Strategic Outcome

Strategic Outcome:

Fair and impartial resolution of disputes related to internal appointments and lay-offs in the Government of Canada

Performance Indicator:

Percentage of complaints referred to judicial review on the grounds that the Tribunal failed to observe a principle of natural justice, procedural fairness or other procedure

Target:

3%

Program Activity by Strategic Outcome

Program Activity: Adjudication and mediation of complaints filed under the Public Service Employment Act

Human Resources (FTEs) and Planned Spending ($ thousands)
2010–2011		2011–2012		2012–2013
FTEs	Planned Spending	FTEs	Planned Spending	FTEs	Planned Spending
30	3,884	30	3,887	30	3,887

Program Activity Expected Results	Performance Indicators	Targets
Tribunal decisions are timely, sound and well reasoned	Percentage of decisions where Reasons are issued within four months of the hearing	80%
	Percentage of mediations resulting in withdrawal of complaint	95%
Optimal utilization of Tribunal's dispute resolution services by parties	Percentage of mediations resulting in withdrawal of complaint	70%

Program Activity: Internal Services

Human Resources (FTEs) and Planned Spending ($ thousands)
2010–2011		2011–2012		2012–2013
FTEs	Planned Spending	FTEs	Planned Spending	FTEs	Planned Spending
9	1,579	9	1,579	9	1,579

Planning Highlights

The Tribunal has identified the following operational priorities for the coming three years:

1. Efficient and simplified processes
   
   In order to identify and achieve efficiencies, the Tribunal will review its internal processes and make any adjustments deemed necessary. First and foremost, having completed the planning phase of the project, the Tribunal will begin to hold settlement conferences in 2010 in order to provide the parties with an additional opportunity to resolve complaints informally. They will be offered as part of a pilot project in 2010 and fully implemented, if successful, in 2011 after a review and evaluation of their effectiveness.
   
   Following a training session for Tribunal members and mediators on conducting mediation over the telephone, the Tribunal will examine the possibility of using this method for resolving staffing complaints.
   
   Technology will be used as much as possible to facilitate the Tribunal's operations. In compliance with the Common Look and Feel Guidelines 2.0, the Tribunal has begun to convert its complaint forms to html. The conversion will also permit the forms to be filled out on-line. As well, the Tribunal has undertaken a needs analysis with respect to the management of its case files. In order to provide all employees and members with ready access to records and data, the existing electronic case management system will be evaluated against the needs analysis and the necessary corrective measures will be taken to ensure the capture of accurate data and the ability to track case files.
   
   Based on consultation with its main stakeholders, the Tribunal will develop new tools (e.g. a tool-kit for unrepresented complainants) or revise existing ones (e.g. the Procedural Guide) in order to provide information regarding the complaint process.
   
   Finally, the Tribunal will follow the progress of discussions related to the review of the PSEA in order to be able to address any concerns raised during the review and better prepare for upcoming challenges.
   
   
2. Eighty per cent of reasons for decision issued within four months of the hearing
   
   Due, in large part, to a reduced number of members available in 2009-2010 to hear cases and render decisions, the Tribunal was unable to meet its target of issuing 80 per cent of its reasons for decision within four months of the hearing. The Tribunal intends to reduce the time it takes to render a decision after a hearing by:
   • using the information from the case management system to monitor the time for issuing decisions;
   • monitoring internal procedures for issuing decisions on an ongoing basis to ensure the best use of resources; and
   • ensuring knowledge transfer for Tribunal members and legal counsel.

The following management priority has been established by the Tribunal:

1. A workplace where people feel valued and know the importance of their contribution
   
   To achieve this objective, the Tribunal plans to implement a strategy for ensuring appropriate and timely communications and to provide work-related training as required to employees and members related to the Tribunal's mandate and role in the Government of Canada.

Benefits for Canadians

Through the fair and impartial resolution of complaints filed under the PSEA, the Tribunal contributes to the building of a public service characterized by fair, transparent employment practices, respect for employees, effective dialogue and recourse aimed at resolving appointment issues.

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