1. What is the Values and Ethics Code for the Public Service?
2. How do I order additional copies of the Code?
3. Who checks whether public servants are complying with the Code?
4. Are public servants required to sign a document certifying that they have read, understood and accepted the requirements of the Values and Ethics Code for the Public Service as a condition of employment?
5. Why does the Code apply only to public servants working in the departments, agencies and other government institutions listed in Schedule I, Part I of the Public Service Staff Relations Act? Should the Code not apply to all persons working in the Public Service?
6. Why do the post-employment measures now apply to public servants classified at lower levels, such as EX minus 1 and EX minus 2?
7. Does delegation of decision-making authority to Deputy Heads of departments and agencies result in the application of a number of different rules, rather than the promotion of a common approach throughout the federal government?
8. Is the Code available in alternative formats
9. Does the Office of Public Service Values and Ethics (OPSVE) provide organizations with communication and learning tools to assist public servants in integrating the Values and Ethics Code?
10. Does the Values and Ethics Code apply to public servants who take a leave of absence without pay? If yes, what is the impact of the Code if I accept other employment during the leave of absence?
11. What are the connections between the Code and the Policy on the Internal Disclosure of Information Concerning Wrongdoing in the Workplace?

1 - What is the Values and Ethics Code for the Public Service?

The Values and Ethics Code for the Public Service sets forth the values and ethics of public service to guide and support public servants in all their professional activities. The Code, which is a condition of employment for public servants, has 3 main objectives:

• To articulate public service values and ethics
• To maintain and enhance public confidence in the integrity of the Public Service, and
• To strengthen respect for, and appreciation of, the role played by the Public Service within Canadian democracy.

The Code is divided into four chapters. Chapter One, the Statement of Public Service Values and Ethics, describes the four families of public service values (democratic, professional, people and ethical) and addresses accountability and responsibility for the implementation of the Code. Conflict of Interest and Post Employment Measures are addressed in chapters two and three respectively. Finally, Chapter Four provides for avenues of resolution available for public servants who wish to raise, discuss and clarify ethical dilemmas.

The Values and Ethics Code for the Public Service came into effect on September 1, 2003, replacing the former Conflict of Interest and Post-Employment Code for the Public Service.

2 - How do I order additional copies of the Code?

Additional copies of the Code can be obtained through Public Works and Government Services Canada at 1-800-635-7943 or online.

It is also available on the OPSVE website.

3 - Who checks whether public servants are complying with the Code?

Although the Code clearly states that Deputy Heads are accountable for the implementation and application of the Code, it is ultimately the responsibility of every public servant to adhere to the requirements of the Code. When in doubt, public servants should consult the Code and/or check with their manager or the Senior Official for Values and Ethics in their organization. Click here to consult the list of departmental Senior Officials for the Code.

4 - Are public servants required to sign a document certifying that they have read, understood and accepted the requirements of the Values and Ethics Code for the Public Service as a condition of employment?

No. Regardless of whether public servants sign a certification document, they are subject to the conditions of employment established by the employer, which include adherence to the Values and Ethics Code for the Public Service. These conditions of employment are clearly stated in the letter of offer issued to public servants.

5 - Why does the Code apply only to public servants working in the departments, agencies and other government institutions listed in Schedule I, Part I of the Public Service Staff Relations Act? Should the ode not apply to all persons working in the Public Service?

The Treasury Board does not act as employer for all government institutions, but only for the organizations listed in Schedule I, Part I of the Public Service Staff Relations Act. That is why the policies issued by the Treasury Board can apply only to the latter. However, other government organizations are expected to respect the spirit of the Code and adopt similar provisions for their organizations.

6 - Why do the post-employment measures now apply to public servants classified at lower levels, such as EX minus 1 and EX minus 2?

The Code allows for the fact that responsibilities are increasingly being delegated to public servants who are not in the EX group. For example, many EX minus 1s and EX minus 2s are privy to documents and information that could potentially place them in a conflict of interest situation in the same way as Executives.

7 - Does delegation of decision-making authority to Deputy Heads of departments and agencies result in the application of a number of different rules, rather than the promotion of a common approach throughout the federal government?

The Code provides a common basis for Deputy Heads across the Public Service to engage in values-based decision-making, while allowing for a certain measure of discretion and flexibility to accommodate the specific needs of individual departments and agencies.

8 - Is the Code available in alternative formats?

Yes. The Code is currently available in Braille.

9 - Does the Office of Public Service Values and Ethics (OPSVE) provide organizations with communication and learning tools to assist public servants in integrating the Values and Ethics Code?

Yes. The OPSVE has a wide range of communications and learning tools available to managers and employees in order to enhance public servants' knowledge of, understanding of, and capacity to apply the Code of Values and Ethics, including informational and applied learning videos.

10 - Does the Values and Ethics Code apply to public servants who take a leave of absence without pay? If yes, what is the impact of the Code if I accept other employment during the leave of absence?

Yes the Values and Ethics Code continues to apply to public servants who take a leave of absence without pay.

The Values and Ethics Code, Chapter 2 states:

• "Public servants may engage in employment outside the Public Service and take part in outside activities unless the employment or activities are likely to give rise to a conflict of interest or in any way undermine the neutrality of the Public Service.
• "Where outside employment or activities might subject public servants to demands incompatible with their official duties, or cast doubt on their ability to perform their duties in a completely objective manner, they shall submit a Confidential Report to their Deputy Head. The Deputy Head may require that the outside activities be curtailed, modified or terminated if it is determined that real, apparent or potential conflict of interest exists."
• Every case has to be judged on its own merits. As a minimum you should advise your manager of the intention to accept outside employment and seek his/her views with respect to conflict of interest. You could also discuss this with the Senior Official designated by the Deputy Head in each department or agency for the Code (Click here to consult the list of departmental Senior Officials for the Code). If there is any doubt that there is a real, apparent or potential conflict of interest you should submit a Confidential Report to your Deputy Head. It is the Deputy Head's responsibility to make a decision about whether there is a real, apparent or potential conflict of interest. Making a request in writing also helps to protect you. If your leave to take this job is approved and there is ever any question about whether you acted appropriately, you will have something formal to show that you took the right action.

Here are some questions to ask yourself : 

• Am I being offered this position because of my abilities, or because of the information and influence I can offer due to my current job?
• If I had the new job, what would my relationship be with my current colleagues and department? Would I be put in an uncomfortable position of either being asked to use my influence with them, or work against them?
• When I return to the department after a leave of absence, would there be any question by others as to whether I could go back to doing my duties in a neutral and objective manner?
• Does my manager know that I am taking the leave of absence to work elsewhere? Can he or she foresee any potential problems either while I am working in outside employment or when I return to my permanent position?

11 - What are the connections between the Code and the Policy on the Internal Disclosure of Information Concerning Wrongdoing in the Workplace?

The Policy on the Internal Disclosure of Information Concerning Wrongdoing in the Workplace, in effect since November 2001, enables public servants to report wrongdoing in complete confidence and without fear of reprisal to their Senior Officer for Internal Disclosure in their organization. When the Values and Ethics Code came into effect on September the definition of wrongdoing was expanded to include a breach of the Values and Ethics Code.