Policy on Learning, Training, and Development

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.
Date modified: 2017-11-28

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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.
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 validating the knowledge of existing managers and executives, the person responsible for their performance evaluation.
employee newly appointed to the core public administration (fonctionnaire nouvellement nommé à l'administration publique centrale)
an employee as defined in the Public Service Employment Act appointed to the core public administration on the date this policy comes into effect and thereafter. For the purposes of this policy, employees newly appointed to the core public administration for a period shorter than six months plus a day are excluded.
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), i.e. director, director general, assistant deputy minister or equivalent.
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 specialist (spécialiste fonctionnel)
includes functional specialists in the following domains: finance, human resources, internal audit, procurement, materiel management, real property, information management and others as may be specified.
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)
an employee accountable for exercising delegated authority over human and financial resources to accomplish the objectives of an organization in the public service.
managers at all levels (gestionnaires à tous les niveaux)
includes supervisors, managers and executives.
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).
program participant (participant au programme)
an individual selected to take part in a leadership development program.
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.
successfully complete (réussite)
for employees newly appointed to the core public administration, this means attending the orientation training for its full duration. For first-time managers at all levels, this means attending the relevant training for its full duration and demonstrating, in accordance with the appropriate mechanism, that level-specific knowledge standards of the employer have been met. For functional specialists, this will be defined by each functional group.
supervisor (surveillant)
an employee who has the responsibility for day-to-day supervision of other employees, e.g. assign work, set priorities, assess performance and approve or recommend approval of leave.
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.
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