People management

Management of a high-performing, diverse and inclusive workforce and a modern, healthy and respectful work environment to achieve business objectives. People management includes compensation, organization and classification, labour relations, pensions and benefits, executive management, values and ethics, diversity and inclusion, occupational safety and health, wellness, 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 on

The policy provides Deputies with foundational support in developing and sustaining a high-performing workforce that ensures good governance and service to Canadians, and an inclusive, safe, barrier-free workplace that embodies public service values including respect for people, respect for democracy, integrity, stewardship and excellence in its actions and decisions. 

Policy sub-topics:

Employee Performance, Learning, Development and Recognition

Interchange Canada, Directive on

This directive details key stakeholders’ responsibilities regarding fair and consistent management of Interchange Canada assignments. 

Mandatory Training, Directive on

This directive details key stakeholders’ roles and responsibilities in ensuring the training deemed mandatory by the Treasury Board (e.g. orientation for newly appointed employees; leadership skills for first-time managers; knowledge validation for managers and executives who exercise delegated authorities; and competencies required of certain functional specialists) is carried out. 

People Management, Policy on

The policy provides Deputies with foundational support in developing and sustaining a high-performing workforce that ensures good governance and service to Canadians, and an inclusive, safe, barrier-free workplace that embodies public service values including respect for people, respect for democracy, integrity, stewardship and excellence in its actions and decisions. 

Performance and Talent Management for Executives, Directive on

The directive explains the responsibilities of heads of human resources and managers for effective performance management and talent management of executives across the core public administration. The directive includes standards for performance agreements, learning and development plans, mid-year performance reviews, performance assessments and talent assessments. 

Performance Management, Directive on

This directive provides direction to head of human resources and managers on the management of employee performance in the core public administration. 

Performance Pay Administration for Certain Senior Excluded and Unrepresented Groups and Levels, Directive on

The directive provides direction to managers and designated senior officials to support the accurate and consistent administration of performance pay for certain senior excluded and unrepresented employees across the core public administration. 

Executive management

Executive (EX) Group Organization and Classification, Directive on

The directive describes the requirements for the organization and classification of positions in the Executive Group, and provides instructions for increasing and decreasing the departmental baseline of EX-04 and EX-05 positions in the core public administration. 

Performance and Talent Management for Executives, Directive on

The directive explains the responsibilities of heads of human resources and managers for effective performance management and talent management of executives across the core public administration. The directive includes standards for performance agreements, learning and development plans, mid-year performance reviews, performance assessments and talent assessments. 

Terms and Conditions of Employment for Executives, Directive on

The directive sets out the terms and conditions of employment for executives across the core public administration and the associated responsibilities of heads of human resources, delegated managers and executives. The directive covers salary and non-salary elements, performance pay, special deployments and career transition agreements. 

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 assigned by the responsible manager and described in the job description of the position they occupy 

Classification Oversight, Directive on

Describes the responsibilities of Heads of Human Resources for the oversight of classification, including Executive classification. 

Classification, Directive on

Establishes roles and responsibilities in organizational design and classification for Heads of Human Resources, managers, persons accredited, or trained, in organizational design and classification. 

Executive (EX) Group Organization and Classification, Directive on

The directive describes the requirements for the organization and classification of positions in the Executive Group, and provides instructions for increasing and decreasing the departmental baseline of EX-04 and EX-05 positions in the core public administration. 

People Management, Policy on

The policy provides Deputies with foundational support in developing and sustaining a high-performing workforce that ensures good governance and service to Canadians, and an inclusive, safe, barrier-free workplace that embodies public service values including respect for people, respect for democracy, integrity, stewardship and excellence in its actions and decisions. 

Organizational Design and Classification

Classification Grievances, Directive on

Outlines a consistent and equitable recourse process for employees who wish to grieve the classification of the work assigned by the responsible manager and described in the job description of the position they occupy 

Classification Oversight, Directive on

Describes the responsibilities of Heads of Human Resources for the oversight of classification, including Executive classification. 

Classification, Directive on

Establishes roles and responsibilities in organizational design and classification for Heads of Human Resources, managers, persons accredited, or trained, in organizational design and classification. 

Executive (EX) Group Organization and Classification, Directive on

The directive describes the requirements for the organization and classification of positions in the Executive Group, and provides instructions for increasing and decreasing the departmental baseline of EX-04 and EX-05 positions in the core public administration. 

People Management, Policy on

The policy provides Deputies with foundational support in developing and sustaining a high-performing workforce that ensures good governance and service to Canadians, and an inclusive, safe, barrier-free workplace that embodies public service values including respect for people, respect for democracy, integrity, stewardship and excellence in its actions and decisions. 

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 on

The policy provides Deputies with foundational support in developing and sustaining a high-performing workforce that ensures good governance and service to Canadians, and an inclusive, safe, barrier-free workplace that embodies public service values including respect for people, respect for democracy, integrity, stewardship and excellence in its actions and decisions. 

Permanent and Temporary Separation

Conflict of Interest, Directive on

Provides direction to persons employed and designated senior officials to enable them to minimize risks associated with conflict of interest and conflict of duties situations with the goal of upholding the values and ethics of the public sector and the public interest. 

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 and Unrepresented Groups and Levels, Directive on

The directive provides direction to managers and designated senior officials to ensure 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 Executives, Directive on

The directive sets out the terms and conditions of employment for executives across the core public administration and the associated responsibilities of heads of human resources, delegated managers and executives. The directive covers salary and non-salary elements, performance pay, special deployments and career transition agreements. 

Terms and Conditions of Employment for Students, Directive on

The directive provides direction to managers and designated senior officials to ensure the sound, consistent, effective, and equitable administration of the terms and conditions of employment for students across the core public administration. 

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. 

Staffing and Employee Integration

Duty to Accommodate, Directive on the

Provides direction to managers and heads of HR on their obligations with respect to duty to accommodate, with the objective of developing an inclusive, barrier-free workplace in which all persons have equal access to opportunities in the core public administration. 

Interchange Canada, Directive on

This directive details key stakeholders’ responsibilities regarding fair and consistent management of Interchange Canada assignments. 

People Management, Policy on

The policy provides Deputies with foundational support in developing and sustaining a high-performing workforce that ensures good governance and service to Canadians, and an inclusive, safe, barrier-free workplace that embodies public service values including respect for people, respect for democracy, integrity, stewardship and excellence in its actions and decisions. 

Student Employment, Directive on

This directive provides the requirements for student employment. It includes the eligibility criteria for students to work in the core public administration and the responsibilities of managers when hiring students. 

Term Employment, Directive on

This directive provides direction to heads of human resources and managers to ensure the consistent and fair administration of term employment in the core public administration. 

Terms and Conditions of Employment for Students, Directive on

The directive provides direction to managers and designated senior officials to ensure the sound, consistent, effective, and equitable administration of the terms and conditions of employment for students across the core public administration. 

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. 

Performance Pay Administration for Certain Senior Excluded and Unrepresented Groups and Levels, Directive on

The directive provides direction to managers and designated senior officials to support the accurate and consistent administration of performance pay for certain senior excluded and unrepresented employees across the core public administration. 

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. 

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 and Unrepresented Groups and Levels, Directive on

The directive provides direction to managers and designated senior officials to ensure 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 Executives, Directive on

The directive sets out the terms and conditions of employment for executives across the core public administration and the associated responsibilities of heads of human resources, delegated managers and executives. The directive covers salary and non-salary elements, performance pay, special deployments and career transition agreements. 

Terms and Conditions of Employment for Students, Directive on

The directive provides direction to managers and designated senior officials to ensure the sound, consistent, effective, and equitable administration of the terms and conditions of employment for students across the core public administration. 

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. 

Union Dues, Directive on

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

Workplace Management

Building Emergency and Evacuation Teams, Directive on

Provides direction to all employees with information and support in the event of an emergency and/or an evacuation. Clarifies responsibilities and the accountabilities of all parties and facilitates dealing with a broader spectrum of potential threats and emergencies. 

Conflict of Interest, Directive on

Provides direction to persons employed and designated senior officials to enable them to minimize risks associated with conflict of interest and conflict of duties situations with the goal of upholding the values and ethics of the public sector and the public interest. 

Duty to Accommodate, Directive on the

Provides direction to managers and heads of HR on their obligations with respect to duty to accommodate, with the objective of developing an inclusive, barrier-free workplace in which all persons have equal access to opportunities in the core public administration. 

Employee Assistance Programs, Directive on

Provides direction to heads of human resources to establish employee assistance programs that support employee health, well-being and productivity. Persons employed and their dependants who are experiencing personal or work-related issues will have access to employee assistance programs. 

Employment Equity, Diversity and Inclusion, Directive on

Provides guidance to managers and designated senior officials on the implementation of the employment equity programs and processes to comply with the Employment Equity Act and its Regulations. 

Legal Assistance and Indemnification, Policy on

Establishes the framework to provide legal assistance and indemnification to Crown servants 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. 

Occupational Health Evaluations, Directive on

The Directive aims to prevent or mitigate injuries, illnesses and fatalities in the workplace and to improve the overall health and productivity of employees. It streamlines the planning and use of fit-to-work assessments and periodic health evaluations linked to staffing requirements. 

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. 

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, Directive on

This Directive provides the framework for the management of telework for persons in the core public administration. It lists the key stakeholders’ roles and responsibilities and suggests a template for drafting a comprehensive telework agreement. 

Terms and Conditions of Employment for Certain Excluded and Unrepresented Groups and Levels, Directive on

The directive provides direction to managers and designated senior officials to ensure 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 Executives, Directive on

The directive sets out the terms and conditions of employment for executives across the core public administration and the associated responsibilities of heads of human resources, delegated managers and executives. The directive covers salary and non-salary elements, performance pay, special deployments and career transition agreements. 

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. 

Workplace Day Care Centres

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

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