Staffing Flashcards
What is the PSC’s mandate?
To promote and safeguard a non-partisan, merit-based and representative public service
What are the main high-level considerations to account for when making staffing decisions?
Organizational context
Current and future business requirements
Talent considerations
What are managers encouraged to consider when making staffing decisions?
- The principles set out in the preamble to the
Public Service Employment Act - The objectives and strategies outlined in the
PSC’s People Management Plan - The expectations highlighted in the PSC’s
organizational staffing sub-delegation letter and
accompanying attestation form - The organizational responsibilities stemming
from the PSC Priority Administration Directive
What criteria must managers consider when establishing the area of selection of a process?
Organizational
Occupational
Geographical
In essence, these are the three variables of an AoS.
Can an area of selection can be restricted further to only one or many specific EE groups?
Yes
How does one establish the area of selection for recourse?
The area of selection for recourse should be the
area of selection that would have been used for
advertisement. The appointee must be included
in the area of selection.
Is a justification of the selection decision is required for appointments via a student employment program as designated by the Treasury Board?
Yes
Is a justification of the selection decision is required for appointment of persons with a priority entitlement?
Yes
What are the 5 expected results of the PSC’s Appointment Policy?
- A non-partisan and representative workforce of individuals
- Appointment processes designed so as not to discriminate or create systemic barriers
- Appointment processes conducted in a fair and transparent manner and in good faith
- Appointments of highly competent persons who meet the needs of the organization
- Timely correction of errors and omissions.
What are the 5 general requirements of the appointment policy DHs must follow?
- Assess persons with a priority entitlement prior to considering other candidates.
- Respect requirements to administer priority entitlements as set out in the Priority Administration Directive.
- Respect the duty to accommodate throughout the appointment process.
- Respect employment equity obligations throughout the appointment process.
- Respect official languages obligations throughout the appointment process.
What are the 5 requirements of the appointment policy DHs must follow when advertising?
- Apply a national area of selection for external advertised appointment processes, except as set out in Annex A.
- Ensure advertisements are posted on the Government of Canada public service resourcing website and are accessible to persons in the area of selection for a minimum of one complete business day (at least 24 hours).
- Provide the following information on the advertisement:
- The established merit criteria; and
- A point of contact to whom accommodation requests may be directed.
What are the 5 requirements of the appointment policy DHs must follow when assessing candidates?
- Obtain the PSC’s approval prior to using psychological tests of intelligence, personality, integrity and aptitude tests and tests of mental health.
- In advance of the assessment(s), advise candidates of the methods and/or tools to be used and the opportunity and process to request accommodation measures.
- Ensure that those conducting the assessment have the necessary competencies, including official language(s), to assess the qualifications.
- Use Second Language Evaluation tests approved by the PSC for the assessment of proficiency in the second official language.
What are the 5 requirements of the appointment policy DHs must follow prior to appointing?
- Inform persons eliminated from consideration for internal appointment processes of the decision to eliminate them, following which they may request informal discussion.
- Communicate notifications for internal appointment processes, in writing, to persons entitled to be notified;
- Notifications of persons being considered for appointment must include the end date of the waiting period. The duration of the waiting period must be a minimum of five calendar days;
- Notifications of appointment or proposed appointment must include information regarding the rights and the grounds to make a complaint to the Public Service Labour Relations and Employment Board and the manner and time period within which it may be made.
What are the 5 requirements of the appointment policy DHs must follow when appointing?
- Ensure persons to be appointed:
- Meet each essential qualification, including official language proficiency;
- Meet any asset qualifications applied in the appointment decision; and
- Meet any operational requirements and/or organizational needs applied in the appointment decision.
- Ensure that persons to be appointed complete the Affirmation of Aboriginal Affiliation Form where self-declaration as an Aboriginal person is applied in making the appointment.
- Ensure that offers of appointment:
- Are made, in writing, by a delegated or a sub-delegated person; and
- Set out all the conditions related to the appointment.
- Ensure that information related to the appointment is documented, as set out in Annex B.
What are the exclusions and exceptions to the national area of selection requirement for external processes, and where are they stipulated?
In Annex A of the PSC Appointment Policy
- External advertised appointment processes:
- Limited to members of designated employment equity groups for which there is under-representation;
- For opportunities of a specified period of six months or less; or
- For seasonal work opportunities.
- Student appointment processes, for appointments made under any student employment program established by Treasury Board, if it is:
- For a part-time opportunity;
- For a Co-op placement;
- For a re-appointment; or
- Run subsequent to an unproductive process.
- External advertised appointment processes for which an exception has been approved by the deputy head.
