assignment public service canada

• Skip to main content
• Skip to main navigation
• Accessibility Statement

More topics

• Screening applicants

Assessing applicants

• Conducting interviews
• Rating applicants
• Past work performance
• Continuous service

Assessment describes any type of activity that determines the extent to which applicants possess the knowledge, skills, abilities and behavioural competencies required for the BC Public Service job.

On this page

Assessment methods, which methods to use.

The most common way to assess applicants is to conduct an interview or written assignment.

Additional assessment methods include:

• Planning and Conducting Interviews (DOCX, 283KB) : In person interviews, phone interviews and online interviews
• Simulations: In-basket exercises, role plays and oral presentations
• Written assignments: Multiple choice, short answer, long answer, true or false and checklist or matching
• Online testing: Behavioural testing, cognitive testing, skills testing
• Past work performance checks: Reference checks, work samples and performance reviews
• Physical tests: Capacity or aptitude tests

The following assessment methods are commonly used to assess knowledge, skills, abilities and behavioural competencies

• Written assignments
• Job simulations
• Knowledge-based interview questions

Skills and abilities

• Online skills
• Oral presentations
• In-basket exercises
• Physical tests
• Hypothetical interview question
• Reference checks

Behavioural competencies

• Behavioural interview questions

To get a more complete picture of applicant's competence and ability to do the job, use multiple assessment methods to assess all the critical knowledge, skills, abilities and competencies.

For information on providing accommodation during the hiring process, please review the Manager's Guide to Reasonable Accommodation (PDF, 438KB) .

For more information about assessment options, please contact AskMyHR (IDIR restricted) by submitting a service request using the categories A Hiring Manager > Hiring Process > Assessment & Selection.

• Manage my hiring competitions (IDIR restricted)
• Manager's Guide to Reasonable Accommodation (PDF, 438KB)
• Planning and Conducting Interviews (DOCX, 283KB)
• Selection Plan Template (DOCX, 119KB)

Can’t find what you need? 

Submit an  AskMyHR  (IDIR restricted) service request.

If you're a government employee without an IDIR,  contact the BC Public Service Agency  to submit your service request.

The B.C. Public Service acknowledges the territories of First Nations around B.C. and is grateful to carry out our work on these lands. We acknowledge the rights, interests, priorities, and concerns of all Indigenous Peoples - First Nations, Métis, and Inuit - respecting and acknowledging their distinct cultures, histories, rights, laws, and governments.

• Skip to main content
• Skip to "About this site"
• Search and menus
• Directive on Terms and Conditions of Employment for Students

More information

• People Management, Policy on

Terminology:

• Abbreviations
• People management

This policy replaces:

• Terms and Conditions of Employment for Students, Directive on [2021-04-01]

1. Effective date

• 1.1 This directive takes effect on April 1, 2020.
• 1.2 This directive replaces the Terms and Conditions of Employment for Students dated January 1, 2007.
• 1.3 Subsection A.2.11.2 in Appendix A of this directive will take effect on April 1, 2024.

2. Authorities

• 2.1 This directive is issued pursuant to the authorities indicated in section 2 of the Policy on People Management .

3. Objectives and expected results

• 3.1 The objective of this directive is to ensure accurate, consistent, effective and equitable administration of the terms and conditions of employment for students.
• 3.2.1 Students receive appropriate monetary and non-monetary compensation; and
• 3.2.2 The terms and conditions of employment are applied in a timely, transparent, consistent and equitable manner.

4. Requirements

• 4.1.1 Ensuring that persons responsible for the day-to-day application and administration of this directive are providing accurate, consistent and timely information to students about the terms and conditions of their employment.
• 4.2.1 Providing students with information on the terms and conditions of employment set out in the appendix to this directive and in the relevant collective agreement;
• 4.2.2 Ensuring that the relevant collective agreement is clearly stated in all letters of offer for students participating in a paid student employment program;
• 4.2.3 Ensuring that a copy of the letter of offer and pay action request are submitted promptly to the responsible compensation advisor for processing of pay administration;
• 4.2.4 Deciding on the mode of transportation to be used by Canadian students who are engaged under one of the paid student employment programs, in accordance with the appendix, for travel to and from their educational institution at the start and end of their assignments. The mode of transportation chosen must be the most economical and practical;
• 4.2.5 Ensuring that reservations are made using Shared Travel Services once the employment offer has been accepted; and
• 4.2.6 Applying the variable rates of reimbursement of actual transportation expenses, incurred by students in paid student employment programs who are employed outside Canada and the continental United States, consistently for all students engaged at the same workplace.

5. Roles of other government organizations

• 5.1 The roles of other government organizations in relation to this directive are described in section 5 of the Policy on People Management .

6. Application

• 6.1 This directive applies to the persons and organizations described in section 6 of the Policy on People Management .

7. References

• Financial Administration Act
• Income Tax Act
• Government Employees Compensation Act
• Student Employment Programs Participants Exclusion Approval Order
• Student Employment Programs Participants Regulations
• Directive on Terms and Conditions of Employment
• National Joint Council  Isolated Posts and Government Housing Directive , except Part III
• National Joint Council  Travel Directive
• Directive on Student Employment
• Student Employment Programs in the Federal Government
• Student rates of pay

8. Enquiries

• 8.1 Individuals from organizations within the core public administration should contact their human resources division for information about this directive.

Delegated representatives from corporate labour relations or compensation may contact:

Strategic Compensation Management Employee Relations and Total Compensation Office of the Chief Human Resources Officer Treasury Board of Canada Secretariat

Appendix A: Terms and Conditions of Employment for Students

A.1 unpaid assignments, a.1.1 application.

• A.1.1.1 Section A.1 applies to all students participating in an unpaid assignment program described in the appendix to the Directive on Student Employment .

A.1.2 Hours of work

• A.1.2.1 Students who are participating in unpaid assignments usually work half a regular workday. They may negotiate other hours with their school and manager, but students must not work more than 7.5 hours a day.

A.1.3 Travel allowance

• A.1.3.1 Students in unpaid assignments may receive a travel allowance up to the value of the daily round trip or the monthly public transit fare, whichever is less, from their school or home to the work site.

A.1.4 Workers’ compensation

• A.1.4.1 Students who are participating in unpaid assignments must be covered by workers’ compensation. Responsible managers must ensure that a work-education agreement is in place before an assignment starts. Under such an agreement, a student’s school administration provides workers’ compensation for the student in case of a workplace injury or illness.

A.2 Paid assignments and employment

A.2.1 application.

• A.2.1.1 Section A.2 applies to students who are employed in the core public administration under one of the approved student employment programs.

A.2.2 Relevant collective agreement

• A.2.2.1 The relevant collective agreement for students who are participating in a paid assignment program is the collective agreement of the predominant group whose duties the student is understudying or performing in part during the employment period as specified in their letter of offer.

A.2.3 Hours of work

• A.2.3.1 Students’ hours of work must be consistent with the relevant collective agreement and with departmental practice.
• A.2.4.1 Subject to these terms and conditions of employment and any other policy instruments, students are entitled to be paid biweekly, on an arrears pay cycle, at the appropriate rate of pay ;
• A.2.4.2 Student rates of pay also apply to formal student apprenticeship programs;
• A.2.4.3 Rates of pay for students shall be revised from time to time, taking various factors into consideration, such as the provincial or territorial minimum wages and the collective bargaining settlement patterns for employees of the core public administration. Any such adjustments will not apply retroactively.

A.2.5 Overtime

• A.2.5.1 Students who are participating in a paid assignment program are to be paid overtime according to the relevant collective agreement, as long as they have been authorized to work overtime;
• A.2.5.2 Regardless of the payment options available under the relevant collective agreement, students may not be compensated for overtime in the form of compensatory leave.

A.2.6 Acting pay

• A.2.6.1 Students are not entitled to acting pay.

A.2.7 Other benefits

• call-back pay,
• standby pay,
• reporting pay,
• shift and weekend premium,
• penological factor allowance or correctional service specific duty allowance,
• travelling time, and
• overtime meal allowance.

A.2.8 Bilingualism bonus

• A.2.8.1 Students are not entitled to the bilingualism bonus.

A.2.9 Leave with pay

• A.2.9.1 With the exception of bereavement leave granted in accordance with subsection A.2.12, students are not entitled to leave with pay.

A.2.10 Vacation pay

• A.2.10.1 In lieu of vacation, students are entitled to vacation pay equal to four per cent (4%) of their total regular and overtime earnings.

A.2.11 Designated paid holidays

• A.2.11.1 Students employed on a full-time basis are entitled to pay for designated paid holidays provided they were not absent without pay on either the full working day before or the full working day after the designated holiday;
• A.2.11.2 A part-time student is not paid for designated holidays but is instead paid four decimal six per cent (4.6%) for all straight-time hours worked;
• A.2.11.3 Students in paid student employment programs who are working outside Canada may receive pay for an equivalent number of local designated paid holidays falling within their employment period.

A.2.12 Bereavement leave

• A.2.12.1 Students are to be granted bereavement leave for up to three consecutive calendar days, which include the day of the funeral, when a member of their immediate family dies. Such leave is without pay during the first three months of continuous employment, and with pay thereafter;
• A.2.12.2 “Immediate family” is as defined in the relevant collective agreement.

A.2.13 Sick leave

• A.2.13.1 Students are not entitled to paid sick leave and do not accumulate sick leave credits.

A.2.14 Other leave

• A.2.14.1 Students may be granted leave without pay for any purpose, but not beyond the specified period of the student’s employment.

A.2.15 Layoff

• A.2.15.1 Students who have at least three months of continuous employment and who are laid off before the end of their period of employment are to receive two weeks’ notice of the layoff. If they do not receive two weeks’ notice, they are to receive compensation in lieu of notice. That compensation is equal to two weeks’ pay or pay to the end of the specified period of their employment, whichever is less;
• A.2.15.2 If a laid‑off student is re-employed in the public service before the end of the period for which compensation was paid, the student must repay the part of the compensation that represents the time from the date of their re-employment to the end of the original compensation period.

A.2.16 Security clearances

• A.2.16.1 Where required, students must have the appropriate security clearance.

A.2.17 Travel: General

• A.2.17.1 The following provisions apply to all Canadian students engaged under one of the paid student employment programs;
• A.2.17.2 Students must not be paid a salary while travelling, except when in travel status once engaged;
• A.2.17.3 A travel allowance may be authorized for travel by private motor vehicle. In such cases, the applicable kilometric rate must be in accordance with Appendix B of the National Joint Council Travel Directive , plus the necessary costs incurred en route for tolls that apply to roads, ferries, bridges and tunnels;
• A.2.17.4 Students who are required to travel on government business during their employment are eligible for the reimbursement of expenses, as published in the National Joint Council Travel Directive ;
• A.2.17.5 Students who perform fieldwork during their employment may, at the responsible manager’s discretion, be provided board and lodging while working in the field. This would normally be done in the same circumstances in which board and lodging would be provided to indeterminate employees.

A.2.18 Travel: In Canada and the continental United States

• A.2.18.1.1.1 The original educational institution, or
• A.2.18.1.1.2 Another educational institution where the student will be continuing his or her education, provided that this does not increase transportation costs; and
• A.2.18.1.2 Travel from an educational institution located outside Canada to the reporting place or the workplace and, on completion of the employment, return travel as described in subsection A.2.18.1.1.1 or A.2.18.1.1.2;
• A.2.18.2 In addition to the transportation expenses provided under subsection A.2.18.1, a student may be reimbursed a maximum of $200 per return trip for the combined miscellaneous expenses incurred at the start or at the end of a given period of continuous employment. This provision is intended to help offset costs such as the return shipment of personal effects and temporary accommodation on arrival. Receipts are to be provided when available.

A.2.19 Travel: Outside Canada and the continental United States

A.2.19.1 students may receive:.

• A.2.19.1.1 Reimbursement for any proportion of actual transportation expenses between the student’s home or educational institution and the reporting place or workplace as set out in Part III, subsection 3.4.11, of the National Joint Council Travel Directive ;
• A.2.19.1.2 Reimbursement to a maximum of $250 per return trip, to help offset miscellaneous costs incurred in transit to the reporting place or workplace or in transit to the student’s home or educational institution;
• A.2.19.1.3 A daily post allowance of up to 65 per cent (65%) of the meal rate for dinner, as established for the workplace under the National Joint Council Travel Directive . A lesser allowance may be given, depending on living costs at the workplace, student availability and program budget.

A.2.20 Isolated post allowance

• A.2.20.1 Students employed in an isolated post, as defined in the National Joint Council Isolated Posts and Government Housing Directive , are eligible for relevant allowances, such as the environment allowance, living cost differential, and the fuel and utilities differential allowances, based on the classification of the post.

A.2.21 Discipline

• A.2.21.1 Subject to any other policy instrument, and any standards for discipline established by the deputy head, financial and other penalties, including suspension and termination of employment, may be applied for breaches of discipline or misconduct by a student.

A.2.22 Part-time employment

• A.2.22.1 Compensation for students working part-time is based on the provisions set out in the relevant collective agreement.

A.2.23 Continuous employment

• A.2.23.1 If a student employed under a student employment program is subsequently appointed to the public service, periods of student employment may count toward continuous employment, provided they meet the criteria of the applicable terms and conditions of employment.

A.2.24 Continuous or discontinuous service

• A.2.24.1 Effective April 1, 2013, any periods of continuous or discontinuous service as a student in the public service count toward the calculation of vacation leave entitlements when an individual becomes subject to the vacation leave provisions of the relevant collective agreement or terms and conditions of employment. There is no recalculation of vacation leave entitlements prior to April 1, 2013.

A.2.25 Injury on duty

• A.2.25.1 In the event of an injury on duty, students are defined as employees under the Government Employees Compensation Act .

Appendix B: Definitions

Definitions to be used in the interpretation of this directive can be found in this appendix and Appendix D of the Policy on People Management and in the Directive on Terms and Conditions of Employment .

© Her Majesty the Queen in Right of Canada, represented by the President of the Treasury Board, 2017, ISBN: 978-0-660-20433-8

• Skip to main navigation
• Skip to main content
• Skip to footer

Micro Assignments - Public Service Pride

Public Service Pride

Show Your Colours

Micro-Assignments

Join the public service pride network (pspn) team in advancing inclusion for 2slgbtqia+ public servants.

This is your opportunity to bring your passion, expertise, and influence to a role where each day presents fresh opportunities for career growth.

Exciting opportunity:

• Micro-assignments are ongoing within the PSPN.
• These are at-level 9-12 months developmental opportunities.
• They can be done remotely from anywhere in Canada.
• As part of our dynamic team, you'll contribute to advancing 2SLGBTIQA+ inclusion in the public service while enhancing your skills, building networks, and connecting with senior leaders in the federal government.
• Come and support the PSPN’s communications, events planning, policy and outreach efforts!

Who we are:

The Public Service Pride Network (PSPN) is a movement that began in 2018 by a group of federal employees committed to making the public service a workplace where 2SLGBTQIA+ public servants can be their authentic self, be respected and valued for their contributions to Canadians.

Work Environment:

We pride ourselves on cultivating a work environment that champions collaboration, flexibility, and a unified team culture. Our team dynamics are built on a foundation of trust, respect, and open communication. We celebrate diversity, recognizing that each individual brings unique perspectives and strengths to the table. We encourage a culture of innovation, where creativity is embraced, and ideas are welcomed from every corner. Acknowledging the evolving landscape of work, we understand the importance of flexibility. We provide the tools and support necessary to ensure seamless collaboration, irrespective of physical location.

Requirements:

• go-getters who take initiative, and
• have experience in communications, events planning, policy or outreach.
• Your home department/agency covers the IT equipment, salary (at level) and benefits for the duration of the micro-assignment.
• Please obtain your manager’s approval and confirm that you have access to Google Drive prior to submitting your CV and cover letter to [email protected] .

As these are ongoing opportunities, there is no deadline to submit.

"My assignment with the PSPN has been enormously enriching for me personally and for my home department in terms of the contributions and connections I am making. I have gained tremendous appreciation for and knowledge of diversity, equity and inclusion as a horizontal issue within government, communications strategies, events planning and how to gain and hold a seat at the table on key policy files. All of this while working in a small, collegial and dedicated team where so much of the administrative overhead that can bog our work down is absent. The benefits flow in both directions: my department has already profited from as I have facilitated connections leading to changes in chosen name policy and practice and have helped highlight IRC successes to a broader audience and connect IRCC to bigger dialogues. My only regret about the assignment is that it will come to an end too quickly." - Holly Jacobs, Director, Strategic Planning and 2SLGBTQIA+ Executive Network Lead, Public Service Pride Network (On micro-assignment from IRCC)

How to Apply

Submit your CV and cover letter to [email protected] .

• Skip to main content
• Skip to "About this site"
• Skip to section menu
• Departments

Language selection

• Français
• Search and menus

Public Service Employment Act ( S.C. 2003, c. 22, ss. 12, 13 )

Full Document:  

• HTML Full Document: Public Service Employment Act  (Accessibility Buttons available) | 
• XML Full Document: Public Service Employment Act [242 KB]  | 
• PDF Full Document: Public Service Employment Act [534 KB]

Act current to 2024-06-19 and last amended on 2023-07-01. Previous Versions

Public Service Employment Act

S.C. 2003, c. 22, ss. 12, 13

Assented to 2003-11-07

An Act respecting employment in the public service

Recognizing that

the public service has contributed to the building of Canada, and will continue to do so in the future while delivering services of highest quality to the public;

Canada will continue to benefit from a public service that is based on merit and non-partisanship and in which these values are independently safeguarded;

Canada will also continue to gain from a public service that strives for excellence, that is representative of Canada’s diversity and that is able to serve the public with integrity and in their official language of choice;

the public service, whose members are drawn from across the country, reflects a myriad of backgrounds, skills and professions that are a unique resource for Canada;

authority to make appointments to and within the public service has been vested in the Public Service Commission, which can delegate this authority to deputy heads;

those to whom this appointment authority is delegated must exercise it within a framework that ensures that they are accountable for its proper use to the Commission, which in turn is accountable to Parliament;

delegation of staffing authority should be to as low a level as possible within the public service, and should afford public service managers the flexibility necessary to staff, to manage and to lead their personnel to achieve results for Canadians; and

the Government of Canada is committed to an inclusive public service that reflects the diversity of Canada’s population, that embodies linguistic duality and that is characterized by fair, transparent employment practices, respect for employees, effective dialogue, and recourse aimed at resolving appointment issues;

• 2003, c. 22, s. 12 “Preamble”
• 2021, c. 23, s. 276

NOW, THEREFORE, Her Majesty, by and with the advice and consent of the Senate and House of Commons of Canada, enacts as follows:

Short Title

Marginal note: Short title

1  This Act may be cited as the Public Service Employment Act .

Interpretation

Marginal note: Definitions

2   (1)  The following definitions apply in this Act.

Board  means the Federal Public Sector Labour Relations and Employment Board referred to in subsection 4(1) of the Federal Public Sector Labour Relations and Employment Board Act . ( Commission des relations de travail et de l’emploi )

Commission  means the Public Service Commission continued by subsection 4(1). ( Commission )

department  means

(a)  an organization named in Schedule I to the Financial Administration Act ;

(b)  any other organization that is designated by the Governor in Council as a department for the purposes of this Act; or

(c)  any part of any organization that is designated by the Governor in Council as a department for the purposes of this Act. ( ministère )

deployment  means the transfer of a person from one position to another in accordance with Part 3. ( mutation )

deputy head

(a)  in relation to an organization named in Schedule I to the Financial Administration Act , its deputy minister;

(b)  in relation to any organization or part of an organization that is designated as a department under this Act, the person that the Governor in Council designates as the deputy head for the purposes of this Act; and

(c)  in relation to any organization named in Schedule IV or V to the Financial Administration Act to which the Commission has the exclusive authority to make appointments, its chief executive officer or, if there is no chief executive officer, its statutory deputy head or, if there is neither, the person designated by the Governor in Council as its deputy head for the purposes of this Act. ( administrateur général )

employee  means a person employed in that part of the public service to which the Commission has exclusive authority to make appointments. ( fonctionnaire )

employer  means

(a)  the Treasury Board, in relation to an organization named in Schedule I or IV to the Financial Administration Act ; or

(b)  in relation to a separate agency to which the Commission has exclusive authority to make appointments, that separate agency. ( employeur )

equity-seeking group  means a group of persons who are disadvantaged on the basis of one or more prohibited grounds of discrimination within the meaning of the Canadian Human Rights Act . ( groupe en quête d’équité )

external appointment process  means a process for making one or more appointments in which persons may be considered whether or not they are employed in the public service. ( processus de nomination externe )

internal appointment process  means a process for making one or more appointments in which only persons employed in the public service may be considered. ( processus de nomination interne )

minister , except in section 131, means any minister referred to in section 4.1 of the Salaries Act and any minister of State referred to in the Ministries and Ministers of State Act . ( ministre )

organization  means any portion of the federal public administration named in Schedule I, IV or V to the Financial Administration Act . ( administration )

public service  means the several positions in or under

(a)  the departments named in Schedule I to the Financial Administration Act ;

(b)  the organizations named in Schedule IV to that Act; and

(c)  the separate agencies named in Schedule V to that Act. ( fonction publique )

separate agency  means an organization named in Schedule V to the Financial Administration Act . ( organisme distinct )

statutory deputy head  means any officer who, by any Act of Parliament, is or is deemed to be a deputy head or who has, or is deemed to have, the rank of a deputy head. ( administrateur général au titre de la loi )

Tribunal [Repealed, 2013, c. 40, s. 403]

Marginal note: References to deputy head

(2)  In this Act, unless the context otherwise requires,

(a)  a reference to a deputy head in relation to an employee shall be construed as a reference to the deputy head of the department or other organization, as the case may be, in which the employee is employed; and

(b)  a reference to a deputy head in relation to an appointment shall be construed as a reference to the deputy head of the department or other organization, as the case may be, in which the appointment is made.

Marginal note: References to occupational groups

(3)  A reference in this Act to an occupational group shall be construed as a reference to a group or subgroup of employees defined by the employer, and a reference to the executive group shall be construed as a reference to an occupational group or subgroup designated by the employer and consisting of management personnel.

Marginal note: References to abuse of authority

(4)  For greater certainty, a reference in this Act to abuse of authority shall be construed as including bad faith and personal favouritism.

Marginal note: References to error, omission or improper conduct

(5)  A reference in this Act to an error, an omission or improper conduct shall be construed as including an error, an omission or improper conduct that results from a bias or barrier that disadvantages persons who belong to any equity-seeking group.

• 2003, c. 22, ss. 12 “2”, 271
• 2005, c. 16, s. 17
• 2013, c. 40, s. 403
• 2017, c. 9, s. 48
• 2021, c. 23, s. 277

Marginal note: Descriptive cross-references

3  If, in any provision of this Act, a reference to another provision of this Act is followed by words in parentheses that are descriptive of the subject-matter of the provision referred to, the words in parentheses form no part of the provision in which they occur and are deemed to have been inserted for convenience of reference only.

PART 1 Public Service Commission, Deputy Heads and Employer

Marginal note: Commission continued

4   (1)  The Public Service Commission is continued, consisting of a President and two or more other Commissioners.

Marginal note: Eligibility

(2)  In order to be eligible to hold office as a Commissioner, a person must be a Canadian citizen within the meaning of the Citizenship Act or a permanent resident within the meaning of the Immigration and Refugee Protection Act .

Marginal note: Full-time or part-time

(3)  The President shall serve on a full-time basis and the other Commissioners on a part-time basis.

Marginal note: Other employment or activities

(4)  Commissioners shall not accept or hold any office or employment, or carry on any activity, that is inconsistent with their functions, and the President shall devote the whole of his or her time to the performance of the President’s functions.

Marginal note: Appointment of Commissioners

(5)  The President and other Commissioners shall be appointed by the Governor in Council. The appointment of the President shall be made by commission under the Great Seal, after approval by resolution of the Senate and House of Commons.

Marginal note: Tenure and term of office

(6)  A Commissioner holds office during good behaviour for a term of seven years, but may be removed by the Governor in Council at any time on address of the Senate and House of Commons.

Marginal note: Re-appointment

(7)  A Commissioner, on the expiration of a first or any subsequent term of office, is eligible to be re-appointed for a further term not exceeding seven years.

Marginal note: Oath or affirmation

(8)  Before commencing his or her functions, a Commissioner shall take an oath or make a solemn affirmation in the following form before the Clerk of the Privy Council or the person designated by the Clerk:

Marginal note: Salaries

5   (1)  The Commissioners shall be paid the remuneration determined by the Governor in Council.

Marginal note: Expenses

(2)  The Commissioners are entitled to be paid reasonable travel and other expenses incurred by them in the course of their duties while absent from their ordinary place of residence or, in the case of the President, while absent from his or her ordinary place of work.

Marginal note: Application of Public Service Superannuation Act

(3)  The President is deemed to be employed in the public service for the purposes of the Public Service Superannuation Act .

Marginal note: Application of other Acts

(4)  The Commissioners are deemed to be employed in the federal public administration for the purposes of the Government Employees Compensation Act and regulations made under section 9 of the Aeronautics Act .

Marginal note: President

6   (1)  The President is the chief executive officer of the Commission.

Marginal note: Residence

(2)  The President shall reside in the National Capital Region as described in the schedule to the National Capital Act or within the distance of it specified by the Governor in Council.

Marginal note: Acting President

(3)  If the President is absent or unable to act or if the office of President is vacant, the minister designated under section 23 may authorize a Commissioner or other qualified person to act as President for a period not exceeding sixty days, and the Governor in Council may authorize a Commissioner or other qualified person to act as President for any longer period.

Marginal note: Quorum

7   (1)  A majority of the Commissioners constitutes a quorum of the Commission.

Marginal note: Vacancy

(2)  A vacancy in the membership of the Commission does not impair the right of the remaining Commissioners to act.

Marginal note: Head office

8  The head office of the Commission shall be in the National Capital Region described in the schedule to the National Capital Act .

Marginal note: Human resources

9  The Commission may appoint the persons necessary for the proper conduct of its work in the manner authorized by this Act.

Marginal note: Experts and advisers

10   (1)  The Commission may retain on a temporary basis the services of experts or other persons having technical or special knowledge to assist it in an advisory capacity and, subject to the approval of the Treasury Board, fix their remuneration.

(2)  Persons whose services are retained under subsection (1) are not employed in the public service for the purposes of the Public Service Superannuation Act .

Mandate and Functions of Commission

Marginal note: Mandate

11  The mandate of the Commission is

(a)  to appoint, or provide for the appointment of, persons to or from within the public service in accordance with this Act;

(b)  to conduct investigations and audits in accordance with this Act; and

(c)  to administer the provisions of this Act relating to political activities of employees and deputy heads.

Marginal note: Functions assigned by Governor in Council

12  The Commission shall perform any functions in relation to the public service that are assigned to it by the Governor in Council.

Marginal note: Delegation to Commissioners and employees

13  Any power or function of the Commission under this Act, other than under section 20 or 22, may be exercised or performed by any Commissioner or employee of the Commission authorized by the Commission to do so and, if so exercised or performed, is deemed to have been exercised or performed by the Commission.

Marginal note: Consultation by Commission

14  The Commission shall, on request or if it considers consultation necessary or desirable, consult with the employer or any employee organization certified as a bargaining agent under the Federal Public Sector Labour Relations Act with respect to policies respecting the manner of making and revoking appointments or with respect to the principles governing lay-offs or priorities for appointment.

• 2003, c. 22, s. 12 “14”
• 2017, c. 9, s. 55

Delegation by Commission to Deputy Heads

Marginal note: Exercise of powers and functions by deputy heads

15   (1)  The Commission may authorize a deputy head to exercise or perform, in relation to his or her organization, in the manner and subject to any terms and conditions that the Commission directs, any of the powers and functions of the Commission under this Act, other than its powers under sections 17, 20 and 22, its power to investigate appointments under sections 66 to 69 and its powers under Part 7.

Marginal note: Revision or rescission

(2)  Subject to subsection (3), the Commission may revise or rescind an authorization granted under this section.

Marginal note: Revocation of appointments

(3)  Where the Commission authorizes a deputy head to make appointments pursuant to an internal appointment process, the authorization must include the power to revoke those appointments and to take corrective action whenever the deputy head, after investigation, is satisfied that an error, an omission or improper conduct affected the selection of a person for appointment.

Marginal note: Exception

(4)  In authorizing a deputy head under subsection (3), the Commission is not required to include the authority to revoke appointments or to take corrective action in circumstances referred to in sections 68 and 69.

Marginal note: Commission jurisdiction

(5)  The Commission may not revoke an appointment referred to in subsection (3) or take corrective action in relation to such an appointment except in circumstances referred to in sections 68 and 69.

Marginal note: Re-appointment on revocation

(6)  Where the appointment of a person is revoked by a deputy head acting pursuant to subsection (3), the Commission may appoint that person to another position if the Commission is satisfied that the person meets the essential qualifications referred to in paragraph 30(2)(a).

Table of Contents

Language selection

• Français fr

Professional development in the public service

Get information on leadership development programs, required competencies and training, and succession planning and management.

Services and information

Interchange canada.

Find short-term assignments, post an assignment.

Key Leadership Competencies

Find out what leadership skills, abilities and behaviours are expected of leaders in Canada’s Public Service.

Learning catalogue for public servants

Browse the full catalogue of courses, events, programs and other learning tools from the Canada School of Public Service.

Community professional development

Learn about development programs and services for members of the procurement, materiel management, project management and real property communities.

Executive Leadership Development Programs

Find information about two learning and development programs for federal government senior executives.

Mentorship Plus

The Mentorship Plus program supports career progression for equity-seeking groups.

What we are doing

Laws and regulations.

• Public Service Employment Act
• Canada School of Public Service Act
• Employment Equity Act
• Public Service Labour Relations Act

Policies and guidance

• Policy on People Management
• Standards on Knowledge for Required Training
• Policy on the Management of Executives

Contributors

• Treasury Board of Canada Secretariat
• Canada School of Public Service

Page details

Get the Reddit app

Unofficial subreddit for employees and former employees of the Federal Public Service of Canada. / Subreddit non-officiel pour les employés et anciens employés de la Fonction Publique Fédérale du Canada.

Disappointment over assignment

I started a one year assignment in this division over a month ago and am pretty disppointed. My goal was to gain government experience in an area (I had experience outside of the government) and to switch classification. For that reason, my assignment is at a lower level compared to my indeterminate position (in another classification). I like the nature of the work, my colleagues are nice, but the work load is a bit much. I can barely breath between tasks/projects. The new team is highly disorganized, roles are unclear, and deadlines unrealistic. I've tried addressing it and proposed some solutions, but it doesn't seem like it's going to change. Once thing to note is that there is no possibility for me to have an indeterminate position within that temporary structure/team.

In the meantime, I have been partially qualified in a pool at a higher level in the classification that I wanted to gain experience for. The thing is, now, what can I do? I think it could be difficult to secure an indeterminate position based on my qualification in that pool, but given that I'm on a one year assignment, would a term/assignment mean that I would need my previous manager's approval? I doubt that they would be happy about that. I don't want to lose my indeterminate status, but I don't want to go back to my previous classification, yet, I don't like the position I'm in at the moment.

Any advice? Sorry if this is confusing! :)

By continuing, you agree to our User Agreement and acknowledge that you understand the Privacy Policy .

Enter the 6-digit code from your authenticator app

You’ve set up two-factor authentication for this account.

Enter a 6-digit backup code

Create your username and password.

Reddit is anonymous, so your username is what you’ll go by here. Choose wisely—because once you get a name, you can’t change it.

Reset your password

Enter your email address or username and we’ll send you a link to reset your password

Check your inbox

An email with a link to reset your password was sent to the email address associated with your account

Choose a Reddit account to continue