By March 2008, all departments and agencies will have distributed to their employees and put on their website their integrated plan.

As of March 2008:

• 17 departments/agencies met this commitment;
• 18 departments/agencies indicated that they are ‘on track’ to meet this commitment by the end of March; and
• 1 indicated that it will not meet the commitment in 2007-08.

By March 2008, deputy ministers will increase the number of post-secondary graduates appointed directly to indeterminate positions to at least 3,000—up from about 2,100 last year—and will ensure that the new entrants have orientation and development plans.

As of March, 2008:

• At least 4,000 post-secondary graduates have been appointed or offered appointments directly to indeterminate positions.

All new entrants attend the Orientation to the Public Service program offered by the Canada School of Public Service in addition to department-specific orientation and development programs.

By March 2008, the Canada Public Service Agency (CPSA) will work with functional communities, departments and agencies to implement recruitment plans to address the needs of the following functional communities:

• Human Resources (recruitment of 75 PEs [Human Resources Professionals] and 100 compensation specialists); and
  
  
  

• Information Services (recruitment of 100 ISs).

As of March 2008:

• 75 PEs (Human Resources Professionals) have been hired as a result of a PE Recruitment Initiative, and 109 compensation specialists have been hired; and

• 85 IS-04 and IS-05 positions have been filled.

The Office of the Comptroller General has established prequalified pools from which departments and agencies will appoint:

• 7 Directors General or Executive Directors (EX‑03);

• 130 mid-level financial officers; and
  
  
  

• more than 200 entry-level candidates.

As of March 2008:

• 7 Director General/ Executive Director positions have been filled;

• less than half, 54 FI-03 and FI‑04 candidates, have been hired; and

• 191 entry-level financial officers have been hired through the Financial Officer/Internal Auditor Recruitment and Development Program.

In order to support longer term succession planning, deputy ministers will ensure that the requirements for entry-level executive jobs take full account of potential contribution to the Public Service into the future in order to achieve a demographic profile (for example, age, gender, employment equity groups) appropriate to future needs.

Departments and agencies are at various stages of succession planning, from conducting preliminary analyses of their workforce to identifying potential successors in their organizations.

Baseline executive and feeder group demographics have been developed against which progress can be measured.

By March 2008, deputy ministers will ensure at least 90% of Public Service employees have learning plans in place and that a corresponding discussion and an assessment of the plans between employee and supervisor occurs annually in connection with performance review.

As of March 2008:

• 11 departments/agencies met this commitment;
• 19 departments/agencies indicated that they are ‘on track’ to meet this commitment by the end of March; and
• 6 departments/agencies indicated that they will not meet this commitment in 2007-08.

In 2007-08, the Committee of Senior Officials (COSO) and deputy ministers will implement talent management plans for all assistant deputy ministers.

95% of Assistant Deputy Ministers and equivalents will have a talent management discussion with their Deputy Minister by the end of March 2008.

In 2007-08, COSO and the Canada School of Public Service will launch an Advanced Leadership Program.

The Advanced Leadership Program was launched in October 2007 with 25 participants.

In 2007-08, working with the Treasury Board Secretariat, the Canada Public Service Agency will:

• revise the performance management regime for excluded managers and unrepresented employees to be more in line with the approach taken for executives; and
  
  

• develop a performance management approach for all managers with substantial people management responsibilities that recognizes people management, based on the Canada Revenue Agency model, for consideration in the context of this round of collective bargaining.

The existing Performance Management Program for Senior Excluded and Unrepresented Managers and Staff will be aligned with the approach taken for executives beginning in 2008-09.

An approach for all managers with substantial people management responsibilities is being developed for consideration.

Beginning in 2007-08, all executives, including deputy ministers, will be formally assessed on people management. The Canada Public Service Agency will develop tools to support the assessment.

As part of a substantially more rigorous approach to the performance assessment of Deputy Ministers and Associate Deputy Ministers, all Deputy Heads were assessed on people management beginning in 2006-07. Beginning in 2007-08, all executives are also being formally assessed on people management.

The Canada Public Service Agency has developed new standards and tools to support robust and consistent assessment of people management by executives.

In 2007-08, the Public Service Commission will reduce the time it takes to access second language oral interaction testing by 50%.

The wait time for second language oral interaction tests has been reduced by more than 50%. As of March 2008, wait times are: 1 to 2 days for urgent service requests, and 1 to 2 weeks for non-urgent service requests.

In 2007-08, the Canada Public Service Agency will produce a web-based tool to facilitate the secure electronic transfer of an employee’s HR record from one department or agency to another, thereby reducing processing time from six months to six minutes.

The Canada Public Service Agency produced and tested a Government of Canada web-based tool, the Employee Passport, which can securely transfer employee records rapidly and with minimal errors.

In 2007-08, the Canada Public Service Agency will enable the adoption of the “Fast Track” staffing model developed by Agriculture and Agri-Food Canada in at least two other departments as a first step toward system-wide application.

Environment Canada, the Department of Fisheries and Oceans, and the Canadian Food Inspection Agency have adopted the “Fast Track” staffing model.

In 2007-08, the Canada Public Service Agency will deliver preclassified generic work descriptions, reducing the number of work descriptions for:

• the Computer Science (CS) group from 1,500 to 37 in medium and large IT organizations; and
  
  

• the Human Resources (PE) functional community from 2,000 to 20, covering 80% of the PE population.

• computer science generic work descriptions have been reduced from 1,500 to 37. Fifteen departments (representing over 50% of the computer science population) are implementing the new description and organizational structures; and

• human resources generic work descriptions have been reduced from 2,000 to 19. Eleven departments (representing over half of the human resource professionals population) are implementing these work descriptions.

In 2007-08, the Canada Public Service Agency in collaboration with the Treasury Board Secretariat and the Public Service Commission will review reporting requirements, including the alignment of the Management Accountability Framework (MAF), the People Component of the MAF and the Staffing MAF, to reduce requirements to the greatest extent possible.

In 2008-09, important work remains to align and rationalize the overall reporting requirements of Central Agencies for human resources management.