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Audits and Evaluations

Results-based Management and Accountability Framework

For Human Resources Management
Program architecture activity

4.2 Evaluation Plan

The questions that the evaluation will attempt to answer will concern the relevance, the governance and the success and profitability of LAC's human resources management.

The questions regarding each of these subjects are as follows:


  • Does the management of human resources as it is currently practised help LAC achieve its mandate?


  • Is the governance structure clear and effective?
  • Do the stakeholders understand their roles and responsibilities?
  • Does LAC use the systems and tools available to it, and are they effective?
  • Is LAC capable (in terms of financial and human resources) of achieving its human resource objectives?


  • To what degree does human resourcess management achieve the outcomes projected and outlined in the logic model?
  • What obstacles or issues prevent it from achieving these outcomes?
  • Does management produce outcomes other than those projected?


  • Is LAC achieving the desired outcomes at the lowest possible cost?
  • How could the efficiency of human resources management be improved?

The table below indicates the methodologies that will be used to obtain answers for each subject. Methodology, we mean the research mechanisms and information sources used by the evaluation team to gather testimony and evidence to support the answers to the evaluation questions.

Subjects Methodology
Effectiveness Documentation review
Governance Documentation review
Comparison groups
Success Documentation review
Comparison groups
Profitability Documentation review

Documentation comprises all of the data and reports used to measure the performance indicators related to the projected results. It will also include relevant departmental documents, such as Reports on Plans and Priorities, Departmental Performance Reports and LAC's Strategic Directions or Business Plans, departmental human resource policies and audit reports prepared by central agencies.

The comparison groups will consist of functional specialists in human resources and line managers. Data will be collected through questionnaires and/or personal interviews. The questions will be of a qualitative nature and will measure the expected outcomes as well as the quality of reports and communication between functional experts and line managers. If necessary, interviews will also be conducted with LAC staff members to complement the observations and conclusions drawn from the analysis of the Public Service Employee Survey.

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