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Response of Library and Archives Canada Management and - Accountability Framework Assessment Round V (2007–2008)


According to the MAF, the Government of Canada wishes to ensure that each "department has the people, work environment and focus on building capacity and leadership to assure its success and a confident future for the Public Service of Canada."

In the framework of workforce mobility caused by retirements and the renewal of the public service, LAC plans to recruit and retain a qualified workforce that can help it carry out its mission. The institution is resolving issues related to official languages, meeting employment equity targets and developing a learning culture. LAC is also committed to providing an environment that supports employees where there is potential for growth and development, thus enhancing flexibility, productivity, job satisfaction and employability, while respecting each employee's career goals.

TBS congratulated LAC for the measures instituted to provide a fair, enabling and safe work environment. The institution uses innovative practices that foster the development of a fair and diverse work environment that is both respectful of language rights and sensitive to the psychological health of employees.

Indicators TBS evaluation
10. Extent to which the workplace is fair, enabling, healthy and safeStrong
11. Extent to which the workforce is productive, principled, sustainable and adaptableAcceptable

TBS recommendations:

  • Establish measures to ensure appropriate management and control of the institution's classification system through annual monitoring and corrective action and submit a departmental classification performance report to the deputy head for 2007–2008, and a copy of the report to the Canada Public Service Agency (CPSA).
  • Ensure all employees have meaningful learning plans.
  • The institution could improve its human resources planning by producing an approved integrated human resources and business plan and by communicating this plan to employees via its website.

Action plan:

  • LAC has instituted measures to have better control over classification, such as:
    • The Human Resources division conducted an evaluation of the risks associated with administering the LAC classification and organizational program (May 2008).
    • A document that incorporates the conclusions of a risk analysis and presents an action plan for appropriate management and control of the LAC classification and organizational program was tabled before the LAC Human Resources Committee (July 2008).
  • In terms of labour relations and equity, LAC will move ahead with its actions to provide employees with a fair, equitable work environment:
    • The Union Management Consultation Committee including the regional committee will continue to meet on a regular basis to foresee and address labour relation matters.
    • A 2007–2010 employment equity plan is in place with specific measures to reduce existing workforce representation gaps and maintain long-term balance.
    • LAC will continue to make available to its employees bilingual instruments and systems and will ensure linguistic competency.
  • LAC will continue the following actions to cultivate a competent, productive and available workforce:
    • A performance measure has been added to all executive performance agreements to ensure that at least 90 percent of employees have learning plans in place and that a corresponding discussion and assessment of these plans occurs between the employees and their supervisors.
    • A performance measure has been added to all executive performance agreements to ensure that an integrated human resources plan is developed in co-operation with the Human Resources division and is communicated to staff. It outlines long-term strategic objectives and includes a staffing plan.
    • LAC has developed Human Resources Planning Guidelines for managers.
  • To move ahead with actions on classification control:
    • Various classifications and organizational guidelines will be established (March 2009).
    • A classification monitoring framework will be developed, leading towards monitoring activities and corrective actions (March 2009).
    • A 2007–2008 departmental classification performance report will be submitted to the deputy head and the CPSA (March 2009).
  • LAC will continue actions designed to secure the workforce needed to carry out its mission:
    • An action plan will be presented to LAC's Human Resources Committee to produce integrated human resources and business plans, which will incorporate learning and be communicated to all employees (September 2008).
    • LAC will also communicate to all employees its policy on learning, training and development and will post this information on the Intranet site.

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