Library and Archives Canada
Symbol of the Government of Canada

Institutional links

ARCHIVED - About Us

Archived Content

This archived Web page remains online for reference, research or recordkeeping purposes. This page will not be altered or updated. Web pages that are archived on the Internet are not subject to the Government of Canada Web Standards. As per the Communications Policy of the Government of Canada, you can request alternate formats of this page on the Contact Us page.

Response of Library and Archives Canada to the Round VII Management Accountability Framework
Action Plan 2010-2011

Previous | Table of Contents | Next

People Management

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 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.

LAC received an overall score of 65.9 and a rating of "acceptable" as a result of the rating scale applied at the AoM level for the purpose of setting performance expectations in the AoM for People Management. Last round, its performance was rated "acceptable" for AoM 10. Direct comparisons with last year cannot be made, as the AoM for People Management (10, 11 and 21) and the performance measures have changed.

LAC's 2009–2012 Integrated Human Resources plan set out five priorities:

1) Career and Knowledge Management;
2) Building and Strengthening Leadership and Management Capacity;
3) Staffing and Recruitment;
4) Organizational Issues;
5) Workplace Well-being.

Although LAC set out these five priorities in their Integrated Human Resources plan, the organization did not meet the Planning-1 or Planning-2 criteria used to evaluate the planning element of the 2008–2009 Departmental Staffing Accountability Report. Of note is the creation of the LAC Executive Development Program, which expands talent management to the entire executive cadre and builds strong leadership to usher LAC through its modernization activities. LAC has analyzed the results of the Public Service Employee Survey 2008 and developed several action plans following the release of the results. Given that implementation is not likely to occur until 2010, any assessment of anticipated results will not occur until the following MAF period.

Area of Management TBS evaluation
10. Excellence in People Management Acceptable

TBS Recommendations:

  • The employee's perception and confidence towards senior management should be improved.
  • Perception that senior management makes effective and timely decisions should be improved.
  • Proportion of budget spent on training, staffing should be aligned with corporate resource on Public Service Commission's Staffing MAF assessment.

LAC Action Plan:

  1. Developing and piloting a cultural awareness session.
  2. A departmental classification performance report will be submitted to the Deputy Head and the TBS Office of the Chief Human Resources Officer will be informed.
  3. Leadership and public speaking skills will be developed by the establishment and the promotion of a LAC Toastmasters Club.
  4. New possibilities for action, including the enhancement of targeted competencies, will be undertaken through the use of LAC Action Learning Groups.
  5. All executives will be held accountable for training through a common commitment in performance agreements. This will entail that:
    • 90% of employees will have completed a learning plan (directors);
    • 70% of the learning plans will have been implemented (Directors General);
    • 1.5% of the salary envelope will be dedicated to learning and professional development (Assistant Deputy Ministers).

Previous | Table of Contents | Next