Commissioner's directive 265: Human Resource Management Sector

Applies to all employees of the CSC and individuals meeting the eligibility criteria outlined in Guidelines (GL) 265-1 – Administration of the CSC Recognition Program

Roles and Responsibilities

1. The National Human Resource Management Committee will:
   1. promote new strategies and programs to build a culture of recognition in CSC
   2. approve national frameworks, plans, policies and processes relating to employee awards and recognition
   3. recommend for Executive Committee approval formal awards to be included in the CSC Recognition Program.
2. The Assistant Commissioner, Human Resource Management, will:
   1. develop Guidelines on the administration of the CSC Recognition Program to ensure recognition remains transparent, flexible, meaningful, timely and relevant, and that it respects diversity and is inclusive, equitable and responsive to individual preferences
   2. provide interpretation and tools to ensure consistent application and program monitoring
   3. ensure managers, employees, partners and volunteers are familiar with GL 265-1 – Administration of the CSC Recognition Program
   4. render final decisions in disputable cases arising from the administration of the Recognition Program
   5. ensure that a National Recognition Coordinator and Regional Recognition Coordinators are identified.
3. The Senior Deputy Commissioner and Regional Deputy Commissioners will:
   1. promote and support a culture of timely recognition
   2. encourage employees and managers to participate in recognition activities and give them the necessary support
   3. administer and provide financial and other resources for recognition activities including for awards and formal ceremonies held at least annually
   4. ensure that committees are established at the national and regional levels to review and approve award nominations.
4. Regional Deputy Commissioners will ensure that Regional Recognition Coordinators are identified.
5. National and regional committees will:
   1. review and approve nominations for formal awards, ensuring that all applicable criteria have been met pursuant to GL 265-1 – Administration of the CSC Recognition Program
   2. recommend nominations for awards within their region or request further information about a submission, as necessary.
6. Managers/supervisors will:
   1. familiarize themselves with processes for recognition
   2. promote and support a culture of timely recognition
   3. ensure that significant meritorious contributions, accomplishments and career milestones are recognized on a formal and/or informal basis.
7. Employees/volunteers/partners will:
   1. recognize accomplishments of co-workers and managers
   2. nominate others for recognition
   3. recommend to managers/supervisors recognition of significant contributions by others when there is a cost associated with an award.
8. The National Recognition Coordinator will:
   1. coordinate the CSC Recognition Program
   2. provide advice to management and Regional Recognition Coordinators on the CSC Recognition Program
   3. ensure that nomination and approval processes for all formal awards are in place and accessible to all staff
   4. develop strategies to promote the CSC Recognition Program
   5. ensure that all promotional materials, program documentation and any other relevant information are disseminated to Regional Recognition Coordinators in a timely fashion
   6. maintain working relationships with staff of the Governor General’s Office, central agencies, other departments responsible for public service employee recognition programs and international associations
   7. monitor and report on awards activities
   8. maintain and support CSC’s Recognition page on the InfoNet site.
9. Regional Recognition Coordinators will:
   1. provide guidance and advice on recognition to Site Recognition Coordinators, managers, employees, partners and volunteers
   2. ensure that nomination and approval processes for all awards are accessible to all staff
   3. be proactive and creative within their region to promote recognition
   4. ensure that all promotional materials, program documentation and any other relevant information are disseminated to Site Recognition Coordinators in a timely fashion
   5. maintain files on nominations received and ensure that all awards granted are recorded in the Human Resources Management System on a monthly basis
   6. provide senior managers with reports on regional awards activities.
10. Site Recognition Coordinators will:
    1. work with Regional Recognition Coordinators to administer the CSC regional Recognition Program
    2. provide guidance and advice on recognition to managers, employees, partners and volunteers
    3. ensure that nomination and approval processes for all awards are accessible to all staff
    4. be proactive and creative to promote recognition
    5. ensure that all promotional materials, program documentation and any other relevant information are disseminated in a timely fashion
    6. maintain files on nominations received and ensure that all awards granted are recorded in the Human Resources Management System on a monthly basis
    7. provide senior managers with reports on site awards activities.

Other Awards

11. Other CSC awards are managed by sectors at National Headquarters to recognize employees of the Service.
12. The National Recognition Coordinator will be notified prior to establishing any new award.
13. CSC participates in several external awards programs, such as those conducted by the Governor General, Canada Public Service Agency and various professional associations.

Enquiries

14. Strategic Policy Division
    National Headquarters
    Email: Gen-NHQPolicy-Politi@csc-scc.gc.ca

Commissioner,

Original Signed by:
Don Head

Annex A: Cross-References and Definitions

Cross-References

• CD 001 – Mission, Values and Ethics Framework of the Correctional Service of Canada
• GL 265-1 – Administration of the CSC Recognition Program
• GL 351-1 – CSC Uniforms, Dress Code and Scale of Issue (section on “Medals, Decorations, Citations and Ribbons”)
• CSC Financial Instructions – FOps-INST-2010-304 – Recognition of Employees and Volunteers
• Treasury Board Directive on Travel, Hospitality, Conference and Event Expenditures
• Canada Revenue Agency Rules for Gifts, Awards and Social Events
• Revenu Québec Information on Taxable Benefits

Employee: full-time or part-time, at any classification/level, term or indeterminate.

Formal recognition: recognition presented during structured, scheduled activities and events internal or external to CSC.

Informal recognition: recognition presented at staff meetings and other non-formal occasions. Informal recognition of individual or group accomplishments is a good management practice. Non-monetary awards enable managers to immediately recognize and reward employees of the Service for exceeding managerial expectations in the performance of their duties.

Partner: representative from another agency (within the Public Safety portfolio) or department, another level of government or in the community.

Recognition: to validate and reinforce values through appreciation, acknowledgement and awarding people.

Volunteer: a member of the public who donates his/her time to CSC.