Canada School of Public Service

Part I. Values and ethics training plans

Question 1

Has your organization developed department-specific values and ethics training plans down to the divisional level?

• Yes

If not, to what level have department-specific values and ethics training plans been developed and what is your target time frame for completing this work?

N/A

Question 2

Has your organization fully implemented department-specific training plans?

• No

If not, what is your target time frame for completing this work?

Following the development of department-specific values and ethics training plans down to the divisional level, the Canada School of Public Service (the School) has adopted a phased implementation approach. Phase one, which includes foundational learning activities on values and ethics was implemented in the spring of 2024 and phase two, which includes focused learning activities, such as scenario-based workshops, will be fully implemented by winter 2024. 

Part II. Codes of conduct

Question 3

Has your organization reviewed its code of conduct?

• Yes, my organization has reviewed its code of conduct.

Question 4

If your organization is in the process of reviewing its code of conduct, what is your target time frame for completing the review?

N/A

Question 5

If your organization has completed the review of its code of conduct, did this review lead to updates?

• My organization is in the process of updating its code of conduct.

Please briefly describe the nature of any updates made (e.g., to clarify expected behaviours, to align with the emerging context, to include emerging risks) or explain why no updates were deemed necessary.

The School reviewed its code of conduct to ensure that it is aligned with the emerging context and representative of its mission and raison-d'être, particularly by reflecting the challenges faced by its different sectors and the behaviours that all School employees are expected to reflect in their daily work to mitigate these risks. The updated version of the School’s Code of Conduct will be published internally before fall 2024. 

Part III. Discussions on personal accountability in upholding public service values and ethics

Question 6

What activities or actions has your organization undertaken to foster a conversation at all levels on personal accountability to uphold our public service values and ethics?

• Dedicated discussions at executive and management committee meetings
• All-staff engagements (e.g., town halls)
• Focused engagement sessions for specific functional areas (e.g., operations, finance, communications, policy, human resources)
• Focused engagement sessions on specific topics (e.g., conflicts of interest, social media, emerging technologies)
• Engagement sessions with equity groups, employee groups, networks and communities
• Inclusion in employees’ performance and talent management cycle discussions
• Specific values and ethics communications campaigns

Please provide additional details on activities that you have undertaken, including those not listed above.

The School completed the following activities and actions to foster a conversation at all levels on the subject of accountability:

• held 3 dedicated discussions at executive and management committee meetings for approximately 101 participants
• held 5 staff engagements through divisional town halls for approximately 448 participants
• held 19 staff engagements through directorate team meetings, including 5 for specific functional areas such as human resources, finance, procurement, security and accommodations, for approximately 359 participants
• held 1 focused engagement session on social media for a total of 35 participants
• included values and ethics considerations into employee’s performance and talent management agreements
• developed specific values and ethics communications plan  

The School will also undertake the following activities and actions by winter 2024:

• hold 5 staff engagement through directorate team meetings, which are scheduled for June, for approximately 73 participants
• hold focused engagement sessions on specific topics (such as conflicts of interest, social media, emerging technologies)
• hold engagement sessions with equity groups, employee groups, networks and communities

Question 7

Has your organization taken any actions to ensure that conversations on personal accountability to uphold our public service values and ethics occur on a continuing basis?

• Included as part of the onboarding process for new employees
• Incorporated in employees’ professional development and mandatory learning plans

Please provide details on activities that you have undertaken, including those not listed above.

As part of their onboarding process, all new School employees must read the Code of Conduct for the Canada School of Public Service and the Guidelines to Conflicts of Interest at the Canada School of Public Service, and participate in the orientation session for new employees that includes a presentation with the Champion of values and ethics on the importance of values and ethics, followed by a visit to a virtual values and ethics kiosk where participants can ask questions, discuss and learn more about this important matter. Managers are responsible for ensuring that their new employees have taken these steps and for answering any questions they may have.

The School has incorporated values and ethics as a departmental learning priority for fiscal year 2024–2025, which employees should highly consider when establishing their learning and development plan. To this end, the School has included the Values and Ethics Learning Path to its list of highly recommended training for fiscal year 2024–2025, encouraging employees to include values and ethics as part of their learning activities. To emphasize this message, the School has also included this requirement in its communiqué about the launch of the performance management cycle.

The School closely monitors completion of required training, including values and ethics training, by sending timely reminders to employees and providing quarterly completion rate reports to all directorates.

In addition, the School has included engagement sessions to foster discussions on personal accountability in upholding public service values and ethics as part of its training plan, and directorates and teams must report on information such as the number of engagement sessions taking place, number of participants and main takeaways.  

Part IV. Additional information

Question 8

What recurring themes (e.g., social media, emerging technology, conflicts of interest) have emerged from conversations with employees (e.g., students, new public servants, front-line service providers, managers, executives, members of functional/horizontal communities/employee networks) across your organization?

In recent conversations with employees, the themes that emerged most often and generated the most reactions and contributions were conflicts of interest, social media and emerging technology, including generative artificial intelligence. From what we have seen and heard during these conversations, there seems to be a common understanding that our work and how we work has changed and evolved and will continue to do so, presenting new ethical challenges. 

Question 9

How have you adjusted your learning activities to address recurring themes (e.g., adjusted training plans, developed specific case studies, invited expert speakers to focus on emerging themes)?

The School has developed department-specific training plans down to the directorate and divisional level that include scenario-based workshops by theme adapted to functional communities, program areas, and job functions. In collaboration with the various sectors across the organization, the Office of Diversity, Wellness and Values and Ethics is developing scenario-based workshops tailored to the needs and job functions of the different areas, which will be delivered to all employees on a highly recommended basis. Participation will be tracked and reported to each division quarterly. Additionally, the Office of Diversity, Wellness and Values and Ethics will continue to deliver theme-based training sessions on social media guidelines, emerging technology, political activities, conflict of interest, and gifts, hospitality and other benefits. 

Question 10

Are there any actions or learning activities that have been particularly successful in fostering conversations within your organization (e.g., new tools, creative approaches that have resonated well with employees and managers, meeting with small groups, equipping managers to lead conversations, equipping values and ethics office/practitioners)?

Recent engagement sessions have proven to be successful in generating open and meaningful conversations about values and ethics. Scenarios were presented and employees were invited to answer questions or share why the presented situations were challenging. Employees were using a confidential platform to submit answers. This feature considerably enhanced participation. Inviting the Values and Ethics Champion to these sessions also supported the employees' understanding of the renewed interest about Values and Ethics and framed the context around the engagement sessions and activities to come. 

Question 11

What indicators will be used to measure increased employee awareness of the role of values and ethics in their daily work (e.g., Public Service Employee Survey, pulse surveys, engagement with focus groups)?

Quantitative data will be gathered through various data points, such as the delta between Public Service Employee Survey exercises analyzed by the Survey working group, completion rates from required and highly recommended training activities as well as evaluation questionnaires about those training activities.

The School will adopt an integrated approach that will also include qualitative data stemming from ongoing engagement sessions with various groups within the organization and members of employment and equity deserving groups and forums. While respecting the confidentiality inherent to these resources, the School will also seek input from the Ombuds, the delegated authority for conflict of interest as well as the designated official for the disclosure of wrongdoing.

Question 12

Will these indicators be disaggregated by identity factors?

• No

Question 13

Is there any additional information that you would like to share regarding your organization’s work on values and ethics (e.g., to advance particular recommendations of the Deputy Ministers’ Task Team on Values and Ethics Report)?

N/A