Public Prosecution Service of Canada

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?

• Yes

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

N/A

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?

• Yes, my organization updated 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.

In September 2020, the Public Prosecution Service of Canada (PPSC) issued a new Code of Conduct. This new Code put emphasis on values that are important to the PPSC. In particular, it focuses on expectation that employees act with civility, respect, integrity and probity. It provides clarity on the standard of conduct that is expected from employees by providing examples and list of “Do & Don’t”.

In 2022, the PPSC issued its new Mission Statements and Values. These new set of values act as a guide to PPSC employees in their daily actions, behaviours, and decisions.

With the Clerk’s renewed initiative on values and ethics, the PPSC did a cursory review of its Code and Values. Given the extensive work and consultation that recently took place when reviewing its Code in 2020, and its Values in 2022, it was decided that a new review at this point was not necessary.

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
• Specific values and ethics communications campaigns

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

In 2024, the Message from the Director in the Public Prosecution Service of Canada (PPSC) Insider, (a newsletter distributed to all employees monthly), the topic of Values and Ethics was discussed twice. Firstly, to discuss the interim report on the Clerk call to action and, secondly, to remind employees of the importance of remaining neutral and respectful in light of the current international turmoil.

Most communications from the Equity, Diversity, Inclusion group include reference to some of the PPSC’s Values.

During the last year, the Corporate Counsel delivered presentations on the Code of conduct and conflict of interest in three regional offices. More presentations are planned for this fiscal year.

The PPSC Internal Audit and Evaluation Division issued an Audit of Values and Ethics in March 2024.  The committee concluded that, in relation to Values and Ethics, the PPSC has a robust framework.  It recommended that a better definition of roles and responsibilities and a better reporting on the state and effectiveness of PPSC values and ethics processes.

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.

There is a mandatory training for all employees on the Public Prosecution Service of Canada (PPSC) Code of conduct.

The biggest training initiative of the PPSC is the School for Prosecutors. This School has developed various levels of training for prosecutors as they progress in their career. There are many ethical issues that face a prosecutor, and Values and Ethics training are incorporated in training as appropriate.  

As a small organization, the PPSC does not have a large training budget for topics which are not related to its core mandate. It relies on the Canada School for Public Service for general training. A larger selection of Values & Ethics training through the School for Prosecutors would be beneficial for PPSC employees.

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?

Conflict of interest and the use of social media has often been raised. Some employees who are coming from diverse background, and being asked to be themselves at work, find it difficult that there may be limits on what they can say on social media because they are public servants.

For example, an employee member of a particular community may want to support a cause that is important for that community, even if that support may not align with the position of the government or may be deemed too political regardless of the position taken.

The reporting of potential conflicts in outside activities raised some privacy concerns on the part of certain managers. Currently, it is the responsibility of the employee to report its potentially conflictual activities. If a mandatory reporting of all outside activities was implemented (whether the employee believes that there is a conflict or not), it could be viewed as an over-reach of the Public Prosecution Service of Canada into the private life of its employees.

An additional concern with mandatory reporting is that the increase of reporting may put pressure on already limited resources available to review these reports. Further, the benefit of such measure is difficult to assess.

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)?

As mentioned, the School for Prosecutors courses cover ethical issues that may arise in a prosecutor’s practice. This course is reviewed every year to ensure that it follows the trends in that field.

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)?

In one of the Corporate Counsel’s presentations on values and ethics, there were break out sessions that were reviewing concrete examples of ethical issues and conflicts. These smaller group sessions were appreciated and generated interesting discussions.

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)?

More frequent info sessions and reporting to senior management team will be introduced to ensure ongoing discussion on Values & Ethics.

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)?

The PPSC 2022-2023 Annual Report had a section titled “Values in Action” that feature activities that supported the Public Prosecution Service of Canada (PPSC) Values.

For example, the Courage section of the report highlighted the challenges that one of PPSC employee faced when he moved from Nigeria, became a lawyer, and joined the PPSC. His inspiring journey serves as a reminder that with perseverance and determination, one can overcome even the most challenging obstacles and achieve great success.