Natural Sciences and Engineering Research Council 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?

• No

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?

Agency level learning strategy is currently under development, promoting and building on the new Canada School of Public Service learning path and related learning activities. Agency-specific needs are being discussed with senior management based on the unique nature of the business and close relationship with stakeholders in the academic community.

Question 2

Has your organization fully implemented department-specific training plans?

• No

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

End of fiscal year 2024-25.

Part II. Codes of conduct

Question 3

Has your organization reviewed its code of conduct?

No response submitted.

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?

Review of the Agency Code of Conduct will be undertaken following conversations on values and ethics planned for this fiscal year. These conversations will help inform the review and the need for updates, as applicable.

Question 5

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

No response submitted.

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.

N/A

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.

Ongoing:

• Screening process on staffing actions identifies potential conflict of interest to prompt pre-hire conversations;
• letter of offer includes guidance on the Code(s) and confidential disclosures for outside activities and potential conflict of interest;
• orientation and onboarding programs include introduction to Values and Ethics, including mandatory training for all new employees;
• performance agreements and reviews require sign-off that employees (all levels to EX03) have read the Values & Ethics Code, Code of Conduct, Policy on conflict of interest and that they comply.

Completed:

• Executive committee discussion to agree on an agency relevant approach to training and conversations aimed at reinvigorating public service Values and Ethics within the organization. 

Underway:

• Vice President conversations within directorates;
• focused engagement in staff retreats (e.g. Human Resources Division);
• focused engagement with union, Persons with Disabilities Network, Employment Equity and Diversity Advisory Committee;
• review of the Conflict of interest disclosure form and process

Planned:

• All-employee panel with Vice Presidents and senior official from the Deputy Minister Task Team on Values and Ethics anticipated in fall 2024.

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 noted above, extensive onboarding process includes introduction to Values & Ethics, including mandatory training. Performance agreements and reviews require sign-off that employees (all levels to EX03) have read the Values and Ethics Code, Code of Conduct, Policy on conflict of interest and that they are in compliance.

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?

Participation in outside organizations (e.g. board of directors); social media, in particular LinkedIn and balancing the need to protect the reputation of the employer while also allowing employees to highlight all their professional achievements and activities; use of Artificial Intelligence (AI) in candidate assessments during the staffing process.

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)?

Conversations are in progress and learning activities will be reviewed as needed.

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)?

N/A. Currently in development but building on success of training in other areas, use of scenarios to generate dialogue and practical relatability will be a significant focus.

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)?

To be determined.

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