Directive on Mandatory Training

1. Effective date

  • 1.1This directive takes effect on April 1, 2020.
  • 1.2This directive replaces the following Treasury Board policy instruments:
    • Policy on Learning, Training, and Development (December 1, 2017)
    • Directive on the Administration of Required Training (December 1, 2017)
    • Standards on Knowledge for Required Training (June 15, 2007) 

2. Authorities

  • 2.1This directive is issued pursuant to the same authorities indicated in section 2 of the Policy on People Management. 

3. Objectives and expected results

  • 3.1The objectives indicated in section 3 of the Policy on People Management apply to this directive.
  • 3.2The expected results indicated in section 3 of the Policy on People Management apply to this directive.

4. Requirements

  • 4.1The head of human resources is responsible for the following:
    • 4.1.1Supporting the deputy head in their responsibilities to promote a continuous learning environment within their organization;
    • 4.1.2Ensuring that processes, procedures and timelines are in place to identify and track mandatory training, established in accordance with subsection 2.3 of the Policy on People Management, for employees;
    • 4.1.3Providing information to the Canada School of Public Service on a regular basis and in the manner and form prescribed by the Canada School of Public Service, with regard to:
      • 4.1.3.1Employees newly appointed to the core public administration;
      • 4.1.3.2First‑time managers at all levels;
      • 4.1.3.3Existing managers and executives required to validate their knowledge to exercise delegated authorities; and
      • 4.1.3.4Functional specialists in the domains identified by the Secretary of the Treasury Board.
    • 4.1.4Informing the departmental chief financial officer when: 
      • 4.1.4.1Mandatory training has been successfully completed by managers and executives, so that delegated signing authorities are granted; and
      • 4.1.4.2Managers or executives have successfully completed their knowledge assessment, so that delegated signing authorities can be updated.
  • 4.2Managers are responsible for the following:
    • 4.2.1Ensuring that employees newly appointed to the public service successfully complete the Public Service Orientation program according to the processes and procedures established by their organization;
    • 4.2.2Ensuring that functional specialists successfully complete the relevant training and validate that they have the knowledge and skills associated with their responsibilities, when applicable;
    • 4.2.3Ensuring that subordinate executives and managers successfully complete the training associated with their legal and policy responsibilities prior to exercising their delegated authorities; and
    • 4.2.4Validating that subordinate managers and executives have the knowledge associated with their legal and policy responsibilities in order to maintain their delegated authorities.
  • 4.3Employees are responsible for the following:
    • 4.3.1Acquiring and maintaining the knowledge, skills and competencies related to their level and functions;
    • 4.3.2Completing training determined to be mandatory by the Treasury Board within the period specified by the Secretary of the Treasury Board;
    • 4.3.3Completing a knowledge assessment leading to the validation of delegated authorities at least every five years, when applicable; and
    • 4.3.4Contributing to the development and completion of learning plans that are aligned with departmental business priorities, while also considering personal career and skills development.

5. Roles of other government organizations

  • 5.1The roles of other government organizations in relation to this directive are described in section 5 of the Policy on People Management.
  • 5.2The Canada School of Public Service is responsible for the following:
    • 5.2.1Working in collaboration with the relevant policy authorities to:
      • 5.2.1.1Ensure that the content of mandatory training courses, programs and knowledge assessment instruments for managers at all levels and newly appointed employees is designed, delivered and kept up to date;
      • 5.2.1.2Ensure that the Public Service Orientation Workshop focuses on employee responsibilities that derive from legislation and related policy instruments;
      • 5.2.1.3Design and deliver assessment instruments that enable managers and executives to validate their knowledge of legal responsibilities at least every five years;
    • 5.2.2Designing courses and programs for functional specialists in areas defined by the employer;
    • 5.2.3Reporting to deputy heads on successful completion of mandatory training and validation assessments by their employees;
    • 5.2.4Developing measures and standards against which to assess its programs and performance related to this directive; and
    • 5.2.5Establishing, with consideration of the level of participants and training time constraints, the proportion of the mandatory training to be devoted to the acquisition of knowledge and its application in the context of their work.

6. Application

  • 6.1This directive applies to the persons employed and organizations listed in section 6 of the Policy on People Management.

7. References

8. Enquiries