ARCHIVED - Public Sector Integrity Canada

• Previous Page
• Table of Contents
• Next Page

This page has been archived.

Section II: Analysis of Program Activities by Strategic Outcome

Strategic Outcome

Wrongdoing in the federal public sector is detected, resolved and reported, while public servants are protected from reprisal, resulting in a greater integrity in the workplace.

Program Activity:  Disclosure and Reprisal Management

Human Resources (FTEs) and Planned Spending  ($ thousands)
2010-11		2011-12		2012-13
FTEs	Planned Spending	FTEs	Planned Spending	FTEs	Planned Spending
24	4,191	24	4,888	24	3,771

Expected Results	Increased confidence in Canadian federal public institutions.

Performance Indicators	Targets
Inquiries and investigations are conducted efficiently and in accordance with the PSDPA	Review of current practices and establishment / refinement of all processes and procedures
Public servants and Canadians are aware of the role and mandate of the Office	Reach out to all federal public servants Reach out to the general public
Recognition of disclosure as a pro-social behaviour	Develop tools and best practices Implement the Prevention Strategy

Program Activity Summary

Disclosure and Reprisal Management involves providing advice to federal public sector employees and members of the public who are considering making a disclosure, and to accept, investigate and report on disclosures of possible wrongdoing.  In addition, the program activity involves exercising exclusive jurisdiction over the review, conciliation and settlement of complaints of reprisal, including making applications to the Public Servants Disclosure Protection Tribunal to determine if reprisals have taken place and to order appropriate remedial and disciplinary action.

The program activity also includes initiatives for education and the prevention of wrongdoing in the workplace.  Discussions and comparative analysis are also conducted with other jurisdictions and leading experts from time to time, in order to develop leading-edge thinking on disclosure regimes, and share best practices and lessons learned.

Although it is not possible to forecast volumes of enquiries, caseload and average processing times for a given year, the Office does report actual volume information in its Annual Report.  A total of 55 disclosures and 20 complaints of reprisal were received by the Office during 2008-09, as reported in the latest Annual Report.  During 2010-11, the Office will define improved performance indicators and targets that better reflect the contribution of its program activities to federal government.  Targets relating to processing time effectiveness may be developed based on prior year experiences.

Planning highlights

In order to achieve the expected results of the Disclosure and Reprisal Management program activity, and to maintain focus on the operational priorities outlined in Section I, the Office proposes to undertake the following initiatives, which are listed in relation to each of the operational priorities outlined in Section I:

Provide an efficient, safe and confidential disclosure mechanism, and protect against reprisals relating to disclosures and participation in investigations

• Carry on efforts for improving the effectiveness, efficiency and timeliness of internal procedures related to the handling of disclosure and reprisal protection files, including triage, intake, investigations, etc.
• Complete an update of the Office's strategic outcome(s) and program activities.
• Continue research and development of the Office's performance measurement strategy, in alignment with the updated strategic outcome(s) and program activities.
• Finalize lists of potential experts and investigators who can provide support on a contractual basis in order to help deal with high volumes or complex files.

Inform public servants and Canadians about the role and mandate of the Office

• Undertake outreach initiatives aimed at creating awareness and understanding of the Office's role and mandate among Members of Parliament and Senators.
• Organize a workshop in order to help create awareness with organizations and key individuals involved with disclosure legislation and practices.

Promote a work-place culture in the federal public service that is open to disclosure and protects from reprisal

• Implement various components of the Office's Prevention Strategy, including development of a decision-making model for potential disclosures that will help improve case management practices.
• Maintain liaison with key stakeholders within the federal public sector (such as unions, senior officers responsible for internal disclosure, senior officials for values and ethics, etc.) to discuss actions aimed at promoting desirable workplace culture.
• Continue to exchange ideas with Canadian and international advocacy groups that support disclosers.
• Determine possible approaches for addressing systemic vulnerabilities in the federal public sector previously identified with the assistance of key partners.

Benefits for Canadians

The Disclosure and Reprisal Management program activity aims to enhance confidence in federal public institutions and in those who serve Canadians.  It helps to build effective and credible organizations where public servants and citizens can, in good faith and confidence, raise their concerns about wrongdoing.  It assists federal government organizations in preventing wrongdoing in the federal public service workplace and in promoting integrity.  It also contributes to increasing Canada's reputation as a leader in terms of disclosure regimes.  It is in the public interest to maintain and enhance public confidence in the integrity of public servants.

Program Activity:  Internal Services

Human Resources (FTEs) and Planned Spending  ($ thousands)
2010-11		2011-12		2012-13
FTEs	Planned Spending	FTEs	Planned Spending	FTEs	Planned Spending
10	2,347	10	1,950	10	1,867

Expected Results	Support to program needs and corporate obligations.

Performance Indicators	Targets
The Office will be updating its performance management framework during 2010-11, at which time performance indicators and targets relating to Internal Services may be communicated.

Program Activity Summary

Internal Services are groups of related activities and resources that are administered to support the needs of programs and other corporate obligations of an organization.  In the context of the Office, these groups include:

• Management and Oversight Services
• Communications Services
• Corporate Legal Services
• Human Resources Management Services
• Financial Management Services
• Information Management Services
• Information Technology Services
• Real Property Services
• Materiel Services
• Acquisition Services
• Travel and Other Administrative Services

Planning highlights

In order to achieve the expected results of the Internal Services program activity, and maintain focus on the management priorities outlined in Section I, the Office proposes to undertake the following initiatives, which are listed in relation to each of the management priorities outlined in Section I:

Establish a management infrastructure that is solid and consistent with federal government standards

• Review and improve the governance and organizational structure of the Office, in alignment with the updated strategic outcome(s) and program activities.
• Develop and implement an information management strategy.
• Review workplace health and safety standards for creating a better workplace and ensuring compliance with applicable federal government policies and requirements of the Canada Labour Code.

Implement management practices aimed at fostering a culture that reflects values of integrity, respect, fairness, and professionalism

• Finalize development of an integrated human resources management plan for the Office, including strategies relating to staffing and retention, temporary or contractual help, succession planning, learning and growth, performance agreements, etc.
• Implement mechanisms for facilitating internal communications, the sharing of information and the transfer of knowledge among employees of the Office.
• Develop a code of conduct for employees of the Office that is consistent with the Values and Ethics Code for the Public Service.

Benefits for Canadians

The Internal Services program activity contributes to the effectiveness and efficiency of program operations, the appropriate management of resources, the safeguarding of public assets, the reporting of reliable and timely information, and the compliance of activities with applicable legislation, regulation, policies and delegated authorities.  It also contributes to the promotion of public service values and the creation of a healthy work environment.

• Previous Page
• Table of Contents
• Next Page