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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.
Human Resources (FTEs) and Planned Spending ($ thousands) | |||||
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2011-12 | 2012-13 | 2013-14 | |||
FTEs | Planned Spending | FTEs | Planned Spending | FTEs | Planned Spending |
29 | 4,632 | 29 | 3,432 | 29 | 3,432 |
Program Activity Expected Results | Performance Indicators | Targets |
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Increased confidence in Canadian federal public institutions | Inquiries and investigations are conducted efficiently and in accordance with the PSDPA |
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Public servants and Canadians are aware of the role and mandate of the Office |
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Recognition of disclosure as a pro-social behaviour |
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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 receive, 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 outreach and education about wrongdoing in the workplace. Discussions and comparative analysis are also conducted with other jurisdictions and leading experts in order to develop leading-edge thinking on disclosure regimes, and share best practices and lessons learned.
Although it is not possible to accurately forecast the volume of enquiries, caseload and average processing times for a given year, the Office reports actual volume information in its Annual Report. A total of 56 disclosures and 16 complaints of reprisal were received by the Office during 2009-10, as reported in the latest Annual Report. During 2011-12, the Office will finalize and implement improved performance indicators and targets that better reflect the contribution of its program activities to federal government.
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:
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.
Human Resources (FTEs) and Planned Spending ($ thousands) | |||||
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2011-12 | 2012-13 | 2013-14 | |||
FTEs | Planned Spending | FTEs | Planned Spending | FTEs | Planned Spending |
10 | 2,236 | 10 | 2,236 | 10 | 2,236 |
Program Activity Expected Results | Performance Indicators | Targets |
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Support to program needs and corporate obligations | The Office is in the process of updating its performance management framework. |
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:
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.