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A Leadership Development Framework for the Public Service of Canada. This page is under review. A new human resources governance regime for the Public Service of Canada was announced in February 2. The changes focused and streamlined the organizational structure for human resources management and provided deputy heads with the primary responsibility of managing the people in their own departments and agencies. Early in 2. 00. 9, the Deputy Ministers’ Public Service Renewal Committee endorsed the attached framework for leadership development in the Public Service. It is intended to be an evergreen reference document that will help guide leadership development efforts at all levels. It sets out proposed principles for an approach to leadership development, including outlining the roles and responsibilities of employees, managers, deputy ministers and central organizations. Introduction. This paper sets out a leadership development framework for the Public Service that is designed to serve several purposes: First, it sets out the principles that underpin how the Public Service as a whole will approach the broad issue of leadership development, both in departments and system- wide. But the basic framework should be clear and strong enough to be worth keeping, even if particular elements change over time. The framework must also be substantive, in the sense that its adoption will carry real consequences . It also draws on experience over the past 2. The framework also reflects consultation with deputies and agency heads, and a continuing dialogue with the Deputy Ministers Committee on Public Service Renewal. Those conversations revealed a wide range of views on the merits of current programs and what should be changed. But almost everyone said there was a need to: take a fresh look at leadership development programs, and situate them properly within a clear strategic framework; place greater emphasis on work experience, and the leadership skills and qualities shown in actual management situations; distinguish the respective responsibilities of deputies and the central agencies. This framework attempts to do all these things. Why a Framework? The simplest answer to this question is that deputies have asked . After all, under the provisions of the new public service employment regime, it is deputies who carry primary responsibility for people management. They have the authority and they have primary accountability for results. This responsibility will be further accentuated by the changes to governance arrangements for human resources management at the centre of government, under which the responsibilities of the central agencies are to be redefined. But beyond this pressing need from the top, the fact is that the Public Service itself is changing rapidly, with nearly 1. As this renewal process continues, there is a pressing need to ensure that the values, skills and experience profile of the leadership cadre are appropriate for the challenges facing Canada over the coming decades. Finally, we need a framework because the world is changing in ways that affect Canada and therefore Canada’s Public Service. Technology, globalization, changing expectations of citizens . The Public Service leaders of tomorrow must be able to manage and lead people whose learning and formative experiences are different from those of the past. They must be able to manage a more diverse workforce, doing different sorts of work, in new ways. These realities shape our needs for leadership and our expectations of leaders. Premises. The leadership development framework set out in these pages starts with the premise that most people can develop their leadership skills through experience and training. It is the responsibility of managers to identify employees with leadership potential and to help them develop their leadership skills through appropriate training and, most importantly, through work experience that challenges them and enables them to grow. Above all, the employee must be fully engaged in the process - willing to lead and be developed. The framework assumes that the Public Service needs leaders that reflect the diversity of the Canadian population with different kinds of expertise and skills. It is the responsibility of senior managers to ensure that their organization is equipped with leaders . It is in the workplace and not the classroom that they show their potential as leaders. This said, the framework also recognizes the importance of more formalized learning, training and skills development, to ensure management excellence overall, including building leadership capacity. Finally, the framework assumes that, in the Public Service, leadership development is based on the key leadership competencies (KLC’s) already defined for the Public Service . Individual departments and agencies, and the system as a whole, must be aware of the qualities and skills they want to see and select and develop leaders with these competencies in mind. Principles. This leadership development framework rests on five principles: The Key Leadership Competencies (with an emphasis on People management) form the foundation of leadership development in the Public Service. Leadership competencies are developed primarily in the workplace and supported by the classroom. The Public Service needs leaders with a variety of skills and a shared set of core values. Individual employees, with support from their managers, have prime responsibility for their own leadership development. Leadership development is about equipping the Public Service to deliver results for Canadians while enriching individual careers. Objectives. The primary objective of this leadership development framework is to define clearly for deputies and for all employees the philosophy and general approach that will be taken to leadership development throughout the Public Service, as a guide to: Policy development, program design and program implementation by central agencies; Program design and implementation by individual departments and agencies; Decision- making by departments and by the Public Service as a whole with respect to. Recruitment of highly- qualified personnel who are representative of the Canadian population; Identification of future leaders; Investments in training and development; Succession planning for management and leadership positions; Whether particular individuals have the competencies and personal qualities required for leadership at different levels of the Public Service; Appointments of the most senior leaders (deputies and ADMs). Understanding how Public Service decisions are underpinned by our core values. A second objective is to define clearly the respective responsibilities of deputies and the central agencies in the area of leadership development and in each case to outline the tools and programs that are available to enable them to fulfill those responsibilities. A third objective, as noted, is to set specific goals, expected results and accompanying performance measures for assessing those results. These goals and yardsticks will be reflected in the human resources plans of departments, and those of the central agencies for the system as a whole. And they will be re- evaluated annually. A key feature of corporate programs developed or re- affirmed under this new framework is that they will contain an explicit commitment to assessing leadership capacity and potential, and, as a result, that they will contain off- ramps when necessary. Roles and Responsibilities. The Public Service Modernization Act, which came into effect in 2. Responsibilities of Deputy Heads. Deputy heads carry primary responsibility for people management in the Public Service. They may be delegated specific authority by the deputy head in relation to people management generally, and leadership development in particular, and they are therefore accountable for how that authority has been exercised. Managers are accountable in particular for: Supporting the development of the leadership capacity of their employees and their organization. Supporting the leadership development program of their organization by providing on- the- job challenges and appropriate training and learning opportunities. Managers have a duty to carry out their responsibilities in people management, and in the specific area of leadership development, in a manner that accords with the Key Leadership Competencies, and the Public Service Code of Values and Ethics. They are also responsible for exercising their management authority in a way that contributes to the achievement of objectives set for their organization by their deputy head, and set for the Public Service as a whole by the Treasury Board or by the Head of the Public Service. Responsibilities of Individual Employees. Employees have primary responsibility for their own careers and therefore for their own professional development, including such things as self- assessment, seeking feedback, requesting support and applying their learning on the job. The Key Leadership Competencies provide a set of skills and behaviours to be developed at every level, from supervisor to Deputy Minister, in the Public Service. In pursuing their careers, employees may participate in leadership development programs operated either by departments and agencies, or by the Public Service as a whole. Participation in such programs is a privilege, not a right, and depends on a variety of factors, notably a determination by management that this investment in an employee would be of present or future benefit to the organization or to the Public Service as a whole. Responsibilities of Central Agencies.
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