Visit Note for the President of the Public Service Commission of Canada with Peter Routled 服务加拿大原文件

MeetingbetweenPatrickBorbey,PSCPresident,andPeterRoutledge,SuperintendentofFinancialInstitutions,OfficeoftheSuperintendentofFinancialInstitutions

*InformationvalidasofAugust2021

Introduction

DeputyHead

PeterRoutledgewasappointedastheSuperintendentofFinancialInstitutions,OfficeoftheSuperintendentofFinancialInstitutions(OSFI),effectiveJune29,2021.

Mr.RoutledgeisexercisingthePublicServiceCommission’s(PSC)authorityforthefirsttimeasDeputyHead(DH).AcopyoftheNewDirectioninStaffing(NDS)highlightsforDHsisattachedas

AnnexA

.

OrganizationalContext

Mandate

OSFIisaseparateagencyreportingtotheMinisterofFinance.OSFIsupervisesandregulatesfederallyregisteredbanksandinsurers,trust,andloancompanies,aswellasprivatepensionplanssubjecttofederaloversight.AsCanada’sindependentprudentialfinancialregulator,OSFIisfocusedonfinancialstabilityandonthesolvency,liquidity,andsafetyandsoundnessofsome400federallyregulatedfinancialinstitutionsand1,200privatepensionplans.OSFI’smandateistoprotecttheinterestsofdepositors,policyholders,creditors,andpensionplanmembers,whileacknowledgingtheindustry’sneedtocompeteeffectivelyandtakereasonablerisks.

Challenges

OSFI'stotalspendingincreasedby15.1%in2019-20duetotheimplementationofOSFI’sStrategicPlan2019-22,thePhoenixsettlementandsalaryadjustmentspursuanttotheratificationofthecollectiveagreementforOSFIemployees.Theincreaseof52FTEsin2019-20andtheforecastedincreaseof102FTEsinthesubsequenttwoyears,largelyunderFinancialInstitutionandPensionPlanRegulationandSupervisionandinInternalServices,aremainlyduetotheimplementationofOSFI’sStrategicPlan2019-2022andtheaccelerationofotherworksuchastechnologyprojectsduetotheCOVID-19pandemic.

PopulationandStaffingActivities

Population

OSFIisamediumorganizationthathasapopulationof902employees(asofMarch

31,

2021).Inthe2020-2021fiscalyear,OFSIcompleted293staffingactions.

StaffingActivities

In2020-2021,OSFIprocessedatotalof293staffingactions:

183appointmentstothepublicservice(includingcasualworkersandstudents)

18casualworkers

84students

81others

72promotions

19actingappointments(4monthsormore)

19lateralanddownwardmovements

Thetenuredistributionoftheseactivitiesisasfollows:

168indeterminate

84students

23terms;and

18casuals.

Pleasereferto

AnnexB

foradditionaldetailsonstaffingactivities.

TimetoStaff

ThereareinsufficientdatatoprovidetimetostaffresultsforinternalorexternalstaffingprocessesatOSFI.

StaffingFramework

NewDirectioninStaffingImplementation

OSFIupdatedtheirstaffingframework,effectiveAugust4,2016,toalignwithNDSrequirements.TheyhavesharedtheirAppointmentPolicywiththePSC.TheSSAcurrentlyhasnoindicationaboutanupdatetotheirsub-delegationinstrument.

AppointmentDelegationandAccountabilityInstrumentAnnexDReporting

UseofthePublicServiceOfficialLanguagesExclusionApprovalOrder(PSOLEAO)andthePublicServiceOfficialLanguagesAppointmentRegulations(PSOLAR)

In2020-2021,thedepartmentreportedexclusionsunderthePublicServiceOfficialLanguagesExclusionApprovalOrderandPublicServiceOfficialLanguagesAppointmentRegulations.Thedepartmentalsoreportedthat3oftheexclusionswereextendedovertheinitialtwo-yearperiodtobecomebilingual.Asaresult,therewasonenon-compliantsituationthatwasresolvedbytheorganizationinMay2021,atthePSC’ssatisfaction.Theremaining2situationsconcernemployeesthatarestillwithintheirallottedtimeformeetingtheofficiallanguagerequirementsoftheirrespectivepositionsandtheywillpursuetheirlanguagetrainingasscheduled.Shouldtheynotmeettherequirements,theywillbeappointedordeployedtoapositiontowhichtheymeetlanguagerequirementsandotherapplicablemeritcriteriabeforetheendoftheallowedexemptionperiod.

ApprovedDeputyHeadExceptionstotheNationalAreaofSelection(NAOS)RequirementsforanExternalAdvertisedAppointmentProcess

OSFIreportedthattheDHdidnotapproveanyexceptiontotheNAOS.

ResultsofOrganizationalCyclicalAssessment

OSFIisexpectedtosubmittheircyclicalassessmentfortheperiodofApril1,2016,andMarch31,2021,byOctober1,2021atthelatest.

InquiriesandTrends

FromApril1,2020,toMarch31,2021,OSFImade29inquiriestothePSCStaffingSupportAdvisor.Ofthese,17wererelatedtoCOVID-19measuresinplace,1wasrelatedtodiversityandinclusionand1wasrelatedtochangestothePublicServiceEmploymentAct(PSEA).

Thefollowingisaspreadofinquiriesinaccordancetotopicsaddressed:

15inquiriesregardingassessment

3inquiriesregardinglegislation

4inquiriesregardingdelegatedauthorities

2inquiriesregardingthePSC’Sappointmentpolicy

1inquiryregardingthePSCwebsite

4inquiriesregardingtopicsoutsidethePSCmandate.

Topicsaddressedintheseinquiriesweresimilartothoseofotherorganizations,inlightoftheCOVID-19pandemics.

Oversight

Audits

OSFIwasamongthe30organizationsthatparticipatedintheAuditofEmploymentEquityRepresentationinRecruitmentpublishedinJanuary2021.Ofthe181appointmentprocessesexaminedaspartoftheaudit,9werefromOSFI.TheparticipationofOSFIinthisauditwasmuchappreciated.

OSFIhasnotbeenincludedinanyPSCaudit/oversightprojectsthatareunderway.

Investigations

TherehavenotbeenanyinvestigationsbythePSConactivitiesfallingunderthePSC’sjurisdictionandnoinvestigationwasconductedbythePSCforOSFIsinceDecember2017.

StaffingandNon-PartisanshipSurveyResults

Overall,OSFI’sStaffingandNon-PartisanshipSurvey(SNPS)resultsaresimilarincomparisonwithothermediumorganizationsandthepublicservice,withafewexceptions.

BelowarekeyfindingsfromOFSI’s2018SNPSresults:

67.9%ofemployeesagreedthatpeoplehiredcandothejob,comparedto67.6%inorganizationsofsimilarsize,and53.8%inthefederalpublicservice

44.6%ofmanagersagreedthattheNewDirectioninStaffinghasimprovedthewaytheyhireandappointpersonstoandwithintheirorganization,comparedto69.4%inorganizationsofsimilarsize,and56.1%inthefederalpublicservice

86.8%ofmanagersagreedthatwithintheirorganization,theadministrativetostaffapositionisburdensome,comparedto84.0%inorganizationsofsimilarsize,and87.9%inthefederalpublicservice.

52.2%ofmanagersindicatedthattheyhavelimitedornounderstandingoftheprovisionsthathelpveteransgainemploymentinthefederalpublicservice,comparedto32.3%inorganizationsofsimilarsize,and34.2%inthefederalpublicservice.

DiversityProfile

OSFIisabovetherepresentationformembersofvisibleminoritiesat39.7%.However,theorganizationisbelowworkforceavailabilityfor:

Women,whorepresent51.2%ofitsworkforce,whiletheWFAis52.7%

Indigenouspeoples,whorepresent1.4%ofitsworkforce,whiletheWFAis4.0%

Personswithdisabilities,whorepresent3.9%ofitsworkforce,whiletheWFAis9.0%

Table1-DiversityProfile

DesignatedGroup

PublicService

WorkForceAvailability(WFA)

OfficeoftheSuperintendentofFinancialInstitutions(2019-2020)

OfficeoftheSuperintendentofFinancialInstitutionsEEdatafrompreviousyear(2018-2019)

Representationacrossthe

PublicServiceofCanada

Women

52.7%

52.1%

51.3%

55.0%

Indigenouspeoples

4.0%

1.4%

1.5%

5.1%

PersonswithDisabilities

9.0%

3.9%

3.6%

5.2%

MembersofVisibleMinorities

15.3%

39.7%

37.1%

17.8%

Source:

2019-2020AnnualEmploymentEquityReport–OfficeoftheSuperintendentofFinancialInstitutions

Theorganizationshouldtakeactiontoclosethegapsforwomen,Indigenouspeoples,andpersonswithdisabilities,andcontinuetomakemerit-basedappointmentsofmembersofthedesignatedgroupswhenrequiredtoensureongoingrepresentativenessofitsworkforce.

TheClerkofthePrivyCouncilaskedseniorleaderstocommittomakingmeasurablechangetothediversityandinclusivenessofthepublicservicewhichincludesthecreationofstaffingplanstocloserepresentationgapsforemploymentequitygroups.Thedatabelowhighlightsthefall2020gapinrepresentationofpersonswithdisabilities(PWD)atOSFIandtheestimatedlevelofrecruitmentrequiredtoclosethisgapwithinthenextfiveyears,takingintoconsiderationfactorssuchasattrition.

RepresentationofPWDin2018-2019:3.6%

Workforceavailability(WFA)forPWD:9.0%

GapbetweenWFAandrepresentation:5.4%

Closingthegap:asoffallof2020,PWDpopulationincreaserequiredtoreachWFAover5years:43

Closingthegap:asoffall2020,recruitmentofPWDrequiredtoachievepopulationincreaseover5years(estimate):

78

PriorityEntitlementsandVeterans

AppointmentsofPersonswithaPriorityEntitlement

FromApril1,2020,toJun30,2021,OSFIhasnotappointedanypersonswithapriorityentitlement(PPE).

AppointmentsofPersonswithaCanadianArmedForces(CAF)PriorityEntitlement

SincethecomingintoforceoftheVeteransHiringActonJuly1,2015,untilAugust20,2020,OSFIdidnotmakeanyappointmentofpersonswithaCAFPriorityEntitlement.

PriorityClearanceRequests

FromApril1,2020,toAugust20,2021,OSFIsubmitted284priorityclearancerequests.

Table2-PriorityClearanceRequests

PriorityClearanceType

Amount

Percentage

Internaladvertisedprocesses

Internaladvertised(12)

Appointmentfromapreviouslyestablishedpool(12)

EmploymentEquity(EE)process(1)

49

5

1

17.2%

1.8%

0.4%

Internalnon-advertisedprocesses

43

15.1%

Externaladvertisedprocesses

Externaladvertised(43)

Appointmentfromapreviouslyestablishedpool(25)

EEprocess(4)

135

17

0

47.5%

6%

0%

Externalnon-advertisedprocesses

31

10.9%

Appointmentofpersonswithapriorityentitlement(includestermandindeterminateappointments)

0

0%

Studentbridging

3

1.1%

Section43

0

0%

Total

284

100%

Source:PriorityInformationManagementSystem

COVID-19RelatedPriorityClearanceRequests

SincethePriorityEntitlementsPolicyDivisionbeganmonitoringpriorityentitlementclearancesrelatedtoCovid-19,OSFIhasnotsubmittedanyrequesttothePSC.

PersonswithaPriorityEntitlement

AsofJuly2,2021,OSFIhad3activatedpersonswithpriorityentitlementinthePriorityInformationManagementSystem.

Non-PartisanshipinthePublicService

Inthepastfiveyears,thePSChasnotreceivedanycandidacypermissionrequestsfromemployeesofOSFI.

Theresultsofthe2018StaffingandNon-PartisanshipSurveyindicatethatthelevelofawarenessofemployeesatOSFIabouttheirrightsandresponsibilitiesofparticipatinginpoliticalactivitiesis75.1%,comparedwith80.1%ofthepublicservice.

RecruitmentPrograms

FederalInternshipProgramforCanadianswithDisabilities

OSFIisnotcurrentlyparticipatingintheFederalInternshipProgramforCanadianswithDisabilities(FIPCD).TheFIPCDisanexcellentinitiativetocontributetotheGovernmentofCanada’sAccessibilityStrategybyhavinganinternandsupportingtheminskilldevelopmenttoincreasetheiremployability.Theprogramalsooffersfora50%salaryreimbursementtohiringdepartmentsforthedurationoftheinternshipperiod.Inaddition,theprogramprovidesmanagersandinternswithcareercoachingservicesandtoolstosupporttheinterns’developmentsuchasrecommendedtrainingofferedbytheCanadaSchoolorPublicService.

ShouldOSFIwishtohireinterns,theymaycontactthePSCtoexplorethisoptionat:

cfp.diversitedetalent-talentdiversity.psc@canada.ca

EmploymentOpportunityforStudentswithDisabilities/IndigenousStudentEmploymentOpportunity

OSFIsubmittedfiverequestsforreferralsforstudentswithdisabilitiesandfiveforindigenous

studentsthroughFSWEPbetweenApril30,2020,andJune30,2021.TheEmploymentOpportunityforStudentswithDisabilities(EOSD)andtheIndigenousStudentEmploymentOpportunity(ISEO)areexcellentrecruitmentoptionstoincreasediversityintheworkplacebyhiringstudentslivingwithdisabilitiesorindigenousstudents.Managersandstudentsareprovidedwithresources,suchasonboardingtools,training,andnetworkingevents.Thecandidatesfromboththeseinitiativesareavailableyear-roundintheFSWEPongoinginventory.

NumberofavailablestudentsinEOSDAsofJune30,2021

:4,407

NumberofavailablestudentsinISEOAsofJune30,2021

:2,067

FederalStudentWorkExperienceProgram

OSFI hassubmitted16requestsforreferralsthroughFSWEPoverthelastyear,betweenApril30,2020,andJune30,2021.Moreover,OSFIhired53studentsthroughtheFSWEPprograminthelast4years.Thisprogramisanexcellentwayforanorganizationtorenewitsworkforceandbringnewenergy,ideas,andapproachestoitsworkplace.Thereare68335AsofJune30,2021

studentsavailableinthisprogram.

Post-SecondaryRecruitment

For2020-2021,OSFIhassubmitted,4requestsforreferralsfromexistingPSRinventoriestostaffatotalof4positionsintheAdministrativeServices(AS,PM)field,forwhich17candidateswerereferred.

ParticipationinInitiativesRelatedtotheHiringofIndigenousPeoples

AlthoughthePSChasnotcollaboratedwithOSFIonspecificinitiatives,theIndigenousCareerPathway(ICP)isaninitiativethatmaybeofinteresttothemforthehiringofIndigenousPeople.Theymaycontactthe

AboriginalCentreofExpertise

formoreinformation.

ThePSC’sAboriginalCentreofExpertiseandtheTreasuryBoardSecretariat’sOfficeoftheChiefHumanResourcesOfficerhavedevelopedanICPthatmaybeofinteresttoOSFI.Itprovidesinformationonindigenousrecruitment,careerprogression,aswellasdevelopmentandretention:

The

InventoryofIndigenousApplicants

facilitatesthematchingbetweenhiringmanagersandcandidatesbysourcingindigenoustalentsfromexistinginventoriesofthePSCandproactivelypromotingtheirprofilestofederalorganizations.AsofApril28,2021,therewere20studentsavailable.

TheIndigenousRecruitmentToolkitprovidesarepositoryoftools,resourcesandadviceonindigenousrecruitment,outreach,andinitiativesthatPSCandotherdepartmentsoffer.

MoreinformationabouttheIndigenousrecruitmentprogramsisavailableonthe

Indigenousrecruitment–Informationforhiringmanagers

website.

StaffingSupport

PublicServiceCommissionRepresentativesandOrganizationalContacts

TheStaffingSupportAdvisor(SSA)assignedtothisorganizationisDanielMorin,theprimaryorganizationalcontact(s)isDominiqueMartel,Manager,CorporateHRPolicyandProgramsandtheHeadofHRisNatalieHarrington,ManagingDirector,HumanResourcesandAdministration.

PREPAREDBY:

YannickFortin,

StaffingSupportAdvisor

APPROVEDBY:

_______________________

ApprovedbyLynnBrault

DirectorGeneral,StaffingSupport,PrioritiesandPoliticalActivitiesDirectorate,

PolicyandCommunicationsSector

_______________________

Date

___electronicallysigned____

ApprovedbyGaveenCadotte

Vice-President,PolicyandCommunicationsSector

_____August26,2021___

Date

Annexes:

AnnexA–TheNewDirectioninStaffing(NDS)highlightsforDHs

AnnexB-DataonPopulationandStaffingActivities

AnnexA

Highlightsfordeputyheads

ANewDirectioninStaffing–AMerit-BasedSystemThatisEffective,EfficientandFair

AppointmentPolicy

Newfocusoncorerequirementstoprovidesub-delegatedpersonswithgreaterdiscretioninmakinganappointment

OneAppointmentPolicy,noduplicationoflegalrequirements

Broaderfocusonvalues-basedsystem,awayfromrules-basedsystem

AppointmentPolicysupportedbystreamlinedguidance:

Aroadmaptothelegislative,regulatoryandpolicyrequirements

Optionsandconsiderationsfordecision-makingwherethereisdiscretion

Clearexpectationsforpriorityentitlements

NorestrictionsonassessmentmethodsforEXappointments

ExceptionstoNationalAreaofSelectionapprovedbydeputyhead

Delegation

Newabilitytocustomizeorganizationalstaffingsystembasedonuniquecontextandevolvingbusinessneeds

Deputyheadsestablishadirectionontheuseofadvertisedandnon-advertisedappointmentprocesses

Deputyheadstoestablishrequirement(s)forsub-delegatedpersonstoarticulate,inwriting,theirselectiondecision

Clarityonrequirementsrelatedtoinvestigations

Attestationformtoreinforcetheaccountabilitiesofsub-delegatedpersons

AllPSCmonitoringandreportingrequirementsnowfoundintheAppointmentDelegationandAccountabilityInstrument

MonitoringandReporting

Monitoringbuiltbyorganizations,targetedtotheirneeds

AnnualDepartmentalStaffingAccountabilityReportnolongerrequired

AnnualreportingtothePSClimitedto:

UseofPublicServiceOfficialLanguageExclusionApprovalOrder

ExceptionstotheNationalAreaofSelectionapprovedbythedeputyhead

Resultsofanyinternalinvestigations

ActionstakenfollowinganyPSCinvestigationsoraudits.

Deputyheadresponsibleforongoingmonitoringoforganizationalstaffingsystembasedontheorganization’suniquecontext

Assessmentofadherencetorequirements,basedonorganization’sownrisks,everyfiveyears,ataminimum.

PSCOversight

System-widefocus

Government-widecomplianceauditeverytwoyears

RenewedSurveyofStaffingadministeredinalternatingyearswithgovernment-wideaudit

System-wideeffectivenessandefficiencyreviewstosupportcontinuousimprovement

TargetedPSCauditsasaresultofidentifiedsystem-wideororganizationalrisksorattherequestofthedeputyhead

Investigationsconductedwhenthereisreasontobelievetherewaspoliticalinfluence,fraud,orimproperconductinanappointmentprocess

ThisdocumentshouldbereadinconjunctionwiththePublicServiceEmploymentAct,thePublicServiceEmploymentRegulations,thePSCAppointmentPolicyandthePSCAppointmentDelegationandAccountabilityInstrument.

ProducedbyDataServicesandAnalysisDirectorate(PSC)–UpdatedonJuly15,2019

AnnexB

OfficeoftheSuperintendentofFinancialInstitutions

PopulationbytenureasofMarch31,2021

Figure1-PopulationbytenureasofMarch31

Table1-PublicServiceEmploymentActpopulationbytenureasofMarch31

Year

Indeterminatepopulation

Termpopulation

Casualpopulation

Studentpopulation

Totalpopulation

AsofMarch31,2016

627

25

9

5

666

AsofMarch31,2017

649

19

9

12

689

AsofMarch31,2018

679

18

9

12

718

AsofMarch31,2019

719

21

6

21

767

AsofMarch31,2020

788

19

10

30

847

AsofMarch31,2021

837

26

6

33

902

PopulationbylanguagerequirementsasofMarch31,2021

Figure2-PopulationbylanguagerequirementsasofMarch31,2021

Table2-PublicServiceEmploymentActpopulationbylanguagerequirementsoftheposition,asofMarch31,2021

Linguisticrequirementsoftheposition

PopulationasofMarch

31,2021

PercentageofpopulationasofMarch31,2021

Bilingual

67

54%

Unilingual

58

46%

Unknowns

777

NotApplicable

PopulationbyoccupationalgroupasofMarch31,2021

Figure3-PopulationbyoccupationalgroupasofMarch31,2021

Table3-Topoccupationalgroups,asapercentageofthePublicServiceEmploymentActpopulationasofMarch31,2021

Occupationalgroup

PopulationasofMarch31,2021

PercentageofpopulationasofMarch31,2021

RE–RegulatoryEnforcementGroup

869

100%

Unknowns

33

NotApplicable

PopulationbyregionasofMarch31,2021

Figure4-PopulationbyregionasofMarch31,2021

Table4-Distributionbyregion,asapercentageofthePublicServiceEmploymentActpopulationasofMarch31,2021

Region

PopulationasofMarch31,2021

PercentageofpopulationasofMarch31,2021

NationalCapitalRegion(NCR)

396

44%

Non-NCR

506

56%

Unknown

0

NotApplicable

Externalindeterminatehiresbyoccupationalgroup,2020-2021

Figure5-Externalindeterminatehiresbyoccupationalgroup,2020-2021

Table5-Externalindeterminatehiresbytopoccupationalgroups,forfiscalyear2020-2021

Occupationalgroup

Numberofindeterminatehiringactivities

Percentageofallindeterminatehiringactivities

RE–RegulatoryEnforcementGroup

59

98%

CS–ComputerSystems

1

2%

Other

0

0%

Total

60

100%

Staffingbyregion

Figure6-Staffingbyregion

Table6-PercentageofstaffingactivitiesintheNationalCapitalRegioncomparedwithallotherregionsbyfiscalyear

Fiscalyear

PercentageofstaffingactivitiesintheNationalCapitalRegion(NCR)*

Percentageofstaffingactivitiesinallotherregions

(Non-NCR)*

2016-2017

40%

60%

2017-2018

36%

64%

2018-2019

38%

62%

2019-2020

44%

56%

2020-2021

51%

49%

*Regionaldistributionexcludesunknowns

Staffingbyappointmentprocesstype

Figure7-Staffingbyappointmentprocesstype

Table7-Numberandpercentageofstaffingactivitiesbytypeofappointmentprocessandfiscalyear

Fiscalyear

Non-advertisedappointments(excludesunknowns)

Advertisedappointments

PercentageofNon-advertisedappointments

2016-2017

4

53

7%

2017-2018

11

103

10%

2018-2019

34

79

30%

2019-2020

39

107

27%

2020-2021

42

65

39%

Includesindeterminateandspecifiedtermappointments

Excludeslateralanddownwardmovements,deployments,andactingappointmentsoflessthan4months

Includesonlyappointmentswheretheappointmentprocesstypeisknown(50%to71%ofappointments)

Staffingbyappointmenttype

Figure8-Staffingbyappointmenttype

Table8-Staffingactivitiesbyappointmenttypeandfiscalyear

Fiscalyear

Promotions

Lateralanddownwardmovements

Appointmentstothepublicservice(includescasualsandstudents)

Actingappointments(excludesappointmentsoflessthan4months)

Total

2016-2017

48

17

97

17

179

2017-2018

68

17

118

18

221

2018-2019

61

24

155

28

268

2019-2020

95

26

206

16

343

2020-2021

72

19

183

19

293

Staffingbytenure

Figure9-Staffingbytenure

Table9-Staffingactivitiesbytenureandfiscalyear

Fiscalyear

Indeterminatestaffingactivities

Termstaffingactivities

Casualstaffingactivities

Studentstaffingactivities

Totalstaffingactivities

2016-2017

118

13

18

30

179

2017-2018

162

15

15

29

221

2018-2019

175

21

20

52

268

2019-2020

220

19

29

75

343

2020-2021

168

23

18

84

293

Keyfindings-Staffingandnon-partisanshipsurvey(2018)

67.9%ofemployeesagreedthatpeoplehiredcandothejob,comparedto67.6%inorganizationsofsimilarsize,and53.8%inthefederalpublicservice

44.6%ofmanagersagreedthattheNewDirectioninStaffinghasimprovedthewaytheyhireandappointpersonstoandwithintheirorganization,comparedto69.4%inorganizationsofsimilarsize,and56.1%inthefederalpublicservice

86.8%ofmanagersagreedthatwithintheirorganization,theadministrativetostaffapositionisburdensome,comparedto84.0%inorganizationsofsimilarsize,and87.9%inthefederalpublicservice.

Studentprogramhires

Figure

SEQFigure\*ARABIC

10

-Studentprogramhires

Table10-Studentstaffingactivitiesbyrecruitmentprogramandfiscalyear

Fiscalyear

FederalStudentWorkExperienceProgram

Post-SecondaryCo-op/InternshipProgram

ResearchAffiliateProgram

Total

2016-2017

7

23

0

30

2017-2018

5

24

0

29

2018-2019

11

41

0

52

2019-2020

18

57

0

75

2020-2021

19

65

0

84

Post-SecondaryRecruitmentProgramandformerstudenthires

Figure

SEQFigure\*ARABIC

11

-Post-SecondaryRecruitmentProgramandformerstudenthires(indeterminateandterm)

Table11-Post-SecondaryRecruitmentProgramandformerstudenthiresbyfiscalyear(indeterminateandterm)

Fiscalyear

Post-secondaryRecruitment(PSR)

Formerstudenthires*

2016-2017

1

2

2017-2018

0

6

2018-2019

0

8

2019-2020

0

5

2020-2021

0

8

*Hiringofformerstudentsincludesindeterminateandtermhireswithexperienceinafederalstudentrecruitmentprogramwithinthelast10years.

Internaltimetostaff

Figure12-Internaltimetostaff-Publicservicemedian=208days,2020-2021

Internaltimetostaff

ThedataisinsufficientforprovidingresultsoninternalprocesstimesfortheOfficeoftheSuperintendentofFinancialInstitutions.

Figure

SEQFigure\*ARABIC

13

-Internaltimetostaff–OfficeoftheSuperintendentofFinancialInstitutionsmedian=Datainsufficient

HYPERLINK

Internaltimetostaffdatatableavailablehere

Internaltimetostaffiscalculatedasthenumberofcalendardaysbetweentheopeningdateoftheadvertisementandthedateofthefirstnotification.

Internaltimetostaffforfiscalyear2020-2021

Themedianinternaltimetostaffforthepublicservice(organizationssubjecttothePublicServiceEmploymentAct)forfiscalyear2020-2021is208days.ThedataisinsufficientforprovidingresultsonexternalprocesstimesfortheOfficeoftheSuperintendentofFinancialInstitutions.

Internaltimetostaff

Table12-Internaltimetostaff

Numberofcalendardays

ThenumberofinternalappointmentsforwhichtheTTS-IAwaswithinthespecifiednumberofcalendardaysfororganizationssubjecttothePublicServiceEmploymentAct

0calendardays

0

0to29calendardays

10

30to59calendardays

67

60to89calendardays

147

90to119calendardays

203

120to149calendardays

191

150to179calendardays

174

180to209calendardays

168

210to239calendardays

136

240to269calendardays

125

270to299calendardays

114

300to329calendardays

79

330to359calendardays

74

360to389calendardays

66

390to419calendardays

56

420to449calendardays

46

450to479calendardays

34

480to509calendardays

28

510to539calendardays

27

540to569calendardays

19

570to599calendardays

10

600to629calendardays

13

630to659calendardays

13

660to689calendardays

12

690to719calendardays

7

720to749calendardays

10

750to779calendardays

8

780to809calendardays

8

810to839calendardays

3

840to869calendardays

5

870to899calendardays

6

900to929calendardays

3

930to959calendardays

2

960to989calendardays

2

Morethan990calendardays

36

Externaltimetostaff

Figure

SEQFigure\*ARABIC

14

-Externaltimetostaff-Publicservicemedian=250days,2020-2021

Externaltimetostaff

ThedataisinsufficientforprovidingresultsonexternalprocesstimesfortheOfficeoftheSuperintendentofFinancialInstitutions.

Figure

SEQFigure\*ARABIC

15

-Externaltimetostaff–OfficeoftheSuperintendentofFinancialInstitutionsmedian=Datainsuffic