Policy Statement
Departments and agencies may develop succession planning strategies to ensure the availability of qualified replacements with the required skills and competencies to fill unexpected or upcoming vacancies within their organization.
Application
This policy applies to all organizations specified in Schedule A of the Public Service Commission Act, and to positions in those organizations not otherwise excluded by Section 4 thereof.
Definitions
For the purpose of this policy:
Delegated Staffing Authority – delegated authority from the PSC to another government entity to exercise and perform powers and functions of the PSC related to appointment and promotion.
Succession Planning – human resource planning designed to promote the development of qualified candidates for future vacancies.
Roles and Responsibilities
Department/Agency
The department/agency is responsible for the development of a Succession Plan in consultation with the Treasury Board Secretariat subject to PSC approval.
The plan shall:
- ensure that the succession planning strategy is merit-based, fair, equitable and transparent;
- include assessment systems that can measure the development of skills, competencies and knowledge within the organization;
- identify existing competencies related to both leadership needs and the area of work; and
- include coaching, mentoring, training and recruiting methods that match personnel requirements and future needs.
Delegated Staffing Authority
It is the responsibility of the entity that holds Delegated Staffing Authority to:
- ensure that the succession planning strategy is merit-based, fair, equitable and transparent.
Public Service Commission
The Commission shall:
- approve the succession plan;
- monitor and audit to ensure compliance with the approved plan;
- provide guidance and interpretation of this policy; and
- adjudicate complaints related to the application of this policy pursuant to the Public Service Commission Act.