Question Period Note: Workforce Adjustments in the Public Service

Is the government laying off employees across the public service?

• In response to changes to programs, activities and budgets, some departments have announced reductions to their workforces.
• This is separate from work underway to review and reduce the
government’s operational spending.
• The spending review is about focusing on priorities and finding ways to better deliver on what matters most for Canadians. It will not be an arbitrary cost-cutting exercise.
• Through Workforce adjustment or career transition provisions, permanent employee whose jobs are no longer required will either be provided the possibility of remaining in the public service by moving to another job or to pursue a range of supports, should they choose to exit the public service.
• Any permanent employee whose job is no longer required can take advantage of workforce adjustment or career transition provisions, depending on their position.

• Employees will either be provided the possibility of remaining in the public service by moving to another job or to pursue a range of supports, should they choose to exit the public service.

• When departments face budget reductions and must reduce their expenditures, they will generally complete a human resources analysis; and consider ending non-permanent staffing, such as contracts, term employees, casual workers and students.
• As needed, and generally as a last resort, departments may consider full-time permanent employees.
• The Work Force Adjustment Directive and Workforce Appendices which form part of collective agreements outline the provisions for workforce adjustment for indeterminate employees.
• Executives are subject to the Career Transition appendices E, F and G of the Directive on Terms and Conditions of Employment for Executives, which facilitate the career transition of executives in a workforce reduction situation.
• The Workforce Adjustment (WFA) provisions can be used when:
o the services of one or more indeterminate employees will no longer be required beyond a specified date due to a lack of work;
o there is a discontinuance of a function;
o a relocation of a work unit in which the employee does not wish to participate; or
o an alternative delivery initiative.
• For executives, Career Transition provisions can be used when there is a:
o lack of work;
o discontinuance of a function, or,
o transfer of work or a function outside those portions of the federal public administration named in Schedule I, IV or V to the Financial Administration Act.
• The aim is to ensure that indeterminate employees whose services are no longer required because of a workforce reduction situation are, wherever possible, provided with alternative employment opportunities.
• The department will confirm to an employee if they will:
o receive a “guaranteed reasonable job offer” at the same level and skill set within the
public service OR
o be provided four options:
 Option A – 12-month surplus priority entitlement – they will be referred to public service jobs
 Option B – Transition Support Measure (TSM) – lump sum payment in exchange for resignation
 Option C (i) – TSM and an Education Allowance
 Option C (ii) – TSM, an Education Allowance and up to 2-year leave without pay
• The department will plan and leverage mobility provisions that are part of executives’ terms and conditions of employment (e.g., they can be redeployed to other positions without consent). And where a career transition situation exists, the department notifies the executive of their timelines and 2 options:
 leave the core public administration and seek employment elsewhere; or,
 seek continuing employment in the core public administration.

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