Official Languages – Second Language Evaluation (SLE)

Frequently Asked Questions

Revised on March 16, 2021

The requirement to achieve and maintain valid second language evaluation (SLE) results for executives occupying bilingual positions within ESDC has been postponed to fiscal year 2022-2023.

Summary

Performance Management

The 2020-2021 fiscal year will be a transitional one in recognizing the importance of executives in promoting and contributing to a more bilingual work environments and inclusive workplaces. At the start of 2021-2022 fiscal year, all executives occupying bilingual positions within ESDC will be expected to keep their second language evaluation (SLE) results up-to-date to be eligible for performance ratings above a “Succeeded” level.

Talent Management

The new Treasury Board Secretariat (TBS) Directive on Performance and Talent Management for Executives, will impact the eligibility for executives to be assessed as “ready for advancement” or “ready for lateral movement”. All executives appointed to bilingual positions must have a valid SLE result of at least CBC that has not expired at the time the executive’s talent management placement is finalized (at the integrated performance and talent management review meetings which, at ESDC, typically occur in the spring). For further information, executives are encouraged to consult the GCPedia Policy Suite page, which includes FAQs on OL

Here are some Frequently Asked Questions (FAQ) pertaining to the OL requirements for executives at ESDC:

  • What are the impacts if the executive does not have valid second language evaluation (SLE) results on performance ratings and talent map placement?

    An executive who does not meet the language requirements of their position and/or who has expired second language evaluation (SLE) results in a bilingual position will generally not be eligible for:

    • An integrated performance rating above a “Succeeded” level (starting in FY 2021-2022). Second language evaluation (SLE) results and efforts made to achieve SLE results will be considered as part of the year-end executive performance management process;
    • A talent map placement as “ready for advancement” or “ready for lateral movement”.

    Since executives are expected to keep their SLE results up-to-date at all times, SLE maintenance and language training (if needed) should be prioritized as part of the executive’s annual learning and development plan.

  • What happens to performance pay when an executive is on language training?

    Language Training for Full Performance Cycle

    Executives are not eligible for performance pay for the period while on full-time language training. Executives, are however, eligible for in-range salary movement.

    Language Training for Part of the Performance Cycle

    To be eligible for performance pay and in-range salary movement, the executive must have diligently participated in language training and have obtained a rating of “Succeeded” or higher for both the time spent in training and in the job.

    Performance pay (lump-sum) is pro-rated according to time spent in the job during the cycle, and only if the executive has worked a minimum of three consecutive months during the performance cycle.

  • What if there are special work circumstances that did not allow the executive to meet or maintain valid SLE results?

    Senior management should plan appropriately, leveraging the quarterly SLE reports provided by the Human Resources Services Branch, to anticipate and support their executives in meeting or maintaining their language results.

    However, it is understandable that there may be exceptional circumstances, which will be considered by senior management on an individual basis as part of the year-end integrated executive performance management process.

    For the next talent management cycle to be launched in early 2021, to be assessed as “ready for advancement” or “ready for lateral movement,” executives in bilingual positions must have an SLE result with a profile of at least CBC according to the new Directive on Performance and Talent Management for Executives.

  • What are the considerations regarding wait times to update SLE results?

    Managers are expected to be proactive in providing support to their executives in maintaining their second language. Early investment in refresher language training, practice and test preparation would also increase the likelihood of success.

    When planning to book for your SLE tests, keep in mind that testing to update language results are deemed lower priority than for other reasons (e.g. selection process) and they should be booked well in advance. When booking tests, consideration should also be given to the type of SLE testing required.

    Language evaluation requests are to be requested by the executive’s manager through the HRSC portal.

  • What could happen if an executive does not attain the SLE level required for the position?

    The executive can remain in their substantive position, and the manager is expected to provide language training support to the executive.

    Administrative measures would need to be put in place for the functions of the position to be carried out in both official languages.

  • Does having expired but valid second language results impact the executive remaining in their substantive position?

    An executive with valid but expired results is able to remain in their substantive position.