Talent Management at ESDC
A new Directive on Performance Management came into effect on April 1, 2020. This new directive was part of a Policy Suite Reset initiated by the Treasury Board of Canada Secretariat (TBS) with the aim to create more streamlined and user-centered policy instruments that support improvement in performance and culture.
What does this mean at ESDC?
In the previous directive, talent management plans were solely for employees who had attained the highest ratings in the performance management exercise. In the new directive, the eligibility to benefit from a talent management plan is no longer linked to performance ratings and can be initiated when mutually agreed upon by the manager and employee.
Managers are strongly encouraged to have career conversations with their employees and use the integrated talent management plan in the Treasury Board Secretariat Public Service Performance Management (PSPM) application to develop and track these plans.
What is the difference between a Learning and Development Plan and a Talent Management Plan?
| Learning and Development Plan | Talent Management Plan |
|---|---|
| Mandatory for all employees in departments and agencies of the core public administration to complete in the PSPM application. | A talent management plan can be initiated when mutually agreed upon by manager and employee and completed in the PSPM application. |
| Captures employees’ career goals and aspirations along with planned activities that support the achievement of employees’ established work objectives, expected behaviours and continuous development. | Captures employees’ career goals and aspirations, strengths and areas for development, and activities to support the continued development of employees. |
| i Either plan can include a range of informal and/or formal learning activities targeted at building capacity. | |
Tools to support the development of talent management plans at ESDC:
- Career Conversations:
The Career Conversations suite of tools helps support managers and employees in preparing and having these important conversations.
Roadmap (PDF, 644 KB): Illustrates the steps in the Career Conversations process.
Employee’s Guide (DOCX, 49 KB): Explains the steps that participating employees should take to ensure the best possible experience. It contains detailed explanations about what the manager and the employee need to expect with regard to the conversation.
Employee Questionnaire (PDF, 168 KB): Guides the conversation with key questions.
Manager’s Guide (DOCX, 56 KB): Outlines the steps to help managers prepare for the conversation and suggests questions to facilitate the discussion. It also provides information on what steps to take following the conversation.
- ESDC Competency Dictionary
ESDC’s Competency Dictionary contains the competencies, skills, abilities and personal attributes required of employees throughout the organization in support of ESDC’s mandate. It includes definitions and examples of effective and ineffective behaviours for competencies and skills to show how they can be demonstrated in a daily work context. This resource can be helpful to identify strengths as well as areas of development required to meet career aspirations.
- Public Service Performance Management (PSPM) Application
The talent management plan included in the Public Service Performance Management (PSPM) application should be used to develop and document such a plan.