Staffing Values Definitions And Questions To Consider

Fairness

Definition: Decisions are made objectively and free from political influence or personal favouritism. Policies and practices reflect the just treatment of employees and candidates. Candidates have the right to be assessed in the official language(s) of their choice in an appointment process.

Questions to consider: What is the potential impact of this appointment decision on others in the work unit or organization? On the usual area of selection for this group and level? Is this proposed appointee related to anyone in your unit or a personal associate of anyone in your unit? Is this decision free from political influence and personal favouritism?

Accessibility

Definition: Persons from across the country have a reasonable opportunity to apply, to do so in the official language(s) of their choice, and to be considered for public service employment.

Questions to consider: Did you consider anyone else for the position? How did you proceed? Is there a history of unproductive processes?

Transparency

Definition: Information about decisions, policies and practices is communicated in an open and timely manner.

Questions to consider: Has information regarding staffing this position been communicated to employees? Please provide details regarding when and how this was done, and who was present.

Representativeness

Definition: Appointment processes are conducted without bias and do not create systemic barriers in order to help achieve a public service that reflects the Canadian population it serves.

Questions to consider: Does this appointment address a gap in the representation of one or more of the organization's employment equity groups? Was this appointment process conducted without bias? Did it avoid creating systemic barriers in order to help achieve a public service that reflects the Canadian population it serves?