Deployment

• Term or Indeterminate (advertised* and non-advertised**) - Not subject to merit (other than official language requirements and the Treasury Board Secretariat (TBS) qualification standards for the occupational group being staffed) and not subject to recourse to the Federal Public Sector Labour Relations and Employment Board (FPSLREB).

However,

• Sub-delegated managers are to ensure that the employee possesses the necessary competencies to meet the operational requirements of the work to be performed.

*Advertised – A process is advertised when candidates in the area of selection are invited, through an advertisement on the GC Jobs website, to apply.

**Non-Advertised– A process is non-advertised when the sub-delegated manager hires a candidate without an advertisement.

The Public Service Commission's (PSC) Reference List — Organizations, identifies all of the federal public service organizations and specifies whether their employees can be deployed to departments and agencies subject to the Public Service Employment Act (PSEA).

• The language requirements of the position must be met.
• Unilingual positions - The candidate's ability in the language of the position must be assessed by the hiring manager/assessment board.
• Bilingual positions – Candidates must have valid Second Language Evaluation (SLE) results. The candidate's second official language is assessed using the Public Service Commission's SLE Tests. The candidate's first official language (FOL) is assessed by the hiring manager/assessment board.
  • The deployed employee is eligible for the bilingualism bonus, in accordance with the Bilingualism Bonus Directive.
  • The Manager's Guide to Non-Imperative Staffing indicates the situations and conditions for which non-imperative staffing could be considered.

• Employees must have a valid security clearance that meets the security level required for the position being staffed.
• For new hires to ESDC or employees moving into a position requiring a security clearance at a higher level than the level they currently possess, submit security clearance requests to the appropriate Regional Security Office (RSO) as early as possible.
• Refer to the Validation of Security for Staffing Requests Chart to know the security confirmation process for your staffing action.

• The Policy on COVID-19 Vaccination for the Core Public Administration requires all employees to be fully vaccinated or have a supported accommodation measure due to a certified medical contraindication, religion or other prohibited ground of discrimination as defined in the Canadian Human Rights Act (CHRA).
• The vaccination requirement took effect on October 6, 2021, and it is a condition of employment.
• Refer to the Validation of Vaccination Requirement for Staffing Requests web page to know the validation process for your staffing action.

• The start or end date cannot be on a statutory holiday or on a weekend (unless the employee is actually required to work that day).
• For information on work schedules, consult the Guidance Document on Work Schedules for Employment Offers.
• A deployment cannot occur without the employee's consent.
• A deployment does not constitute an appointment. It cannot be a promotion and cannot change the tenure of employment from specified term to indeterminate.
• If an extension to a term employment is required at the same time as the deployment, include this information in your request. HR will proceed with both staffing actions at the same time.

Reimbursement of relocation expenses may apply; managers must contact the National Relocation Office nc-relocation-reinst@servicecanada.gc.ca* before initiating a discussion with the employee/candidate and/or submitting a request to the HRSC Portal, whichever comes first, when:

• the staffing action involving an employee is of a duration of more than one year (366 days or more) and;
• the work location of the position to be staffed differs from the one previously occupied by the employee.

*with the exception of the movement of an employee from a position in the National Capital Region (NCR) to another position in the NCR.

For more information, visit Treasury Board's website on Deployment – You may want to know.

• Candidate assessment: Although deployments are not subject to merit, employees must meet the qualification standards. The assessment must therefore include:
  • Proof of Education (if not already provided during the process).
    • Consult the Manager's Tool on Proof of Education and Occupational Certification to determine the required documentation.
• COVID-19 Vaccination Requirement: Consult the Validation of Vaccination Requirement for Staffing Requests web page to know the confirmation process for your staffing action.

• Security: Refer to the Validation of Security for Staffing Requests Chart to know the security confirmation process for your staffing action.
• Proof of Employee status: Confirmation of the employee's substantive group and level and tenure in the previous department or agency (i.e., letter of offer, PeopleSoft print screen from).

• Occupational Certification: Evidence that the candidate meets as per the TBS qualification standards (i.e., CPA).
• Non-Imperative Staffing:
  • You may provide the approval using the Request for Non-Imperative Staffing of Bilingual Positions (Optional) - Form (DOCX, 35 KB) or any other format (ensure information from sections B, C, and D of the form are included with the approval). The request must be approved by the staffing sub-delegated manager. See Type of Approval Required.
  • Plus, Statement of Agreement to Become Bilingual (PDF, 1.3 MB) or Request for Exclusions of Persons Eligible for Immediate Annuity - Form (DOCX, 32 KB).
• Dual Remuneration: A written certification from the delegated authority of the organization in which the person occupies their substantive position that the performance of additional service in another organization does not impair the person's effectiveness in their substantive position.
• Relocation Confirmation: Should the NRO determine that relocation applies; attach the confirmation email containing the relevant information.
• Certificate of employee requested relocation: The National Relocation Office (NRO) is responsible for determining the type of relocation. Should the NRO confirm that it is an employee requested relocation, a copy of the Certificate of Employee Requested Relocation (DOCX, 239 Ko) form, signed by your ADM or equivalent, see (Type of Approval Required), must be attached to your request along with the NRO confirmation e-mail.