Staffing Actions: Do’s and Don’t’s

DO:

Gain Knowledge

about the Values of the Public Sector. Equip yourself with knowledge on staffing and recruitment rules, procedures, and HR rules.

Consider the Public Service Employment Act

Which requires all staffing actions to be based on merit. The "merit". law continues to take precedence over any policy, framework, and directive.

Clearly Outline Competencies and Qualifications

Such as essential and asset qualifications, operational requirements and organizational needs. Outline the competencies required for candidates to succeed and clearly determine what statement of merit you will use

Hire and Appoint Based on Merit

Candidates must meet all essential qualifications of the job. Keep in mind that good intentions are not sufficient; you must document your decisions.

Consider Long Term Impacts of Decisions and Actions

Appointing an individual into the public service involves a long-term relationship and commitment between the Government of Canada and the successful candidate.

DON'T

Innappropriately Hire and Appoint

People based on your relationship with them (e.g. friends and family), or use your authority to influence managers into hiring these individuals.

Minimize The Impacts Of Improper Conduct

or fraud related staffing actions and deceiving yourself by conducting such actions.

Rationalize Staffing Actions Inappropriately

by doing something because it will be "faster" or "less expensive". As well, do not make your own staffing rules or assume that you can do so. Remember that having been sub-delegated with staffing authorities is both a privilege and a duty.

Cling To Stereotypes, Biases and Prejudices

when assessing candidates in a process.

Ignore The Public Service's Overarching Objectives

or forming a public service that strives for excellence, is representative of Canada's diversity, and is able to serve the public with integrity in their official languages of choice.