GC Jobs Transformation
What is GC Jobs Transformation?
As business owner for the current and future recruitment platform, the Public Service Commission (PSC) is responsible for the recruitment component of an end-to-end HR to pay solution and under the GC Jobs Transformation (GCJT) project the PSC is transforming the Government of Canada recruitment solution. Our system is outdated and no longer serves the needs of our users, particularly in a digital age. The new solution will be a flexible, modern, inclusive and user-centric to attract top talent to the Government of Canada now and in the future.
This is a multi- year project which will use a phased approach - where there will be constant evolution based on consultations and feedback.
In 2017-2018 PSC engaged job seekers, hiring managers and HR professionals to tell us their needs through the New Direction in Staffing Interface (NDSi). Through this process, we have learned that there is a need to make the recruitment experience more simplified, seamless and intuitive – that the user needs should be the first considerations.
Building on the NDSi, the PSC is moving to the next phase, through GC Jobs Transformation, of exploring system options to meet the needs of stakeholders. There are several key requirements that still need to be captured. PSC is continuing to have this dialogue with partners and interested parties to gather all requirements in order develop a solution that addresses all recruitment needs.
The GC Jobs Transformation project is currently in the discovery phase.
Phase 0 Pre-Project (2018 – 2021)
The pre-project phase is all about collecting information:
From job seekers, hiring managers, HR professionals and stakeholders about their needs. From industry about what currently exists in the private sector in terms of recruitment solution. As part of the discovery phase work, the project team will conduct a business process review of the end-to-end staffing process with the intent to streamline the business. A Request for Information was sent out to explore what currently exists in the private sector in terms of recruitment solutions. This provided companies in the recruitment industry with the opportunity to demonstrate their solutions.
The demos will inform the Public Service Commission and help us make a decision about the future solution, including how it will be developed.
In 2019-20 an options analysis will be completed to determine the best way forward, whether it is to buy, build or a combination of both. In addition, Proof of Concept evaluation will be conducted with selected departments and agencies to further assess the feasibility of commercially available solutions.
PHASE 1 - Pilot Deployment (2021- 2022)
In this next phase of the project, live pilots will be conducted with selected departments and agencies to gather user feedback on the solution, validate assumptions and inform further configuration efforts.
PHASE 2 - Implementation (2022 and beyond)
This is the final phase of the project in which GC-wide implementation begins, including final configuration work pursuant to findings from pilot evaluations. The project will then transition to product management, soliciting feedback on the new recruitment solution to inform enhancements and continuously improve the user experience. For more information about the project phases please visit here!
A few features the GCJT team is interested in...
The GCJT team is committed to supporting open and transparent government! These files are openly shared with the public and will give insights on progress and updates on the GC Jobs Transformation project.
- GCJT Discovery Paper_RFI
- Strategic Scope One Page
- GCJT Environmental Scan
- GCJT Overview
- Industry Day Deck_EN
How to stay connected:
- consult our GCcollab group, if you’re a Government of Canada employee; otherwise, send us an email at [] for a special invite to create a GCcollab account
Meet the GCJT Team!
Frequently Asked Questions
The project is projected to be completed by April 2022. With the last phase, PSC will have an inclusive, modern, user-centric and seamless digital recruiting solution. It doesn't end there though! PSC will continue to solicit feedback on the new recruitment solution to continue to improve the user experience, for 2022 and beyond.
The current system is lagging behind industry standards. It cannot properly support the needs of users at a time when recruitment continues to be an important priority. The system is no longer sustainable and does not allow for much needed interoperability with other government central systems.
In consultation with federal organizations it serves, the Public Service Commission is developing requirements and best options for a future system.
The Commission consults key partners to ensure the system fits the need. Stakeholders include other federal public service organizations, private-sector IT specialists, scholars, bargaining agents and HR industry leaders.
The Commission’s new system will better help find, attract, assess and hire talent for the Government of Canada. It will include the following features:
- ease the process for users, including hiring managers, job seekers and human resources experts
- be inclusive by design, with world-class accessibility features
- meet or exceed legal requirements, in areas such as official languages and employment equity
- support the Commission’s New Direction in Staffing
- respond to digital government objectives and
- allow interoperability with existing and future GC systems
Yes. At the current phase ( Phase 0) , job seekers, hiring managers, HR professionals and other stakeholders are engaged to understand their needs regarding recruitment.
In the succeeding phases, stakeholders which include other federal public service organizations, private-sector IT specialists, scholars, bargaining agents and HR industry leaders will be engaged as well.
Through a strong partnership with TBS, we ensure alignment with the Next Generation HR and Pay initiative towards a common goal of a seamless end-to-end solution that puts users front and centre.
- Collaborating with NextGen at the ADM and DG level to ensure a unified approach
- Leveraging existing governance such as the NextGen ADM committee and PSRS Interdepartmental Steering Committee
- Establishing a horizontal function to facilitate working level collaboration with NextGen on business needs (e.g. business requirements integration points)