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Detailed Equity Considerations for SERLO / Considérations détaillées en matière d’équité pour le SERLO (view source)
Revision as of 15:25, 22 February 2026
, Yesterday at 15:25→Equity Considerations by SERLO Step (exhaustive list; inline links; PSC step wording)
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!'''Step 1: Determine the desired current and future state of the organization'''
!'''Step 1: Determine the desired current and future state of the organization'''
|• Explain in plain language how the future state is tied to program authorities, service standards, risks and outputs (not people), and keep the write‑up in your file as PSC expects in its step‑by‑step guide: [[/www.canada.ca/en/public-service-commission/services/public-service-hiring-guides/selection-employees-retention-layoff-guide-managers-hr.html|Selection of employees for retention or lay‑off: Guide for managers and HR specialists]]. [[/www.canada.ca/en/public-service-commission/services/public-service-hiring-guides/selection-employees-retention-layoff-guide-managers-hr.html|[canada.ca]]]
|• Explain in plain language how the future state is tied to program authorities, service standards, risks and outputs (not people), and keep the write‑up in your file as PSC expects in its step‑by‑step guide: [[/www.canada.ca/en/public-service-commission/services/public-service-hiring-guides/selection-employees-retention-layoff-guide-managers-hr.html|Selection of employees for retention or lay‑off: Guide for managers and HR specialists]].
• Complete a workforce analysis that shows current Employment Equity (EE) representation for the affected work and note where the future design could reduce representativeness, as set out in the PSC’s planning expectations under this step: [[/www.canada.ca/en/public-service-commission/services/public-service-hiring-guides/selection-employees-retention-layoff-guide-managers-hr.html|Guide for managers and HR specialists]]. [[/www.canada.ca/en/public-service-commission/services/public-service-hiring-guides/selection-employees-retention-layoff-guide-managers-hr.html|[canada.ca]]]
• Complete a workforce analysis that shows current Employment Equity (EE) representation for the affected work and note where the future design could reduce representativeness, as set out in the PSC’s planning expectations under this step: [[/www.canada.ca/en/public-service-commission/services/public-service-hiring-guides/selection-employees-retention-layoff-guide-managers-hr.html|Guide for managers and HR specialists]].
• Identify official language profiles objectively (service to public, supervision, language of work) using the TBS Directive on Official Languages for People Management and the Commissioner’s guidance on [[/www.clo-ocol.gc.ca/en/language-rights/language-rights-federal-public-service/language-requirements-positions|language requirements of positions]]. [tbs-sct.canada.ca], [[/www.clo-ocol.gc.ca/en/language-rights/language-rights-federal-public-service/language-requirements-positions|[clo-ocol.gc.ca]]]
• Identify official language profiles objectively (service to public, supervision, language of work) using the TBS Directive on Official Languages for People Management and the Commissioner’s guidance on [[/www.clo-ocol.gc.ca/en/language-rights/language-rights-federal-public-service/language-requirements-positions|language requirements of positions]]. [tbs-sct.canada.ca], [[/www.clo-ocol.gc.ca/en/language-rights/language-rights-federal-public-service/language-requirements-positions|[clo-ocol.gc.ca]]]
