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Line 313: − ==== Consolidated execution checklist ====+ − − Line 324:
Line 322: − + + + − • Prepare a '''Projected Representation worksheet''' for each unit (current EE counts → minus proposed reductions → divided by future positions) and compare results against departmental baselines and official WFA benchmarks; save the worksheet with your Step 1 records following PSC’s documentation expectations here: [[/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]]]
Detailed Equity Considerations for SERLO / Considérations détaillées en matière d’équité pour le SERLO (view source)
Revision as of 15:32, 22 February 2026
, Yesterday at 15:32→Equity Considerations by SERLO Step (exhaustive list; inline links; PSC step wording)
'''Implementation detail:''' Use a file completeness checklist and conduct a peer review of a sample of files for consistency.
'''Implementation detail:''' Use a file completeness checklist and conduct a peer review of a sample of files for consistency.
=== Equity considerations by SERLO step (exhaustive; PSC wording) ===
=== Equity Considerations by SERLO Step (exhaustive list; inline links; PSC step wording) ===
{| class="wikitable"
{| class="wikitable"
!'''PSC Step'''
!'''PSC Step'''
• 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]].
• 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]]. [[/www.clo-ocol.gc.ca/en/language-rights/language-rights-federal-public-service/language-requirements-positions|[clo-ocol.gc.ca]]]
• Prepare a '''Projected Representation worksheet''' for each unit (current EE counts → minus proposed reductions → divided by future positions) and compare results against departmental baselines and official WFA benchmarks; save the worksheet with your Step 1 records following PSC’s documentation expectations here: [[/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]].
• Note any foreseeable accessibility or accommodation impacts of the future state (for example, more written deliverables, more in‑person tasks) and plan mitigations in later steps; use TBS’s Guidelines on Making Communications Products and Activities Accessible to frame accessible‑by‑design expectations. [[/www.clo-ocol.gc.ca/en/language-rights/language-rights-federal-public-service/language-requirements-positions|[clo-ocol.gc.ca]]]
• Note any foreseeable accessibility or accommodation impacts of the future state (for example, more written deliverables, more in‑person tasks) and plan mitigations in later steps; use TBS’s Guidelines on Making Communications Products and Activities Accessible to frame accessible‑by‑design expectations. [[/www.clo-ocol.gc.ca/en/language-rights/language-rights-federal-public-service/language-requirements-positions|[clo-ocol.gc.ca]]]
|-
|-
