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Line 122: − + − How can you foster linguistic security in a small department or agency? FINTRAC has developed impactful policy elements that set the foundation for change and implemented their very own internal language school that drives bilingual capacity and various successful employee engagement initiatives. − |<span style="font-size: 0.8em;">Financial Transactions and Reports Analysis Centre of Canada − |<span style="font-size: 0.8em;">[[Media:CORPORATE--983071-v1-OL Best Practices Forum - ENG PDF of presentation.PDF|3.1 Official Languages at FINTRAC]] − [[Media:Languagehub_bestpractices_officiallanguagesatfintrac.docx|3.1 Official Languages at FINTRAC]] Accessible Word version − |- − |<span style="font-size: 0.8em;">'''4. Second Official Language Scholarship Program''' Line 134:
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Language Training Hub/Best Practices (view source)
Revision as of 08:55, 1 April 2026
, Yesterday at 08:55no edit summary
[[Media:Languagehub_modelofparticipation.docx|2.2 Model of participation]]
[[Media:Languagehub_modelofparticipation.docx|2.2 Model of participation]]
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|<span style="font-size: 0.8em;">'''3. Programs and policies for small departments and agencies that foster bilingualism'''
|<span style="font-size: 0.8em;">'''3. Second Official Language Scholarship Program'''
Public Services and Procurement Canada’s Second Official Language Scholarship Program is recognized as a best practice in supporting the long-term career development of targeted equity-seeking employees. Each year, indeterminate employees who self-ID with one or more of the equity groups (Black; Visible Minority; Indigenous; Persons with Disabilities; and 2SLGBTQIA+ communities) can apply to the program. Successful candidates receive one-on-one training by a language school in their region. To date, recipients report an improvement in linguistic security in their second official language.
Public Services and Procurement Canada’s Second Official Language Scholarship Program is recognized as a best practice in supporting the long-term career development of targeted equity-seeking employees. Each year, indeterminate employees who self-ID with one or more of the equity groups (Black; Visible Minority; Indigenous; Persons with Disabilities; and 2SLGBTQIA+ communities) can apply to the program. Successful candidates receive one-on-one training by a language school in their region. To date, recipients report an improvement in linguistic security in their second official language.
|<span style="font-size: 0.8em;">[[Media:5.1 Scholarship Program.pptx|4.1 Scholarship Program]]
|<span style="font-size: 0.8em;">[[Media:5.1 Scholarship Program.pptx|4.1 Scholarship Program]]
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|<span style="font-size: 0.8em;">'''5. Interdepartmental Language Interchange Program (ILIP)'''
|<span style="font-size: 0.8em;">'''4. Interdepartmental Language Interchange Program (ILIP)'''
Looking to sharpen your language skills and expand your network within the Government of Canada? The '''[[:en:Interdepartmental_Language_Interchange_Program_(ILIP)|Interdepartmental Language Interchange Program (ILIP)]]''' is your chance to do just that! Led by Vanguard, PSPC's Emerging Leaders Network, in collaboration with other young professional networks, ILIP offers a unique and engaging way to practice an official language in a fun, informal setting.
Looking to sharpen your language skills and expand your network within the Government of Canada? The '''[[:en:Interdepartmental_Language_Interchange_Program_(ILIP)|Interdepartmental Language Interchange Program (ILIP)]]''' is your chance to do just that! Led by Vanguard, PSPC's Emerging Leaders Network, in collaboration with other young professional networks, ILIP offers a unique and engaging way to practice an official language in a fun, informal setting.
