GC Jobs Transformation

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Background

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 Our system is outdated and no longer serves the needs of our users, particularly in a digital age.

Our goal with GCJT is to provide the GC with an adaptable, modern, inclusive, user-centric and digital recruiting solution that attracts talent and meets the needs of job seekers, hiring managers and human resources professionals

This is a multi-year project which will use a phased approach - where there will be constant evolution based on consultations and feedback.  

Project Phases

Phase 0 Pre-Project

During this discovery phase, the project team is collecting information from job seekers, managers and human resources professionals on their recruitment needs. The team is also engaging with groups within the Public Service Commission, including the priority administration team and the teams responsible for national recruitment campaigns, as well as collaborating with other government-wide human resource initiatives to ensure alignment.

As part of this work, the project team will conduct a review of the end-to-end staffing process to help streamline the business. A Request for Information was sent out to private sector companies in the recruitment industry, inviting them to demonstrate recruitment solutions.

The Public Service Commission used the results of the demos to refine the requirements for the new platform.

Based on our preliminary options analysis, we’re exploring a move to a cloud software.  We concluded proof-of-concept testing with selected departments and agencies to assess commercially available solutions. The testing confirmed that a cloud/software-as-a-service product is a viable option for replacing GC Jobs. We’ll conduct more testing with other products to ensure the solution we select meets Government of Canada accessibility standards.

Following the proof of concept, the PSC leveraged an existing contract with Ceridian, to explore the Dayforce recruiting solution as a candidate for prototype testing and further review.

Results demonstrated that Dayforce is a viable solution that meets our requirements for a modern, intuitive and user-centric recruitment solution. Users reported an overall positive experience, with most finding the solution a significant improvement over the current site, as well as simple, intuitive, and visually appealing.

PHASE 1 - Pilot

In this phase, the team will conduct live pilots with selected departments and agencies to gather user feedback on the solution, validate assumptions and make improvements, before we roll the new platform out across the public service.

PHASE 2 - Implementation

In this final phase, public service-wide implementation begins, including final improvements based on findings from pilot evaluations. The project will then transition to product management, soliciting feedback on the new recruitment solution to continuously improve the user experience.

A few features the GCJT team is interested in...

GCJT Shared Files

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
• Business Reference Model GCJT Accessible version
• Business Logic Model
• Business Reference Model

GCJT Online

GCcollab

Hashtags

#GCJobsTransformation

#DigitalRecruitment

How to stay connected:

consult our GCcollab group, if you’re a Government of Canada employee; otherwise, send us an email at cfp.TransformationEmploisGC-GCJobsTransformation.psc@cfp-psc.gc.ca for a special invite to create a GCcollab account.

Meet the GCJT Team!

Frequently Asked Questions

[open/close]How will it improve the current staffing system?

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

[open/close]Are users and stakeholders engaged in this project?

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.

[open/close]How does Next Generation HR and Pay tie in with GCJT?

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)