ESDC Onboarding/Dev

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ESDC Onboarding

What to expect as a new ESDC employee

Employment and Social Development Canada (ESDC), the fourth-largest department within the Government of Canada, has four ministers and over 36,000 public service employees who work to improve the standard of living and quality of life for all Canadians by supporting the development of a highly skilled labour force and promoting an efficient and inclusive labour market.

Whether you have been offered a position with ESDC or are curious about joining the department, this website explains what to expect and how to prepare for your new role.

We can’t wait for you to join our team!

What is Onboarding?

Onboarding is the process of integrating new employees into the workplace, beginning with the acceptance of the initial job offer and continuing through the first 6 to 12 months of employment. It includes activities such as training and mentoring, as well as providing all pertinent information on internal policies, work processes and established cultural norms.

While most onboarding activities take place after you begin working, the Pre-Arrival Checklist outlines several important steps you can follow leading up to your first day.

Pre-Arrival Checklist - Are you ready for your first day?

Our pre-arrival onboarding content contains general guidance that applies to most employees’ working arrangements as well as specialized sections, such as information for incoming Executives. We are actively developing new content for other segments of our workforce. Be sure to check back regularly.

Discuss with your Hiring Manager

Your hiring manager (or equivalent liaison) has likely already contacted you to communicate the preliminary job offer and arrange a start date. This person will be the primary resource assigned to support your pre-arrival onboarding activities.

• Talk to the hiring manager about the details of your work arrangement, such as hours of work and work location. Find out if you will be working remotely, in-person or through a hybrid model.
• Stay in regular contact with your manager if there is a long period between the job offer and the start date.
• It may be too early to know if you need workplace accommodation but take the time to speak to your new manager about the workplace and any potential workplace accommodation.
• Workspace setups will vary on a case-by-case basis, but if you foresee the need for special equipment to carry out your duties, please discuss it with your hiring manager as soon as possible.
• Before your first day, make sure you have clear instructions about what to do and have the required contact information for your arrival should it be virtual or in-person.
• For any other questions or concerns not covered on this site, do not hesitate to contact your hiring manager.

Monitor your e-mail for official documents

At some point during your hiring process, you should have provided your ESDC contact with a primary e-mail address. Monitor this e-mail regularly for important messages.

The following list includes some examples of communications and documents you should receive before your arrival. Depending on your physical work arrangement, some of these items may not apply to you. When in doubt, ask your hiring manager.

• Letter of offer package from your manager
• Instructions for obtaining your IT equipment from your manager or a delegated IT technician
• Network access information
• Reference materials related to your role and organization:

**Phone list **Organizational chart with titles **Staff lists and/or other contact lists **Voicemail and email instructions **Job description

Review this specific information if it applies to you

• Currently available information

**<xxx$$$xxx>Are You An Executive?

• Information still in development

**Are You A Student? **Other Groups

Getting your technology (IT) equipment and network access

Whether you will be working remotely, in-person or through a hybrid model, your hiring manager (or equivalent liaison) will coordinate with you to ensure you receive the tools and equipment you need to carry out your work.

If you foresee the need for special equipment, or any other circumstance that may affect your ability to carry out your regular duties, please discuss it with your hiring manager as soon as possible.

Once you obtain your IT equipment, follow the enclosed instructions to finish setting up your computer and access the ESDC corporate network. Ensure you have a stable internet connection if accessing the network remotely.

Technical support

If you are having trouble setting up your workstation or logging onto the network, contact your hiring manager. They may open a service ticket on your behalf or ask you to contact the National Service Desk directly.

In the event you already have your computer, the National Service Desk toll-free number is on the login screen. Service times may vary depending on request volume so ensure your hiring manager is aware of the technical issue(s). They may be able to support you directly.

Personal external storage devices are not permitted

Please be advised that you should never connect personal external data storage devices such as USB keys, mobile phones, or any other external storage device to your ESDC workstation computers or laptops, even for charging purposes. Your hiring manager may direct you to additional resources on our corporate IT security policy.

Get to know ESDC and other aspects of your employment

Departmental Information

• Employment and Social Development

**Labour Program **Service Canada **Read more about the portfolios and programs

• Mandate
• Departmental Plans
• Read about our Leaders

Diversity & Inclusion

The Department is committed to having a skilled, inclusive and diversified workforce, which is representative of the population we serve.

We encourage all employees to complete or review their self-identification form in myEMS (PeopleSoft) and to voluntarily identify, as applicable, to one or more of the four (4) employment equity designated groups (i.e. visible minorities, Indigenous peoples, persons with disabilities and women and/or the LGBTQ2+ community, a group that is not currently part of the Employment Equity Act). This form will be available once you have your ESDC network access.

At ESDC, we believe that everyone deserves the same opportunities, chance at success, and ability to participate fully in society without barriers. We look forward to working with you to achieve this vision and to ensure all our employees and our executives reach their full potential.

Accessibility

In June 2019, the Accessible Canada Act received Royal Assent. The Act establishes a framework to create a barrier-free Canada by proactively identifying, removing and preventing barriers to accessibility. It will also ensure that people with disabilities will no longer need to fight barriers to accessibility on an individual basis. With this legislation in place, millions of Canadians with disabilities can rely on the Government of Canada to remove the barriers that hinder their full participation in society. Learn more about accessibility at ESDC.

Compensation & Benefits

• Collective Agreements

**Collective Agreements

• Pay

**Pay for the public service **How public service pay works **Rates of pay for public service employees **Occupational groups **Pay dates

• Benefits

**Disability Insurance Plan **Public Service Dental Care Plan **Public Service Health Care Plan **Public Service Management Insurance Plan (*Only applies to Executives, excluded, and unrepresented employees) **Public Service Pension Plan, including the Supplementary Death Benefit

• Leave and Vacation

**Taking leave **Statutory holiday pay

• Pensions

**Public service pension plan

Other Resources

• Mental Health
• COVID 19
• <xxx$$$xxx>Values & Ethics

Download the MyESDC mobile app

The MyESDC App provides important Government of Canada information to public servants, members of the public who may be interested in working for Employment and Social Development Canada (ESDC), or anyone who is interested in knowing more about the department in general.

The app can be downloaded from the Google Play Store and the Apple App Store for Android and Apple mobile devices respectively.

Explore (and join!) our networks and communities

Here is a list of ESDC employee networks you can join when you begin working. While not all networks have an external web presence, you can find more information about each of them on our internal department site (iService) once you have access to the system. A comprehensive list with each network’s contact information is also available.

National Networks

• Association of Professional Executives
• Black Engagement and Advancement Team
• Employee Pride Network
• Employees with Disabilities Network
• ESDC Speakers Bureau
• ESDC Visible Minorities Network
• Indigenous Employees’ Circle (IEC)
• The Student Network
• Transformation Engagement Team
• Youth Mandate for Greater Involvement (YMAGIN)

Regional Networks

• Administrative Professionals Network (APN)
• EDSC Managers' Community
• <xxx$$$xxxx>Team Leader Community of Practice

Our social media presence and employee conduct

Our department has a vibrant presence on social media. We encourage you to follow and connect with us!

As public servants, when using social media during our personal time we should:

• Not criticize the Government of Canada, ESDC or its policies.
• Uphold the political neutrality and impartiality of the federal public service.
• Respect confidentiality and privacy.
• Never sign your personal messages with your departmental title.

Refer to Guideline on Acceptable Network and Device Use for more information on social media usage guidelines for public servants.

• Twitter

**@ESDC_GC **@ServiceCanada_E **@AccessibleGC **@STP_PTS

• Facebook

**Employment and Social Development Canada **Accessible Canada **Leaders Today **Seniors in Canada

• YouTube

**ESDC **Service Canada

• LinkedIn

**ESDC **Service Canada

• Instagram

**ESDC **Leaders Today (@leaderstoday)

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Are You An Executive?

Your role as an ESDC executive

As a leader at ESDC, you have a key role in building a healthy, inclusive and productive workplace, including influencing the level of success and satisfaction of your employees and your colleagues at work.

We are delighted that you, along with over 600 executives, will work towards a common goal and your contribution will be integral to ESDC’s mission in serving Canadians. We believe that what a strong group of leaders can accomplish together is much larger, far greater, and will exceed that which an individual can accomplish alone.

To support you as you begin your new role, we are providing you with a few resources available prior to your official start with ESDC. They will provide you with a better understanding of your new work environment and role as an executive at ESDC.

Basic Information for Executives

Key Leadership Competencies

As a community, ESDC executives are dedicated to meeting these goals while exemplifying the six key leadership competencies.

Directive on Terms and Conditions of Employment for Executives

This directive sets out the terms and conditions of employment for executives across the core public administration and the associated responsibilities of heads of human resources, delegated managers and executives. The directive covers salary and non-salary elements, performance pay, special deployments and career transition agreements. Employees deployed or appointed (with the exception of acting appointments) to any Executive (EX) Group position on or after April 1, 2020, are subject to the Agreement to being deployed as a condition of employment upon appointment or deployment (Appendix A, Part II, section 14).

Executive Talent Management (TM)

Executive talent management is designed to support the ongoing development and retention of executives while supporting current and future departmental business goals. It helps build sustained excellence in public service leadership by maximizing the contribution of every executive. The talent management cycle for EX-01 to EX-03 typically occurs during Winter, while the EX-04 to EX-05 occurs in the Fall.

Executive Performance Management (PM)

The Performance Management Program for Executives encourages excellence in performance by setting clear objectives, evaluating achievement of results, recognizing and rewarding performance, and providing a framework for consistency in performance management.

To reflect the nature and scope of executives’ work, their compensation is different from that of other employees in the core public administration. In addition to base salary, executives may earn performance-based compensation that reflects their level of achievement of objectives and their demonstration of key leadership competencies.

Performance-based compensation may be in the form of at-risk pay, in-range salary movement (increments within a salary range) and revision of a salary range. Executives who have achieved exceptional results against all commitments and who have truly demonstrated the Key Leadership Competencies may also receive a bonus.

Public Service Group Insurance Benefits Plan

This link is intended to provide information on the benefits under the group insurance benefit plans available to executives in the public service.

Executive Entitlements at a Glance

Salary

1. Your basic salary is paid in accordance with your level as provided by Treasury Board of Canada Secretariat (TBS).
2. Your salary on appointment will be established in accordance with part A.I.4 of the TBS Directive on Terms and Conditions of Employment for Executives.
3. Executive salary ranges are revised periodically as authorized by the Treasury Board.

**Level EX-01 ***Minimum: $112,300 ***Maximum: $132,100 **Level EX-02 ***Minimum: $125,900 ***Maximum: $148,100 **Level EX-03 ***Minimum: $140,900 ***Maximum: $165,700 **Level EX-04 ***Minimum: $161,500 ***Maximum: $190,000 **Level EX-05 ***Minimum: $181,000 ***Maximum: $212,900

Acting Pay

If you occupy a substantive EX-01, EX-02 or EX-03 position, you are eligible for acting pay if you have acted for at least three consecutive months.

Performance Pay Program

In addition to your base salary, you may be eligible each year to receive performance pay, which is made up of three components: at-risk pay, in-range salary movement and bonus.

At-Risk Pay

This is a percentage of base salary paid as a lump sum to eligible executives, based on their level of performance, as approved by the deputy head and within the limits prescribed by the Treasury Board. At-risk pay does not increase your base pay.

You are eligible, if:

• You occupied an EX position for a minimum of three consecutive months during the fiscal year;
• Your approved performance agreement within the Executive Talent Management System (ETMS) includes description of the results achieved against established commitments and how they were achieved through the demonstration of the key leadership competencies (KLCs); and
• Your final integrated performance rating, approved by the departmental Executive Review Committee (RC), is “Succeeded minus” (level 2) or higher.

In-Range Salary Movement

You will progress through the salary range every year, based on your performance, until you reach the maximum. Prorating of the in-range salary movement to the time spend at the higher level position may apply if you were promoted or started acting during the fiscal year. You must obtain an integrated performance rating of “Succeeded minus” (level 2) or higher to progress through the range. The in- range salary increase percentages used for each performance rating is determined by the Deputy Minister on an annual basis.

Bonus

This is a percentage of base salary paid as a lump sum to eligible executives, approved by the deputy head and within the limits prescribed by the Treasury Board, in addition to at risk pay. A bonus may be earned by executives whose performance is truly exceptional and are given an integrated rating of “Surpassed (level 5).” A bonus does not increase base pay.

Performance pay must be earned every year and is calculated based on your integrated performance rating and your salary effective March 31, or the last day you worked. Performance pay is prorated according to the number of months spent at executive level in a fiscal year.

• EX-01 to EX-03 can earn up to 15% of their March 31 salary (up to 12% as at-risk pay and up to 3% as bonus), depending on their performance rating. Performance pay amounts are pensionable.
• EX-04 and EX-05 can earn up to 26% of their March 31 salary (up to 20% as at-risk pay and up to 6% as bonus), depending on their performance rating. Performance pay amounts are pensionable.

Some Other Differences

• As a new executive, you are no longer required to pay union dues.
• The employer covers 100% of your health care under the Public Service Health Care Plan Level III – Family.
• You are entitled to apply for life insurance coverage under the Public Service Management Insurance Plan.
• You do not receive the bilingual bonus. However, you are expected to maintain your language levels.
• As of April 1, 2020, EXs must agree to be deployed to another position within the EX Group within the core public administration as a condition of employment. Additional information can be found in Part 1, A.II.14 in Appendix A of the Directive on Terms and Conditions of Employment for Executives.

Hours of Work

• The hours of work for full time executives are not less than an average of 37.5 hours per week.
• There are no provisions for a compressed work-week in executive positions.
• Overtime cannot be claimed as an executive.

For complete information on your executive compensation, please refer to the Directive on Terms and Conditions of Employment for Executives (updated on April 1, 2021).