Changes

Below is a revised Step 1 that defines terms the first time they appear, keeps a dedicated Equity Considerations section, removes administrative mechanics, and uses plain language throughout.

Below is a revised Step 1 that defines terms the first time they appear, keeps a dedicated Equity Considerations section, removes administrative mechanics, and uses plain language throughout.

== SERLO — Step 1: Determine the Current and Future State ==

== Step 1: Determine the Current and Future State ==

 

=== Purpose ===

Step 1 defines the future state of work for the organizational unit that is undergoing change. A SERLO is the Selection of Employees for Retention or Lay‑Off process used when some, but not all, positions in a defined unit are no longer required. The affected area is the specific branch, directorate, program, region, or other organizational unit included in the SERLO. Step 1 must be carried out in a way that aligns with the Employment Equity Act, the Accessible Canada Act, the Official Languages Act, the Workforce Adjustment Directive, and the Public Service Commission’s guide on Selection of Employees for Retention or Lay‑Off. Decisions made at this stage shape all later steps and can either reduce or reinforce inequities, so equity must be addressed from the beginning.

Step 1 defines the future state of work for the organizational unit that is undergoing change. A SERLO is the Selection of Employees for Retention or Lay‑Off process used when some, but not all, positions in a defined unit are no longer required. The affected area is the specific branch, directorate, program, region, or other organizational unit included in the SERLO. Step 1 must be carried out in a way that aligns with the Employment Equity Act, the Accessible Canada Act, the Official Languages Act, the Workforce Adjustment Directive, and the Public Service Commission’s guide on Selection of Employees for Retention or Lay‑Off. Decisions made at this stage shape all later steps and can either reduce or reinforce inequities, so equity must be addressed from the beginning.

'''Equity consideration:''' Calculate projected representation as the current number in the designated group minus proposed reductions affecting that group, divided by total positions in the future state. Compare the result to Workforce Availability and the sensitivity view. If the projection is below either benchmark, plan mitigations before finalizing. Examples include adjusting which functions remain, redistributing positions, right sizing requirements, or phasing changes. This is a recommended safeguard, not a legal requirement unless set by departmental policy.

'''Equity consideration:''' Calculate projected representation as the current number in the designated group minus proposed reductions affecting that group, divided by total positions in the future state. Compare the result to Workforce Availability and the sensitivity view. If the projection is below either benchmark, plan mitigations before finalizing. Examples include adjusting which functions remain, redistributing positions, right sizing requirements, or phasing changes. This is a recommended safeguard, not a legal requirement unless set by departmental policy.

 

= Step 2: Determine the Affected Parts of the Organization =

 

 

= SERLO — Step 2: Determine the Affected Parts of the Organization =

 

=== Purpose ===

Step 2 defines the affected parts of the organization for the workforce adjustment and any SERLO. A SERLO is the Selection of Employees for Retention or Lay‑Off process used when some, but not all, positions in a defined unit are no longer required. The affected part is the specific work unit, section, division, directorate, program, region, or other clearly defined organizational unit included in scope. Step 2 should align with the Employment Equity Act, the Accessible Canada Act, the Official Languages Act, the Workforce Adjustment Directive, and the Public Service Commission’s guide on Selection of Employees for Retention or Lay‑Off. The scope set at Step 2 establishes the boundary for fairness, comparability, and consistency, and it shapes how Workforce Adjustment obligations apply.

Step 2 defines the affected parts of the organization for the workforce adjustment and any SERLO. A SERLO is the Selection of Employees for Retention or Lay‑Off process used when some, but not all, positions in a defined unit are no longer required. The affected part is the specific work unit, section, division, directorate, program, region, or other clearly defined organizational unit included in scope. Step 2 should align with the Employment Equity Act, the Accessible Canada Act, the Official Languages Act, the Workforce Adjustment Directive, and the Public Service Commission’s guide on Selection of Employees for Retention or Lay‑Off. The scope set at Step 2 establishes the boundary for fairness, comparability, and consistency, and it shapes how Workforce Adjustment obligations apply.