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| | | style="border-right: white 1px ; padding-right: 0px; padding-left: 0px; padding-bottom: 10px; padding-top: 10px; text-align: center; font-family: (blue); font-size: 12pt" width="11%" |'''[[Federal Public Service Organizational Ombuds Community/Contact us|<span style="color: white">Contact Us</span>]] ''' | | | style="border-right: white 1px ; padding-right: 0px; padding-left: 0px; padding-bottom: 10px; padding-top: 10px; text-align: center; font-family: (blue); font-size: 12pt" width="11%" |'''[[Federal Public Service Organizational Ombuds Community/Contact us|<span style="color: white">Contact Us</span>]] ''' |
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| − | [[Federal Public Service Organizational Ombuds Community/Our guiding principles|Federal Public Service Organizational Ombuds Community/About Us]]<br>'''Organizational Ombuds Council:'''
| + | Our Guiding principles: |
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| − | •Currently 24 ombuds representing 44 departments and agencies.
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| − | •Various mandates and models across departments.
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| − | •Guided by common Standards of Practice aligned with the International Ombuds Association.
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| − | '''Role of the Ombuds:'''
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| − | •Provide a confidential, impartial and independent space for employees to discuss issues and explore options for resolution.
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| − | •Serve as an upward feedback channel to senior management.
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| − | •Raise awareness to prevent and address workplace issues that can affect health, safety, fairness and inclusion in the workplace.
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| − | •Share insight and make recommendations in support of a safe, healthy and inclusive organizational culture.
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| − | '''Guiding Principles'''
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| | •Independence | | •Independence |
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| | •Informality | | •Informality |
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| − | '''CREATING A SAFE SPACE: OUR PRINCIPLES'''
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| − | '''CONFIDENTIALITY'''
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| − | Ombuds hold all communications in confidence.
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| − | When raising issues and trends, feedback is provided in a way that safeguards the identity of individuals.
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| − | Confidentiality may be lifted with the visitor’s permission or when there is a potential threat to life and safety.
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| − | '''IMPARTIALITY'''
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| − | Ombuds listen to and consider the concerns and interests of all parties objectively.
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| − | They do not defend the interests of any particular individual in the organization.
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| − | '''INDEPENDENCE'''
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| − | Ombud usually report to the highest level in the organization and have direct access to other senior managers in the organization.
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| − | Ombuds exercise sole discretion over whether or how to act regarding an individual’s concern, a trend or systemic issue.
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| − | '''INFORMALITY'''
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| − | Ombuds do not participate in investigations or formal processes.
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| − | Calling upon the Ombuds is voluntary and is not a required step in a recourse.
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| − | Informing the Ombuds of an issue does not constitute an official notice to the organization.
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| | -workplace well-being | | -workplace well-being |
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| − | -ineffective, discriminatory or unfair processes, programs and policies | + | -ineffective, discriminatory or unfair processes, programs and [[policies]] |
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| | -Sharing trends and promoting promising practices when engaging employee networks and champions, unions, and the federal ombuds community. | | -Sharing trends and promoting promising practices when engaging employee networks and champions, unions, and the federal ombuds community. |