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Confidentiality is a top priority in this program. Self-identification is made aware only to the Equity Diversity and Inclusion Office and the management committees.
Confidentiality is a top priority in this program. Self-identification is made aware only to the Equity Diversity and Inclusion Office and the management committees.
|<span style="font-size: 0.8em;">Health Canada
|<span style="font-size: 0.8em;">Health Canada
|<span style="font-size: 0.8em;">[[Media:Languagehub_bestpractices_overviewoftheprogram.docx|1.1 Overview of the program]]
|<span style="font-size: 0.8em;">[[Media:Languagehub bestpractices overviewoftheprogram.docx|1.1 Overview of the program]]
[[Media:Languagehub_bestpractices_applicationprocessmap.pdf|1.2 Application Process Map]]
[[Media:Languagehub_bestpractices_applicationprocessmap.pdf|1.2 Application Process Map]]
[[Media:Language_hub_applicationandconsentform.docx|1.3 Application and Consent Form.docx]]
[[Media:Language_hub_applicationandconsentform.docx|1.3 Application and Consent Form]]
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|<span style="font-size: 0.8em;">'''2. The Power of Bilingual Coaching Circles'''
|<span style="font-size: 0.8em;">'''2. The Power of Bilingual Coaching Circles'''
Farm Credit Canada has established bilingual coaching circles to help public servants creatively address the challenges they face, while enabling them to develop language skills as part of their job. These coaching circles also create dynamic partnerships and model or serve as examples of bilingual meetings that could be offered to create a more inclusive culture.
Farm Credit Canada has established bilingual coaching circles to help public servants creatively address the challenges they face, while enabling them to develop language skills as part of their job. These coaching circles also create dynamic partnerships and model or serve as examples of bilingual meetings that could be offered to create a more inclusive culture.
|<span style="font-size: 0.8em;">Farm Credit Canada
|<span style="font-size: 0.8em;">Farm Credit Canada
|<span style="font-size: 0.8em;">[[Media:Bilingual_coaching_circles_v2_EN.pdf|2.1 The Power of Bilingual Coaching Circles]]
|<span style="font-size: 0.8em;">[[Media:Bilingual coaching circles v2 EN.pdf|2.1 The Power of Bilingual Coaching Circles]]
2.2 Model of participation.docx
[[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. Programs and policies for small departments and agencies that foster bilingualism'''
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.
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;">Financial Transactions and Reports Analysis Centre of Canada
|<span style="font-size: 0.8em;">3.1 Official Languages at FINTRAC.pdf
|<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
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|<span style="font-size: 0.8em;">'''4. Language Coaching'''
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Canada Revenue Agency offers a holistic eight-week program (Springboard towards Level C) to maximize participants’ potential to reach level C through personalized coaching and preparatory activities for the oral competency evaluation. This program is intended for executives or EX minus 1. Developmental coaching activities include weekly three-hour meetings aimed at reinforcing character leadership behaviours to overcome linguistic insecurity, observation of work meetings conducted by the participants in a professional environment, interview simulations, creating a work environment conducive to the use of both official languages, etc.
|<span style="font-size: 0.8em;">Canada Revenue Agency
|<span style="font-size: 0.8em;">[[Media:4.1 SPRINGBOARD to Level C.pptx|4.1 Springboard to Level C]]
[[Media:4.2 PATHWAY from Level B to C.pptx|4.2 Pathway from Level B to C]]
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|<span style="font-size: 0.8em;">'''5. 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 are allocated up to 250 hours of 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;">Public Services and Procurement Canada
|<span style="font-size: 0.8em;">[[Media:5.1 Scholarship Program.pptx|5.1 Scholarship Program]]
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