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Detailed Equity Considerations for SERLO / Considérations détaillées en matière d’équité pour le SERLO (view source)
Revision as of 00:22, 17 February 2026
, 17 Februaryno edit summary
'''Equity consideration:''' Prepare a short representation snapshot for the proposed scope and compare it to the departmental baseline and to Workforce Availability, with a sensitivity view where feasible. If risk is concentrated in the proposed scope, test a different, work‑faithful scope or add mitigations such as redistribution or phasing to reduce disproportionate impact.
'''Equity consideration:''' Prepare a short representation snapshot for the proposed scope and compare it to the departmental baseline and to Workforce Availability, with a sensitivity view where feasible. If risk is concentrated in the proposed scope, test a different, work‑faithful scope or add mitigations such as redistribution or phasing to reduce disproportionate impact.
= Step 3: Identify the Positions and the Affected Employees =
Step 3 identifies the specific positions and the indeterminate employees who form the SERLO pool. A SERLO pool is the group of employees at the same occupational group and level within the affected part who must be compared for retention or lay‑off. Step 3 translates the scope defined in Step 2 into a concrete list of positions and incumbents. It must align with the Public Service Employment Act, the Public Service Employment Regulations, the Workforce Adjustment Directive, the Public Service Commission’s guidance on Selection of Employees for Retention or Lay‑Off, and relevant equity and accessibility obligations. Errors in Step 3 compromise fairness and cannot be corrected later in the SERLO process.
=== What happens in Step 3 ===
The organization identifies all positions at the same occupational group and level within each affected part. Similar duties are assessed to determine which positions belong in the same SERLO pool. The organization then identifies all indeterminate employees who substantively occupy those positions, including employees who are temporarily away on leave, assignment, secondment, or Interchange Canada. Only indeterminate employees who hold positions on a substantive basis are included. Term, casual, student, and temporary help workers are not part of the SERLO pool.
=== Information to gather before deciding ===
The organization is required to compile a list of all positions in the affected group and level, including position numbers, work locations, language profiles, reporting relationships, and whether positions are vacant or encumbered. For each position, the organization must identify the substantive incumbent and confirm whether the employee is present or on leave, acting elsewhere, on assignment, or participating in Interchange Canada. A comparison of duties must be completed to confirm which positions have similar duties and belong in the same SERLO pool. This analysis must rely on an objective comparison of duties rather than job titles alone. A record of all employees who must be included, including those on leave, must be prepared to ensure full and fair inclusion. The organization must ensure data accuracy regarding tenure, occupation, level, location, language profile, and substantive status.
== Equity considerations for Step 3 ==
=== Group positions using an objective analysis of duties ===
Ensuring that positions are grouped based on the actual work performed rather than job titles, organizational history, or assumptions.
'''Equity consideration:''' Compare core and unique duties using work descriptions, task inventories, and operational needs. Document the rationale for including or excluding each position from the pool. Check whether positions associated with particular work streams are disproportionately grouped or excluded and adjust grouping decisions to ensure they reflect real duties and do not isolate teams for non‑work reasons.
=== Include all substantive incumbents, including those on leave ===
Ensuring that all employees who hold positions substantively are treated consistently, regardless of temporary absence.
'''Equity consideration:''' Confirm that employees on parental, medical, disability, cultural, or other forms of leave are included in the SERLO pool. Provide timely and accessible communication to all employees on leave. Ensure contact methods accommodate individual needs and confirm that they have the same access to information and participation as employees who are present.
=== Verify position and employee data before defining the SERLO pool ===
Ensuring the accuracy of position and employee information used to build the SERLO pool.
Validate substantive positions, group and level, location, and language profile for each position. Confirm reporting structures and the accuracy of payroll and HR system data. Correct errors before finalizing the pool to prevent employees from being placed in the wrong pool or excluded improperly.
=== Treat acting employees and substantive employees correctly ===
Ensuring that acting assignments do not distort who is placed in the SERLO pool.
'''Equity consideration:''' Confirm that employees acting in other roles remain in the SERLO pool if their substantive position is in scope. Confirm that employees acting within the affected part are not treated as substantive incumbents. Ensure decision‑makers distinguish between temporary and substantive positions to avoid misplacing employees or creating unequal treatment.
=== Identify and correct occupational clustering effects ===
Understanding how employees are distributed across work streams within the affected part.
'''Equity consideration:''' Review whether employees in certain work streams are clustered within specific occupational groups or levels. If the SERLO pool is defined in a way that isolates one cluster without a clear work‑based reason, reassess grouping decisions to ensure they reflect the work and do not inadvertently concentrate risk.
=== Confirm that language and location information does not create hidden barriers ===
Ensuring that position attributes used for pool definition are accurate and relevant.
'''Equity consideration:''' Validate language profiles and location data to ensure they reflect real work requirements. Incorrect data may lead to exclusion from the pool, placement in the wrong pool, or misunderstanding of who performs similar work. Correct data issues before proceeding.
=== Summarize representation in each SERLO pool ===
Providing visibility into the demographic impact of the proposed pools before decisions advance.
'''Equity consideration:''' Calculate representation rates for each pool and compare them to Step 1 benchmarks, including Workforce Availability and the sensitivity view where feasible. If a pool shows disproportionate representation patterns, assess whether the grouping reflects true duty similarity or whether adjustments are needed to avoid a disproportionate impact.
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