Discover our workforce
This section focuses on our efforts to recruit, welcome and onboard new employees. It also highlights the work we’re doing to retain and support our employees through talent management, engagement, knowledge transfer, mental health and well-being, and much more. This page contains the documents that pop-up throughout the “Discover our workforce” section of the #DiscoverPSPC video
PSPC in numbers
Recruitment and development programs at Public Works and Government Services Canada
At Public Services and Procurement Canada (PSPC), we want to recruit and retain new and talented employees. The following web page provides information about two PSPC recruitment and development programs seeking eligible candidates for entry-level positions in finance and purchasing. It also provides additional resources for students and graduates who are interested in a career at PSPC.
PSPC On-boarding and Orientation Program
Talent Management – Knowledge Transfer @PSPC
Implementing the Joint Mental Health Task Force Recommendation @PSPC
PSPC Takes Flight
Celebrating the accomplishments of … Liza Wong
In the spirit of celebrating achievements during NPSW, we would like to show you how BP2020 is making a difference in our region. The RDGO’s summer coop student, Sean Magee-Teitelbaum, met with five members of the Pacific Region PWGSC staff to learn more about their involvement in Blueprint 2020 initiatives over the past year. Enjoy!
Earlier this year, as part of a push to be more open and transparent, Stephanie Strong, Strategic Advisor in the Regional Director General’s Office, put out a call for staff across the department to join in a selection committee for a recent staffing process. I had the chance to meet with one of the board members and learn more her contribution.
Why did you get involved with this BP2020 initiative?
As a relatively new employee to the department, I saw this as an opportunity to share my ideas, past experience and best practices on a new platform. I found it refreshing to be a part of a group process, one that reinforced the ideas behind Blueprint 2020 and offered an interesting approach to embracing the diversity of talent that exists in our staff. It also gave me the opportunity to learn more about the organization, about the different business lines and the importance of client service.
What specifically did it help you learn?
Working in a collaborative project like this allowed me to “connect the dots” and see how everything comes together in the organization. Understanding the business and client needs in our organization is especially important in my role as Regional Chief of Security. It allows me and my team to improve service delivery and partner with clients to develop a better culture of security.
What would be your main message to other staff considering BP2020 events?
Take the leap, get involved and take advantage of the learning, engagement and networking opportunities as they present themselves.
From our discussion, it is apparent that Liza believes the senior management truly have a vested interest in creating an environment of networking, learning and mobilizing talent. An important point she made, which was echoed by other interviewees, is that we, as public servants, are often preoccupied by day-to-day work and overlook the merits of participating in ways that go beyond our regular role. Rather than act as a catalyst for stress, Blueprint 2020 can offer a space to try something new, to innovate and share with others. These activities are a means to build a sustainable career. Everyone who was interviewed had the same experience of being revitalized by the change in their daily routine. When it comes down to it, most activities are only modest commitments on your time and effort, yet they offer a sense of personal accomplishment.
“Liza, I benefited greatly from your thoughtfulness and experience as a board member. Thanks again for offering your time and valuable ideas!”
Source: http://pacific.pwgsc.gc.ca/node/24696 (link internal to PSPC)
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