Management (15%)

a) An accountability framework, an action plan and accountability mechanisms are in place (5%)

Western Economic Diversification Canada (WD) applies the official languages (OL) policies of the Public Service Human Resources Management Agency of Canada (PSHRMAC). To this effect, WD's intranet site includes a link to the PSHRMAC site. In addition, some WD documents describe the OL roles and responsibilities of the Director, Human Resources and the Special Assistant to the Deputy Minister, as well as the role of regional and national coordinators. WD has introduced an instrument of delegation of authority for human resources that sets out management responsibilities in various areas with respect to OL.

WD incorporates OL within more global plans therefore does not have an action plan specifically for OL. The activities provided for in Parts IV, V and VI of the Official Languages Act (the Act) are also included in the review submitted to PSHRMAC. WD does, however, have an action plan for Part VII that takes into consideration consultations with Official Language Minority Communities (OLMCs).

The achievement of OL objectives is measured when preparing the OL Annual Review (targeted review), submitted to PSHRMAC and signed by the Deputy Minister. Most Executive Group managers have entered into performance agreements regarding the promotion of section 41 of the Act and the building of OL capacity.

C

b) Visibility of official languages in the organization (5%)

The Deputy Minister of WD actively supports OL in the Western provinces by ensuring that senior management participates in the strategic planning process and in the implementation of the OL Program. The management accountability framework of WD includes OL. Discussions were held on the impact of OL during the visioning exercise on the future of the WD.

The 2006-2007 Report on Plans and Priorities devotes an appendix to the implementation of section 41 of the Act. The 2005-2006 Performance Report looks at the support given to Francophone Economic Development Organizations (FEDO) and OL activities. WD conducted evaluations of the FEDO Program and of the 2000-2004 Action Plan for OL. The Champion of OL is the Assistant Deputy Minister in Ottawa and is responsible for raising OL issues to the Executive Committee, as needed. A follow-up of OL files was done at the January 2006 Management Committee meeting.

WD has a team made up of an assistant deputy minister in Ottawa, who oversees the official languages file, a director general of Operations, who liaises with management at Executive Committee meetings, and a national coordinator, based at WD Headquarters. Regional coordinators, based in the provinces, actively participate in the development of strategies and in the implementation of OL activities with national team leaders. Each of these individuals participates in regional and national forums to promote the OL Program. Internally, they assist WD employees in applying OL policies in the offices. Members of this team communicate through a sharing portal, regular conference calls and semi-annual meetings.

Those with responsibilities under the Act must include performance measures in their annual evaluation on how they supported the Official Languages Program in the region or in the community.

A

c) Complaints (5%)

The document on departmental roles and responsibilities with regard to OL includes the mechanisms for addressing OL complaints. The senior HR consultant in Edmonton coordinates the process. Further, observations made with regard to service delivery within the department are shared with the departmental OL team to continually improve the nature of service delivery by the organization. The senior management of each sector is also informed of the complaints that require their involvement. WD reports the complaints received in its annual review to PSHRMAC.

C

Sub-total:

B

Service to the Public - Part IV (25%)

a) Bilingual services advertised to the public and sufficient bilingual staff (3%)

WD indicates that Burolis does not accurately reflect its points of service. A listing of all WD offices can be found on its Web site and in the blue pages.

A total of 91% of employees in bilingual positions serving the public meet the language requirements of their position. (Source: Position and Classification Information System (PCIS), March 31, 2006)

C

b) Findings on active offer and service delivery (15%)

According to observations of in-person service made by the Office of the Commissioner of Official Languages (OCOL) between mid-June and mid-July 2006, an active visual offer was present in 90% of cases, an active offer by staff was made in 10% of cases, while service in the language of the linguistic minority was adequate in 90% of cases.

According to observations of service on the telephone made by OCOL between mid-June and mid-July 2006, an active offer by staff or by an automated system was made in 82% of cases, while service in the language of the linguistic minority was adequate in 73% of cases.

C

c) Service agreements delivered by third parties or in partnership provide for the delivery of bilingual services (2%)

There is a section on OL in the contribution agreements that set out obligations with regard to communications. WD assesses the quality of service delivery to the public for each project and on a departmental level. Each of the projects carried out with OLMCs or Francophone entrepreneurs is evaluated based on standard departmental protocols.

WD also works with the Western Canada Business Service Network to ensure that partner organizations are aware of their obligations. Complaints received and information in contribution reports are used as measures of whether quality services are provided by third parties are in both OL.

B

d) Policy on service to the public and bilingual services quality monitoring (5%)

WD applies PSHRMAC’s Policy on the Use of Official Languages for Communications with and Services to the Public. A link is provided in the OL section of the Department’s intranet site, for employees to consult this policy. Information sessions on OL include a section on service to the public. The handbook for new employees also contains a section on OL.

Members of the team regularly discuss the active offer with employees that deliver services. Additional measures, such as information sessions, have been introduced to raise awareness among WD staff to the requirements with respect to service to the public. The performance activities architecture and management accountability frameworks of WD include elements related to service to the public.

B

Sub-total:

C

Language of Work - Part V (25%)

a) Language of work policy and adequate bilingual supervision (12.5%)

WD applies PSHRMAC's Policy on Language of Work. A link is provided in the OL section of the Department's intranet site, for employees to consult this policy. WD has introduced an instrument of delegation of human resources authorities that includes clearly defined management responsibilities in the following areas: language designation of positions, language training and language retention, bilingual bonus, non-imperative staffing of bilingual positions and responding to official languages complaints.

Only the National Capital Region (NCR) office is located in a bilingual region for the purpose of language of work. However, WD supports language training for the career advancement of its employees and continues to sponsor professional development activities, such as weekly two-hour sessions offered to employees in the Saskatoon, Saskatchewan, office. In Manitoba, two French language learning sessions are held weekly during the lunch hour to assist managers and staff in retaining their French-language skills. WD also encourages involvement in unofficial networks and activities as well as informal meetings where employees have free flowing discussions in their second language. Employees from a number of other departments participate in these meetings, called “Dîner à mots.”

As of March 31, 2006, the Position and Classification Information System (PCIS) indicated that 71% of senior management and 84% of supervisors who must communicate with their staff in both languages in bilingual regions are bilingual.

C

b) Use of each official language in the workplace (12.5%)

The only office to be located in a bilingual region for the purpose of language of work is the Ottawa office. However, communications sent out to all offices are bilingual. Employees are encouraged to communicate in the language of their choice. Senior management promotes the use of both OL at meetings held at the Ottawa office. The agenda and minutes of meetings are prepared in both OL.

Presentations on official languages were made in fall 2006. The officer training manual also contains a section on official languages. The Management Committee operates in both OL. The Department uses complaints received and the results of the Public Service Employee Survey as indicators of the implementation of the Policy on Language of Work and reports on this in its annual review to PSHRMAC.

Due to the small number of Francophone respondents in the NCR, OCOL was not in a position to use the results of the  2005 Public Service Employee Survey. The Department does not have any offices in the other designated bilingual regions for language of work purposes. WD does not have any offices in Quebec.

C

Sub-total:

C

Equitable Participation  - Part VI (10%)

a) Percentage of Francophone participation throughout Canada (5%)

Overall, the workforce is 9.9% Francophone. (Source: PCIS, March 31, 2006). All the offices for WD are located in Western Canada except for one in the NCR.

A

b) Percentage of Anglophone participation in Quebec (5%)

WD does not have any offices in Quebec.

S/O

Sub-total:

A

Development of Official Language Minority Communities and Promotion of Linguistic Duality - Part  VII (25%)

a) Strategic planning and the development of policies and programs take into account the development of official language minority communities (12.5%)

WD prepares an action plan for the implementation of section 41 of the Act and an annual status report. The 2004-2008 Action Plan was developed following a review of the previous action plan and consultations with FEDO, among others. An OL logic model was developed at the same time. Official languages are part of the WD management accountability framework. The OL team prepared a review of the horizontal impacts and integrated it into the Department's project management software. An OL lens is applied for memoranda to Cabinet and project management.

The WD Minister launched a visioning initiative to determine how the Department could refocus its economic mandate to have the most impact on Western Canada's growth and competitiveness in the future. The francophone community was consulted throughout this process. 

Further to the amendments to the Act, the new obligation to take positive measures to enhance the vitality of the English and French linguistic minorities in Canada and support and assist their development were presented and discussed at a Management Committee meeting.

The OL team is made up of a regional coordinator in each of the four Western provinces and a national coordinator in Edmonton, Alberta. The team is supported by the Deputy Minister in Edmonton, as well as the OL Champion in Ottawa. Officers support projects related to section 41 and facilitate the establishment of new partnerships with OLMCs.

A training module on OL activities and responsibilities was developed and presented to project officers. This module made it possible to continue awareness raising activities among staff and to share information on OL and OLMCs. The OL team ensures the dissemination of information in the Department, both in the regions and at Headquarters.

The activities of WD are harmonized according to three strategic components: innovation, entrepreneurship and economic development. Initiatives for the implementation of section 41 are the extension of the Department's strategic objectives. WD feels that its policies and programs meet the obligation to promote the development of OLMCs. WD has renewed partnership agreements with FEDO, set up funds for special initiatives that promote economic development and established new partnerships intended to support OLMCs.

Memoranda of understanding signed with Industry Canada and Canadian Heritage have enabled WD to undertake projects over a longer period of time in specific areas, such as economic development, internships, distance learning and distance training, to support Francophone entrepreneurs and OLMCs. WD supports various partnerships, including the Interdepartmental Partnership with Official Language Communities with Canadian Heritage, and the memorandum of understanding with Industry Canada for the implementation of the Government of Canada's Action Plan for Official Languages.

In 2005-2006, WD undertook four distance learning and distance training pilot projects and offered 10 internships. WD also funded special economic development initiatives, which consisted of projects that focused on issues related to the economic development of OLMCs in the Western provinces. WD is involved in other partnerships, such as the National Economic Development and Employability Committee and the Réseau de développement économique et d'employabilité (RDEE).

WD regularly consults OLMCs, particularly the four Western FEDOs. It also leads consultations regarding various topics and participates in regional and national consultations led by Canadian Heritage and Industry Canada. The Department's National Coordinator serves on the National Economic Development and Employability Committee.

WD is also providing partial funding for a survey on the development of OLMCs, which will be conducted by Statistics Canada over the next few years as part of its activities under the Government of Canada's Action Plan for Official Languages. The WD official languages team works with other federal, provincial, municipal and community organizations. WD staff meets regularly with OLMCs and regional Francophone organizations to discuss possible projects.

WD conducted an external evaluation of its 2000-2004 action plan. The results of the evaluation were used to analyse the implementation of its programs. The recommendations helped WD to improve its 2004-2008 action plan and to include in it positive measures to promote the development of OLMCs in the region. The Action Plan also outlines objectives, activities and performance indicators.

WD is developing a performance measurement strategy to assess the results obtained over a given period of time by examining annual output measures and the measures of results over a period of more than one year.

A

b) Strategic planning and the development of policies and programs take into account the promotion of linguistic duality (12.5%)

WD prepares an action plan for the implementation of section 41 of the Act and an annual status report. Official languages are part of the WD management accountability framework.

Further to the amendments to the Act, the new obligation to take positive measures to foster full recognition and use of English and French in Canadian society were presented and discussed at a Management Committee meeting. Presentations were also made to the Executive Committee on section 41.

The OL Coordinator ensures that the promotion of linguistic duality is considered in departmental activities. WD staff is made aware of their responsibilities in this regard. Examples would include: the Rendez-vous de la francophonie, second language mentoring and immersion programs accessible to all staff. WD is affiliated with the Alberta Federal Council's Linguistic Duality Network.

WD's activities are harmonized according to three strategic components: innovation, entrepreneurship and economic development. Initiatives for the implementation of section 41 include the extension of the Department's strategic objectives. WD feels that its policies and programs meet the obligation to foster full recognition and use of English and French in Canadian society.

WD supported the Festival du bois, an arts and culture event in Coquitlam, British Columbia. This festival is part of the city's tourism campaign intended to promote Coquitlam as a welcoming destination for Francophones in preparation for the Winter Olympics and Paralympics in 2010. WD also contributed to a book about francophone culture and the contribution of the francophonie to Alberta's economy and society. The book was published in both official languages.

WD has a number of internship projects and distance training pilot projects, which are aimed at advancing the availability and access to French language educational and employment opportunities. 

WD integrates its commitments regarding the promotion of linguistic duality into its action plans for OL, and reports on achievements through this framework rather than as a distinct, specific measure. 

B

Sub-total:

B

OVERALL RATING

C