Canadian Public Service Research Articles

Should the Canadian Public Service Worry about the Polarization in the Perceptions of Social Problems?

AbstractThis study analyzes the polarization of perceptions of social problems in Canada to assess if social issues polarization was an element of the environment (Hodgetts, 1964). We analyzed data from the Canadian Election Study collected between 1993 and 2021. We compare urban university‐educated and rural non‐university‐educated Canadians' opinions regarding their perceptions of certain social problems in Canada. Our results show that there are some disagreements between the two groups. However, the data and methods used do not allow us to confirm a trend towards polarization. Polarization over social problems is not yet shaping Canadian public administrations.

THREE ASPECTS OF ACCOUNTABILITY FOR THE CANADIAN INTELLIGENCE PUBLIC SERVICE

On November 17, 2023, a Senior CSIS Executive presented Three Aspects of Accountability for the Canadian Public Service for this year’s West Coast Security Conference. The presentation was followed by a question-and-answer period with questions from the audience and CASIS Vancouver Executives. The key points discussed were the themes of accountability in the Canadian Security Intelligence Service in relation to the federal court, to Canadian citizens, and within the governmental and academic spheres.
 
 Received: 01-07-2024
 Revised: 01-30-2024

Does increasing auditors' independence lead to more forceful public auditing? A study of a Canadian internal audit reform

AbstractThe value of auditing as an instrument of accountability depends upon the independence of auditors. However, the extent to which auditors feel free to review the operation, compliance, and performance of public programs and objectively communicate findings to stakeholders has rarely been assessed. A Canadian public service reform in 2006 introduced institutional safeguards to bolster the independence of departmental internal auditors, but left legislative auditors working for the Auditor General's Office (i.e., Canada's Supreme Audit Institution) unaffected. We analyze and compare 2677 audit reports written by internal and legislative auditors before and after the reform. After the reform, the language used by internal auditors became more assertive and evaluative, but not more critical. This suggests that the safeguards had a meaningful impact on how auditors perform their accountability function but that factors other than independence may be driving their willingness to be more adversarial and critical when communicating audit findings.

Perceived Causes of Career Plateau in the Public Service

The purpose of this paper was to develop a better understanding of the causes of career plateau in the public service, focusing on 67 people who we determined to be career plateaued. Our interviews identified examples of incidents describing successes and interruptions in careers in developing an overall picture of the reasons for people being plateaued. We identified ten themes, which were grouped into three areas: deficiencies in experience, skills and education (four themes); competition skills (four themes); and perceptions of favoritism and discrimination (two themes). In addition to feeling plateaued because of the inability to demonstrate experience, education, and knowledge, many people offered examples of being plateaued because of the lack of interviewing skills or evidence of favoritism and discrimination. Those who are plateaued because of favoritism or discrimination verbalize feelings of disgust and frustration and illustrate a tendency to become less engaged with their work. We think that the negative impacts of favoritism or systemic discrimination have important implications because they are likely to have an impact on employees and their engagement in their work and life. However, as our results are based a sample of 67 government employees in the Canadian public service, they require verification in other settings.

The Role of Organizational Efforts in Mitigating the Adverse Effects of Workplace Mistreatment on Attitudinal Responses

Despite increasing attention to workplace mistreatment in organizations, few studies have investigated the consequences of such negative experiences on employees. Using the Canadian Public Service Employee Survey (PSES) data (about 80,000 observations), this study examines the relationships between workplace mistreatment and outcomes at work and the moderating role of organizational efforts in preventing and handling workplace mistreatment among Canadian federal government employees. Empirical results of an OLS regression and logit model document that perceived workplace mistreatment, in terms of workplace harassment and discrimination, is negatively related to job satisfaction and continuance organizational commitment and positively related to turnover intention. The analysis also shows that the linkages between workplace mistreatment and the three outcomes were weaker when organizational efforts aimed at dealing with workplace mistreatment were perceived to be high. Implications of these results for research and practice are discussed.

Gatekeepers influencing careers of Canadian public sector employees: views from managers and union employees

PurposeThe purpose of this paper is to develop a better understanding of the types of career models that different managerial and union employees view influencing their career development.Design/methodology/approachIn this study, the authors gathered interview data from 74 public sector employees in management and union positions illustrating examples of the career models they experienced.FindingsThe study explains how unique career models are often defined by gatekeepers who act in setting out the procedures, incentives, and norms for the careers of others. The results, based on interviews in a Canadian government organization, suggest that employees perceive that different gate keepers are central in shaping careers of management and union employees in a more traditional career hierarchy, even though other perspectives or orientations of career progression exist in encouraging people to take more responsibility for career development. Management participants were more likely to be guided by upper level managers who acted as gatekeepers within a ‘perception of organizational politics’ model where “the system has a procedural merit rather than real merit….and systemic biases are not even realized by the people doing the hiring.” Key gatekeepers for union employees were those in human resource departments and the union who defined the fairness of the procedures within a human capital model which generally managed career development as a reward for higher levels of experience, education, and training. The findings illustrate unique ways that each set of gatekeepers shape the way that selection and promotion processes are carried out.Research limitations/implicationsThe authors are mindful that our results are, at best, exploratory. The qualitative interviews were from a sample of 74 government workers in the Canadian public service and should be verified with further research. Although the authors felt that interviews illustrated saturation and might only be a reliable reflection of a specific sample, other research should examine these findings in other contexts. Further examination of these findings might help us understand the challenges of developing systems and procedures which illustrate a distributive rather than merely a procedural fairness.Practical implicationsThe process of socialization for a career in management and union positions is demonstrated by the boundaries through which a person moves from being an outsider to an insider to the organization. Unique career models are often defined by gatekeepers who act in setting out the procedures, incentives, and norms for the careers of others. The research and practical implications point to: (i) designing supplemental behavioral interview questions and tools in selection and promotion as a way to respond to systemic biases, (ii) building awareness of how to respond to biases of the powerful role of referrals and networks in shaping careers of managerial employees, and (iii) taking steps to develop a climate which might be supportive of merit processes. Social implicationsThe process of socialization for a career in management and union positions is demonstrated by the boundaries through which a person moves from being an outsider to an insider to the organization. Unique career models are often defined by gatekeepers who act in setting out the procedures, incentives, and norms for the careers of others.Originality/valueThe study suggests that unique career models are often defined by gatekeepers who act in setting out the procedures, incentives, and norms for the careers of others.

The time management styles of deputy ministers in Canada: Towards a taxonomy

AbstractDeputy Ministers in Canada play a critical role in defining all aspects of policy and operations for their respective departments and also contribute significantly to their government's collective initiatives. While there exists a solid understanding of the roles and functions of Deputy Ministers, there is little perception of how individuals actually shape the position in terms of time management. Understanding how senior executives in Canadian public service organize their time is critical to an appreciation of how they prioritize their functions. Using results from a 2020 survey, this study documents how Deputy Ministers in Canada divide their weeks in terms of personal work and meetings. This study goes further to discern a taxonomy of five time‐allocation styles of Deputy Ministers: Operational, Balanced, Managerial, Strategic and HR‐Focused.

The Effects of Family Responsibilities Discrimination on Public Employees’ Satisfaction and Turnover Intentions: Can Flexible Work Arrangements Help?

Discrimination against caregivers is a topic of interest for the public sector workplace. This study assesses the degree to which family responsibilities discrimination (FRD) can diminish work satisfaction and lead to intentions of leaving the public service. It also examines the effects of flexible work arrangements on work satisfaction and intentions to leave. Applying Mahalanobis Distance Matching, we examine the Canadian Public Service Employee Survey and find evidence that family status discrimination has some impact on employees’ intention to leave the public service and can diminish satisfaction with work arrangements. We also find that federal public servants who feel like work and family/personal obligations adversely affected their career progression were less satisfied with their work arrangements and were more likely to want to leave their positions.

Artificial Intelligence Policy Innovations at the Canadian Federal Government

This article summarizes two initiatives for artificial intelligence (AI) underway in the Canadian public service: public consultation and collaboration in compiling an algorithmic impact assessment, and a symposium on AI and human rights held by Global Affairs Canada. The findings contextualize the national consultations on digital and data transformation and future steps for more inclusive AI governance in Canada.

Job Satisfaction in the Canadian Public Service: Mitigating Toxicity With Interests

During the 2015 Canadian federal election, political parties were polarized over the issue of job satisfaction in the public service. Critics and public service unions argued that there was a toxic environment under the leadership of Prime Minister Stephen Harper, and Liberal leader Justin Trudeau promised, if elected, to remedy this toxicity. Therefore, the job satisfaction of federal employees was a campaign promise of the now elected Liberals. Improving job satisfaction is not simple, as there are many competing factors impacting it. This study measures job satisfaction of Canadian public servants in 2014 and concludes that job satisfaction remained fairly high across the board, even under Stephen Harper, and that by far the strongest predictor of job satisfaction is how well employees’ interests match their job, followed by the relationship with their immediate supervisor, relationships with colleagues, and skills. Thus, human resource management policies are essential in improving job satisfaction.

Disability and workplace harassment and discrimination among Canadian federal public service employees.

Policy and legislation that prohibits workplace harassment and discrimination, including that which is disability related, has been in place in Canada for many years. The study objective was to examine associations between disability and workplace harassment and discrimination in the current Canadian context, as well as the intersection of disability with age, gender, and ethnicity. Cross-sectional data from the 2014 Canadian Public Service Employee Survey was analyzed (n = 175,742) using logistic regression to investigate the relationship between self-reported disability and workplace harassment and discrimination in the last 2years. Age, gender, and ethnicity were included as potential confounders and effect modifiers. Additive and multiplicative effect modifications were examined using linear binomial and logistic regression, respectively. Overall, 18 and 8% of the sample of Canadian public service employees reported workplace harassment and discrimination, respectively. The prevalence was higher for workers with disability (37 and 26%). Disability was significantly associated with an increased odds of harassment (odds ratio (OR) = 2.80; 95% confidence interval (CI), 2.68-2.92) and discrimination (OR = 4.97; 95% CI, 4.72-5.23) in models adjusted for confounders. Significant positive additive effect modification was observed for (1) age in the harassment and discrimination models and (2) ethnicity in the discrimination model. Findings from a 2014 census of the Canadian federal public service suggest that additional efforts are needed to address workplace harassment and discrimination beyond those already in place. Consideration should be given to workers with disability, as well as the intersectional impacts for older workers, visible minorities, and Aboriginal peoples.

Stories from the Front Lines: Making Sense of Gender Mainstreaming in Canada

Gender mainstreaming (GM) is a strategy used by governments to promote gender equality. It entails integrating gender and intersectional considerations into all aspects of policy work, including policy formulation, implementation, and evaluation. However, its success in achieving gender equality and social transformation has been limited. Drawing on implementation research and narrative analysis, this article explores the micro-level dynamics and the local actors that help shape the character and outcome of gender mainstreaming. Using narrative analysis, we explore how GM specialists within the Canadian public service make sense of their role, and we identify the strategies they use to make gender matter in policy work. By examining their stories of isolation, disempowerment, and resistance, we uncover the administrative and political forces that shape not only the “space” for gender work but also the opportunities for individual activism and resistance. These stories convey how, by engaging in these micro-level strategies, GM specialists both challenge and reinscribe, at the macro level, technocratic representations of GM and of policy work in general. We conclude with some reflections on the insights that micro-level analysis and implementation research can bring to the study of gender mainstreaming.

Academic research and engagement with the Canadian public service: Insights from three surveys

AbstractThis article explores the area of research engagement between two very important communities in the Canadian public policy landscape: academics and senior public service executives. Using data from three surveys, we argue that while public sector executives may be more receptive to academic research than the literature suggests, academic advice and knowledge remain underutilized. While there does not seem to be a strong cleavage between the two groups, they also tend to come together mostly under very specific conditions. Oddly enough, academics do not seem to be troubled by the underutilization of their research.

The conundrum of absenteeism in the Canadian public service: A wicked problem perspective

AbstractAbsenteeism has received increasing attention in public sectors across the world. In Canada's federal public service, absenteeism cost the government approximately $871 million in lost wages in 2013 alone (Barkel 2014a). Current and previous Canadian governments have attempted to reform sick‐leave policy to reduce absenteeism, but simple solutions to a complex problem will likely result in negative and unforeseen consequences. This article conceptualizes absenteeism as a “wicked problem” to explore its complexity. Addressing absenteeism requires a deeper understanding of issues and factors by government representatives, unions, NGOs, and policy experts, which can lead to multifaceted solutions.

Blueprint 2020: A Vision for Canada's Federal Public Service that Destroys Public Administration

Blueprint 2020, known also as Destination 2020, coined by the former Privy Council Wayne Wouter, was introduced with a big celebration. Public servants across the federal and provincial levels were excited and elevated as they participated in the exercise. It was introduced as a proposed way to remedy the chronic dysfunctionality condition of the government today. The exercise was so focused on the individuality and practical ideas that many became lost in this exercise. In a nutshell, Blueprint 2020 is about the destruction of the Canadian public service. No one sees its destructive impact because of its grand introduction and its practicality that suits the desires of young public servants who seem to have been bred to think in a short-term paradigm. This paper discusses the theoretical meaning of public administration, its meaningful application in the field of practicality, the impact of the Blueprint 2020, and a propose method to strengthen public administration, and the roles of scholars or what scholars can do to remedy the dysfunctionality of the public administration system of management and administration. Towne in his “Economic Engineers” stated that when there is a dysfunctionality in the organization, never ask a business, an administrative clerk, or a social worker to fix it, but ask a person who is specially trained in the field. Public administration is an academic field, a field of science, and a field of managerial and professional application. It requires the scholars to play a significant role in the leadership and management of the public service.

Bureaucratic Role Perceptions and Gender Mainstreaming in Canada

Since the mid‐1990s, governments have adopted gender mainstreaming (GM) as a strategy for achieving gender equality and improving women's social, economic and political conditions. Yet, studies indicate that GM continues to be unevenly implemented, both within and across countries. To explain this outcome, this paper focuses on the local implementers of GM — the gender focal points — and how they understand GM and interpret it in their everyday work. Drawing upon interviews with gender focal points in the Canadian public service, we explore how bureaucratic role perceptions shape how these local actors understand GM and how they navigate the complex terrain between bureaucratic neutrality and the equality agenda of gender mainstreaming. Our exploratory study shows no common understanding among our interviewees, revealing how the meaning of gender mainstreaming varies depending on whether the public servant views himself or herself as policy analyst, policy advisor or policy advocate. Based on these insights, we conclude with suggestions for future research on gender mainstreaming.

The Canadian Federal Government and Normativity Transformations: Towards a Reconfiguration of Governmentality in Canada?

For several decades, the Canadian federal government has been the subject of many administrative reforms whose nature, scale and resources vary considerably. The frequency of these reforms increased considerably during the 1990s, although political stability on the federal level was particularly high at the time. By using the normativity-governmentality dynamic as a heuristic model, this article focuses on the Public Service Modernization Act (PSMA) to better understand the effects of the transformation of norms on the modes of interactions and power relationships between actors, institutions and social groups in the Canadian public service context. It questions the way in which transformations in normativity change the conditions of governmentality in Canada. The main thesis of this paper argues that the normative flexibility given to managers (by the PSMA) in the staffing process does not lead to a real increase in their room to manoeuvre, due to: 1) the (re)definition of merit (confusion factor); 2) the concomitant implementation of the Financial Administration Act (inertia factor); and 3) the legacy of previous administrative reforms (the one-step-forward, one-step-back factor).

Blueprint 2020: A Vision for Canada's Federal Public Service that Destroys Public Administration

Blueprint 2020, known also as Destination 2020, coined by the former Privy Council Wayne Wouter, was introduced with a big celebration. Public servants across the federal and provincial levels were excited and elevated as they participated in the exercise. It was introduced as a proposed way to remedy the chronic dysfunctionality condition of the government today. The exercise was so focused on the individuality and practical ideas that many became lost in this exercise. In a nutshell, Blueprint 2020 is about the destruction of the Canadian public service. No one sees its destructive impact because of its grand introduction and its practicality that suits the desires of young public servants who seem to have been bred to think in a short-term paradigm. This paper discusses the theoretical meaning of public administration, its meaningful application in the field of practicality, the impact of the Blueprint 2020, and a propose method to strengthen public administration, and the roles of scholars or what scholars can do to remedy the dysfunctionality of the public administration system of management and administration. Towne in his “Economic Engineers” stated that when there is dysfunctionality in the organization, never ask a business, an administrative clerk, or a social worker to fix it, but ask a person who is specially trained in the field. Public administration is an academic field, a field of science, and a field of managerial and professional application. It requires the scholars to play a significant role in the leadership and management of the public service.

GitHub use in public administration in Canada: Early experience with a new collaboration tool

AbstractGitHub is a web‐based digital project hosting service that facilitates collaboration. We introduce how GitHub works and assess how it has been used in the public sector in Canada based on interviews with federal government leaders and a survey of Canadian public service GitHub users. With little research to date on public sector use of GitHub, and none on its use in Canadian governments, we explore the early experience with this collaboration tool and consider the possible implications for collaboration in government.

External Whistleblowing in the Public Service: A Necessarily Messy Practice

Whistleblowing in the Canadian public service is a complex problem and poses a dilemma: while disclosures can increase organizational effectiveness, they challenge the authority of an organization and cause moral and legal complications. This paper provides an examination of whistleblowing and three reasons why external whistleblowing should not be practiced, namely because of the existence of internal mechanisms, disruptions in ministerial responsibility , and conflicting ideas of loyalty and the public interest. Through this analysis, the paper recommends the strengthening of internal reporting mechanisms to limit external disclosures made in the public service.