2010-2011 Assessment Criteria and Reporting Template for Departmental Staffing Accountability Report – Small, Medium and Large Organizations (10-28)
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The following was sent to Deputy Heads on November 26, 2010.
On May 27, 2010, I provided you with the Public Service Commission's (PSC) approach to assessing organizational performance for staffing for the fiscal year 2010-2011. At that time, the Staffing Management Accountability Framework (SMAF) was published and I committed to sending the reporting tools for the Departmental Staffing Accountability Reporting (DSAR).
The PSC's Assessment Guidelines and the DSAR reporting template for fiscal year 2010-2011 are now available. This year's DSAR will continue to be based on the SMAF that measures performance under the Public Service Employment Act. As was the case last year, the 2010-2011 DSAR evaluates staffing performance based on key success factors and short-term outcomes.
The PSC expects you to continue to demonstrate the accuracy of your reports and your commitment to merit, non-partisanship and the staffing values by signing the management representation statement incorporated in the DSAR reporting template. Organizations will be asked once again to report on each key result area by providing a narrative and, in some cases, supporting documentation. For organizations being audited, the PSC will continue to coordinate its internal approach to minimize reporting requirements.
Some leading indicators will continue to be evaluated based on statistical data and the PSC Survey of Staffing (SOS) results. The PSC will flag results in the 40% least positive performing organizations for discussion and input into the final ratings. The PSC will also ask organizations whose SOS indicator results are in the 4th or 5th quintile for a second year in a row to demonstrate their follow-up on commitments made in the 2009-2010 DSAR.
To better align with the Management Accountability Framework and to provide input into deputy heads' performance evaluations (if applicable), the PSC asks that your final DSAR, including the management representation statement, be received by my office on or before Friday, February 18, 2011.
Our oversight analysts will be available to provide guidance as you prepare your report. They will also be visiting your organization later in the 2010-2011 assessment cycle to share statistical data and SOS results. We strongly encourage you to present your interim DSAR to your oversight analyst as soon as it is available.
I appreciate your continued commitment and support in ensuring the integrity of the appointment process in the public service.
Maria Barrados, PhD
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