Thank you for your question.
The issue of funding is not an issue we looked at directly, but in fact we raise it indirectly. The comment about not having sufficient systems is actually a funding-related issue. In order to modernize the systems that support HR, there will be a requirement for new funding. That will take Treasury Board decisions.
What we have done at the Public Service Commission in response to the issue of the delegation--what we have seen is that functions and activities that were done centrally are now going to departments--is to maintain our service function, headed by Mr. Lemaire. Departments can still come to us, but it is a discretionary service instead of a required service. We are still there to support them. In terms of moving forward, I view that one of the objectives for the commission has to be to support the system as much as possible.
It is a big change that is being requested of departments while a lot of other things are changing. It is moving from a transactional approach to staffing to one that is much more strategic and involves planning and looking ahead.
On your issue of underrepresentation, this is an issue that remains a concern for me. I feel we all want a public service that is representative of the Canadian population, and when you look at the labour force availability and the actual representation in the public service, we have this gap.
In the past, the old act required a plan. Under the new act, this is going to be an important element that should be in the HR plan for each department.
I would suggest that when the committee is having discussions with departmental heads about their plans, you might in fact ask how they are doing on this element of HR planning.
At the commission, we've set up--and we talked about that--a special pool to recruit pre-qualified people who are ready for executive positions. We looked inside and outside of the government, and we identified 41 people from visible minority groups as executive-ready. We're doing very well in placing those people into executive positions.
I think that's another part that's important. You have to have the representation in the leadership.