Mr. Speaker, in response to parts (a)(i) and (a)(ii) of the question, the “Direction on prescribed presence in the workplace”, found at https://www.canada.ca/en/government/publicservice/staffing/direction-prescribed-presence-workplace.html and as introduced in December 2022 and fully implemented since March 31, 2023, required employees who are eligible for a hybrid work arrangement to work onsite a minimum of two to three days per week, as determined by the deputy head of each department. The updated direction of May 1, 2024, now confirms a minimum requirement of three days per week as of September 9, 2024.
This decision was taken by the then secretary of the Treasury Board of Canada, Catherine Blewett, and the chief human resources officer, Jacqueline Bogden, following close consultations with and the endorsement of deputy ministers from across departments and agencies.
The direction was updated to maximize the benefits of presence in the workplace. These include in-person connections, collaboration within and among teams, enhanced opportunities for peer learning, and effective onboarding of new talent. Human connections, strengthened through in-person presence, contribute to a strong culture of performance and service to Canadians in alignment with the values and ethics of the public service. The direction was also updated to bring greater fairness and consistency to how hybrid work is implemented, so that the experience of working in the public service or receiving services is the same across the government and across the country. This approach is consistent with many provincial and territorial governments and private sector organizations.
In response to part (a)(iii), TBS consulted broadly on the updated direction, notably with Public Services and Procurement Canada, or PSPC, to ensure that the adjustment to onsite work requirements aligned with the government’s commitment to reduce its office footprint by 50%. Departments and agencies continue to work with PSPC to ensure that workplaces can accommodate the common hybrid work model, namely by implementing unassigned workspaces.
In response to part (a)(iv) and part (b), the performance of individual employees is measured and managed annually at the departmental level, based on pre-established work objectives and competencies, through performance management processes. Individual performance targets are typically different from and not directly comparable to measures presented in departmental plans, which examine performance at a broader program or activity level.