The 2005 key leadership competencies continue to be used only for assessment of positions in the Law Management (LC) Group in accordance with the Law Management (LC) Group Qualification Standard. For enquiries, contact us. Many journalists also abide by the principle of … Managers may add, remove or adjust examples as required. Gov. Values change over time and in different situations. The ethical values for physiotherapists in Ontario spell out the acronym R.E.A.C.H. Leaders mobilize and manage resources to deliver on the priorities of the Government, improve outcomes and add value. Step 1 – Acknowledging receipt of the complaint while ensuring that:. There is no policy requirement for supervisors and managers to be assessed on the demonstration of the KLCs. They are committed to the development of the leaders of tomorrow. For enquiries, contact us. Canada and the world are changing rapidly. Leaders balance organizational and government-wide priorities and improve outcomes for Canada and Canadians. Office of Minority Health Resource Center Toll Free: 1-800-444-6472 / Fax: 301-251-2160 Email: info@minorityhealth.hhs.gov Stay Connected Represent the organization truthfully, fairly and accurately. Your personal ethics and values affect your practice. Leaders inspire and motivate the people they lead. To view the brochure on the benefits of becoming a Canadian Registered Safety Professional click here. To ensure that women have an opportunity to … Below is a list of example effective behaviours associated with the Key Leadership Competencies (KLCs) for the Supervisor and Manager roles. Courses. The CPA certifcation program is in accordance ... apply the CPA Competency … Personal ethics and values differ from professional ethics and values. Employees and aspiring executives may wish to refer to the KLCs as a tool to identify their learning and development needs and to inform career planning. The Key Leadership Competencies define the behaviours expected of leaders in Canada's Public Service. They create respectful and trusting work environments where sound advice is valued. Democracy (Greek: δημοκρατία, dēmokratiā, from dēmos 'people' and kratos 'rule') refers to two forms of government: The most common form in which the people have the authority to choose their governing legislators and the original form in which the people have the authority to decide on legislation. Leaders define the future and chart a path forward. They bring a whole-of-government perspective to their interactions. Ethics for Everyone. In 2015, a new Key Leadership Competency profile was introduced for executives and other senior leaders. Employees and aspiring executives may wish to refer to the KLCs as a tool to identify their learning and development needs and to inform career planning. Leaders are deliberate and resourceful about seeking the widest possible spectrum of perspectives. Play video Our independence from the government is primary to our mission; it is important to the administration of justice and is fundamental to maintaining a free and democratic society that respects the Rule of Law. Value and ethical conflict occurs if you fail to recognize that values and beliefs are … Act without deception and in accordance with the law. They use setbacks as a valuable source of insight and learning. This course will pay special attention to ethics and older adults. They anticipate, plan, monitor progress and adjust as needed. They are authentic in the advice they provide in the interest of Canadians. In 2015, a new Key Leadership Competency profile was introduced for executives and other senior leaders. and government by ensuring that all CPAs have a strong foundation of ethics, ... skills and professional values, ethics and attitudes which a professional accountant must demonstrate. You will not receive a reply. 3.2.1 The core public administration attracts, develops and retains a … If families are newcomers to Canada, ask about their place of birth, how long they have been in Canada, and their support systems. 6.1.1 Ensuring that the harassment complaint process is carried out promptly; respects the principles of procedural fairness towards the complainant, the respondent and all other parties involved; and that it contains the following five steps:. Leaders share recognition with their teams and partners. These leaders play a pivotal role in creating and sustaining a modern, connected and high-performing public service that is ethical, professional and non-partisan. The Code of Ethics reflects physiotherapists’ commitment to use their knowledge and expertise to promote high quality, competent and ethical care for patients and thereby instill in the public, confidence in the profession. Managers of managers/supervisors may choose to use the KLCs and their example behaviours when staffing, in performance management and talent management. Many provinces in Canada offer a career pathway program, which helps to prepare students for the employment market and support a smooth school-to-work transition. These leaders play a pivotal role in creating and sustaining a modern, connected and high-performing public service that is ethical, professional and non-partisan. They lead by example, setting goals for themselves that are more demanding than those that they set for others. It displays a thorough grasp of international trade processes, an individual’s commitment to global trade, as well as their dedication to ethical business practices and ongoing professional development. Leaders have the courage and resilience to challenge convention. Professional development in the public service, Law Management (LC) Group Qualification Standard, Demonstrates Values and Ethics, including the Code, in personal behaviour, Integrates Values and Ethics, including the Code, into branch practices, Reflects a commitment to citizens and clients in own and branch activities, Provides fearless advice and acts with the courage of his or her convictions, Builds departmental values into branch policies and programs, Builds and promotes a bilingual, diverse, inclusive branch, based on, Builds and promotes a safe and healthy, respectful branch, free of harassment and discrimination, Frames questions and analyses with a thorough understanding of legislation and the ADM role, Seeks DM, government, national, regional, global, and technical perspectives on sector issues, Recognizes critical or sensitive issues and makes links to priorities, Distinguishes between critical and trivial factors in making judgments, Analyzes setbacks and seeks honest feedback to learn from mistakes, Provides quality judgment and policy advice to the DM, Contributes to the elaboration of the collective/DM vision, Articulates the vision in terms of own mandate, Develops innovative solutions to non-traditional problems, Develops strategies to manage the scope and pace of change, Develops strategies that are effective in the short and longer term, Encourages constructive questioning of policies, Envisions possibilities without detailed information, Exercises sound professional judgment based on analysis and consultation, as needed, Cultivates effective relationships and networks with Central Agencies, other departments, clients, citizens, unions, central and regional employees, and other levels of government, Provides communication links up, down, and throughout the organization and networks, Communicates with and encourages candour and clarity, Communicates and interprets external contexts to position branch, team, and individual contributions, Demonstrates and elicits trust by seeking and providing honest and constructive feedback, Actively listens to and understands impact on others, Influences outcomes by negotiating win-win solutions and compromise, and resolving conflict, Tailors approach to context, e.g., collaborative for consensus building, directive in crisis, Inspires a commitment to excellence by demonstrating passionate personal commitment, Works with the departmental and PS-wide ADM community to deliver on shared objectives, Creates an open, positive environment to stimulate open discussion, Leads change that maximizes results, in the branch, departmentally, and in the sector, Acts as a steward for the entire department, not just his or her own branch, Identifies and communicates priorities, milestones, timelines, performance measures, clear accountabilities, and performance agreements for DGs, Designs and manages a strategic risk management framework, Coordinates national and regional priorities, planning, and performance, Follows through on the branch business plan from planning, implementing, monitoring, and evaluating to reporting, Integrates Comptrollership, MAF, federal legislation, regulations, and policies into branch practices, Fulfils obligations of branch management accountabilities, Integrates HR, Finance, IT, IM, and Communications issues into planning and actions, Revises goals and plans to reflect changing priorities or conditions, Commits to a course of action despite incomplete information, if required, Makes decisions, initiates urgent actions, and remains calm in crisis situations, Recognizes and acknowledges errors and makes corrections, Develops HR strategy for succession planning, Creates expert teams to address specific or crisis issues, Sets clear expectations, monitors, evaluates, rewards, and develops performance, Recognizes people’s accomplishments and best efforts, Gives honest feedback, encourages learning, and manages non-performance, Deals with HR problems decisively and effectively, Recognizes the importance of and supports the DG community, Balances complementary strengths in teams, Guides and develops people through appraisals, career planning, and development, Consults with support services prior to changing HR protocols, Implements rigorous HR systems and fulfils obligations of HRM accountabilities, Allocates resources transparently and establishes a culture of ongoing re-allocation, Aligns business drivers with financial management regime, Promotes innovative approaches to deal with fiscal restraint, Integrates comptrollership processes and promotes due diligence, Reviews and reacts to the results of audits and evaluations, Monitors performance and seeks efficiencies continuously, Fulfils obligations of accountabilities for branch financial management, Provides objective, credible, and timely reporting to the DM, Consults with support services prior to changing financial protocols, Integrates Values and Ethics, including the Code, into directorate practices, Builds departmental values into directorate policies and programs, Reflects a commitment to citizens and clients in own and directorate activities, Builds and promotes a safe and healthy, respectful directorate, free of harassment and discrimination, Creates opportunities for and encourages bilingualism and diversity in the directorate, based on, Frames questions and analyses with a thorough understanding of sectoral and policy issues, Seeks clarification and direction from the ADM, Conducts strategic analysis of trends within the directorate, organization, and external environment, Integrates multiple domains of information and identifies the links, Identifies key elements of the vision and implications for the directorate, Translates vision and policy into concrete direction and plans, Links directorate programs and services to department and branch policies, Makes effective recommendations to the ADM, Seeks input of staff to create plans and solutions, Encourages constructive questioning of practices, Encourages experimentation to maximize potential for innovation, Identifies solutions, alternatives, and consequences, Implements inclusive, cooperative approaches with peers, staff, and superiors, Fosters an inclusive and sensitive interpersonal climate, Promotes consensus across diverse groups, interests, and opinions, Solicits and listens to ideas and concerns of staff, unions, and other stakeholders, Mobilizes the team to achieve directorate and departmental goals, Communicates and supports corporate decisions, Shares information with staff regularly and as it becomes available, Communicates vision and information with clarity and commitment, Manages relationships between stakeholders, Identifies and communicates priorities, milestones, timelines, performance measures, clear accountabilities, and performance agreements for Directors, Coordinates and manages across multiple directorate programs and projects, Ensures necessary resources, processes, and systems are in place, Develops process with management team to set priorities, make decisions, Performs risk analysis to assess viability of opportunities, Coordinates activities within directorate to assign accountability and avoid duplication, Seeks and heeds early warning signs, adapting plans and strategies as required, Follows through on the directorate’s business plan from planning, implementing, monitoring, and evaluating to reporting, Integrates Comptrollership, MAF, federal legislation, regulations, and policies into directorate practices, Manages own and others’ work-life balance, Responds decisively and quickly to emerging opportunities or risks, Maintains sound judgment and decision making in demanding or stressful situations, Implements HR strategy to ensure workforce capacity and diversity to meet current and future directorate needs, Coaches, challenges, and provides opportunities for growth, Sets clear expectations and provides clear direction, Provides honest, straightforward feedback and manages non-performance, Develops strategies to reduce stress within the directorate, Implements rigorous HR practices and fulfils obligations of HRM accountabilities, Allocates and manages directorate resources transparently, Implements strategies to achieve operational efficiencies and value for money, Operates and monitors rigorous systems for Financial Information Management, internal audit, and evaluation, Fulfils obligations of accountabilities for directorate finance and assets management, Acts on audit, evaluation, and other objective directorate performance information, Integrates Values and Ethics, including the Code, into division practices, Reflects a commitment to citizens and clients in own and division activities, Fosters a climate of transparency, trust, and respect within the division and in partnerships, Incorporates equitable practices into HR planning, Creates opportunities for and encourages bilingualism and diversity in the division, based on, Builds and promotes a safe and healthy, respectful division, free of harassment and discrimination, Practices transparency and fairness in all transactions, including staffing, contracting, and day-to-day activities, Frames division direction with a thorough understanding of the directorate’s priorities, Seeks clarification and direction from the DG, as required, Integrates information from multiple sources to form a comprehensive perspective, Identifies interdependencies in cross-functional projects, Translates vision and policy into concrete work activities, Develops division strategies, based on the departmental vision and the DG’s direction, Designs initiatives to enhance operational efficiency, Encourages and incorporates diverse initiatives and perspectives, Redesigns the division’s work activities to meet changing departmental needs, Makes effective recommendations to the DG, Shares information vertically and horizontally, Uses persuasion to gain support for initiatives, Adapts communications to suit audience and forum, Communicates regularly and openly with unions and other stakeholders, Demonstrates understanding of and respect for stakeholders’ views, Solicits input from and listens to staff, partners, and stakeholders, Communicates vision and division plans with clarity and commitment, Establishes regular and comprehensive exchanges of ideas, Designs division work plans based on the big picture, Guides division projects and resources to avoid obstacles, Sets realistic timelines and clear accountabilities for managers, Provides structure and momentum for division work activities, Identifies division limits and resource requirements for workload, Manages the division’s workload through prudent resource planning and prioritizing, Shifts priorities and adapts division work plans, as required, Heeds early warning signals and advises the DG and others, as needed, Follows through on the division’s business plan from planning, implementing, monitoring, and evaluating to reporting, Integrates Comptrollership, MAF, federal legislation, regulations, and policies into division practices, Maintains composure in adverse situations to alleviate pressure and maintain momentum, Provides regular feedback, acknowledges success and the need for improvement, Balances the needs of employees and the organization, Monitors and addresses workplace well-being, Develops and supports career plans and learning opportunities, Develops an HR strategy for division succession planning, Allocates and manages division resources transparently, Applies and monitors rigorous systems for Financial Information Management, internal audit, and evaluation, Fulfils obligations of accountabilities for division finance and assets management, Acts on audit, evaluation, and other objective division performance information, Integrates Values and Ethics, including the Code, into unit practices, Reflects a commitment to citizens and clients in own and unit activities, Fosters a climate of transparency, trust, and respect within the unit and in partnerships, Supports opportunities for and encourages bilingualism and diversity in the unit, based on, Builds and promotes a safe and healthy, respectful unit, free of harassment and discrimination, Acts with transparency and fairness in all transactions, including staffing, contracting, and day-to-day activities, Develops unit direction, based on a thorough understanding of the functional area, Tracks changing division priorities and analyzes impact on unit work plans, Seeks clarification and direction from the Director, as required, Coordinates information from multiple projects to form a comprehensive perspective, Identifies interdependencies across unit projects, Translates the division’s direction into concrete unit work activities, Designs solutions to operational problems, Encourages and incorporates diverse and creative initiatives and perspectives, Redesigns the unit’s work activities to meet changing needs, Makes effective recommendations to the Director, Considers the people components of issues and decisions, Promotes collaboration among supervisors on related projects, Encourages open constructive discussion of diverse perspectives, Recognizes opportunities to enhance outcomes through partnerships, Manages group dynamics in a diverse workforce within the unit and across projects, Gives credit for the contributions of partners, Accurately represents the concerns, ideas, and views of staff to upper management, Mediates and facilitates relationships between supervisors, Establishes unit targets for quality and productivity, Identifies financial and human resources requirements, Assigns and reallocates resources, as required, and to capitalize on diversity, Sets realistic timelines and clear accountabilities for supervisors, Provides structure and momentum for unit projects, Identifies unit limits and resource requirements for workload, Manages unit workload through negotiating timelines, prudent resource planning and prioritizing, Maintains composure in demanding or stressful situations, Shifts priorities and adapts unit work plans, as required, Heeds early warning signals and advises the Director and others, as needed, Follows through on the unit’s business plan from planning, implementing, monitoring, and evaluating to reporting, Integrates Comptrollership, MAF, federal legislation, regulations, and policies into unit practices, Optimizes diversity among team members to build strong teams with complementary strengths, Supports and defends the interests of staff, as necessary and appropriate, Develops HR strategy for unit succession planning, Allocates and manages unit resources transparently, Fulfils obligations of accountabilities for unit finance and assets management, Acts on audit, evaluation, and other objective unit performance information, Integrates Values and Ethics, including the Code, into staff work practices, Reflects a commitment to citizens and clients in own and staff activities, Fosters a climate of transparency, trust, and respect among staff and in partnerships, Incorporates equitable practices into HR management, Encourages bilingualism and diversity, based on, Builds and promotes a safe and healthy, respectful workplace, Is alert to and deals quickly with harassment and discrimination, Manages work activities and transactions with transparency and fairness, Develops project work plans with a thorough understanding of the functional area, Seeks clarification and direction from the manager, as required, Links information across individual work to form a comprehensive perspective, Tracks changing unit priorities and analyzes impact on staff activities, Translates unit direction into concrete project activities, Encourages and incorporates creativity and learning, Redesigns staff work activities to meet changing project needs, Makes effective recommendations to the Manager, Shares information broadly with staff and peers, Encourages open, constructive discussion of diverse perspectives, Manages interpersonal relationships among staff, Relates effectively to people with disabilities or with different values, personalities, or cultural backgrounds, Provides effective forums for staff to express ideas, views, and concerns, Uses meetings as an opportunity to generate collegiality and unity, Communicates work plans with clarity and commitment, Establishes regular and comprehensive exchanges of ideas with individuals and the team, Instructs staff on tasks, goals, processes, and performance standards, Monitors activities to ensure they are carried out effectively and efficiently, Ensures work is congruent with formal procedures and regulations, Adapts regular procedures flexibly to best meet objectives, Maintains a positive outlook in the face of setbacks, Shifts priorities and adapts work plans to reflect changes, Heeds early warning signals and advises the Manager and others, as needed, Follows through on project plans from planning, implementing, monitoring, and evaluating to reporting, Integrates Comptrollership, MAF, federal legislation, regulations, and policies into work practices, Models successful coping with stressful situations, Evaluates individual performance fairly, taking account of diversity, Identifies opportunities that challenge and encourage the development of people, Resolves interpersonal or personal problems that are affecting performance, Reduces stress factors in the workplace as much as possible, Addresses harassment or discrimination quickly, Allocates and manages project resources transparently, Fulfils obligations for project finance and assets management, Acts on audit, evaluation, and other objective project team performance information.
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