Program directory · Public Service Commission of Canada
Recruitment and Assessment Services
- Department
- Public Service Commission of Canada
- Program code
- BWB02 (PSC)
- Core responsibility
- Public Service Staffing and Non-partisanship
- In Departmental Plans
- 2018-19 – 2025-26 · Appeared and later dropped
What it does
The Recruitment and Assessment Services Program exists to support departments and agencies in the hiring of qualified individuals into and within the public service, helping to shape a workforce reflecting Canada’s diversity. The program includes the delivery of recruitment programs, student programs, assessment and accommodation services and administration of legislated priority entitlements. Through outreach and the use of modern tools, online systems and technology, it reduces barriers for Canadians accessing public service jobs. This program also collaborates with departments and agencies to create and implement innovative staffing and assessment approaches to meet the strategic recruitment priorities of the Government of Canada and the renewal of the public service.
Source: the department's Program Inventory, via GC InfoBase.
History and lineage
First appears in GC InfoBase's actual spending by program in 2018-19. The data does not record when a program was created; it may be older than its first appearance here, which is limited by the sources (program spending starts in 2010-11, Departmental Plans in 2018-19).
| Program | Relation | Years with data | Actual spending over those years |
|---|---|---|---|
| Recruitment and Assessment Services | This program | 2018-19 – 2027-28 | $244M |
No earlier or later program in the same department has a similar name.
Significant changes in scope and budget
Detected from the data: renames between plans, programs it appears to replace, merge with or split into (matched by name), year-over-year changes in spending of at least 25% and $5M, or in employees of at least 20% and 25 FTEs, linked budget measures, and results indicators added or dropped.
| Year | What changed | Source |
|---|---|---|
| 2020-21 | Indicators added: Percentage of accommodation requests processed within service standards; Percentage of applicants who found GC Jobs easy to use when applying for a job; Percentage of clients who were satisfied with Public Service Commission assessment services; Percentage of students who were satisfied with the Federal Student Work Experience Program application process; Percentage of qualified applicants to the Post-Secondary Recruitment program who were appointed; Average number of days to be tested for Second Language Evaluation Test of Oral Proficiency; Number of outreach activities with educational and community institutions | Departmental Results Framework (GC InfoBase) |
| 2020-21 | Indicators dropped: Percentage of clients who were satisfied with PSC assessment services | Departmental Results Framework (GC InfoBase) |
| 2022-23 | Indicators added: Average number of days waiting to be tested for oral proficiency in the second official language | Departmental Results Framework (GC InfoBase) |
| 2022-23 | Indicators dropped: Average number of days to be tested for Second Language Evaluation Test of Oral Proficiency; Number of outreach activities with educational and community institutions | Departmental Results Framework (GC InfoBase) |
| 2023-24 | Indicators added: Percentage of applicants in the Post-Secondary Recruitment inventories, ready to be referred, who were appointed.; Percentage of hires who were formerly students in one of the Government of Canada’s student recruitment programs | Departmental Results Framework (GC InfoBase) |
| 2023-24 | Indicators dropped: Percentage of qualified applicants to the Post-Secondary Recruitment program who were appointed | Departmental Results Framework (GC InfoBase) |
Success criteria
The program's indicators from its department's Departmental Results Framework: the target set in each year's plan, and the result reported the following year. Source: GC InfoBase.
Historical: targets against results
Average number of days waiting to be tested for oral proficiency in the second official language
Expected result: Qualified individuals are hired to deliver results for Canadians
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2022-23 | ≤ 10 | 2023 | 24 Since we introduced a new, fully remote test for oral second language evaluation, requests for oral language evaluation quickly increased to higher than pre-pandemic levels and beyond our capacity. This resulted in a backlog and delays beyond our service standards. In response to the very high demand, in July 2022 we put in place a temporary policy measure allowing departments and agencies to adm… | Not met |
| 2023-24 | ≤ 10 | 2024 | 12 Despite resource constraints, a strike and human resources challenges, we have succeeded in improving turnaround time to test candidates. The increased allocation of tests among evaluators has also enabled us to approach our service targets more effectively and we achieved a 50% reduction in delays compared to last year, from an average number of 24 days in 2022-2023 to 12 days in 2023-2024. | Not met |
| 2024-25 | ≤ 10 | 2025 | 10 | Met |
Percentage of accommodation requests processed within service standards
Expected result: Reduced barriers for Canadians to have access to public service jobs
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2020-21 | ≥ 90% | 2021 | 92% | Met |
| 2021-22 | ≥ 90% | 2022 | 79% Increased level of complexity of accommodation needs, the transition to remote assessments, and team turnover contributed to the service standard not being met. As a result of these factors and technological challenges, more frequent consultations with partners on accommodation issues were also required, impacting the ability to process requests within the service standard. To improve the situati… | Not met |
| 2022-23 | ≥ 90% | 2023 | 78% The team saw an increase in accommodation requests, including requests that were highly complex, requiring extensive expertise and ongoing support. These complex requests mostly involve accommodation measures for second language evaluations, or for tests created by departments. To address these requests efficiently, the team plans to use an approach similar to the one they use for written tests.… | Not met |
| 2023-24 | ≥ 90% | 2024 | 98.3% | Met |
| 2024-25 | ≥ 90% | 2025 | 99% | Met |
Percentage of applicants in the Post-Secondary Recruitment inventories, ready to be referred, who were appointed.
Expected result: The strategic recruitment priorities of the Government of Canada and the renewal of the public service are achieved
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2023-24 | ≥ 20% | 2024 | 4.7% The result wasn’t achieved because no Post-Secondary Recruitment campaign was conducted in 2023-2024, and a decline in staffing limited the use of pools and inventories from previous Post-Secondary Recruitment campaigns. | Not met |
| 2024-25 | ≥ 20% | 2025 | — We ended the Post-Secondary Recruitment program and related campaign activities as of October 31, 2024. As a result, no recruitment campaign was launched in fiscal year 2024 to 2025, making it impossible to calculate or report on this indicator any longer. | No result reported |
Percentage of applicants who found GC Jobs easy to use when applying for a job
Expected result: Reduced barriers for Canadians to have access to public service jobs
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2020-21 | ≥ 80% | 2021 | 72% The Public Service Commission continues to enhance GC Jobs where possible, and the indicator result has improved slightly since the last reporting period. We will make more improvements through the GC Jobs Transformation project, which is still in its early stages, to address key needs expressed by job applicants in the Public Service Resourcing System applicant satisfaction survey. These include… | Not met |
| 2021-22 | ≥ 80% | 2022 | 69% No significant change was noted in the last 2 years. More improvements are needed to reach the target, either through enhancements to the Public Service Resourcing System, which are constrained by the limitations of the aging platform, or more likely through GC Jobs Transformation, which aims to provide a digital recruitment solution that addresses job applicants’ needs. | Not met |
| 2022-23 | ≥ 80% | 2023 | 67% Analysis of the 2022 GC Jobs Applicant Feedback Survey results pointed to a combination of factors, both technical and process-related, that led to the downward trend. This downward trend could also be the result of high user expectations, influenced by rapid advances in modern recruitment technologies. We are advancing the work to modernize the current recruitment platform with an adaptable, inc… | Not met |
| 2023-24 | ≥ 80% | 2024 | 69.1% Analysis of the 2023 GC Jobs Applicant Feedback survey results pointed to a combination of factors, both technical and process-oriented, that led to the downward trend. We are working on modernizing the current platform in collaboration with Public Services and Procurement Canada on the Enterprise Human Capital Management initiative; this initiative would include a digital recruitment solution an… | Not met |
| 2024-25 | ≥ 80% | 2025 | 68% The 2024 GC Jobs Applicant Feedback survey results indicate a combination of technical and process-oriented factors contributing to a continuing downward trend. Feedback from persons with disabilities was less positive, with only 55.7% of respondents agreeing that the GC Jobs platform is easy to use. We are working with Public Services and Procurement Canada on the Enterprise Human Capital Manage… | Not met |
Percentage of clients who were satisfied with Public Service Commission assessment services
Expected result: Qualified individuals are hired to deliver results for Canadians
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2020-21 | ≥ 90% | 2021 | 84.3% The volume of tests and assessment services dropped significantly due to challenges in administering supervised in-person and online tests during the pandemic. This is likely the main cause of the slight decrease in client satisfaction in relation to last year. | Not met |
| 2021-22 | ≥ 90% | 2022 | 88% The overall client satisfaction rate appears to be gradually returning to what it was before the pandemic; that is, to levels that were steadily increasing every year, close to set targets. The 3.7% increase in client satisfaction from 2020–21 is likely due to the Public Service Commission’s continuous efforts to provide assessment services that meet the expectations of Canadians, such as the new… | Not met |
| 2022-23 | ≥ 90% | 2023 | 80% Increased volumes (to pre-pandemic levels) and decreased capacity led to significant delays in meeting delivery standards for some of our services, which affected the overall client satisfaction rate in 2022−23. The launch of online tests of second language written expression and reading comprehension on the Candidate Assessment Tool platform, as well as the hiring and training of new staff and c… | Not met |
| 2023-24 | ≥ 90% | 2024 | 90% | Met |
| 2024-25 | ≥ 90% | 2025 | 92% | Met |
Percentage of hires who were formerly students in one of the Government of Canada’s student recruitment programs
Expected result: The strategic recruitment priorities of the Government of Canada and the renewal of the public service are achieved
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2023-24 | ≥ 20% | 2024 | 15.2% This result represents an increase from previous fiscal year and is identical to the result for fiscal year 2021 to 2022. The percentage is higher for indeterminate positions (18.6%) than for term positions (13.0%). The relative share of these 2 types largely explains the results observed. | Not met |
| 2024-25 | ≥ 20% | 2025 | 19% The target was missed by less than 0.6%. The decrease in external hiring has affected the total number of new hires into the public service, including those with previous student experience. Despite this, the result is the highest annual achievement in the past 2 years, indicating progress. (This result includes both term and indeterminate hires into the public service.) | Not met |
Percentage of students who were satisfied with the Federal Student Work Experience Program application process
Expected result: The strategic recruitment priorities of the Government of Canada and the renewal of the public service are achieved
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2021-22 | ≥ 80% | 2022 | 86.7% | Met |
| 2022-23 | ≥ 80% | 2023 | 83% | Met |
| 2023-24 | ≥ 80% | 2024 | 96% | Met |
| 2024-25 | ≥ 80% | 2025 | 93% | Met |
Percentage of qualified applicants to the Post-Secondary Recruitment program who were appointed
Expected result: The strategic recruitment priorities of the Government of Canada and the renewal of the public service are achieved
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2020-21 | ≥ 20% | 2021 | 11.3% Overall recruitment, especially external recruitment, declined during this period compared to the previous year. Changing recruitment conditions, particularly due to the COVID-19 pandemic, had an important impact on the administration of the Post-Secondary Recruitment program. The inability to conduct assess candidates quickly and fewer available positions and inventories offered during the campa… | Not met |
| 2021-22 | ≥ 20% | 2022 | 13% La campagne de Recrutement postsecondaire comprenait uniquement 3 répertoires ciblés en 2021 (dont l'un était accessible à un seul ministère). Ce programme est une initiative parmi bien d’autres; les gestionnaires d'embauche ne sont pas obligés d'utiliser ce programme plutôt qu’un autre pour répondre leurs besoins en dotation. Il est également important de souligner que les postulants au programm… | Not met |
| 2022-23 | ≥ 20% | 2023 | 13.8% The 2022 Post-Secondary Recruitment campaign included only 4 inventories; 2 of them targeted to people with disabilities (only candidates who self-declared as people with disability could apply). Limiting the area of selection to this employment equity group limited the number of applications and thus candidates who could be appointed. We are collaborating with partners to assess those candidates… | Not met |
Average number of days to be tested for Second Language Evaluation Test of Oral Proficiency
Expected result: Qualified individuals are hired to deliver results for Canadians
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2020-21 | ≤ 10 | 2021 | 7 | Met |
| 2021-22 | ≤ 10 | 2022 | 16 During the first full pandemic year, only temporary tests were available, resulting in decreased volumes, lost revenues and many vacant language assessor positions. In 2021–22, requests for language testing increased to pre-pandemic levels following implementation of a new fully remote oral second language evaluation test. The increased demand and decreased capacity resulted in inability to meet… | Not met |
Number of outreach activities with educational and community institutions
Expected result: The strategic recruitment priorities of the Government of Canada and the renewal of the public service are achieved
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2020-21 | ≥ 200 | 2021 | 141 As a result of COVID-19, many schools and event organizers have cancelled their activities, making it important to continue to be innovative. The Public Service Commission has been working closely with several partners to maximize technology options, participating in virtual career fairs until restrictions on gatherings are lifted. As well, virtual participation has allowed job seekers to attend… | Not met |
| 2021-22 | ≥ 200 | 2022 | 236 | Met |
Percentage of clients who were satisfied with PSC assessment services
Expected result: Qualified individuals are hired to deliver results for Canadians
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2018-19 | ≥ 88% | 2019 | 86% The PSC has set a target for a high satisfaction level of 88%. The overall satisfaction rate is 86% for 2018-19, which is very close to the target and represents a constant level of satisfaction in recent years. The PSC continues its efforts to provide assessment services that meet the expectations of Canadians. | Not met |
| 2019-20 | ≥ 90% | 2020 | 89% Compared to previous years, the Public Service Commission (PSC) had set a more ambitious target for 2019–20 in order to keep improving its assessment services, which help departments meet the strategic recruitment priorities of the Government of Canada. The PSC achieved its objective to improve client satisfaction, with a 3% increase over its 2018–19 results. The overall satisfaction rate is 89%… | Not met |
Current: the 2026-27 plan's targets
No indicators in the 2026-27 plan.
Future goals: targets due after 2026-27
No targets with a later due date.
Spending and employees: planned against actual
Spending
Show the numbers
| Fiscal year | Planned | Actual |
|---|---|---|
| 2018-19 | $23.2M | $30.4M |
| 2019-20 | $43.1M | $32.9M |
| 2020-21 | $34.4M | $33.2M |
| 2021-22 | $31.6M | $31.1M |
| 2022-23 | $33.5M | $36.3M |
| 2023-24 | $36.6M | $37.7M |
| 2024-25 | $37.9M | $42.3M |
| 2025-26 | $47.1M | — |
| 2026-27 | $46.4M* | — |
| 2027-28 | $46.3M* | — |
Employees (FTEs)
Show the numbers
| Fiscal year | Planned | Actual |
|---|---|---|
| 2018-19 | 320 | 329 |
| 2019-20 | 332 | 351 |
| 2020-21 | 354 | 344 |
| 2021-22 | 356 | 345 |
| 2022-23 | 362 | 383 |
| 2023-24 | 380 | 361 |
| 2024-25 | 357 | 364 |
| 2025-26 | 395 | — |
| 2026-27 | 389* | — |
| 2027-28 | 389* | — |
Planned spending, plan by plan
Each row is one year's Departmental Plan and its forecast for the next three fiscal years; read a column down to see how the forecast for one year changed. The last row is what was actually spent. Click an amount for its source. Biggest changes in federal spending plans
| Plan | 2018-19 | 2019-20 | 2020-21 | 2021-22 | 2022-23 | 2023-24 | 2024-25 | 2025-26 | 2026-27 | 2027-28 |
|---|---|---|---|---|---|---|---|---|---|---|
| 2018-19 plan | $23,217,833 | $23,103,965 | $23,133,052 | |||||||
| 2019-20 plan | $43,066,021 | $43,032,909 | $43,032,909 | |||||||
| 2020-21 plan | $34,445,382 | $34,611,984 | $34,683,928 | |||||||
| 2021-22 plan | $31,602,523 | $31,675,843 | $31,621,275 | |||||||
| 2022-23 plan | $33,481,518 | $33,424,118 | $32,408,755 | |||||||
| 2023-24 plan | $36,579,879 | $35,468,420 | $35,543,737 | |||||||
| 2024-25 plan | $37,937,023 | $37,713,240 | $37,410,538 | |||||||
| 2025-26 plan | $47,138,604 | $46,396,412 | $46,294,777 | |||||||
| Actual | $30,351,119 | $32,853,895 | $33,211,277 | $31,136,833 | $36,294,771 | $37,736,788 | $42,314,059 |
Actual spending is from Departmental Results Reports and the Public Accounts, as published in GC InfoBase. FTEs are full-time equivalents.
