Program directory · Treasury Board of Canada Secretariat
Executive and Leadership Development
- Department
- Treasury Board of Canada Secretariat
- Program code
- BXC05 (TBC)
- Core responsibility
- Employer
- In Departmental Plans
- 2019-20 – 2022-23 · Appeared and later dropped
What it does
The Executive Leadership and Development (ELD) program fosters government-wide excellence in executive leadership and management through modern and agile policy frameworks. The program supports deputy heads and heads of human resources with policy advice and support to enable a high-performing and diverse executive cadre.
ELD’s key activities include: strategic direction and oversight in the areas of executive performance; leadership and talent management; terms and conditions of employment; classification and organization design; compensation; collective management and resourcing of Assistant Deputy Minister positions; and co-governance and co-delivery of the Joint Learning Program with the Public Service Alliance of Canada.
Source: the department's Program Inventory, via GC InfoBase.
History and lineage
First appears in GC InfoBase's actual spending by program in 2019-20. 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 |
|---|---|---|---|
| Executive and Leadership Development | This program | 2019-20 – 2024-25 | $41.7M |
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 | Renamed from “Executive Policies and Initiatives” to “Executive and Leadership Development”. | GC InfoBase program names by year |
| 2021-22 | Indicators added: Percentage of executive employees who have a completed Talent Management Questionnaire | 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
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2019-20 | ≥ 99% | 2020 | 84% Executive performance agreements are considered complete when the executive and the manager acknowledge that the assessment has been discussed in the online performance management system. The percentage of executives who completed their 2019-2020 performance agreements is expected to be higher than 84%. To reduce the reporting burden on departments during the pandemic, TBS did not validate the da… | Not met |
| 2020-21 | ≥ 99% | 2021 | 92.2% The 2020–21 result was extracted in early November 2021 and is expected to increase as more departments clean up their year-end data and the next performance management cycle gets underway. | Not met |
| 2021-22 | ≥ 99% | 2021 | — The completion of the 2021-2022 executive talent management cycle is currently in progress and results will be available starting in the fall of 2022. | No result reported |
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2021-22 | ≥ 86% | 2021 | — The completion of the 2021-2022 executive performance cycle is currently in progress and results will be available starting in the fall of 2022. | No result reported |
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 |
|---|---|---|
| 2019-20 | $7.8M | $10.2M |
| 2020-21 | $7.9M | $9.6M |
| 2021-22 | $9.7M | $9.8M |
| 2022-23 | $10M | $12.2M |
| 2023-24 | $7.8M* | — |
| 2024-25 | $7.8M* | — |
Employees (FTEs)
Show the numbers
| Fiscal year | Planned | Actual |
|---|---|---|
| 2019-20 | 43 | 57 |
| 2020-21 | 42 | 55 |
| 2021-22 | 41 | 52 |
| 2022-23 | 60 | 62 |
| 2023-24 | 41* | — |
| 2024-25 | 41* | — |
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 | 2019-20 | 2020-21 | 2021-22 | 2022-23 | 2023-24 | 2024-25 |
|---|---|---|---|---|---|---|
| 2019-20 plan | $7,823,215 | $7,823,215 | $7,823,215 | |||
| 2020-21 plan | $7,949,880 | $7,988,413 | $8,004,865 | |||
| 2021-22 plan | $9,664,386 | $7,916,576 | $7,916,576 | |||
| 2022-23 plan | $9,951,042 | $7,836,118 | $7,836,118 | |||
| Actual | $10,194,121 | $9,581,183 | $9,766,219 | $12,195,777 |
Actual spending is from Departmental Results Reports and the Public Accounts, as published in GC InfoBase. FTEs are full-time equivalents.
