Public Service Commission of Canada
Results and programs. GC InfoBase reports 10 programs of this department, in its Departmental Plans or its actual spending; 3 are current (in the latest plan or, for a program in no plan, with actual spending in the latest year).
- Actual spending, 2024-25
- $100M
- Planned, 2025-26 (latest plan)
- $103M
- Core responsibilities with indicators
- 1
Spending and employees
Totals of the department's programs: actual spending where reported, then the latest plan.
Spending
Show the numbers
| Fiscal year | Planned | Actual |
|---|---|---|
| 2010-11 | — | $101M |
| 2011-12 | — | $106M |
| 2012-13 | — | $95.7M |
| 2013-14 | — | $85.6M |
| 2014-15 | — | $77.6M |
| 2015-16 | — | $72.6M |
| 2016-17 | — | $75.8M |
| 2017-18 | — | $85.7M |
| 2018-19 | — | $86.6M |
| 2019-20 | — | $93.6M |
| 2020-21 | — | $93.6M |
| 2021-22 | — | $86M |
| 2022-23 | — | $98.9M |
| 2023-24 | — | $107M |
| 2024-25 | — | $100M |
| 2025-26 | $103M* | — |
| 2026-27 | $175M* | — |
| 2027-28 | $172M* | — |
| 2028-29 | $96.8M* | — |
Employees (FTEs)
Show the numbers
| Fiscal year | Planned | Actual |
|---|---|---|
| 2011-12 | — | 932 |
| 2012-13 | — | 881 |
| 2013-14 | — | 760 |
| 2014-15 | — | 704 |
| 2015-16 | — | 702 |
| 2016-17 | — | 713 |
| 2017-18 | — | 742 |
| 2018-19 | — | 797 |
| 2019-20 | — | 857 |
| 2020-21 | — | 828 |
| 2021-22 | — | 775 |
| 2022-23 | — | 867 |
| 2023-24 | — | 853 |
| 2024-25 | — | 751 |
| 2025-26 | 820* | — |
| 2026-27 | 1,305* | — |
| 2027-28 | 1,281* | — |
| 2028-29 | 707* | — |
Results at a glance
How many indicators met their target each year, as reported in the Departmental Results Reports. Source: GC InfoBase.
Core responsibility indicators
| Report year | Met | Not met | No result reported | Not yet due | Share met (of met and not met) |
|---|---|---|---|---|---|
| 2018-19 | 0 | 1 | 0 | 12 | 0% |
| 2019-20 | 2 | 3 | 4 | 4 | 40% |
| 2020-21 | 6 | 3 | 3 | 1 | 67% |
| 2021-22 | 7 | 6 | 0 | 0 | 54% |
| 2022-23 | 6 | 3 | 1 | 3 | 67% |
| 2023-24 | 7 | 6 | 0 | 1 | 54% |
| 2024-25 | 7 | 3 | 1 | 3 | 70% |
Program indicators
| Report year | Met | Not met | No result reported | Not yet due | Share met (of met and not met) |
|---|---|---|---|---|---|
| 2018-19 | 0 | 2 | 0 | 2 | 0% |
| 2019-20 | 1 | 4 | 1 | 1 | 20% |
| 2020-21 | 3 | 9 | 6 | 3 | 25% |
| 2021-22 | 6 | 15 | 0 | 0 | 29% |
| 2022-23 | 3 | 10 | 1 | 4 | 23% |
| 2023-24 | 7 | 10 | 2 | 0 | 41% |
| 2024-25 | 6 | 10 | 1 | 2 | 38% |
Results by core responsibility
Public Service Staffing and Non-partisanship (30 indicators)
Historical: targets against results
Number of founded investigations related to political activities
2024-25Target: 0 – 0 (2025)Result: 3Not met
Percentage of employees who are aware of their legal rights and responsibilities regarding engaging in political activities
2023-24Target: ≥ 80% (2024)Result: 77%Not met
Percentage of new hires and internal promotions who fully meet the qualifications of the position (based on merit)
2024-25Target: ≥ 98% (2025)Result: —No result reported
Percentage of official language minority applicants (French-speaking applicants outside of Quebec and English-speaking applicants within Quebec)
2024-25Target: ≥ 11% (2025)Result: 12%Met
Number of days to complete an external staffing process
2024-25Target: ≤ 167 (2025)Result: 221Not met
Percentage of employees who self-identified as Indigenous people
2024-25Target: ≥ 3.8% (2025)Result: 5.3%Met
Percentage of employees who self-identified as members of visible minority groups
2024-25Target: ≥ 17.2% (2025)Result: 22.9%Met
Percentage of employees who self-identified as persons with disabilities
2024-25Target: ≥ 9.1% (2025)Result: 7.9%Not met
Percentage of employees who self-identified as women
2024-25Target: ≥ 53.3% (2025)Result: 56.8%Met
Percentage of executive appointees who self-identified as Indigenous people
2024-25Target: ≥ 5.2% (2025)Result: 6.6%Met
Percentage of hiring managers who believe that appointees meet the performance expectations of the position
2023-24Target: ≥ 90% (2024)Result: 95%Met
Percentage of managers who say they have the flexibility to fulfill their hiring needs
2023-24Target: ≥ 65% (2024)Result: 52%Not met
Percentage of new hires under the age of 35
2024-25Target: ≥ 53% (2025)Result: 56%Met
Percentage of new hires who applied from outside the National Capital Region
2024-25Target: ≥ 75% (2025)Result: 81%Met
Percentage of employees who are Indigenous peoples
2022-23Target: ≥ 4% (2023)Result: 5.2%Met
Percentage of employees who are members of visible minority groups
2022-23Target: ≥ 15.3% (2023)Result: 20.1%Met
Percentage of employees who are persons with disabilities
2022-23Target: ≥ 9% (2023)Result: 6.2%Not met
Percentage of employees who are women
2022-23Target: ≥ 52.7% (2023)Result: 56.6%Met
Percentage of employees who are an Aboriginal person
2021-22Target: ≥ 4% (2022)Result: 5.2%Met
Number of days to complete a recruitment process
2019-20Target: ≤ 177 (2020)Result: 203Not met
Number of cases where an employee was found to have engaged in improper political activities
2018-19Target: ≤ 5 (2019)Result: 7Not met
Current: the 2026-27 plan's targets
All of Public Service Commission audit recommendations which it has, as a central agency, completed or is on track to completing within agreed timelines
2026-27Target: ≥ 90% (2027)Result: —Planned
Number of days to refer students to managers from the Federal Student Work Experience Program ongoing inventory
2026-27Target: ≤ 2 (2027)Result: —Planned
Number of days waiting to be tested for oral proficiency in the second official language
2026-27Target: ≤ 15 (2027)Result: —Planned
Number of founded investigations related to political activities
2026-27Target: 0 – 0 (2027)Result: —Planned
Percentage of completed founded investigation cases for which the Commission’s ordered corrective actions were implemented
2026-27Target: ≥ 90% (2027)Result: —Planned
Percentage of decisions on employee requests for permission to seek nomination as, or to be, a candidate in an election rendered within 30 days
2026-27Target: ≥ 100% (2027)Result: —Planned
Percentage of external applicants from outside the National Capital Region
2026-27Target: ≥ 80% (2027)Result: —Planned
Percentage of new hires and internal promotions who fully meet the qualifications of the position (based on merit)
2026-27Target: ≥ 98% (2027)Result: —Planned
Percentage of official language minority applicants (French-speaking applicants outside of Quebec and English-speaking applicants within Quebec)
2026-27Target: ≥ 11% (2027)Result: —Planned
Percentage of organizations having completed or progressed on implementing system-wide recommendations from Public Service Commission audits
2026-27Target: ≥ 90% (2027)Result: —Planned
Persons with a priority entitlement are referred, or clearance is provided, to organizations within 5 working days
2026-27Target: ≥ 90% (2027)Result: —Planned
The workforce composition reflects the workforce availability of employment equity groups
2026-27Target: All Employment Equity-seeking groups meet or exceed the workforce availability (2027)Result: —Planned
Future goals: targets due after 2026-27
Percentage of employees who are aware of their legal rights and responsibilities regarding engaging in political activities
2026-27Target: ≥ 80% (2028)Result: —Planned
Programs
| Program | Core responsibility | Status | Latest plan, first year | Last actual | Indicators |
|---|---|---|---|---|---|
| Staffing · BWB04 | Public Service Staffing and Non-partisanship | New since an earlier plan | $43.3M 2026-27 | — | 6 |
| Legislation, regulation and oversight · BWB05 | Public Service Staffing and Non-partisanship | New since an earlier plan | $32.8M 2026-27 | — | 9 |
| Internal Services · ISS00 | — | New since an earlier plan | $23.2M 2026-27 | $25M 2024-25 | 0 |
| Recruitment and Assessment Services · BWB02 | Public Service Staffing and Non-partisanship | Appeared and later dropped | $47.1M 2025-26 | $42.3M 2024-25 | 11 |
| Internal Services · ISC00 | Internal Services | Not in a Departmental Plan | — | $30.7M 2017-18 | 0 |
| Staffing Services and Assessment · AEL00 | A highly competent, non-partisan and representative public service, able to provide service in both official languages, in which appointments are based on merit and the values of fairness, access, representativeness and transparency. | Not in a Departmental Plan | — | $27.5M 2017-18 | 0 |
| Oversight and Monitoring · BWB03 | Public Service Staffing and Non-partisanship | Appeared and later dropped | $18.9M 2025-26 | $18.5M 2024-25 | 11 |
| Staffing System Integrity and Political Impartiality · AEJ00 | A highly competent, non-partisan and representative public service, able to provide service in both official languages, in which appointments are based on merit and the values of fairness, access, representativeness and transparency. | Not in a Departmental Plan | — | $14.1M 2017-18 | 0 |
| Oversight of Integrity in Staffing and of Non-Partisanship · BHE00 | A highly competent, non-partisan and representative public service, able to provide service in both official languages, in which appointments are based on merit and the values of fairness, access, representativeness and transparency. | Not in a Departmental Plan | — | $13.3M 2017-18 | 0 |
| Policy Direction and Support · BWB01 | Public Service Staffing and Non-partisanship | Appeared and later dropped | $11.1M 2025-26 | $14.4M 2024-25 | 13 |
