Equal Opportunities Committee

Union of Taxation Employees Employee Equity Update

February 2, 2007

February 2, 2007
1h00 – 3h00
200 Laurier
2nd Floor Boardroom
Ottawa, Ontario

Attendees:

Management

Elaine Courtney – Director Employment Equity Program
Monique Sabourin– Senior EE Advisor

Yves Beaupré – Labour Relations representative

Union
 
Lina Ruel (UTE)
Shawn Bergeron (UTE)
Terry Dupuis (UTE)
Cindy Little (UTE)
Ray Lazzara (PIPSC)
Angus MacGillivray (PIPSC)
Norm Barnoff (PIPSC)

Speaking Notes

Updates

Summary of Discussions/ Commitments

Action

1. Workforce Analysis – As of March 31, 2006

  • Present the national Overview as of March 31, 2006.  This was shared previously with UTE.  Will provide paper copy of the DECK and an electronic version will be shared with the speaking notes.
  • The next Workforce Analysis as of March 31, 2007 will be conducted over the Summer months – to be shared with the unions as soon as available (in the late Summer/early Fall)

The National EE Section will send the Workforce Analysis to the unions via Yves Beaupré available (in the late Summer/early Fall).

2. Electronic Workforce Profile Survey

  • We have sent a reminder to all employees about the Workforce Profile Survey - May 2006.
  • A communication package for the managers was provided to assist in promoting the self-identification.
  • Unions were consulted on the messages and the package.
  • The new data will be reflected in the next workforce analysis of March 31, 2007.

Union (PISC) was concerned with the accuracy of the Workforce Profile statistics.

Management indicated that the CRA has a very high level of return rate – completion of the Workforce Profile Survey.  This is a good indication of the validity of the EE statistics.  Management will provide the return rate statistics.

3. EE Annual Report 2005-2006

  • The National EE Section has completed the EE Annual Report for 2005-2006.
  • Highlights of the Report were presented to AMC and BOM in June 2006.
  • Once the Report is tabled in Parliament, a copy will be distributed to the Unions.
  • The Public Service Human Resources Management Agency of Canada is responsible to table the EE Reports – they have until March 31st to table the Reports.
  • One difference in the Report this year, the regional initiatives have been excluded from the Report to be shared sooner with stakeholders.  We are pleased to share these initiatives (copy to Unions).  These regional initiatives will be available on our web site.

Copy of the Report will be sent to the Unions once tabled in Parliament by PSHRMAC.

Copy of the Report will be sent to the Unions once tabled in Parliament by PSHRMAC.

4. Aboriginal Tax Officer Apprenticeship Program (ATOAP)
  • Approved by the AMC in the Spring 2006.
  • Compliance Programs Branch was asked to take the lead to develop the implementation plan.
  • CPB put together a working committee to provide advice and guidance during the development of the implementation plan and tools.
  • The Work Description has been drafted and will be sent for consultation.
  • The Framework will be shared with the Work Description (mid-February).
  • Once the comments are received, the Work Description will be finalized and classified.
  • Then the program will be ready to roll-out.
 

5. National Advisory Committee Chairs and Co-Chairs’ meeting with the Commissioner

  • The NAC Chairs and Co-chairs met with the Commissioner on November 3rd, 2006.
  • We are currently finalizing the Summary of Discussions from this meeting.
  • We will share a copy of the Summary with the unions once completed.
  • Main points that were brought to the Commissioner’s meeting were:

    Aboriginal Peoples:
     

    • ATOAP – need to roll-out the program as soon as possible.
    • ASSEP – need to continue the program and to examine how we can make best use of this tool.

Visible Minorities:

  • Need to address the under-representation of Visible Minorities in the Executive Cadre
  • Need to develop strategy to reduce gaps in the Québec and NCR Regions

Women:

  • Career development
  • Need to address gaps in the Professional Category (EEOG 03) and in the Administrative and Senior Clerical Group (EEOG 07)

Persons with Disabilities:

  • Accessibility (ESS/MSS)
  • Need to continue the Ability in Disability workshops
  • Modified work week – Disability Insurance Plan

A copy of the Summary will be shared with the unions once completed.

A copy was sent to the Unions on March 1, 2007.

Other Agenda Items from PIPS: Open discussion to get more details on issues

1. EE as placement criteria

Provided the following documentation:

  • Directive on Employment Equity – Annex M
  • Staffing Bulletin to clarify the directive issued July 27th, 2005 (copy provided)

Discussions revealed that many of the other agenda items were related.  Refer to Addendum “A” attached for details on this item.

 

2. Self-ID and EE staffing action

Refer to Addendum A for summary on this item.

Union asked that the explanation on the use of EE as a placement criteria be provided in a way that they can relay the information to their members.  (Addendum A attached)

PIPSC also recommended that the gaps in EEOG 03 for women be bridged before the merger of staff resulting from the Ontario T2 project.

Management thanked the union for their comments and will take their recommendations under advisement.

3. GAPS

  • Addressed under 3 above
 

4. Impact of census 2006

  • Do not expect new Labour Market Availability (LMA) before late Fall 2008
  • Expect that the LMA will increase for Visible Minorities and to a lesser degree for Aboriginal Peoples
  • LMA for Women may increase in certain occupational groups – overall should stay stable
  • For Persons with Disabilities, expect more reliable LMA. Human Resources and Social Development Canada (HRSD) confirmed that the process this time should allow them to match all the survey forms. Last Survey, some 161,000 respondent could not be coded under NOC. This represents approximately 19% of total respondents.
 

6. Education of the members on Employment Equity; what it is and why it is used as a placement criteria

Additional comments from the Union:

  • concerns were raised about the level of managers’ understanding of the use of EE as a placement criteria.
  • impact the restructuring of HR will have on the use of tools such as EE as a placement criteria if the managers do not really understand how to use it.

Management explained that managers still have access to HR Advisors for advice on the use of tools such as EE as a placement criteria.

In light of the new HR Service Delivery Model, Management is exploring new tools to assist managers, which includes clarification of when and how EE as a placement criteria can and should be used.

Recommendations:
PIPSC recommended that management consider giving information session to employees and managers on the use of EE as a placement criteria.
They further recommended that these sessions be given jointly with the unions as a UMI initiative.

Management asked if sessions to candidates applying on positions where the EE as a placement criteria could be used, could meet the needs of employees.
Union responded that there is a greater need to educate employees at large – not just employees applying on job competitions.

Management thanked the union for their comments and recommendations and informed them that it would take their recommendations under advisement. 

7. How to communicate to Regions and TSOs
Additional comments from union:

  • This item was covered under other items above.
  • Mainly, this item referred to the lack of understanding by managers and employees of the use of “EE as a placement criteria”.
 
8. ESS/MSS Accessibility
  • We currently have a group of people working on the accessibility issues for ESS/MSS.
  • The Portal Accessibility Issue Review Project (PAIR) was initiated this summer within ITB’s Corporate Enterprise Solutions Directorate (CESD) in order to gain a better understanding of the accessibility issues being encountered by our users with disabilities.
  • The objective of the PAIR project was to identify the current portal accessibility and usability issues and to document specific areas that could be improved via minor repairs. The project solicited assistance from 5 volunteers who currently use adaptive technology within the Agency. Four of them were JAWS users, of which one also uses Braille, along with one Zoom Text user.
  • Some minor repairs have already been done with the December release.
  • There are still considerable amount of work to be undertaken.
  • Some areas cannot be made fully accessible because it is a problem with SAP, the software.
  • A second working group is currently reviewing the list of items that requires modification and with the same user group, will prioritize the areas so we can get some of this work done as soon as possible.
  • We will continue to work with SAP to try to make this tool as accessible as possible.
 

Follow-up to previous meetings:

1. CRA – A Diverse and Inclusive Workplace – Toward a Better Understanding of Gay, Lesbian, Bi-Sexual, and Transgendered (GLBT) Persons in the Workplace

  • The UTE asked if the CRA could adopt the Canadian Heritage and Parks Canada brochure “Out and About”.
  • The CRA new publication has been developed upon this brochure and others, along with input from the Pacific Region GLBT committee. Consultation was conducted with all regional HR Directors and the unions.
  • The recommended communication approach is a memorandum from Lysanne Gauvin to AMC, requesting that the document be distributed to the managers for them to share with employees.
  • The Publication will also be available on the Info Zone.
  • In support of sustainable development, no paper copies will be produced.

2. GLBT – National versus regional approach

  • During our last meeting with UTE, the union indicated that they were looking for direction from National with respect to encouraging regions to have GLBT advisory groups.  They were lobbying to have a fifth designated group for GLBT.
  • The EE Act is very specific in terms of its four designated groups (Women, Persons with Disabilities, Aboriginal Peoples and Visible Minorities).
  • GLBT have not been recognized under the EE Act as one of the designated groups.
  • Currently, only Pacific Region has a GLBT advisory committee.
  • This matter was discussed with the Senior Employment Equity Coordinator.
  • We also reviewed the mandate of the Pacific Region GLBT committee to better comprehend their objective.
  • The main objective is to educate employees and managers about GLBT issues and dispel the myths and misconceptions.
  • Given that CRA is promoting Diversity in the workplace, which includes GLBT,  it has been decided to maintain status quo for GLBT.  That is, each region will determine the appropriateness of having such committee.
  • Management will however, continue to develop tools that will address the full spectrum of Diversity in the workplace.
  • The National approach will therefore be one of Diversity – with tools accessible on Info Zone, such as the GLBT Publication.
  • We are also working on an e-learning tool on Diversity (Diversity and Race Relations).  The union was consulted on this tool on December 6th, 2006.  The name of this tool will most likely change.
  • Management welcomes any additional suggestions the unions may have for additional tools that can be developed to assist the CRA is supporting its diverse workforce.   

Other Items:

  • Unions requested the participation of the Director General at future Union/Management  meetings.
  • UTE requested that for the next meeting, all agenda items be accompanied by a small summary of the agenda item.  This will assist the participants in better preparing for the discussion.  All agreed to this suggestion.  Yves Beaupré will provide an exemple.
  • Next meeting to be scheduled for early September 2007.