I am a manager

Why host?

Managers are invited to:

• Be a leader in a cutting-edge program that helps grow the talent and policy capacity of the Public Service.

• Benefit and leverage having a different perspective on your team. Participants are multi-functional, have a development mindset and bring different tools and experience.

• Take charge in promoting cross-functional collaboration within your team and department. 

• Practice and enhance your coaching abilities by supporting participants’ learning.

• Hire high-potential policy practitioners with minimal HR burden.

The overall aim of the Program is to develop well-rounded cross-functional policy practitioners, meaning program participants will gain experience in different policy functions to acquire a deep understanding of the policy lifecycle, resulting in more effective policy development, implementation and evaluation. Participants will have functional breadth of expertise and will foster a culture of collaboration across departments and functional areas.

The prototype of the XFN Program has been designed to allow policy practitioners to work in up to three new policy functions during their time in the 18-month program. Assignments are 6 or 12 months long. 

Participants are expected to leave a strong impact on host organizations in which they work. They are expected to contribute to your team right away and to use their previous experience, development mindset and different set of tools to add value.

One of the unique features of the Program is the individualized support managers and participants receive from the Talent Manager. In particular, the Talent Manager will take on the majority of the HR burden to identify and bring in high-potential participants, as well as support their development throughout the Program. 

Host Participation Requirements

XFN assignment opportunities need to meet the following criteria:

•  Are 6 or 12 months in length.

•  Host team is largely focused on a single policy function.          .

•  Host team is interested in benefitting from a program participant who will have undergone a highly rigorous assessment process and can contribute from day one, while learning the new policy function

•  Host manager takes an active role in participant’s learning (e.g., coaching, assigning them challenging tasks, and integrating them into the team).

•  Host manager is eager to participate in and contribute to the prototype phase of the program. 

•  Host organization is part of one of the Policy Community funding departments

Timelines

The first two cohorts of 10 participants are a prototype only open to indeterminate and term employees located in the NCR. This tests our key assumptions and rapid learning of new policy functions. The insights from the prototype phase of the Program will inform the experience of future cohorts of the Program, inclufding participation by employees in the regions.  

Recruitment/assessment for the second cohort is targeted for fall 2019 and onboarding is targeted for January 2020. Our first cohort will be available for their final assignment of the program in Spring 2020.

Frequently Asked Questions

PROGRAM DESIGN

To create the initial design for the Program to respond to the need for greater mobility across the various policy functions we researched existing Government of Canada programs, as well as international professional development programs.

Through our engagement with the Policy Community (broad and targeted sessions with folks in specific policy functions/roles) we probed to understand the challenges/needs the program should address. Based on this input/insight, we drafted our initial design, as well as our assumptions about what conditions are needed for participants, host managers and host teams to benefit from the experience.

We had over 40 focused conversations/engagement sessions with employees and managers and consulted over 55 organizations across Canada and internationally. This approach allowed us to co-design the prototype of the Program with the Policy Community and HR ecosystem, determining what would be best for our “live” test.

 The program is geared towards providing a breadth of experience in various policy functions, developing new skills and mindsets, and growing participants as well-rounded cross-functional policy practitioners. As such, program participants joining your team on assignment are expected to have solid experience in one or more policy function - but different from what s/he will be exposed to with your team. Adding this multi-functional/disciplinary nature to your team can bring new perspectives and tools to help advance your work.

Program participants are screened for the competencies identified in the beta version of the Policy Community Competency Framework and a developmental mindset. Small cohorts (10 participants) and a rigorous assessment process will ensure that top talent is screened into the Program.

The hiring process is painless, quick, and easy - with minimal HR burden. 

We invite you to be a partner and leader in a cutting-edge program that helps grow the talent and policy capacity of the Public Service. 

The CFA Program does not focus specifically on the development of functional experience in new areas and competencies. It does not have an end-date for participants. 

The XFN Program is an 18-month program where each participant will have a Personalized Talent Plan that identifies the opportunities they need to access to enhance their skillset and acquire the functional knowledge/experience they are missing to be well-rounded policy practitioners. Participants will be able to pursue their own opportunity at one of the funding departments or have the option of choosing from the available assignments, but must work in new functional areas.

If your department is currently not a funding department of the Policy Community and you would like to explore becoming a funding department, please email: policommpoli@canada.ca 

The majority of existing developmental programs such as, the Advanced Policy Analyst Program; Post-Secondary Recruitment Program; departmental development programs are external recruitment efforts. These programs generally offer guaranteed level advancement, pending success in the program and pre-identified work opportunities.  There are also purely recruitment programs, such as the Recruitment of Policy Leaders Program, which help candidates enter the government, but do not offer guaranteed level advancement.

The XFN program is for current Government of Canada professionals in any classification who are looking to expand their skillset and acquire experience in new functional areas. Candidates will be assessed against the criteria outlined in the draft Policy Community Competency Framework and a developmental mindset. Further, each participants’ experience will be personalized, based on what they need to develop into a well-rounded cross-functional policy practitioner. Participants will receive individual support from the program’s Talent Manager to achieve their goals that are set out in their Personalized Talent Plan when they enter the program. 

Policy Community funding departments are able to host program participants. To submit an opportunity, hosts speak with the Talent Manager and complete an assignment form to outline the parameters and expectations of the opportunity.

For more information contact the Talent Manager at amanda.bloom@canada.ca.

If your department is currently not a funding department of the Policy Community and you would like to explore becoming a funding department, please email: policommpoli@canada.ca 


A variety of rigorous, novel screening and assessment tools will be used to identify top talent. 

Specifically, candidates are screened for the competencies identified in the beta version of the Policy Community Competency Framework and a developmental mindset. Should candidates make it through the initial screening, they will be invited to participate in individual and group assessment activities. 


Host managers are welcome to participate in the screening and assessment boards.

APPLICATION PROCESS

Any indeterminate public servant. The program is geared towards public servants who already have experience in one or more functional area. All classifications are welcome. 

NOTE: The second cohort for the prototype version of the Program will only be open to indeterminate employees located in the NCR. It will test the Program’s assumptions and rapid learning of new policy functions. The insights from the prototype phase of the Program will inform changes for future cohorts of the Program, including participation by employees in the regions.    

The program accepts all language profiles. Host managers may specify their language requirements. 

Application and assessment of the second cohort of 10 participants is targeted for fall 2019. Potential host managers are welcome to take part in the screening and assessment phases to see the rigorous, novel process that we use.

Onboarding of our second cohort is targeted for January 2020. Our first cohort will be available for their final assignment of the program in spring 2020. 

We strongly encourage departments to promote the Program and encourage their employees to apply. However, we want candidates to apply because they genuinely want to participate in the program. 
DURING THE PROGRAM

To hire a program participant you need a meaningful 6 or 12 month opportunity in one of the functional policy areas identified for the program.


Recall that program participants will bring expertise in a different function than the one you can provide. Therefore, you will need to take an active role in participants learning (e.g. coaching, assigning them challenging tasks and integrating them into the team).


Participants enter the program at their substantive group and level. However, should you wish to offer an opportunity above the participant’s substantive level, you will need  to inform the Talent Manager who will process the acting. 

To submit an opportunity, please speak with the Talent Manager and complete an assignment form to outline the parameters and expectations of the opportunity.

For more information contact the Talent Manager at amanda.bloom@canada.ca.

At the outset of the program, participants will be deployed into indeterminate or term positions with the program at the home department, the Canada School of Public Service.  

The program participants will be on assignment/secondment with managers in “host” departments via an Interdepartmental Letter of Agreement.

The host organization will pay for the program participant’s salary. No premium will be charged on the employee’s salary, as the administration costs for the program will be paid for by the Policy Community Partnership Office. 


The Policy Community Partnership Office will also cover any training costs up to $1000 for participants, though they will need approval for the time out of office from their host manager.

In addition to participant’s Personalized Talent Plan, they will have performance agreements in the performance management system. The Talent Manager will work with the participant’s host manager to accurately document the employee’s performance in the system, as per the regular yearly cycle.

END OF THE PROGRAM
At graduation, the XFN Program provides a pool of well-rounded, cross-functional policy practitioners that departments/hiring managers can deploy into their organization.

Submit an Assignment Opportunity

To submit an assignment opportunity, managers speak with the Talent Manager and then complete an assignment form to outline the parameters and expectations of the opportunity.


For more information or to submit an opportunity contact the Talent Manager at amanda.bloom@canada.ca.



Contact Information

XFN Program Talent Manager: Amanda Bloom: amanda.bloom@canada.ca and 613-882-0766.


Policy Community: Main website, GCcollab, Twitter 


The Policy Community Partnership Office: policommpoli@canada.ca 


Previous Next