Appendix C - Comparison with Similar Programs

Component Career on the Move
Career Assignment Program
Management Trainee Program (MTP) PCO Analyst Initiative
(Analyst Inventory)
Accelerated Economist Training Program (AETP)
  • To enable federal public servants from across Canada who meet the program’s requirements to develop their career potential in a stimulating environment.
  • To better position participants to compete for positions involving increased responsibilities and a higher level of expertise.
  • To identify a representative group of individuals who have demonstrated executive potential and to accelerate their development and advancement.
  • To recruit talented people with vision, leadership skills and a commitment to public service, and develop their potential to the point where they are qualified to lead the public service into the future.
  • To create opportunities for talented employees while enhancing the support that PCO provides to departments and agencies.
  • To put in place a systematic, yet relatively informal process, to identify candidates for analyst positions at PCO.
  • To provide the opportunity for post-graduates to work with top decision makers in the public service on a number of social, economic and international policy agendas.
Target population (Levels)
  • Indeterminate employees already at the
    EX minus 1,
    EX minus 2, or
    EX equivalent levels.
  • Employees who have gained experience at
    EX minus 1,
    EX minus 2,
    EX equivalent, or
    in rare cases at three levels below the Executive Group.
  • Internal and external recruitment.
  • Participants begin the program at the PL-01 (Leadership Programs) group and level and graduate from the program when they have been appointed at the PL-03 level.
  • Members of the analyst community at the
    EX minus 1,
    EX minus 2, or
    EX-01 levels.
  • Applicants who can demonstrate how they meet the essential qualifications for education and experience for the ES‑02 policy analyst level.
Target  population
(Employment Equity)
  • To be eligible potential participants must have self-identified as an Aboriginal person, a person with a disability, and/or a member of a visible minority community.
  • CAP encourages organizations to consider members of the designated groups (Aboriginal peoples, persons with disabilities, visible minorities, and women in non-traditional occupations).
  • Preference may also be shown to participating (home) organizations choosing to use CAP to meet Employment Equity targets.
  • Expression of interest and commitment form completed by home departments asks :
    • To what extent do you wish to use the program to help you meet your employment equity objectives?
    • How many participants do you plan to support in the employment equity stream?
  • No specific reference to employment equity
  • Statement of Merit Criteria refers to “Membership in one of the following employment equity groups: member of a visible minority group, Aboriginal peoples or persons with a disability” under the heading “Organizational needs”.
Language Requirement
  • No program requirement for bilingualism – language requirements are position specific.
  • Participants are eligible for up to three hours per week of language training depending on functional requirements.
  • CBC/CBC language profile or a demonstrated aptitude and willingness to obtain CBC.
  • Selected candidates who are not already bilingual will be entitled to language training.
  • Fluency in both official languages is a prerequisite for entry.
  • Candidates who are not already bilingual must undergo language training before they are appointed into the program.
  • Not specified, language requirements are based on the position to be filled at PCO.
  • Proficiency in English or French is essential.
Education Requirement
  • No specific education criteria.
  • Undergraduate university degree or equivalent combination of education and experience.
  • External candidates must have obtained a Master's degree from a recognized university.
  • Education requirements for internal candidates are not overtly stated – “Departments and agencies are responsible for conducting their own MTP internal recruitment.”
  • No specific education criteria.
  • Candidates must have, or be about to receive, a Master's degree in any discipline.
    They must also have:
    • certain specified economics courses, and
    • a “solid” grade point average.
Security Clearance Requirement
  • Must hold/obtain and maintain a valid security clearance at Level II (Secret) or higher.
  • At minimum "Enhanced Reliability", prior to starting.
  • Not specified.
  • Not specified, but at minimum candidates would require a secret level clearance.
  • Must obtain a security clearance at the secret level.
Program Design
  • One or two-year secondment opportunities at PCO.
  • Three 12-month assignments (approximate length); first and last at the participant’s home organization, second at a central agency.
  • Up to three-year program through a series of assignments (approximately 12 months each).
  • Highly recommended that participants acquire central agency experience.
  • Various options including secondments and deployments depending on the need and situation.
  • Two-year program of diverse work experience divided into four six-month assignments in policy analysis and related areas.
Training component
  • Leadership simulations for executives (two days).
  • Limited language training.
  • Mentoring.
  • Other training also available.
  • “Direxion” - six-week educational program divided into three learning modules offered over a 12 to 14 month period (delivered through CSPS).
  • Formal training modules are delivered by the CSPS. The CSPS evaluates the educational component to ensure the content is geared to both corporate and learners' needs.
  • Orientation.
  • Training on the Cabinet system.
  • Access to learning passport.
  • Opportunities to participate in leadership conferences, etc.
  • Orientation.
  • Mid-point training (three days after first two assignments).
  • PCO pays 100% of participant’s salary, training, and other program operating costs.
  • PCO pays 100% of participant’s salary while assigned to PCO. Other costs are paid by the home organization or CSPS.
  • Normally PCO and the home organization each pay 50% of the participant’s salary while on assignment at PCO.
  • Training costs are paid by home organization or CPSA.
  • Costing is not fully documented, but it is understood that PCO pays all the costs while the employee is working at PCO.
  • Participant’s home organization normally pays 100% of salary costs and mandatory training.
    PCO normally pays participant’s overtime; and work related training and travel.