Appendix C - Comparison with Similar Programs

Component	Career on the Move (COTM)	Career Assignment Program (CAP)	Management Trainee Program (MTP)	PCO Analyst Initiative (Analyst Inventory)	Accelerated Economist Training Program (AETP)
Objective	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).
Cost	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.