Promotion rates calculated over too long a period of time (27 years) may result in estimates that straddle significantly different eras. Women and members of visible minorities represented 55.6% and 12.1% of all federal public servants, while receiving 57.6% and 13.5% of all promotions respectively. This conclusion should be tempered by the fact that members of visible minorities apply at a rate that is higher than their representation rate in the public service, with a resulting share of promotions that is below their interest in promotion opportunities. Plan members who have retired from the federal public service, the RCMP, and the Canadian Forces, as well as members of the Veterans Affairs client group, are eligible to receive coverage under the PSHCP, provided they receive a public service pension. Public servants at Innovation, Science and Economic Development Canada maintain public confidence in the objectivity of the public service by preventing and avoiding situations that could give the appearance of a conflict of interest, result in a potential for a conflict of interest or … The objective of part 1 of the study is to explore promotion rates in the latter part of our dataset in order to compare employment equity promotion rates to those of their counterparts. Part 2 of our study shows that over the past 27 years there has been a noticeable improvement in the rates of promotion for women, Indigenous people and persons with disabilities. In response to these findings, we recommend that, in consultation with stakeholders and employment equity community members: In this paper, we relied on a Cox proportional hazards survival model to investigate the effect several variables have on the time to the first promotion and between 2 consecutive promotions for Canadian federal public servants. The 2000 study and the present study both calculate what is referred to as “hazard ratios”: the probability of an event occurring for one group is k times the probability of the event occurring for another group at every point in time. Survival analysis has also been widely used in econometric modeling with respect to labour market analysis such as employee retention, career advancement, unemployment spells, and product life expectancy. The 2000 study reported its results as “odds of promotion” for the various employment equity and non-employment equity groups. Public Service Commission of Canada, Career progression of members of EE designated groups in the federal public service, 2015. Explanatory Note. Banoub, David. Audience: Executives of the Public Service (EX-01 to EX-05 or equivalent) across Canada and internationally. In fact, although persons with disabilities represented 5.7% of all public servants, they obtained only 4.6% of promotions, whereas Indigenous people represented 4.9% of public servants while obtaining only 4.6% of promotions. Retirement. Occupational groups have a two-letter abbreviation that is based on their title (e.g., "FS" stands for the Foreign Service group). These restrictions were not removed until 1955. 4% of the rate of the new position if there is only one rate of pay, or 3. For instance, more research is needed to understand why women are under-promoted in the Scientific and Professional and Technical categories. This may have inadvertently introduced a bias, as separations from the public service may be the result of dissatisfaction regarding career progression. Consequently, the School has decided to suspend the classroom portions of the Aspiring Directors Program. Our 2015 study also concluded that the promotion rates for women had significantly improved over time. Part 3 of the study reveals that the share of promotions for members of visible minorities is below their representation as applicants. This type of analysis originates from research in the field of health sciences where the impact of various treatments for life-threatening conditions on the survival of patients are being compared. McDonald, Robert A.J. This contrasts with Indigenous people and with persons with disabilities, who both experienced lower promotion rates than their respective counterparts. The Canadian Public Service has made significant efforts to reflect the gender balance, linguistic, and ethnic diversity in Canada, however men are still underrepresented amongst the workforce. For members of visible minorities, there are no appreciable differences in promotion rates relative to their counterparts in either of the 2 time periods. Reference Re Public Service Employee Relations Act (Alta. Public Profile. It serves the state, under the direction of its own management and of the state's executive officers (i.e. Our results on the promotion rates of new hires across time periods (from April 1991 to March 2005 and from April 2005 to March 2018) suggest an improvement over time in the relative promotion rates of women, Indigenous people and persons with disabilities. 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