Canada’s public service is facing challenges in attracting and retaining talent. Developing strategies and practical approaches for bringing new people into government and building existing talent will be key in determining the quality of government that Canadian citizens can count on.
Document Highlights
This report discusses the findings of a national survey of federal, provincial, territorial and municipal government organizations, as well as focus groups made up of current employees and students and presents case studies of leading practices in Canada.
- 64 per cent of survey respondents report skill shortages in their governments.
- The average age of the public service workforce is 43.5 and fast approaching retirement.
- If current retirement trends continue, governments anticipate that up to 44% could exit by 2010.
- Many respondents report recruitment and retention difficulties especially for specific occupations.
- Governments identify several obstacles to effective recruitment and retention such as compensation, image of government as employer, staffing and recruitment practices, geographic location, and the speed at which decisions are made.
- Students and employees agree that the image of the public service as an employer is poor.
- Respondents offer solutions such as: improving the image of the public sector, improving recruitment practices, and enhancing learning and development opportunities.
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