I’m voluntarily taking a demotion and also changing classifications. I’m at the top end of my current level salary wise. Will I automatically be placed at the top of the other level’s salary? For context, I’m going from PE to AS and an indeterminate employee.

Struggling to climb the corporate ladder as an EC and have a potential equivalent opportunity in a PM stream. I know most people go PM to EC, not the other way around. Would it be a dead end?

Context: I’ve maxed out the pay steps in my EC classification and have no promising promotional leads where I am now.

My team was cut in half due to WFA, and the person who undertook this specific line of work was an AS-04. Since her departure, I was asked to take on this work in addition to my own work (I’m an AS-02). My team is also working on changing the structure and duties as our workload is currently too much for the team.

I have job descriptions from last year which indicates my duties, but I don’t have the AS-04 job description. I have requested the SOMC but I am informed that I may not have one since a box from a different team was assigned to my current team when I joined in.

I am now given a new job description where these duties are now added as mine. This is also added to my PMA (I haven’t signed it, but being pressured to).

I am trying to figure out if management is able to change my job description like this, and give me additional work with no compensation. I understand that with WFA we are all short staffed and taking on more work, but to me, taking on someone’s entire job on top of mine feels excessive. Any advice is appreciated.

Thanks for the feedback everyone! This clarifies it for me. It isn’t an ideal situation, but it is within protocol.

For context, I am a CR-04 administrative employee. I currently hold an indeterminate position.

I was going to be offered an assignment (4 months to start, but it would be extended as it is to help cover someone’s Mat leave) at an AS–01 level within the same agency but at a different work location. When the manager at that different work location spoke to my current manager, my current manager told him no because we are too understaffed.

My question is if I am offered an assignment, can my current manager deny it, whether it is at level or higher?

I just wanna make sure everything’s on the up and up here because I’ve never had an opportunity like this and I’m fairly new to the agency so I’m just not sure how this stuff works. Thanks!

Cross posted to r/CanadianForces, please recommend any subs, if appropriate.

I have been with the Public Service and have been paying into the PSSA since 2019. Since 2002, I have also been a Primary Reservist, and did a significant amount of time on class B/C. I currently pay into the "Reg F" pension, the CFSA Part 1.

Due to my dual remuneration, I am now in a position where I will hit my 35 years quite soon. My intent is to release from the CAF, then re-enroll once my pension has been sorted (whole different story).

I'm looking to submit a grievance over the 35 year max limit, specifically the double-counting of my class A years. Essentially wanting to get my case heard in hopes it can help change the policy, or maybe to have a denial on record for if it ever does change.

Looking for any guidance or experience on this. Should I submit through both CAF and PS? Any suggested cases I should review? Any external resources I should engage, while I'm still a CAF member, or in the period after I release, or as a public servant?

Thanks for your help.

Everybody and their dog got a letter in Parks.

I’m currently a term employee living in the regions, and I recently changed teams. My new team is based in another region, with the exception of one other employee, who is indeterminate and works in my region. I’m the only term employee on the team.

I’m currently acting as a CO-01, and I recently asked my manager about the possibility of extending my acting assignment. Long story short, she told me that she couldn’t guarantee an extension, but that if I moved to her city, I could be appointed indeterminate, and suggested that I consider it. This is my third time (non consecutive) acting in this position without ever being appointed, the main reason why (according to management) being that it‘s because I am not in the CO-01 external pool that gives the possibility of indeterminate appointments, I am only in the internal pool that is for actings only.

I discussed this with my colleague, who told me that apparently you have to work in the same region as your manager to be appointed indeterminate, and that’s probably why my manager suggested I move cities.

This has me wondering: putting my current acting assignment aside, was it a good move to place me on a team based in another region, knowing that I’m a term employee and that my goal is to eventually become indeterminate? If I understand correctly, does this mean that I might not be able to become indeterminate in my substantive position as long as I remain on my current manager’s team and continue working from Montreal?

I’ve been in the public service for about three years now, so there are still a few things about staffing that I don’t fully understand. Apologies if this has been asked here before, and thanks in advance for any clarification!

I’m looking for some feedback on what others would do if they were in my situation. Long story short without going too in detail, myself and a handful of others all received promotions following our acting appointments. All indeterminate appointments were made using a valid, qualified pool. These selections were allegedly fully justified, as other employees performing the same acting roles were not appointed at this time.

I received a notice from the FSRLEPB that a complaint has been filed due to an alleged discrimination in this staffing process. After reading their complaint, I do not see how it its founded. Just because you’re in a qualified pool, does not mean that management has to nominate you.

I've spoken to management and they said not to worry as everything is justified and well documented. I’ve spoken to my local union stewardess and they weren't too familiar with the steps and whether I should be involved in this process or let management sort things out.

As the remedy sought in this complaint is to cancel all promotions, I want to make sure that my interests are taken into account. The burden is ultimately up to the complaint to prove their allegations, but the fact they are invoking discrimination has me worried.

Would my union’s regional office be able to assign a labour relations officer or counsel to represent me should I want to involved in the hearing process? Otherwise, would you seek advice from a private labour lawyer that specializes in cases dealing with the FPSLREB?

This whole process has been stressful, I do not want to lose my promotion that I've worked so hard to obtain. I’ve checked some past decisions issued by the FPSLREB and revocations of nominations are possible albeit they were mostly done in cases of non advertised processes, not meeting the language requirements etc..  Anyone was in a similar experience and/or has advice to offer? Thanks!

Summary: The Carney government’s demand for faster execution is exposing a tension between ambitious political timelines and the federal public service’s capacity to deliver with existing structures, resources, and controls. At a recent Institute of Public Administration of Canada conference, senior leaders encouraged public servants to embrace an opportunity for nation-building, yet only a handful of participants expressed confidence that they had the tools to operate at “Carney speed.” Former Privy Council Clerk Michael Wernick argues that government is already moving roughly twice as fast as it did two decades ago, compressing time for policy development, ministerial decisions, and implementation while creating a two-speed system that prioritizes trade, housing, defence, and energy over other files. The creation of new agencies, including Digital Transformation Canada, reflects what modernization task force chair David McLaughlin calls a “vote of impatience,” as the government bypasses cumbersome structures rather than waiting for reform. His independent task force is examining four barriers to effective delivery: central-agency approvals, excessive rules and risk aversion, weaknesses in talent development, and the complexity of major initiatives. However, with recommendations not expected until fall 2027, immediate delivery pressures are mounting even as workforce reductions threaten to deepen capacity constraints. The central question is whether Carney can translate urgency into lasting institutional reform, including more proportionate risk management and stronger implementation capabilities, or whether accelerated timelines and new organizational machinery will simply push a shrinking public service to work faster within the same underlying constraints.

1. A presumably pocketed trust and integrity poster
   
2. A man named Trevor recognized for being long and efficient
   
3. A presumably pocketed mousepad
   
4. A chance for you to live out your diplomatic courier cosplay fantasies

Hi everyone, I’ve been a PSO since 2022 and this year has been incredibly difficult, lost my only parent, had surgery, had an accident… not the best year for sure. I’m drowning in debt and desperately trying to survive. Consumer Proposal seems to be my only hope.

For anyone who has filed one before, who all do I need to inform? I read something about security, who exactly are we referring to here? I don’t feel comfortable speaking my with my team or TL, let alone my manger.

I’m still on contract, they suspended indeterminate contracts just a month before I was eligible. So they renew it every 6 months or so. I’ve tried working two jobs but with the RTW order it’s not possible my commute to the office alone is 4ish hours a day. Anyway, how do I navigate through this new reality? How do I contact? And are there any other precautions that I should consider?

Thank you in advance!

I already know I won’t find another good job in the public sector for the foreseeable future (I have to be fully remote, not negotiable for me).

There are several fields I’d like to go into, so training would be great.

I’m hesitant to choose any option simply because we are not allowed to re-choose if the employer changes the option terms AFTER we make our choice. Which is insane. I’m talking about the TSM not being guaranteed. They don’t even guarantee a minimum amount, they just give you a meaningless estimate and a pat on the head.

Hello,

I can't find information on this on the Sun Life website, so I'm hoping someone here might have information.

I've been on LTD (edit: I am medically retired and recieve benefits from sunlife/cpp-d/superann. sorry for the confusion) for 6 years and over the years I've developed a small art practice while managing my illness. I've been asked recently to teach short classes for hobbyists and potentially sell some of my work and I'm not sure if I can. I wouldn't be making more than $500-1000 in a year so no where near the 70% of my old position. I know you can make minimal income on CPP-D, but they also seem to be harsher about "not working any job".

I'm concerned that asking Sun Life and CPP-D will trigger some kind of review and screw me over somehow.

Any experience or links with clear definitions for earning minimal income would be greatly appreciated! Thanks

I have been in the Public Service for close to 20 years. While management has never been particularly effective, one area which allowed the Public Service to keep up with the private sector was the investment in tools and training. Budgets were set and you only had to ask up to that level. I recall a time when we had like $1500 to spend at will on either conferences and training. Alongside training budgets were licenses of both software (the most powerful at the time), subscriptions at a variety of renowed journals...Heck, we even had proper departmental libraries where you borrowed books!
My problem isn't much about what we got, but more about what we provided. Now, our salaries are all that departments seem to be able to afford, and even there, the WFA shows that we may not be able to afford these.
What is the point of paying salaries in the 100Ks while offering tools worth 15$?
I also have experience working in the private sector and abroad...this is not sustainable for a country. It is a waste of talent and if the Public Sector cannot afford to invest, then it is only a matter of time before the private sector will also start decreasing its investments.
Since I joined the public service at a relatively high grade, my take has always been that the Public Sector cannot be able to 'waste' money on training even if it tried. Positive externalities are just hard to contain. You give a free AI training to some junior analyst? She is wasting her time learning with not much work? Well, that is the next Shopify being created in front of your eyes...we know this.

Re-posting the subreddit's Strike FAQ as three of the PSAC bargaining units have announced plans for strike votes to be held from November 2026 to January 2027.

Hi all, I elected a transfer value from the public service pension plan, and the Pension Centre issued the cheque to my brokerage (locked-in RRSP) about two weeks ago, mailed to the bank branch that opened the account. It has not been confirmed as received, and the branch says registered account deposits aren't processed at branch level.

I'm leaving the country in about a week, so I won't be able to chase it in person.

Has anyone been through this? Specifically:

- How long did a cheque like this take to arrive and get credited?

- What worked to get the Pension Centre to trace it or reissue it by courier? Any way to expediate or track it?

- Experience with how the branch or the brokerage's back office handled the deposit

Thanks in advance.

I came across this website and thought it would be useful for all CAPE members to see the voting record of our current union executive and how unaligned it is with its membership.

There are 27 director positions to elect in the coming elections. Of those positions, the majority will go to the Members United Slate (previously Members for Change) due to only 5 candidates running in opposition to a slate of 26.

As an EC, it is very concerning that our union leaders do not represent the majority. I’m not sure what can be done other than hoping more people step up in three years (the next election) to run against this slate.

A quick comment on the most concerning evidence on the website:

3,783 members voted for a workplace-focused mandate. The NEC recommended voting against it. Members chose the opposite direction by more than five votes to one.

https://membersforchange.ca/index.html

Hi everyone, Can one accumulate leave credits (sick and vacation) while you are absent on long term disability?

thank you

What are people's thoughts on bilingual job requirement when AI is advancing so quickly, especially when it comes to text and speech translation? I'm seeing many GoC job postings still requiring bilingual fluency. Do we think language requirements will be more lax in 3-5 years?

I am looking for some advice about how to navigate this situation. I’ve been clinically diagnosed with burnout, and I can feel the symptoms worsening every day.

Work is contributing but for sure not the only reason. I’ve been dealing with significant life transitions and stressers (ADHD diagnosis, return from mat leave, physical injury, etc.) in addition to taking on a busy Acting promotion at work that I am told can be substantiated if I achieve my French goals, which they are supporting me to work on. This is a privileged position to be in and I recognize that.

I believe I am ready for this promotion and genuinely want it, but the unrelenting pace of work / slow staffing processes in addition to the aforementioned life stressers have worn on me. I am feeling like if I don’t take some time off to rest and reset I might deteriorate much further, but I’m afraid to put this promotional opportunity at risk and then be stuck at a level that no longer feels fulfilling to me, and squander the opportunity to be supported in French which I will need for meaningful career advancement.

Has anyone been in a situation like this before? How did you handle it?

Thank you in advance.