Advance trust and transparency for the Government of Canada's human resources (HR) and pay transformation (CA0092)

3.4 Advance trust and transparency for the Government of Canada's human resources (HR) and pay transformation

Note: This commitment is part of a commitment cluster in the original action plan and has been disaggregated by the OGP Support Unit. See the action plan for details.

Issue to be addressed
Concerns about unethical practices, opaque decision-making and misuse of public resources are straining public trust. Corruption undermines democratic accountability and economic fairness, and limited corporate transparency allows misconduct to go unchecked. All of this erodes confidence in institutions meant to serve the public good and support strong, competitive economies.

Addressing this issue calls for coordinated efforts to promote integrity through anti-corruption measures and transparent governance. Canadians need assurance that public and private organizations operate with fairness, openness and accountability. Building trust requires not only preventing corruption but also creating systems that make financial and operational information accessible and understandable. When institutions are transparent and accountable, people are more likely to engage, invest and believe in the legitimacy of decision-making processes.

Problem statement
Persistent concerns about unethical conduct, opaque decision-making, and the misuse of public resources are eroding public trust in both government and the private sector. Corruption undermines democratic accountability and economic fairness. Without coordinated efforts to strengthen anti-corruption measures and promote transparent governance, Canadians cannot be assured that institutions are acting in their best interest. The lack of openness threatens civic engagement, economic stability and the legitimacy of decision-making processes in all sectors.

Commitment
The Government of Canada commits to strengthening public trust through transparent governance and rigorous anti-corruption measures. It will foster a culture of integrity and accountability that deters misconduct and empowers Canadians to engage confidently with institutions that serve the public good. By prioritizing openness and fairness, it aims to reinforce democratic accountability, promote economic equity, and uphold the legitimacy of decision-making processes.

What will we do? | How will we know we succeeded? | What is our deadline? | Department
3.4 Advance trust and transparency for the Government of Canada's human resources (HR) and pay transformation |
3.4.1. Foster dialogue with key stakeholders (for example, unions, media and federal public servants) through activities like polling, public opinion research, question-and-answer sessions with senior officials, newsletters, and technical briefings. | Ongoing, annually | PSPC
3.4.2. PSPC and TBS collaborate to publish internal documents related to HR and pay initiatives, as well as relevant data and findings. Share these documents on the Open Government Portal and promote them through multiple channels to ensure broader access. | Ongoing, annually | PSPC
3.4.3. Develop and maintain a publicly accessible tracker to monitor progress on key commitments related to HR and pay operations and transformation activities. | Updated monthly internally to reflect progress and published quarterly to the Integrated strategy for human resources and pay webpage. Updated annually to reflect new commitments | PSPC