Strategic Organizational Priorities

Every two years, the PPSC identifies strategic organizational priorities in support of its mandate and in alignment with the priorities of the public service as a whole.

The following organizational priorities were established for the 2018-2019 and 2019-2020 cycle.

Grow our Talent for the Future

In order to grow its talent, the PPSC is taking a strategic planning approach in identifying its resourcing trends and forecasting its needs. To this end, as part of its new branding strategy, the PPSC continues to enhance its outreach and innovative hiring practices.

Furthermore, the PPSC leveraged both the flexibilities of the New Direction in Staffing and its new branding strategy to enhance its outreach and innovative hiring practices.

Moreover, the Diversity and Inclusion Committee, through data collection and analysis, has identified the underrepresentation of women in senior ranks and an action plan is now underway to address this within the PPSC.

The PPSC continued to make learning a fundamental part of every employee’s responsibilities. In addition to administering the School for Prosecutors, the PPSC developed and implemented initiatives, such as mentoring practices, linguistic duality initiatives, and the Federal Prosecution Development Program (FPDP). Focusing on future skills such as collaboration, interdisciplinary practice, data literacy, project management, and technological savviness, while maintaining unparalleled legal knowledge and competencies, will ensure the PPSC has the capacity and the people needed for the future of the organization.

Modernize the Legal Case Management System (LCMS) and Tools

PPSC is working on a project to customize its legal case management system, LCMS, developed by the Department of Justice to align with PPSC’s strategic objectives and support the delivery of quality prosecution services. This technology system will serve as a foundation to support the PPSC’s digital future and workplace modernization.

The project team completed the development of migration strategies to transfer information from the existing case management system into the new system.

In addition, progress was made towards the implementation of the Government of Canada standard tool for managing electronic documents and records: GCDOCS. Over the course of the year, the PPSC Information Management and Technology team established a small project team to begin the development of the project.

Fostering a Healthy and Respectful Workplace

The PPSC will continue to focus its efforts on maintaining a respectful workplace and supporting the mental health and well-being of all employees.

Over the past year, the PPSC promoted a healthy, inclusive and respectful workplace. The Mental Health and Wellness Steering Committee worked collaboratively with employees, management and bargaining agents to develop a Mental Health Strategy with three areas of focus: organizational culture, psychological support and civility and respect. In addition, the PPSC established a working group mandated to review its Code of Conduct, placing a greater emphasis on the importance of people management and addressing civility and psychological health in workplace.

Enhancing Communication and Opportunities for Employee Engagement

The PPSC is working on increasing public awareness of the department and its role in the criminal justice system with key stakeholder groups. The PPSC will also work to increase employee engagement in its planning process, and to solidify employees’ sense of belonging to a national organization.

The PPSC implemented an organization-wide branding strategy, including developing a new, consistent look for various communications and recruitment products, and refreshing the content and look of the organization’s Internet site.

In addition, the PPSC completed a review of the content on the organization’s intranet site, and worked to streamline its contents, to better allow employees to find the information they need; updated internal communications vehicles, to better support internal communications and employee engagement; and developed its first departmental communications strategy, to ensure a consistent and effective approach to communications across the PPSC.