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Second Language Training (SLT) at DND. Presentation to UMCC December 6, 2007 Stéphanie Poliquin Director General, Learning and Professional Development ADM (HR-Civ). Outline. DND Second Language Training Program - Role of Director General, Learning and Professional Development

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second language training slt at dnd
Second Language Training (SLT) at DND

Presentation to UMCC

December 6, 2007

Stéphanie Poliquin

Director General, Learning and Professional Development

ADM (HR-Civ)

outline
Outline

DND Second Language Training Program

- Role of Director General, Learning and Professional Development

- Target audience

- Types of training

- Process and suppliers

Second Language Training Requirements for 2007-2008

- Accomplishments

- Factors determining who will receive non-statutory training

- Next steps

Public Service Official Languages Exclusion Approval Order

dnd second language training program
DND Second Language Training Program

DGLPD is the functional authority for SLT:

  • Provides centralized funding and coordination
  • Provides access to SLT via DND Standing Offer, CSPS interim Standing Offers and NMSO
  • Registers, administers, monitors employees receiving training through CSPS or NMSO
  • Provides advice and guidance to organizations and access points for training within and outside of the Corporate SLT Program
  • Monitors and controls standards of quality, performance measures, and funding
target audience
Target Audience
  • Employees with statutory needs (stat. SLT)
    • Mandatory training as a result of non-imperative staffing
    • Employee has two years from the date of appointment to meet linguistic requirements of position
  • Employees with non-statutory needs (non-stat. SLT)
    • Developmental training for employees who do not presently have to meet specific linguistic requirements
    • Employees who wish to meet future linguistic requirements
types of training
Types of training
  • Full-time training
    • 35 hours per week
    • 6-8 participants for approx. 10-40 weeks
    • From no profile to BBB, BBB to CBC
  • Part-time training
    • 6 hours of training per week, twice a week
    • 6-10 participants for 10 weeks (60 hours)
    • From no profile to BBB, BBB to CBC
    • offered three semesters (winter, spring, fall)
process for accessing slt
Process for accessing SLT
  • Employees with statutory needs:
    • Human Resources Officers (HROs) sends DGLPD, ADM (HR-Civ) names of individuals hired on non-imperative basis and accompanying documents
    • SLT team activates file and begins process to integrate them into full-time training
      • Learning plan and start date provided by Canada School of Public Service
    • Start date of training must be within reasonable timeframe to assist employee in meeting linguistic profile two years from the date of a non-imperative appointment
process for accessing slt cont d
Process for accessing SLT (cont’d)
  • Employees with non-statutory needs:
    • Call Letter is sent from ADM (HR-Civ) to Level 1s in Spring
    • Designates representing Level 1s sends Call Letter down chain of command
    • Manager and employees discuss needs
    • Designates coordinates prioritized nominations and sends to Level 1 for approval
    • Designate sends SLT team name of candidates
    • DGLPD consolidates information, contacts individuals for placement tests, forms homogeneous groups
    • DGLPD sends out invitations to candidates for training
contracting vehicles
Contracting vehicles
  • DND’s Standing Offer (SO)
    • Used primarily for part-time non-statutory training
    • L’Estrie is the primary language school
    • Use of SO must be monitored closely to ensure contracting vehicle is available until 2009
  • Canada School of Public Service (CSPS)
    • Used primarily for full-time statutory training through their interim standing offers and upcoming National Master Standing Offer (NMSO)
      • Delay of projected implementation date of July 2007
      • Initial phase of implementation targeted for January 2008; full-time training (statutory and non-statutory) offered in NCR
      • Targeted to be fully implemented in 2009-2010 (will include part-time training on a national basis)
      • May become the mandatory procurement vehicle
      • PWGSC will not support departmental SO
slt requirements for fy 2007 2008
SLT Requirements for FY 2007-2008
  • Budget: 2.3M Statutory / 1.05M Non-Statutory
  • Delays in NMSO resulted in inability to use full budget
  • Costs approx. $15 per hour; $20,000 per participant for full-time training

Statutory: 110 employees require full time training in the NCR

Non-Statutory:1791 revalidations and new nominations

accomplishments to date
Accomplishments to date
  • 54 employees with statutory requirements are either registered or are presently attending full time training
  • Issued annual Call Letter in July soliciting nominations of candidates for SLT FY 07-08
  • Transitioning from using current DND SLT Standing Offer to using CSPS Standing Offers and upcoming National Master Standing Offer
  • 90 non-statutory employees participated in full-time training since April 2007
  • 582 non-statutory employees participated in part-time training (spring 2007 and fall semester 2007)
factors determining who will receive non statutory training
Factors determining who will receive non-statutory training
  • Number of nominations received
  • Prioritization of candidates
  • Budget allocation
  • Minimum number of participants at same learning level to form groups
  • Availability of participants
  • Manager’s acceptance or refusal
next steps for 2007 2008
Next steps for 2007-2008
  • Enroll statutory employees at designated times of year as identified by CSPS
  • Enroll non-statutory employees in full-time training throughout the fiscal year
  • Enroll non-statutory employees in part-time training sessions (winter semester in January)
  • Educate employees/managers on roles, responsibilities, commitments and benefits of SLT
  • Monitor statutory SLT compliance with Public Service Official Language Exclusion Approval Order (PSOLEAO)
  • Provide advice on alternative options for SLT including tutoring, on-line products available on Campus Direct, etc. to employees who have not been integrated into groups
  • Provide SLT guidance to Level 1s and organizations with SLT needs
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