2021

Dear colleagues,

As another year draws to a close and a new one dawns, the Senior Management Committee would like to take this opportunity to sincerely thank each and every one of you for all of your hard work and dedication. It is valued and it is recognized.

We wish you all a safe and happy holiday season and we are very pleased to offer this video message, which features a few familiar faces!

Please click on the following link to see the message: https://www.youtube.com/watch?v=rikwzurz_lY

Take care, and happy holidays!

 

Ron Hallman
President & CEO

#StrongerTogether #ParksCanadaProud

Reminder to managers: In accordance with Parks Canada's procedures for communicating with employees, managers must ensure that all employees under their responsibility receive information that is intended for them. It is important that you find a way to forward this message—and any attachments, if applicable—to employees who do not have access to their Parks Canada email or the intranet by posting it, handing out a hard copy, or by any other appropriate method.

Dear colleagues,

Yesterday, the Honourable Mona Fortier, President of the Treasury Board issued a statement to announce Health Canada has again updated their occupational health

Dear Colleagues:

The Government of Canada Workplace Charitable Campaign (GCWCC) is coming to an end and the last fundraising event is now open: the GCWCC Silent Auction.

You'll find many prizes to bid on, including crafts, beauty products, gift cards and mentoring sessions with members of the executive. The silent auction is now open and you have until Sunday, December 19 to place your bids. Winners will be announced at the Closing Gala on Monday, December 20, at 1:00 p.m. EST.

Click to register for the auction and receive a confirmation email (check your junk mail box if you do not receive the confirmation)

You can also visit ParksNet for participation details.

Once again, thank you for your generosity. Our goal is within reach! I look forward to seeing you at the Gala to find out who the winners are.

Sincerely,

 

Jewel Cunningham
GCWCC Champion

Reminder to managers: In accordance with Parks Canada's procedures for communicating with employees, managers must ensure that all employees under their responsibility receive information that is intended for them. It is important that you find a way to forward this message—and any attachments, if applicable—to employees who do not have access to their Parks Canada email or the intranet by posting it, handing out a hard copy, or by any other appropriate method.

Colleagues,

I am pleased to announce the appointment of Jerome Europa to the position of Director, Workforce Engagement and Contribution in the Human Resources and Employee Wellness Directorate, effective December 13, 2021. As part of his functions, Jerome will be responsible for learning, performance and talent management, recognition, Indigenous workforce strategies, employment equity, official languages and accessibility.

Jerome started his career in the federal public service in 2001 at the department of National Defence after spending 10 years teaching high school in Ottawa. Jerome started as a Learning and Development Consultant and in 2003 he moved to Canadian International Development Agency as a Strategic HR Planning Advisor before taking up a position as Manager, Corporate Human Resources Planning. He then transferred to Natural Resources Canada in 2009 where he managed, over the past 11 years, several functions within Human Resources such as Corporate Staffing, HR Planning, Learning, Talent Management and Legislative Programs such as Employment Equity, Multiculturalism and Official Languages.

He led the implementation and development of diverse programs and directives such as the: TBS Performance Management Directive for Employee, the Queen Elizabeth Diamond Jubilee Program, the Departmental Awards and Recognition Program and the enhancement of the Employee Performance Management Program as well as the NRCan Leadership Development Strategy.

Jerome Europa graduated from the University of Botswana in 1987 with a Bachelor of Arts degree in English and Geography, minor in French and a Diploma in Education. He is also certified with the Ontario College of Teacher.

In his free time, Jerome enjoys experimenting with different recipes, reading and going to the gym.

Please join me in welcoming Jerome to Parks Canada.

 

Ron Hallman
President & CEO

Reminder to managers: In accordance with Parks Canada's procedures for communicating with employees, managers must ensure that all employees under their responsibility receive information that is intended for them. It is important that you find a way to forward this message—and any attachments, if applicable—to employees who do not have access to their Parks Canada email or the intranet by posting it, handing out a hard copy, or by any other appropriate method.

Hello,

On October 12, 2021, the Office of the Chief Human Resources Officer at Treasury Board issued additional information on:

• Recovery of overpayments;
• Emergency Salary Advances (ESA); and
• Priority payments. 

A necessary step is added to the process in order to ensure continued support to employees while fully recovering overpayments within a reasonable timeframe.  This step includes the recognition of the overpayment by the employee.

Process Change and Impact

Employees who receive an overpayment letter from the Public Service Pay Centre  will be required to acknowledge their overpayment in writing within four weeks of the notice date as outlined in the letter. The letter will detail the overpayment and provide options for repayment.

This acknowledgement will provide access to the additional flexibilities to defer the recovery of the overpayment until all of the employee’s outstanding pay transactions have been addressed and the employee has received three consecutive correct pay cheques. The Pay Centre must develop a repayment schedule with the employee that is flexible enough to avoid adverse financial impacts on the employee.

If an employee disagrees with the overpayment amount identified in the letter, he or she will be able to formally dispute this amount while still acknowledging that an overpayment exists. The Pay Centre will then initiate a review of the transaction and provide additional details, as required.

Employees who do not acknowledge their overpayment with the Pay Centre within four weeks of the notice date as outlined in the letter, will have recovery of the overpayment initiated by default on their regular pay cheques. Employees who do not respond to the letter within two weeks will receive a reminder message that their acknowledgement deadline is approaching. The default date for repayment will commence as indicated in the employee’s letter.

Employees on Leave Without Pay (LWOP) will still be required to acknowledge the overpayment and select an option within the prescribed timeframe.

Employees who do not respond will have recovery initiated as outlined above. This may be effective immediately (e.g., for employees who are receiving payments during their LWOP such as maternity top-up, education allowances or retroactive payments), upon the employee’s return to work, or at another time depending on the circumstances.

It should be noted that overpayments that occur as a result of routine pay transactions, such as periods of LWOP of five days or less, and overpayments of less than 10% of an employee’s gross biweekly pay, do not qualify for additional flexibilities and will continue to be recovered on first available funds from an employee’s regular pay. Likewise, those flexibilities do not change the management of recoveries associated with termination of employment, or the end of term or casual contracts without further extension or renewal.

It should also be noted that a reduced pay as a result of the recovery of an overpayment does not meet the criteria to receive an ESA or priority payment.

To ensure that all recoveries are managed on a consistent basis, ESA and priority payment recoveries are handled in the same manner as those for salary overpayments.

In order to address the oldest overpayment recoveries first, the Pay Centre and departments will prioritize reaching out to employees who received overpayments in 2016.

Net and gross overpayments

Tax legislation allows employees to repay their employer the net amount of an overpayment received in a previous year, providing the overpayment was a result of a clerical, administrative or system error and the overpayment is recorded in Phoenix within three years from the payment date.

PSPC has developed a visual aid to help employees understand the difference between net and gross overpayment amounts and how it affects their personal income tax returns.

We understand the recovery of overpayments is complicated and can be stressful for employees. The overpayment letters issued to employees will include detailed information and instructions on how to receive further clarification of their overpayment details.

Parks Canada employees with questions about their overpayment or the recovery process are encouraged to contact PSPC’s Client Contact Centre at any time.

Thank you

Line Lamothe

Vice President, Human Resources and Employee Wellness

Human Resources and Employee Wellness Directorate

Reminder to managers: In accordance with Parks Canada's procedures for communicating with employees, managers must ensure that all employees under their responsibility receive information that is intended for them. It is important that you find a way to forward this message—and any attachments, if applicable—to employees who do not have access to their Parks Canada email or the intranet by posting it, handing out a hard copy, or by any other appropriate method.

Dear colleagues,

Since 2014, Canada History Week has fostered an understanding of Canadian history, promoting civic engagement and mutual respect. This year, Canada History Week takes place from November 22 to 28 with the theme Indigenous History – highlighting stories of Indigenous languages, cultures, and leaders. I encourage you to take this opportunity to deepen your understanding of the histories and perspectives of First Nations, Inuit, and Métis peoples.

The natural and cultural sites administered by Parks Canada were inhabited by Indigenous peoples long before Canada became a country. Parks Canada is committed to ensuring that the network of national historic sites, parks and marine conservation areas recognizes and honours the historic and contemporary contributions of Indigenous peoples, their histories and cultures, as well as the special relationships Indigenous peoples have with ancestral lands and waters.

Parks Canada delivers one of the largest public history initiatives in the country through our presentation of history at places across the country, our ongoing work in historical commemoration, and our outreach programs in communities and on digital platforms. Fostering greater understanding of the history of Indigenous peoples is a top priority. Our recent work through initiatives like the Framework for History and Commemoration, actions to address Call to Action 79, our Stories of Canada series, multiple noteworthy historical designations such as the recognition of the Residential schools system as a National Historic Event, as well as our ongoing review of designations, help ensure Indigenous experiences, contributions, and stories are reflected in all that we do.

To learn more about Indigenous history, I invite you to:

• recognize Indigenous stewardship and connections to the land by researching more about place names and why the stories associated with them are a source of critical knowledge;
• spend some time learning about Indigenous cultures and consult the wealth of available resources, from e-books, to podcasts, to videos, and multi-media activities; and
• reflect on the diverse and important roles Indigenous peoples play today, not only as leaders in conservation, but as leaders in the arts, in the public service, and so much more.

Most importantly, as Parks Canada team members, I ask you to consider what actions you can take in your own work to advance the development of meaningful relationships with Indigenous peoples, to amplify Indigenous voices, and to promote and protect the rights of Indigenous peoples.

Together, we can advance meaningful reconciliation. By taking the time to educate ourselves about the lands on which we live, work, and play, we can learn the hard lessons of our shared history to help create a future where Indigenous languages thrive, Indigenous cultures are celebrated, and Indigenous leaders are supported.

During Canada History Week and beyond, let’s continue to walk toward a greater understanding and appreciation of Indigenous history and to honour the determination and contributions of Indigenous peoples across the country.

Miigwech / Kleco / Ekosani / Maarsii / Meegwetch / Mahseecho / Ma’na / Wopida / Hei Hei / ᖁᔭᓐᓇᒦᒃ / Qujannamiik / ᖁᐊᓇᖅᑯᑎᑦ/ Quanaqqutit / Marci Cho / Nakurmiik / ᓇᑯᕐᒦᒃ / Huy ch q’u / Kukwstsétsemc / Woliwun / Haawa / Wela’lioq / Mahsi Cho / Quyanainni / Hai’choo / Merci / Thank you

 

Ron Hallman
President & CEO
#ParksCanadaProud #StrongerTogether

Reminder to managers: In accordance with Parks Canada's procedures for communicating with employees, managers must ensure that all employees under their responsibility receive information that is intended for them. It is important that you find a way to forward this message—and any attachments, if applicable—to employees who do not have access to their Parks Canada email or the intranet by posting it, handing out a hard copy, or by any other appropriate method.

Colleagues,

Luc Martin, Director, Workforce Engagement and Contribution, reporting to the Vice-President, Human Resources and Employee Wellness, will retire on December 16, 2021, after 28 years in the federal public service, 27 of which were with the Parks Canada Agency, however Luc will be on annual leave from November 22. Please join me in congratulating him and in recognizing his dedication.

Luc began his career with the Parks Canada Agency in 1995 as Chief Warden at Havre St-Pierre. In 2000, he accepted the position of Manager, Mingan Field Unit. Luc initiated the revision of the management plan and implemented business partnerships with boaters in the Mingan Archipelago National Park Reserve where he also ensured the establishment of constructive relationships and collaborative agreements with various Indigenous groups and communities.

In January 2002, he joined the Office of the Chief Executive Officer as Chief of Staff. Luc maintained a good working relationship with the department's policy staff and managed issues related to the Agency's legislative framework, policies, and information processes. He then took on the role of Manager of the Employee Orientation Program for the Human Resources National Office where he developed and implemented a comprehensive orientation program for Parks Canada Agency employees.

In 2005, Luc held the position of Manager of Strategic Projects for the Western Quebec Field Unit, where he was responsible for managing the resource conservation department, national historic sites, and real property and environmental files for the Lachine Canal National Historic Site.

For nine years, starting in September 2006, Luc served as Ombudsman and Director of the Centre for Values and Ethics before accepting, in 2015, the role of Director, Workforce Engagement and Contribution, for the Human Resources National Office. During these years, Luc assisted Parks Canada employees with work-related concerns and was in charge of various files and projects related to leadership and inclusion. More recently, he developed the implementation plan to draw up a new values statement for Parks Canada.

I would like to thank Luc for his passion for Parks Canada's mandate, his many contributions, and the leadership he has shown in all aspects of his work.

Please join me in congratulating Luc and wishing him well in his retirement plans.

Congratulations and happy retirement!

 

Ron Hallman
President and CEO

Reminder to managers: In accordance with Parks Canada's procedures for communicating with employees, managers must ensure that all employees under their responsibility receive information that is intended for them. It is important that you find a way to forward this message—and any attachments, if applicable—to employees who do not have access to their Parks Canada email or the intranet by posting it, handing out a hard copy, or by any other appropriate method.

Your commitment to the Government of Canada Workplace Charitable Campaign (GCWCC) is having an impact! From coast to coast to coast, employees from Environment and Climate Change Canada (ECCC), the Impact Assessment Agency of Canada (IAAC) and the Parks Canada Agency (PCA) have been giving generously.

Please take a moment to watch the video featuring ECCC’s Deputy Minister, Christine Hogan, ECCC’s Associate Deputy Minister, Paul Halucha, IAAC’s Acting President, Terence Hubbard, and PCA’s President and Chief Executive Officer, Ron Hallman, who wish to acknowledge your generosity and encourage you to continue supporting your favourite causes.

Together, we have raised a lot of money so far to help those who need it most in our communities, and have taken a significant step towards our fundraising goal of $600,000. Let's keep the momentum going across the portfolio!

Give today and participate in the GCWCC fundraising events being organized. There are so many people in need!

Your contributions matter and have a significant impact on the lives of many people.

 

Tara Shannon
GCWCC Portfolio Champion and Assistant Deputy Minister, Canadian Wildlife Service, Environment and Climate Change Canada

Aaron Levine
GCWCC Portfolio Youth Champion and Policy Analyst, Canadian Wildlife Service, Environment and Climate Change Canada

Jewel Cunningham
GCWCC Champion and Acting Vice-President, Strategic Policy and Planning, Parks Canada Agency

Terence Hubbard
GCWCC Champion and Acting President, Impact Assessment Agency of Canada

Hello,

Please note that PeopleSoft (including the HR Self-Service) will be unavailable from Wednesday, November 17, at 6:00 p.m. until Friday, November 19, at 2:00 p.m. (Eastern Time) and also from Friday, November 26, at 6:00 p.m. until Monday, November 29, at 9:00 a.m.

We apologize in advance for any inconvenience this may cause. Please contact the helpdesk via Jira if you have any questions.

Thank you,

 

Line Lamothe
Vice President, Human Resources and Employee Wellness
Human Resources and Employee Wellness Directorate

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g., by posting it, circulating a paper copy or by any other appropriate means.

Colleagues,

This is a reminder that, as of today, Parks Canada team members have access to the Government of Canada’s Vaccine Attestation Tracking System (GC-VATS) in order to attest to their vaccination status, in accordance with the Policy on COVID-19 Vaccination for the Parks Canada Agency released on November 8, 2021.

All employees must complete their attestation by November 29, 2021. Employees must use the Google Chrome browser and be connected to the VPN to access the application. To facilitate this, an icon will appear on your desktop and will open the application in the appropriate browser. Once in the application, you simply need to follow the steps clearly stated in the GC-VATS application.

If you haven’t registered for GC-VATS, the information on How to prepare for GC-VATS on Confluence can help you navigate the steps.

Furthermore, if you do not have access to GC-VATS, please refer to section 6 of the Management Toolkit. The paper attestation form will be available soon on ParksNet.

You can access the Policy and Questions and Answers on ParksNet.

Let’s support each other with patience and understanding, and treat one another with kindness as we move to bring this Policy into effect. Thank you for taking this important step to protect each other.

 

Line Lamothe
Vice President, Human Resources and Employee Wellness
Human Resources and Employee Wellness Directorate

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear colleagues,

On November 10, 2021, Health Canada published updated occupational health guidance for COVID-19, which supports a gradual easing of some pandemic-related restrictions in federal workplaces and provides guidance to deputy ministers and agency heads to support planning and decision-making in their respective organizations. Health Canada also noted that, as of November 10, 2021, approximately 95% of employees in the Core Public Administration have been fully vaccinated and that 98% have had at least one dose.

 

As Parks Canada works to implement the new Parks Canada Policy on COVID-19 announced on November 8, 2021, we will be reviewing the Health Canada guidance and considering how it applies to our ongoing planning for the management of Parks Canada workplaces, including a phased return to large office spaces. This planning will consider where and how we work based on our operational needs, the nature of our work, the needs of employees, and the guidance of national and local public health authorities. In the meantime, please be advised that there will be no adjustments to our current workplace arrangements at this time. All Covid-19-related health and safety mitigations remain in place at our workplaces and all team members who are working from home will continue to do so until further notice.

 

Since the beginning of the pandemic, we worked together to ensure the health and safety of team members and visitors, and we will continue to do so. Similarly, we will continue to monitor public health guidance and adapt to local health circumstances and advice. These past 19 months have required personal sacrifice from so many of our colleagues and I share your desire to move past these workplace-related restrictions as soon as possible. In previous messages, I indicated that our eventual return to large office workplaces will be gradual and phased, and that advance notice will be provided to give colleagues sufficient time to make necessary personal arrangements to enable returning to their normal workplaces. I also noted that priority will continue to be given to employee health and safety and that the Agency will consider how the lessons of the pandemic may inform future approaches to the workplace. These commitments remain and I look forward to sharing additional updates with you as information becomes available. In the meantime, I continue to encourage all employees who can be vaccinated to do so and to provide your attestations in GC-VATS during our attestation period. For employees who wish to seek an accommodation, I encourage you to make your request as soon as possible so that it can be carefully considered prior to related deadlines.

As ever, I want to thank each of you for your continued support, dedication and patience while we continue to navigate the path forward. We will continue to keep you informed at critical points as plans progress.

Ron Hallman

President & CEO

#StrongerTogether #ParksCanadaProud 

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear colleagues,

Today I am releasing the Parks Canada Policy on COVID-19 with an effective date of today, November 8, 2021. As a special operating agency and separate employer, Parks Canada, in consultation with union bargaining agents, has developed its own policy. This policy mirrors the Treasury Board Secretariat’s policy on COVID-19 vaccination requirements which was announced by the Government of Canada on October 6.

The Parks Canada Policy on COVID-19 applies to indeterminate employees, terms, casuals, as-and-when-required workers and students, as well as Interchange Canada Assignment participants. All Parks Canada employees are required to comply with the requirements of the policy whether they work on-site, remotely, or via telework arrangements.

Parks Canada employees will have access to the Government of Canada Attestation Tracking System (GC-VATS) beginning on November 15, 2021 in order to attest to their vaccination status. Access to this system will require employees to be registered in the Public Service Performance Management (PSPM) system. If you are not yet registered through PSPM, there is a guidance document on ParksNet to help you do so.

All employee attestations must be entered in GC-VATS, or provided in writing to their direct supervisor using the appropriate form that will be available on ParksNet if they do not have access to GC-VATS, by the end of the attestation period on November 29, 2021. Employees unable to be vaccinated and who wish to request an accommodation are encouraged to do so, with supporting documentation, no later than November 29, 2021.

Between November 30 and December 14, unvaccinated employees and those who have not attested to their vaccination status will be required to attend a mandatory online training session. Employees who have not attested to having received their first vaccination dose and who have not submitted a request for accommodation by the December 14 compliance deadline will be considered unwilling, and will be placed on Leave Without Pay beginning on December 15, 2021.

A comprehensive package of frequently asked questions and answers, including information about potential Leave Without Pay impacts on pensions and benefits, will be available on ParksNet and Parks(EXTRA)Net in the coming days to help you navigate the new policy and understand the roles and responsibilities that each of us have in implementing the Government of Canada’s direction. I also encourage you to seek guidance from your direct supervisor where you require further clarity.

The 24/7 Employee Assistance Program, the flexibilities introduced under the Public Service Health Care Plan, and the mental health resource hub [on ParksNet] remain available as valuable resources.

As always, I encourage and expect all team members to support one another in ensuring a respectful workplace, where compassion and civility characterize our interactions, and where the health, well-being, and safety of Parks Canada team members remains our top priority.

Sincerely,

 

Ron Hallman
President & CEO
#StrongerTogether #ParksCanadaProud

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Colleagues,

I am pleased to welcome Patricia Fornarolo to the Strategic Policy and Planning Directorate, for a two year Interchange Canada PCX-02 assignment, effective October 25, 2021.

Patricia will perform the duties of Director to the Office of the Chief Information Officer (CIO). She will work in partnership with the CIO to move forward the analysis and plans for transformation of the Office of the Chief Information Officer at the Agency. She joins Parks Canada from Transport Canada, where she was the Director, Data Science and National Trade and Transportation Portal (EX-01). Previously, Patricia worked at Heath Canada and Public Services and Procurement Canada.

Patricia holds a Bachelor of Science degree with a major in Computer Science from the University of Ottawa, in Ontario.

When Patricia is not working, she is out walking, tending to her garden, or taking advantage of relaxed COVID-19 restrictions to visit friends and family.

Please join me in welcoming and wishing Patricia much success in the role of Director to the Office of the Chief Information Officer.

 

Ron Hallman
President & Chief Executive Officer

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Colleagues,

I would like to inform you that Rima Hamoui, Vice President, Strategic Policy and Planning (SPP), has accepted an exciting deployment to the Privy Council Office as Assistant Secretary to the Cabinet, Senior Personnel Secretariat, effective November 15, 2021.

Since joining the Parks Canada Agency last January, Rima has played a pivotal role within the Agency. Under her leadership, expertise and professionalism, SPP led and coordinated important Cabinet and Treasury Board-related activities in support of Agency mandate and budget priorities. Rima steered the Agency’s transition planning and helped establish important building blocks towards ensuring investment readiness, including long term asset sustainability (LTAS), and a renewed approach to business planning. She also supported the accrual based budgeting and resource review while continuing to help respond to the effects of the pandemic, and effectively directed a wide range of internal services in a challenging operating environment. I wish to express, on behalf of the entire Senior Management Committee, our recognition and deepest esteem for Rima’s leadership and her many contributions to the Agency’s successes.

Please join me in congratulating Rima and wishing her every success in her challenging new role.

Further to this news, and to assist the Agency in maintaining momentum on a number of key priorities, I am pleased to advise you that Jewel Cunningham has accepted to act as Vice President, Strategic Policy and Planning until an indeterminate successor is identified. In addition, Louis Lavoie has accepted to act as Executive Director, Ontario & Waterways during this period.

I would also like to take this opportunity to inform you that Kerry Buckley will be acting as Executive Director, Investment Management, while Tambrae Knapp is on leave, effective November 15, 2021.

 

Sincerely,
Ron Hallman
President & CEO

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear colleagues,

Every year, in the days leading to Remembrance Day, we mark Veterans’ Week. This year’s theme for Veterans Week is “Service, courage and sacrifice—at home, around the world and across generations”.

Canada’s diverse population of Veterans has served the country at home and abroad, during times of war and military conflict, as well as during times of peace. This Veterans’ Week, we acknowledge the brave Canadians who, with the support of families at home, have made possible so many of the freedoms we share today.

Together with the Historic Sites and Monuments Board of Canada, this year Parks Canada will be commemorating the Military Nurses of Canada whose contributions to the war effort since the 1880s paved the way for women in the armed forces, helped improve health care in Canada and overseas, and enhanced and strengthened nursing as a respected profession.

On November 8—Indigenous Veterans Day—we also recognize the many contributions of First Nations, Métis and Inuit people throughout our military history. I’m reminded of the important Hometown Heroes event Parks Canada held in 2019 to recognize the countless contributions of Indigenous Veterans while also acknowledging the inequity and discrimination they suffered before, during and after their service. At this event, and in collaboration with Treaty No.1 First Nations and the Canadian Armed Forces, the late Thomas « Tommy » Prince, one of Canada’s most decorated Indigenous Veterans, was honoured on the grounds of Lower Fort Garry National Historic Site with hundreds of community members and dignitaries in attendance.

2021 marks the 100th anniversary of the Remembrance Poppy in Canada. I invite you to learn more about the story behind the Remembrance Poppy, which has been the symbol of remembrance in Canada since 1921.

I encourage you to take some time to honour and remember Veterans by:

• Visiting theCanadian Virtual War Memorial
• Reading a wide variety of Veterans stories via the Veterans Affairs Canada Faces of Freedom and They proudly served profiles
• Listening to the Veterans Affairs CanadaFaces of Freedom podcast
• WatchingHeroes Remember videos
• Join the conversation on social media and share your thoughts, photos and videos, using the hashtag #CanadaRemembers
• Wearing a poppy with pride and marking 2021 as the 100th anniversary of the Remembrance Poppy in Canada
• Attending a virtual or in-person commemorative event—find one near you on the online events calendar.

Visit veterans.gc.ca/CanadaRemembers to learn about more ways to honour the service, courage and sacrifice of all those who have served Canada. As we approach the end of another year filled with many challenges and achievements, we should all take a moment to recognize the contributions of Veterans and express our gratitude for those who continue to serve. Some former members of the Canadian Armed Forces are Parks Canada team members now, and to them and to all Veterans, I say thank you. #CanadaRemembers #StrongerTogether #ParksCanadaProud

 

Ron Hallman
President & CEO

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Hello,

I am pleased to announce that Parks Canada is currently carrying out an Employment Systems Review in collaboration with an external consultant, Lauren Evans, President, LEI Consulting (QMR Associate).

An Employment Systems Review (ESR) is an in-depth assessment of all employment systems, policies and practices, which includes employee feedback about the manner in which these are implemented. This review is done to recognize best practices that can be expanded across the Agency, and to identify existing or possible barriers that may prevent specific groups from contributing to their full potential. These barriers could be physical or less tangible ones, such as attitudinal barriers, that may affect assignments, promotions, and work environment.

With the objective to represent all levels in the organization and to effectively inform the ESR, we are seeking employees whom identify to the groups below for a two-hour virtual group discussion:

• Indigenous
• People of colour
• Black people
• Women
• LGBTQ2+
• Persons with disabilities

Please note that employees in the above groups who wish to contribute to the ESR but do not wish to participate in a group discussion can have a confidential one-on-one interview with the consultant.

In addition, employees who are not part of these groups but who would like to contribute to the process may also contact the consultant.

To be part of a group discussion, have a confidential one-on-one interview, or to have a discussion with the consultant, please contact Lauren Evans directly by November 12, 2021 at LaurenFrom3A@gmail.com (private email) or by telephone at 613-301-6071.

Thank you

 

Line Lamothe
Vice President, Human Resources and Employee Wellness
Human Resources and Employee Wellness Directorate

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

It has only been days since the swearing-in ceremony and we have all hit the ground running, but I want to pause for a moment to thank you all for the warm welcome. With so many priorities ahead of us, starting with COP26, it is very gratifying to dive into our work immediately with many briefings, discussions and calls.

I am honoured to be given the opportunity to lead on the Government of Canada’s ambitious environment agenda as the new Minister of Environment and Climate Change and Minister responsible for Parks Canada and the Impact Assessment Agency of Canada. I sincerely thank our Prime Minister for his trust.

Canadians want us to go further and faster on climate action, green job creation and nature protection. My priority is to work with people in all parts of the country and all sectors of the economy to get the job done, while leaving no one behind. The work undertaken by Environment and Climate Change Canada, Parks Canada and the Impact Assessment Agency of Canada is shaping our children and grandchildren’s future. Scientific data are unequivocal: the climate crisis is real and we must all do our part now to mitigate its consequences. It is also the key to our economic future in a competitive, low-carbon world.

I also want to thank my friend and colleague, Jonathan Wilkinson, for the important progress that was made during his time as Minister of Environment and Climate Change Canada. Canada has now charted a course to deep emissions reductions by 2030, and I will continue to work closely with Minister Wilkinson in his new role to ensure we stay on track.

With your expertise, advice and support, I will work to ensure that Canada continues to play a leading role on the global stage. Here at home, as ECCC celebrates its 50th anniversary and the 150th anniversary of the Meteorological Service of Canada, I will continue to work with you to proactively engage Canadians, Indigenous Peoples, civil society, industry, and youth to ensure development in Canada is sustainable. Together, we will continue our relentless efforts to protect and conserve our rich natural and cultural heritage, and enhance the recovery of species at risk and the prevention and management of pollution.

 

The Honourable Steven Guilbeault
Minister of Environment and Climate Change and Minister responsible for Parks Canada and the Impact Assessment Agency of Canada

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Hello,

In his October 6 message regarding the COVID-19 vaccination requirement for federal public servants, our President and CEO committed to move quickly to mirror the new Government of Canada direction. We continue to take steps to have our policy in place at Parks Canada and will keep you informed as we confirm launch and attestation dates.

Although the Government of Canada’s Vaccine Attestation Tracking System (GC-VATS) is not yet accessible to Parks Canada employees, there are some actions you need to take immediately to be ready to complete your attestation.

All employees

Confirm your registration in the PSPM App.

The GC-VATS uses the same infrastructure as the PSPM Application. All Parks Canada team members are required to register in the PSPM App. This includes indeterminate employees, students, casual employees, term employees, part-time workers and executives.

To access to the PSPM, it is essential to have your “MyKey”. If you do not have one, please consult this link where you will find instructions: How to prepare for GC-VATS.

Be sure to inform your supervisor or manager as soon as your registration is complete so they know that they can add you to their list of employees. Consult the practical guide for new users to help you with navigate the App.

We are also working to ensure new employees can access the App and that alternative attestation options are available for employees who do not have access to GC-VATS. More information will be shared as soon as it is available.

Supervisors, managers and executives

Make sure your list of employees is up to date

1. Log into PSPM App and go to “My Employees” tab
2. Is the list current/accurate?
   
   1. Are all your direct reports listed?
   2. Do you have employees listed who are no longer your direct reports?
3. If you are missing employees, make sure to add to your list as soon as possible and inform your employee that you have done so. Follow the instructions found in the “Establish your team” practical guide.
4. Release those employees that you no longer manage:
   
   1. First, is their performance agreement up to date? Make sure the employee’s 2021-2022 performance agreement is in place and that their mid-year review is complete before releasing them.
   2. If everything is up to date for the employee(s) you can then release them; follow the instructions found in the “Establish your team” practical guide.

If you need help, the Learning, Performance and Recognition team will be happy to assist you.

I want to reiterate that the health, wellbeing and safety of Parks Canada team members is a priority for me and for our Agency. Many services and supports remain available to you, including the 24/7 Employee Assistance Program as well as the mental health resource hub.

As we move to implement this new policy, let’s continue to support each other with patience, compassion, and tolerance. Thank you all for taking this step to protect the communities you live in and the Parks Canada family.

 

Line Lamothe
Vice President, Human Resources and Employee Wellness
Human Resources and Employee Wellness Directorate

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Hello,

In compliance with the Public Service Labour Relations Board (decision 2008 PSLRB 45), now known as the Federal Public Sector Labour Relations and Employment Board, Parks Canada must notify represented employees on May 31 and October 31 each year that their home contact information is provided to the Public Service Alliance of Canada (PSAC) on a quarterly basis. The home contact information of unrepresented employees (those who do not pay union dues) is not provided to PSAC.

Home contact information allows PSAC to fulfill its responsibilities under an Order of the Public Service Labour Relations Act, now known as the Federal Public Sector Labour Relations Act, including notifying represented employees in the event of a strike vote. The agreement on which the Order is based dictates that the union may not share this information with others, or use it for purposes other than those required under the Act.

Employees who wish to update their home contact information or other personal information may do so by visiting the Employee Self-Service System.

Appendix B is attached [available on ParksNet] for reference along with a Q&A document [available on ParksNet] that provides additional useful information. The complete Order may be consulted at: https://decisions.fpslreb-crtespf.gc.ca/fpslreb-crtespf/d/en/item/358140/index.do?q=2008+45

 

Line Lamothe
Vice President, Human Resources and Employee Wellness
Human Resources and Employee Wellness Directorate

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Hello,

We are pleased to emphasize the coming into force of the new Federal Pay Equity Act as this marks an important step toward gender equality in Canada.

This new Act came into force on August 31, 2021. It addresses the undervaluation of women’s work, which contributes to the gender wage gap. This proactive Act requires employers to assess, within a specified time frame, whether employees in positions commonly held by women are earning equal pay for work of equal value and thereby contributing to the creation of an inclusive and equitable workplace.

What is Pay Equity?

Pay equity compares jobs predominantly done by women and jobs predominantly done by men, even if the work is different in nature, with the intent of correcting any gender wage gap, if it exists.

This short video from the Canadian Human Rights Commission (best viewed with Google Chrome) explains what equal pay for work of equal value means.

Although pay equity has been a fundamental human right since 1977, protected under section 11 of the Canadian Human Rights Act, studies show that women in Canada earn $0.89 for every dollar earned by their male counterparts. (Source)

This new proactive legislation will ensure that women and men in federally regulated workplaces receive equal pay for work of equal value. 

What does this mean for Parks Canada?

Under this Act, Parks Canada is required to take the necessary steps to identify any gender based wage gaps at the Agency with the help of a Pay Equity Committee. This Committee will be comprised of employee representatives and employer representatives. They will be responsible to create a Pay Equity Plan.

Parks Canada will:

• Establish a Pay Equity Committee;
• Communicate to Parks Canada employees the intent to develop a pay equity plan;
• Publish a pay equity plan within three years;
• Update the pay equity plan every five years.

A Pay Equity Team has been created to enable the Agency to meet its obligations. They will also play a coordinating and supporting role to the Pay Equity Committee throughout the exercise.

For more information, please visit the ParksNet page dedicated to Pay Equity.

Attachments:

What is pay equity?

Pay Equity Act Notice

Pay Equity Timeline

 

Thank you

Line Lamothe
Vice President, Human Resources and Employee Wellness
Human Resources and Employee Wellness Directorate

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear colleagues,

On August 13, the Government of Canada announced its intent to require COVID-19 vaccination for the federal public service. This morning, the Prime Minister announced details on COVID-19 vaccine requirements for federal public servants and the federally regulated transportation sector.

Although this morning’s announcement is specific to the Core Public Service, Parks Canada is required to implement the government’s direction and will take steps to mirror the new Policy’s requirements as quickly as possible.

Our implementation of the direction will be rooted in continued advice from public health authorities that, combined with the existing safety measures, confirm vaccination is the most effective tool to reduce the risk of COVID-19 for Canadians.

This means that employees of Parks Canada will be expected to be fully vaccinated for COVID-19 or seek an acceptable exemption in accordance with specified criteria. This requirement will apply whether team members are working in our buildings and workplaces, teleworking, or working remotely.

Parks Canada is a special operating agency of the Government of Canada and a separate employer. This means that our timeline for implementing the government’s direction may be slightly different from the Core Public Service. Nonetheless, it is our intention to stay in-step with the broader federal family as much as possible. More details on implementation dates for Parks Canada will follow.

I want to assure you that as we move forward all personal information collected from employees on their COVID-19 vaccination status will be done in accordance with the Privacy Act, the Policy on Privacy Protection and its related instruments. You can find more specific information on the collection and use of your personal information when you submit your attestation.

What does this mean for Parks Canada team members?

• If you are fully vaccinated for COVID-19:

If you are already fully vaccinated for COVID-19, you will, upon Parks Canada instituting the direction, complete your attestation in the Government of Canada’s Vaccine Attestation Tracking System (GC-VATS). It will only take a few minutes to complete the attestation.

• If you are not vaccinated for COVID-19:

8 out of 10 Canadians over the age of 12 are fully vaccinated. If you are not already fully vaccinated, I advise you to book your appointment as soon as possible to be fully vaccinated upon starting the policy.

Book my appointment

Please note that team members can use “Time off for personal medical and dental appointments” (code 698) for COVID-19 vaccine appointments.

Regardless of your vaccination status, once Parks Canada implements our policy, all Parks Canada team members will be required to complete an attestation in GC-VATS. Based on the government direction, employees who do not attest to their vaccination status or are unwilling to be vaccinated, will be placed on administrative leave without pay four weeks after the Agency implements its policy.

The vast majority of Canadians are eligible to receive COVID-19 vaccinations. In the exceptional case that you are unable to be vaccinated, youmay request accommodation. Employees unable to be fully vaccinated (with an approved request for accommodation) and who are required to report to work on-site will require regular rapid testing (i.e. at least twice per week). Learn more on the Vaccines in the public service page.

You have an obligation to provide a true attestation. Making a false statement would constitute a breach of theParks Canada Values and Ethics Code and may result in disciplinary action up to and including termination. All attestation information is subject to verification and audit.

I understand that some people may have questions or want more information about COVID-19 vaccination. For this reason, employees who are not vaccinated and those who have not attested to their vaccination status by the date set for Parks Canada will be required to attend a training session on the benefits of COVID-19 vaccination, to ensure they have authoritative and accurate information on vaccine safety and benefits. More details will be provided. I encourage you to speak with your primary healthcare provider about any concerns or questions you may have.

I also encourage you to talk with your manager, who is there to help you understand the policy and support you.

More information about the government’s vaccination policy, and the full list of employees of departments and agencies to whom this requirement applies, are available on the Vaccines in the public service page.

We have all experienced a lot of change and challenge over the past 18 months. The health, wellbeing and safety of Parks Canada team members is a priority for me and for our Agency. As we mark Mental Illness Awareness Week, I encourage you all to support each other with patience, compassion, and tolerance as we move to bring this policy into effect. I also remind you of the wide range of services and supports available, including the 24/7 Employee Assistance Program, the flexibilities introduced under the Public Service Health Care Plan, and the mental health resource hub.

To those of you that are already fully vaccinated, thank you for doing everything you can to protect yourselves, protect your families and colleagues, and protect the communities you live in by reducing the risk of COVID-19. If you are not yet fully vaccinated, please don’t delay. Join the countless Canadians who have received the vaccine and get vaccinated.

 

Ron Hallman
President & CEO

#StrongerTogether #ParksProud

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Hello,

The following message is to inform you that Public Services and Procurement Canada (PSPC) has modified the Pay Action Request (PAR) forms used by departments and agencies served by the Public Service Pay Centre.

These changes have been implemented to make PAR forms easier to complete for the Public Service Pay Centre and its clients.

The new PAR forms are available to use as of today, October 5, 2021. Departments/agencies have been provided with a one-month grace period until November 5, 2021, at 11:59 p.m. (ET), to transition into the new forms.

Even if the old versions of the PAR forms will be accepted during this period, we are seeking your collaboration and request that you begin using the new forms right away. This will avoid unnecessary delays.

Line Lamothe
Vice President, Human Resources and Employee Wellness
Human Resources and Employee Wellness Directorate

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

The week of October 3^rd to the 9^th has been declared as Fire Prevention Week across Canada with the theme "Learn the Sounds of Fire Safety!" In support of Fire Prevention Week and the ongoing safety of our team members and visitors, Parks Canada would like to remind everyone about the importance of smoke and carbon monoxide alarms. Knowing what to do when an alarm sounds will keep you, your family and co-workers safe. When an alarm makes noises – a beeping sound or a chirping sound – you must take action.

With so many team members continuing to telework, this year’s theme is particularly appropriate.

In line with this year’s theme, employees and their families are encouraged to test their smoke alarms and carbon monoxide (CO) alarms at work and at home to learn the sounds.

For more information on fire prevention week or to find out how you could win a new smoke/carbon monoxide alarm, please visit the Parks Canada – Fire Prevention Week page on ParksNET or contact:

René Champagne, P.Eng., MEng
Fire Protection Engineer
rene.champagne@pc.gc.ca / Cell: 819-635-8663

Dear colleagues,

The week of October 3 to 9 is Mental Illness Awareness Week across Canada and, on October 10, we will also mark World Mental Health Day. Mental Illness Awareness Week is an annual national campaign to help Canadians better understand the challenges of mental illness. It is important to think about and discuss mental health at all times of year, and I welcome this week as it reminds us to prioritize the conversation.

On Monday, October 4, the Centre of Expertise on Mental Health in the Workplace will host a special online learning event: Managing Anxiety During Workplace Transitions. I encourage everyone to register for this event as it offers an open dialogue with mental health professionals who will provide tips, tools, and resources for managing anxiety. I also invite you to participate in the many other activities throughout the month of October listed on the Workplace Health and Wellness section of ParksNet.

This month is also Canada’s Healthy Workplace Month (CHWM). A healthy workplace is one where physical health and safety is as important as mental health. This year’s theme is “Feel Great at Work” and I challenge you all to browse the Healthy Activity Ideas on the CHWM website and do one thing that makes your workplace healthier and safer.

Maintaining healthy workplace practices and being aware of the realities of mental illness and the stigma associated with it are important during the best of times, and critical during challenging periods. It is important to remember that we can all struggle and feel lost at times, and that there is no shame in that or in asking for support. With the operational season winding down and the days getting shorter, it is essential to refocus on our personal and collective wellness and to be kind to ourselves and those around us. If you are looking for resources to help you, a loved one, or a colleague, please take a moment to visit our Workplace Health and Wellness page.

Taking care of our mental and physical wellness has never been more important and I hope you all feel supported to do so, today and every day

Stay well everyone!

Ron Hallman
President & CEO

# StrongerTogether # ParksProud

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

On September 30, we will come together, as public servants and as Canadians, to honour residential school Survivors, their families, and Indigenous communities. This day marks the inaugural National Day for Truth and Reconciliation, which was established as a federal statutory holiday to allow us all to take the necessary time to learn about and commemorate the tragic, painful and ongoing impacts of residential schools on First Nations, Inuit and Métis peoples.

The designation of a National Day for Truth and Reconciliation directly responds to the Truth and Reconciliation Commission’s (TRC) Call to Action 80 to establish a day to honour the Survivors of residential schools. The date, September 30, reflects the time of year when children were taken from their homes and builds on the grassroots momentum of the Indigenous-led Orange Shirt Day, known as a day to remember residential school Survivors and to advance reconciliation.

There were over 140 schools in Canada’s residential school system. The first residential school opened in 1831, and the last one closed only 23 years ago, in 1998. The mistreatment of Indigenous children at these institutions is a national tragedy and shame. While some Canadians have only recently become aware of the horrors of residential schools, and of the thousands of children who never returned home, these are truths that First Nations, Inuit and Métis peoples have had to live with for generations.

We can never forget the thousands of children who were victims of Canada’s colonial policies—and those who continue to live with their tragic consequences.

The National Day for Truth and Reconciliation is meant to give you, and all Canadians, an opportunity to reflect on, and participate in, Indigenous-led educational and commemorative activities on the legacy of residential schools and the impacts on Indigenous peoples that are being planned across Canada.

The path toward reconciliation with Indigenous peoples is built on better understanding and repairing relationships. It requires that we learn about the past and how we got here, share this knowledge with others, and amplify and support Indigenous voices and perspectives. This significant day will help ensure that the tragic history and legacy of residential schools are not forgotten and remain vital components of the reconciliation process.

We encourage all of you to take some time before September 30 to plan what you will do that day to continue to learn about the residential school system and its lasting negative impacts on generations of First Nations, Inuit and Métis people. This can be done by attending a virtual or local commemorative event, listening to Survivors’ stories, and sharing this knowledge with others. Employees attending in-person events should keep COVID-19 precautions in mind.

Healing is a long process, which must include the education of each and every one of us. We encourage you to continue to push your personal boundaries as you access learning resources and listen to the stories, experiences and perspectives of Survivors and Indigenous peoples—something that we, ourselves, commit to doing more of. A good starting point is the National Centre for Truth and Reconciliation, which was created as part of the TRC for ongoing learning and research on residential schools. They are leading on several activities around September 30. Also, Canadian Heritage has developed a special page that includes educational tools and resources, as well as a list of activities taking place from September 27 to October 1, 2021.

 

Thank you,

Janice Charette

Interim Clerk of the Privy Council and Secretary to the Cabinet

Nathalie G. Drouin

Deputy Clerk of the Privy Council and Associate Secretary to the Cabinet

Warning: This message deals with topics that may cause trauma by invoking memories of past abuse. We recognize that some employees may not want to read on to minimize the risk associated with triggering.

Dear colleagues,

Tomorrow, September 30, will be the first National Day for Truth and Reconciliation, a federal statutory holiday brought into effect by Bill C-5. This day of solemn commemoration marks another step toward the goal of righting the wrongs of residential schools.

The National Day for Truth and Reconciliation builds on and honours Orange Shirt Day, which takes place on the same day, and is of even greater significance this year in light of the recent confirmation of unmarked graves at former residential schools sites across Canada.

As a tangible reminder of Park Canada’s commitment to truth, reconciliation and renewed relationships with Indigenous peoples, the Agency has collaborated with the Orange Shirt Society to develop an Orange Shirt pin for all team members.

The path towards truth and reconciliation is about building an understanding and repairing relationships in moving towards healing. The National Day for Truth and Reconciliation enables employees in the federal public service to take time to observe this important day. I encourage you to mark this day in a way that is meaningful to you, whether through individual reflection, learning, having truthful discussions, or participating in a community event.

Together we can move through a process of healing and look toward our shared future of action with determination. Today and every day, we stand with Indigenous peoples to honour residential school survivors, their families and communities across Canada.

If you are having a difficult time, please talk with a trusted friend or colleague, an Elder, a professional, or consider using one or more of the valuable resources below that are ready and available to provide you with support:

• Employee and Family Assistance Program: 1-800-268-7708 or 1-800-567-5803 for people with hearing impairments.
• Indian Residential Schools Resolution Health Support Program: 1-866-925-4419
• Indigenous employees can also access the Hope for Wellness Help Line at 1-855-242-3310, or connect to the online chat through their website by cutting and pasting this link into your browser navigation window: https://www.hopeforwellness.ca/.

Miigwech / Kleco / Ekosani / Maarsii / Meegwetch / Mahseecho / Mutna / Wopida / Hei Hei / ᖁᐊᓇᖅᑯᑎᑦ / Quanaqqutit / Marci Cho / Nakurmiik / ᓇᑯᕐᒦᒃ / Huy ch q'u / Kukwstsétsemc / Woliwun / Haawa / Wela'lioq / Mahsi Cho / Quyanainni / Hai’choo / Merci / Thank you

 

Ron Hallman
President & CEO

# ParksCanadaProud # StrongerTogether

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear colleagues,

On Sunday, September 26, Parks Canada will proudly participate in the 44^th Annual Canadian Police and Peace Officers’ Memorial Service to honour officers who have died in the line of duty. The Memorial Service gives Canadians an opportunity each year to formally express their appreciation for the dedication of police and peace officers who have made the ultimate sacrifice to keep our communities safe. This year, the names of over 874 members have been engraved on the Honour Roll which is located next to the Summer Pavilion near Parliament Hill.

Park Warden Andrew Sokolowski shared what it meant to him to be part of the Memorial Service in 2019: “Participating in the Canadian Police and Peace Officers Memorial is a privilege and an opportunity to gather with officers from various agencies from all across the country. Although our uniforms may be different and we cover the spectrum of law enforcement mandates, it’s clear that we all share a common goal when it comes to protecting the things Canadians deem important.”

The Memorial Service usually draws hundreds of officers from all branches of law enforcement across Canada to Parliament Hill to pay their respects to colleagues who died in the line of duty. However, due to the ongoing COVID-19 pandemic, the ceremony will primarily be held virtually this year. On site, there will be a 16-member Honour Guard with a restricted number of spectators. Parks Canada wardens Alex Elliott and Justin Smit from Thousand Islands National Park will represent the Law Enforcement Branch and participate in the Honour Guard at the Memorial Service.

The Memorial Service will be held on Sunday September 26th, 2021, 9:00 am – 12:00 pm ET. The names on the Honour Roll will be read at 9:00 am ET and the commemorative service will be at 11:00 am ET. Click on the following link to watch the Memorial Service: www.cppom.ca/live.

I encourage everyone to watch the Memorial Service to pay respect to police and peace officers across Canada.

 

Ron Hallman
President & CEO

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Hello,

This week marks Gender Equality Week. As your co-champions for Women Employees, we would like to celebrate the important contributions women and gender diverse communities have made to the growth, development, character and identity of our organization and our country as a whole. This is an opportunity to recognize the significant achievements and accomplishments that have been made in advancing gender equality at Parks Canada and to reaffirm our collective commitment to address persistent gaps which remain and to further equality at all levels, for everyone.

We encourage you to take some time this week to reflect, recognize and be inspired by the incredible women across our country, both in our lives at home, at work and in our communities. At Parks Canada, we strive to bring attention to a diverse and inclusive history through the sharing of stories about people, places and events, including the stories of many incredible and resilient women throughout history, from internationally-known poets, to civil rights leaders, to early female doctors. In October, we celebrate Women’s History Month and we invite you to check ParksNet throughout the month of October for spotlights on notable women, in addition to other features recognizing and celebrating the contributions of women.

Parks Canada employs a phenomenal group of women at every level of the organization. This includes women who are trailblazers in their own right, whether shattering stereotypes by working in traditionally male-dominated fields or by demonstrating leadership to advance gender equality, support each other and promote diversity through their day to day interactions and contributions. These women have not only done an outstanding job in their fields, but have opened doors for the young women and future generations to realize their full potential. For this, we share our heartfelt appreciation and continued encouragement.

As co-champions, we are launching a call to action to join the Network for Women Employees. This is an inclusive group - all are welcome and invited to participate. We look forward to working across the organization to develop blog posts, events, and discussions centering around equality and supporting women in the workplace.

If you are interested in getting involved or learning more, please reach out to Cydney.Banton@pc.gc.ca.

To learn more about Gender Equality Week, please visit: Gender Equality Week.

Thank you,

Christine Loth-Bown
Co-Champion for Women Employees

Julie Tompa
Co-Champion for Women Employees

Colleagues,

On January 1, 2021, the Workplace Harassment and Violence Prevention Regulations (Bill C-65) came into effect. To align with this legislation, and as part of our ongoing commitment to strive to create a healthy and respectful workplace for all, Parks Canada Agency (PCA) has developed a new Workplace Harassment and Violence Prevention Policy.

The new Policy aims to prevent workplace harassment and violence, respond to situations in which they have occurred, and, importantly, support victims. It also establishes clear standards of required behaviours for employees, supervisors and managers, and provides a responsibility framework for preventing and dealing with incidents of actual and potential workplace harassment and violence.

I encourage all employees to familiarize themselves with this new Workplace Harassment and Violence Prevention Policy and to consult the new Intranet Page for more information, tools and resources.

All employees must complete the Harassment and Violence Prevention for Employees Training (W101) offered by the School of Public Service. Managers and Occupational Health and Safety committee members must also complete the Harassment and Violence Prevention for Manager and Committee/Representative Training (W102). Specifically:

• Employees and managers must complete the training by December 31, 2021; and
• new employees and managers must complete the training within three months of starting.

If you have any questions or comments regarding this new Policy or process, do not hesitate to contact the Harassment and Violence Prevention Center of Expertise at pc.respect.pc@pc.gc.ca

Ron Hallman
President & CEO

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Colleagues,

I am pleased to announce the appointment of Dr. Nadia Ferrara to the newly created position of Senior Director, Values, Ethics, Diversity and Inclusion, effective October 4, 2021. As a member of the Senior Management Committee and reporting directly to the President & Chief Executive Officer, the Senior Director will provide direction to the Agency’s Values & Ethics and Conflict of Interest programs. She will be a key advisor, integrator and change agent across functions, providing key oversight with regards to Agency-wide efforts to combat systemic racism and discrimination in pursuit of greater equity, diversity, inclusion and accessibility – both in our workplaces and in our public programming.

The establishment of this key leadership position reflects Parks Canada’s ongoing commitment to becoming the welcoming and inclusive Agency that we aspire to be.

Nadia is currently the Executive Director at the Office of the Federal Ombudsman for Victims of Crime, Department of Justice. Before joining this Department, she worked at Women and Gender Equality Canada for two years, and at Indigenous and Northern Affairs Canada for over a decade, where she developed social policies and frameworks in collaboration with Indigenous partners.

Nadia remains on Faculty at McGill University as Adjunct Professor in the Department of Anthropology where she supervises graduate and undergraduate students in her spare time.

Before entering the public administration in 2003, Nadia worked as an Art Therapist for 16 years, specializing in cross-cultural psychotherapy with Indigenous peoples in Quebec and Ontario. Her education includes a Master of Arts in Art Therapy, a Master of Science in Transcultural Psychiatry, and a Doctorate in Medical Anthropology.

In addition to her publications of several journal articles and chapters in various books across North America and in Europe, Nadia has published two books on her work with the Crees of Northern Quebec: Emotional Expression among Cree Indians, and Healing through Art. More recently, she published Reconciling and Rehumanizing Indigenous-Settler Relations, which is a reflection on her work as an applied anthropologist and advocate for Indigenous peoples. Her latest publication is entitled, In Pursuit of Impact: Trauma and Resilience Informed Policy Development.

Nadia is also an Artist. One of her sculptures, The Friendship Knot, is permanently placed at her former high school in Montréal, where she was born and raised. Nadia has a daughter, Mikayla, and currently resides in Ottawa, Ontario with her life partner, Lorna.

Please join me in congratulating Nadia on her appointment and welcoming her to the Parks Canada team.

Ron Hallman
President & CEO

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Hello,

Your mailbox has been successfully moved to the Microsoft 365 (M365) email system!

Here are some things to know:

• Your email address has changed from @canada.ca to @pc.gc.ca. Email sent to your @canada.ca address will continue to be delivered to your new mailbox.
• You will access your new mailbox using the same Outlook desktop application you used before.
• On your mobile device, you will continue to use the mail application as you did before.
• You can also access your M365 mailbox in your browser using the new-look Outlook Web Access interface. You will see an Outlook Web Access shortcut on your desktop
• If you can’t find older emails in your inbox or other email folders, click on the link at the bottom of the folder that says: There are more items in the folder on the server. Click here to view more on Microsoft Exchange.
• You now have multi-factor authentication (MFA) set up for M365 sign-in. You will get a prompt to authenticate using your chosen MFA method (for example, entering a passcode sent to your smartphone) once every 2 weeks. This protects our M365 environment to make it safe for Protected B information. Learn more about MFA at Parks Canada
• Your M365 mailbox comes with some new features - like a 100 GB mailbox! Learn about the new features
• You will see a couple of new desktop shortcuts on your computer. These provide useful links to the ParksIT Service Desk and M365 Information Hub.

Your email password is now the same as the password you use to log into your computer. Use this whenever you are prompted, both on your computer and your mobile device.

You still have a few things to do to personalize your mailbox.

• Update your signature block with your new @pc.gc.ca email address. You may need to re-select a default signature for new messages and replies.
• Check your meeting invitations to see if the meeting reminder (notification) is still in effect. If not, reset the reminder and, in case of meetings you’ve organized, send the updated meeting invite to participants.
• If you saved some personalized items before the move, like contact groups and personal settings within your inbox and calendar, you can now import them into your new mailbox. See our M365 email move checklist for any post-move actions you may need to complete.

Live IT drop-in sessions

If you require further assistance, please join one of our live Parks IT support sessions on Google Meet. These are taking place today and tomorrow:

• Monday, September 20, 9 am to 12 pm and 1 pm to 4 pm EDT / 6 am to 9 am and 10 am to 1 pm PDT
• Tuesday, September 21, 9 am to 12 pm and 1 pm to 4 pm EDT / 6 am to 9 am and 10 am to 1 pm PDT

To join the English sessions: https://meet.google.com/pvm-gbmg-zrp
To join the French sessions: https://meet.google.com/dqb-rwwo-sqf

These sessions will focus on common issues. When you join, please enter your question in the meeting chat. The Parks IT Service Desk team will answer questions in the order they were received. If your issue is more specialized, we may assign you to a specific tech support team member. You can also submit a ticket to the ParksIT Service Desk in the normal way.

Next steps

Our email move is the first step of our M365 adoption, which is happening in a phased approach between now and March 2022. We will communicate about the next phase soon.

More information and support

For more information about our email move, please visit our M365 Information Hub.

Your business unit's M365 Champion can provide you with more information and help.

If you have any technical issues, please submit a ticket to the ParksIT Service Desk / 1-844-464-8787. The best way to get assistance is by submitting a ticket. Phoning will not be quicker. Please only phone is you don't have access to the Service Desk Portal (JIRA).

Links:

• Email move checklist
• What’s new with your M365 mailbox
• Using multi-factor authentication
• M365 Frequently Asked Questions

We'd love to hear from you!

We are eager to have your thoughts about your email migration experience and to hear suggestions about how we could improve as we continue our M365 journey. Please send them to: pc.dpi-cio.pc@pc.gc.ca

Thank you for your cooperation. Enjoy your new M365 mailbox!
Office of the Chief Information Officer

Hi Everyone!

Our email migration has gone well and is completed early. You can now use email on your mobile device. If you access your email on your computer, you will need to follow the steps outlined in the email sent to all staff yesterday. This information is also available on our M365 Information Hub.

You are welcome to share this news with your colleagues.

We have team members ready to help you at the ParksIT Service Desk over the weekend. If you have questions, please submit a ticket and they will get back to you as soon as they can.

Thank you for all your help so far! We will connect with you again early next week.

Frances, Nick and the M365 team

Dear Colleagues,

Hello,

Your mailbox will move to Microsoft 365 (M365) at the close of business today.

After you have finished work for the day, please turn off your computer and stay off email on your computer and your mobile phone from Friday at 8 pm EDT / 5 pm PDT until Saturday at 6 pm EDT / 3 pm PDT.

If you are working over the weekend, feel free to use your computer, but please have Outlook closed during the time stated above. BBME, Google Meet and the Parks Canada network will remain available during the email downtime. Note: we will force restart all computers on Monday morning, September 20 at 5 am local time. Staff who are working over the weekend should save any work or risk losing it when this reboot happens.

After the move, your email address will change from @canada.ca to @pc.gc.ca. Email sent to your @canada.ca address will continue to be delivered to your new mailbox.

Actions to take after the move

1) Set up Multi-factor authentication
The first time you access your email on your computer after your mailbox is moved (which will be on Monday morning for most team members. If it's before, please do not access your email during the downtime stated above), you will be asked to provide additional information to verify your identity. This is known as multi-factor authentication (MFA). Here are instructions on how to set up and use MFA (you may wish to bookmark this page so that you can find it when you get the prompt to set up MFA).

Set up your M365 mailbox

For work tablets, laptops and computers:

a. Reset Outlook

You will be asked to reset Outlook through a series of pop-up windows on your desktop:

(You need to be on the Parks Canada network for these pop-ups to appear, via the VPN or in the office.)

1. Auto account setup - your email address should auto-populate > Click Next.
2. Outlook searches for your M365 mailbox settings > Click Next.
3. Search completes > Click Finish.

You may be asked to sign in. Use your new (@pc.gc.ca) email address and the password you use to log in to your computer to gain access to your mailbox.

Tip: If this process is interrupted or stalls, restart Outlook and begin the process again. You must complete the setup before gaining access to your mailbox. Note: There have been instances where the user has been asked to complete multi-factor authentication set up (step 1) after the M365 mailbox set up (step 2).

Your email password is now the same as the password you use to log into your computer. Please use this whenever you are prompted.

b. Mailbox download

When you open Outlook, the contents of your mailbox will begin to download. This process may take a few minutes or longer, depending on the size of your mailbox. You can continue sending and receiving emails while this download is taking place.

Woo-hoo! Your M365 mailbox is now up and running. It will have the same look and feel as before. Your M365 mailbox will offer some new features, we will provide information about this next week.

c. Personalize your mailbox

Once in your mailbox, set up your signature block, re-create any rules, and import any contact groups you may have saved before the move. Watch out for an email on Monday entitled “Mailbox move to M365 complete - next actions”. This will include information on how to personalize your mailbox and some other things you need to know.

For Parks Canada-issued mobile devices:

You will be prompted to log in to the email app on your device. Use your new (@pc.gc.ca) email address and the same password you use to log in to your computer. Then the download of your email, calendar events, tasks and contacts will begin.

Note: Feel free to use your work mobile phone over the weekend, but please keep the email application closed during the stated downtime.

Your email password is now the same as the password you use to log into your computer. Please use this whenever you are prompted.

The information in this message is also be available on our M365 Information Hub on Parks(EXTRA)Net. There will be a shortcut to this information page on your computer's desktop, that look like this:

Live IT support sessions

If after following these steps you require further assistance, please join one of our live Parks IT support sessions (on Google Meet) where we will walk you through any issues and answer questions. Feel free to drop in at any time. French and English session will run simultaneously:

• Monday, September 20, 9 am to 12 pm and 1 pm to 4 pm EDT / 6 am to 9 am and 10 am to 1 pm PDT
• Tuesday, September 21, 9 am to 12 pm and 1 pm to 4 pm EDT / 6 am to 9 am and 10 am to 1 pm PDT

To join the English sessions: https://meet.google.com/pvm-gbmg-zrp
To join the French sessions: https://meet.google.com/dqb-rwwo-sqf

These sessions will focus on common issues. When you join, please enter your question in the meeting chat. The Parks IT Service Desk team will answer questions in the order they were received. If your issue is more specialized, we may assign you to a specific tech support team member. You can also submit a ticket to the ParksIT Service Desk in the normal way.

More information and support

For more information about our email move, please visit our M365 Information Hub.

Your business unit's M365 Champion can provide you with more information and help during the email move process.

If you have any technical issues, please submit a ticket to the ParksIT Service Desk / 1-844-464-8787. The best way to get assistance is by submitting a ticket. Phoning will not be quicker. Please only phone is you don't have access to the Service Desk Portal (JIRA).

There will be a shortcut to the ParksIT Service Desk portal on your desktop

 

Thank you for your cooperation. Happy email migration!
Office of the Chief Information Officer

Dear Colleagues,

We are happy to officially launch the Government of Canada Workplace Charitable Campaign (GCWCC) at Environment and Climate Change Canada (ECCC), the Impact Assessment Agency of Canada (IAAC) and the Parks Canada Agency (PCA). The fall will beat to the rhythm of a campaign filled with optimism, generosity and hope, as the past year has shown us what we are capable of achieving collectively when we join forces and pull together to overcome the challenges that we face.

Thanks to all of you, last year’s campaign was a tremendous success: we greatly surpassed our target and raised over $680,000 to support our communities across the country. These unprecedented mobilization efforts and spirit of solidarity are a source of great pride and, now more than ever, are crucial to this year’s campaign. The social and economic impacts of COVID-19 continue to be felt, as do the critical needs of many organizations that require our support. Donating to the campaign has never been easier, whether you chose to give to United Way/Centraide, HealthPartners, or to any of over 86,000 Canadian registered charities to support a cause that is close to your heart. Each donation can help a friend, a colleague or a loved one, have a tangible impact on individuals and families in our communities, and help support diverse and inclusive communities.

Again this year, the Environment Portfolio will join forces virtually to benefit from the strength in numbers. We are pleased to have the leadership of Tara Shannon, the 2021 Portfolio Champion and Assistant Deputy Minister of the Canadian Wildlife Service, as well as champions Terence Hubbard (IAAC) and Rima Hamoui (PCA), and our GCWCC Portfolio Youth Co-Champion, Aaron Levine. When you have a moment, take the time to watch the champions’ video. We would also like to welcome Jennifer Poulin, our Portfolio Campaign Leader, who is working in close collaboration with Matthew Vincent, Colleen Even and Justine Brault-Niquette (IAAC), and Kayla Jacob (PCA). Their commitment, enthusiasm and energy are major assets in leading the campaign alongside the champions and on the ground

Please join us today for the launch ceremony, from 11 a.m. to 12 p.m. (EDT), to officially launch the 2021 Government of Canada Workplace Charitable Campaign. Consult the Outlook invitation for links to the event webcast.

Stay tuned! Activities and events will take place this fall to support the campaign and raise funds. You can also be part of the conversation on social media by using the hashtags #GCWCC, #iGive and #ECCCFamily. Thanks to your generosity, we can ensure that the campaign will be successful across the country.

We hope that you will be part of the Environment Portfolio’s long tradition of making a real difference in the lives of individuals, families and diverse communities all over Canada!

T. Christine Hogan
Deputy Minister, Environment and Climate Change Canada

Paul Halucha
Associate Deputy Minister, Environment and Climate Change Canada

Terence Hubbard
Acting President and GCWCC Champion, Impact Assessment Agency of Canada

Ron Hallman
President and Chief Executive Officer, Parks Canada Agency

Dear colleagues,

I am delighted and honoured to join Parks Canada as your Chief Information Officer. It’s certainly an exciting time for our team as we accelerate towards a more digital way of working.

It’s late summer, that means the great fall migration is underway at Parks Canada places. Even our email is migrating... to Microsoft 365!

For the past few months, the Office of the Chief Information Officer (OCIO) has been working hard to prepare for this email move, which is the first phase of our Microsoft 365, or M365, roll out.

The email change is now just days away - it will happen at the close of business on Friday, September 17 and the path should be straightforward for Parks Canada team members.

We have already communicated with you about the steps you should take to prepare. On Friday, you will receive another email reminding you of the move and what to expect. Please take a few minutes to read it as it contains important information.

When you finish work for the week, please turn off your computer and stay off email on your computer and your mobile phone between 8 pm on Friday and 6 pm on Saturday ET / 5 pm on Friday and 3 pm on Saturday PT. This is to let the magic happen in the background! For those who are working over the weekend, feel free to use your computer, just keep Outlook closed during the stated downtime, and save your work when you are done.

On Monday morning (or sooner) when you log back in, there will be a few steps you need to take to access your new mailbox. Instructions will be shared with you on Friday and will also be available on our M365 Info Hub on Parks(EXTRA)Net. We are using this Info Hub to steer you through our email migration and provide valuable information and support. Please be sure to check it out.

After the move, the most noticeable differences will be your email address changing from @canada.ca to @pc.gc.ca (email sent to your @canada.ca address will continue to be delivered to your new mailbox), and the introduction of multi-factor authentication (MFA) as part of our sign-in process, which should be easy to set up. A link to the set-up instructions will be provided in Friday's email and available on our M365 Info Hub.

Our ParksIT Service Desk is committed to providing you with support should you need it, and we also have a dedicated group of M365 Champions who are available to help you throughout our M365 journey.

The last 18 months has underlined the crucial importance of technology in our jobs. Our aim is to make sure Parks Canada team members have access to the tools, technologies and training to improve the way we work and support our delivery of services to Canadians. I look forward to what’s ahead for our organization.

Thank you for your continued support.

My best regards,

 

Richard Barrette
Chief Information Officer

On September 30, people across the country will mark the National Day for Truth and Reconciliation. It is a day that has been observed each year since 2013, when Phyllis Jack-Webstad shared her story as a survivor of the St. Joseph Mission residential school and made orange shirts a shared symbol of solidarity with Indigenous people and acknowledgement of the terrible harms done by the residential school system. It was made a national statutory holiday by unanimous consent of the House of Commons and Senate in June 2021.

On September 15, the Indigenous Affairs and Cultural Heritage Directorate and the Co-Champions for Indigenous Employees invite all Parks Canada team members to join in a discussion with honoured guest, Phyllis Jack-Webstad, Executive Director of the Orange Shirt Day society, an organization dedicated to creating awareness of the individual, family and community inter-generational impacts of Indian Residential Schools through Orange Shirt Society activities and Every Child Matters.

The conversation will be hosted by Paula Garrow, Director, Indigenous Policy, followed by a question period.

 

Attention

This conference will deal with topics that may cause trauma invoked by memories of past abuse. To minimize the risk associated with triggering, former Residential School students and their entourage can reach the National Residential School Crisis Line at 1-866-925-4419. You can access emotional and crisis referral services.

Information

Date and time: Wednesday, September 15, 1:00 pm to 2:30 pm (EST)
Web: https://collaboratevideo.net/parks-parcs-210915/
Phone (toll free number): 1-833-493-2020
Access code, no interpretation: 965 254 59
Access code, French: 965 134 14
Access code, English: 965 180 00

Miigwech / Kleco / Ekosani / Maarsii / Meegwetch / Mahseecho / Mutna / Wopida / Hei Hei / ᖁᐊᓇᖅᑯᑎᑦ / Quanaqqutit / Marci Cho / Nakurmiik / ᓇᑯᕐᒦᒃ / Huy ch q'u / Kukwstsétsemc / Woliwun / Haawa / Wela'lioq / Merci / Thank you

 

Nadine Spence and Michael Nadler
Co-Champions for Indigenous Employees

Hello,

Your email move to Microsoft 365 (M365) will happen this Friday, September 17, 2021.

Important! When you finish work for the week on Friday (or earlier), please turn off your computer and do not use Outlook on your desktop or your mobile email application from 8 pm on Friday to 6 pm on Saturday (EDT).

This will ensure a smoother process when you log back in and go through the steps to access your new M365 mailbox, which for most will be next Monday morning.

After the move, your email address will change from @canada.ca to @pc.gc.ca. Email sent to your @canada.ca address will continue to be delivered to your new mailbox.

Immediate action!

Your emails, email folders, calendar events, contacts and tasks will automatically move to M365. However, some personalized items will not move. If you have personalized items in Outlook, you will need to copy and save them so you don’t lose them.

Note: These pre-move actions may not apply to many of you, depending on how you use Outlook. For example, if you use personal contact groups or custom inbox rules to allow you to move or flag messages automatically, you will need to save them. If you don't use any customizations in Outlook, the only thing you need to do until after our migration is shut down your computer when you finish work on Friday.

Our Email Move Checklist will help you prepare for the move. It provides a list of what will and won't move and includes information on how to save and export personalized items.

What's next?

On Friday (our migration day), you will receive an email reminding you of the move and what to expect. This email will have important information, so look out for it! It will include instructions on what you have to do to access your new M365 mailbox. This information will also be available on our M365 Information Hub.

There are three main steps you will have to take when you log back in after migration:

• Set-up multi-factor authentication (MFA)
  The first time you access your email on your computer after your mailbox is moved, you will be asked to provide additional information to verify your identity. This is known as multi-factor authentication (MFA). For example, getting a passcode via text message to your mobile phone. We will provide instructions on how to set up and use MFA on your move day.
• Reset Outlook
  The first time you log in to your computer after your mailbox move, you will be asked to reset Outlook and download your mailbox contents. Instructions will be provided.
• If you have a work mobile device
  You will be prompted to log in to the email app on your device.

Useful desktop shortcuts

Later this week, we will deploy three shortcuts (desktop icons) to everyone's computers that will provide links to some useful resources: 1) Link to our M365 Information Hub and instructions on how to set up your M365 Mailbox. 2) Link to the Parks IT Service Desk to submit a ticket 3) Link to your Outlook email on the web. Look out for these shortcuts appearing on your desktop!

Live ParksIT support sessions

If you need assistance next week after our email move, you can join one of our live ParksIT support sessions where we will walk you through any issues and answer questions. Feel free to drop in at any time. The French and English sessions will run simultaneously:

Monday, September 20, 9 am to 12 pm and 1 pm to 4 pm (EDT)
Tuesday, September 21, 9 am to 12 pm and 1 pm to 4 pm (EDT).

Links to the support sessions (in Google Meet) will be provided in an email later in the week and will be available on our M365 Information Hub.

More information and support

For more information about our email move, please visit our M365 Information Hub.

Your business unit's M365 Champion can provide you with more information and help during the email move process. List of M365 Champions.

If you have any technical issues, please submit a ticket to the ParksIT Service Desk.

 

Thank you,
Parks IT Service Desk

Dear colleagues,

Earlier this year, the Treasury Board of Canada Secretariat (TBS) launched the ‘Award for Excellence in Response to COVID-19’, as recognition for the outstanding contributions made by federal public service employees during the pandemic.

The following three Parks Canada nominations are being recognized:

• the External Relations and Visitor Experience Support Team, under the Support for the Front Line category;
• the Critical Services and Frontline Operations Team, under the Safety and Security category; and
• the Occupational Health and Safety Team, under the Safety and Security category.

It is remarkable that these recognitions from the Government of Canada are being awarded to more than 3,300 Parks Canada team members.

I am very pleased to inform you that you are part of these team recipients and will be receiving a special recognition certificate for one of the above-mentioned categories. My preference would be to present this Award to you in person or having your Vice-President or your Director/ Field Unit Superintendent officially hand you the certificate, but given the current context, you will be receiving in the next few days, an email from the Recognition Team with more details. I invite you to view the complete list of nominees on the dedicated ParksNet page.

On behalf of the entire Senior Management Team, we encourage you to celebrate this acknowledgement. The extraordinary effort and dedication you have demonstrated are greatly appreciated.

My sincere congratulations to you all,

 

Ron Hallman
President & Chief Executive Officer

Dear colleagues,

On September 30, people across the country will mark the National Day for Truth and Reconciliation. It is a day that has been observed each year since 2013, when Phyllis Jack Webstad shared her story as a survivor of the St. Joseph Mission residential school and made orange shirts a shared symbol of solidarity with Indigenous people and acknowledgement of the terrible harms done by the residential school system. It was made a national statutory holiday by unanimous consent of the House of Commons and Senate in June 2021.

The National Day for Truth and Reconciliation provides all Canadians with the opportunity to reflect upon the tragic legacy of residential schools, honour the survivors as well as the many children who did not come home, and recognize the extraordinary resilience of Indigenous people and communities. Members of the Parks Canada team and all federal public servants are encouraged to observe this solemn day in a way that is meaningful to them.

Over the past months, the confirmation of unmarked graves at the sites of former residential schools have been a powerful and sombre reminder of the profound and abiding pain lived by Indigenous people in Canada and the enduring strength of Indigenous communities. These confirmations are a reminder of the great loss and deep trauma caused by residential schools and the importance of listening and learning to better understand the experiences of Indigenous people in order to confront our shared past.

To commemorate the National Day for Truth and Reconciliation, we encourage all employees to participate in the following activities:

• September 15: A discussion with Phyllis Webstad, from the Stswecem’c Xgat’tem First Nation (Canoe Creek Indian Band) and Executive Director of the Orange Shirt Society, to hear her story and learn how she became a leader in Canada ensuring that Every Child Matters. An all-staff calendar invitation will follow this message shortly.
• The Self-Paced Indigenous Affairs Learning Series on Confluence dedicate September to Truth and Reconciliation: Action Taking, and offers several resources to support the implementation of TRC call to action 57 that asks the government to provide skills-based training in intercultural competency, conflict resolution, human rights, and anti-racism.
• Two Integrated Indigenous Affairs Network Elder sessions with Rachèle Prud’Homme to facilitate discussion about the National Day for Truth and Reconciliation:
  
  1. September 28: Session facilitated in French only. Join the French session.
  2. October 5: Session facilitated in English only. Join the English session.

We are particularly mindful of the emotions this commemoration may bring up for Parks Canada team members. If you are having a difficult time, we encourage you to reach out for help. Please talk with a trusted friend or colleague, an Elder, a professional, or consider using one or more of the valuable resources below that are ready and available to provide support:

• Employee and Family Assistance Program: 1-800-268-7708 or 1-800-567-5803 for people with a hearing disability.
• Indian Residential Schools Resolution Health Support Program: 1-866-925-4419
• Indigenous employees can also access the Hope for Wellness Help Line at 1-855-242-3310, or connect to the online chat through their website by cutting and pasting this link into your browser navigation window: https://www.hopeforwellness.ca/.

National Day for Truth and Reconciliation is an opportunity to renew our commitment to better understand the experiences of Indigenous peoples in Canada – to learn, to listen, to share, and to explore. To be allies and to build a better future together.

On September 30, and every day, we stand in solidarity with residential school survivors and Indigenous communities across the country, we acknowledge the strength and countless contributions of Indigenous members of the Parks Canada team, and we honour

Miigwech / Kleco / Ekosani / Maarsii / Meegwetch / Mahseecho / Mutna / Wopida / Hei Hei / ᖁᐊᓇᖅᑯᑎᑦ / Quanaqqutit / Marci Cho / Nakurmiik / ᓇᑯᕐᒦᒃ / Huy ch q'u / Kukwstsétsemc / Woliwun / Haawa / Wela'lioq / Merci / Thank you

 

Nadine Spence and Michael Nadler
Co-Champions for Indigenous Employees

 

Ron Hallman
President & CEO

Colleagues,

I am pleased to announce the appointment of Sian French to the position of Field Unit Superintendent, Eastern Newfoundland within the Senior Vice-President, Operations Directorate, effective on September 13, 2021.

Sian worked with a number of environmental non-governmental organizations before beginning her career in the provincial public service in 2001 as a Natural Areas Planner with the Government of Newfoundland and Labrador.

In 2002, Sian occupied the Manager of the Wilderness and Ecological Reserves and Canadian Heritage Rivers Program position and then became Director of Parks Division from 2009 to 2021. She was responsible for a diverse, multi-disciplinary team of staff and a network of 52 parks and protected areas.

During her 12 years as Director, she guided the successful development and submission of a UNESCO World Heritage Site nomination dossier for Mistaken Point Ecological Reserve with key partners including community groups, academics, and governments. Sian also played a leadership role on the provincial negotiating team that developed the Land Transfer Agreement to establish Akami Uapishkᵁ KakKasuak Mealy Mountains National Park Reserve.

Since 2003, she has represented Newfoundland and Labrador on the Canadian Parks Council (CPC), where she worked with federal, provincial, and territorial Parks Agency’s Directors to promote excellence in park planning, management, facilities, cooperation and information.

Sian has a Master of Science in Protected Landscape Management from the University of Greenwich, London and a Bachelor of Science in Environmental Protection from the University of Guelph.

She and her son, Zachary, enjoy spending time outdoors, exploring new places and camping in their Trillium camper.

Please join me in congratulating Sian on her appointment to the position of Field Unit Superintendent, Eastern Newfoundland.

 

Ron Hallman
President & CEO

Dear colleagues,

Tomorrow the Public Service is celebrating the 12th edition of Linguistic Duality Day.

This is an opportunity to highlight the coexistence of two majority language groups in Canada, Anglophones and Francophones, which are spread throughout the country. Linguistic duality is an integral part of the Canadian identity and is based on tolerance and mutual respect.

Our public service is full of passionate employees who make admirable efforts to contribute to the bilingualism of our institutions and the cooperation between Anglophones and Francophones in Canada, in addition to making room for Indigenous languages.

To mark this important day, the Council of the Network of Official Languages Champions of the Government of Canada and its partners are presenting a virtual program tomorrow that demonstrates our concerted efforts to promote official languages. We invite you all to participate in this important event. If you haven't already registered, you have until 10 a.m. EDT tomorrow morning to do so.

We would like to take advantage of this special day to thank you personally for your commitment to official languages. Please join us and take a moment to celebrate linguistic duality!

 

Catherine Blanchard and Louis Lavoie
Official Languages Co-Champions
#LinguisticDuality

 

Ron Hallman
President & CEO

Colleagues,

Bill Brake, Field Unit Superintendent, Eastern Newfoundland under the Senior Vice-President, Operations Directorate will retire from the Federal Public Service on September 15, 2021, after 37 years of service including 23 years within the Parks Canada Agency. Please join me in congratulating him and underlining his dedication.

Bill began his public service career in May of 1984 as a Fishery Officer in the Career Progression Program with the Department of Fisheries and Oceans Canada (DFO) in Newfoundland and Labrador.

In 1993, he accepted a senior position for Fisheries Management with Fisheries and Oceans Canada for the Labrador area and also represented the Department in comprehensive land claim negotiations with the Innu and the Inuit of Labrador. He oversaw the introduction of Aboriginal Fisheries Guardian Programs in collaboration with the three Indigenous groups in Labrador.

In December of 1998, he joined Parks Canada Agency as Field Unit Superintendent, Western Arctic. And in 2000, he accepted the Field Unit Superintendent, Eastern Newfoundland position. Over the past two decades, he replaced his colleagues in many field units: Ontario Waterways, Northern Ontario and Western Newfoundland and Labrador. Team work has always been his priority within and outside the Agency, through formal and informal arrangements. Over a 37-year career, he has had the opportunity to learn and work with some of the most competent, conscientious and highly motivated public servants in Canada.

Bill was also a member of the Employer Negotiating Team for the first two Parks Canada collective agreements. He served as an Employer Representative on the National Occupational Health and Safety Policy Committee, as an Historic Weapons Advisory Committee Champion and also served on the National Fire Management Committee while participating in other numerous committees and working groups over the past 23 years at Parks Canada Agency. He worked with others to develop and implement international partnerships with the Peary’s Victory and International Peace Memorial site in Ohio and most recently lead the twinning of Terra Nova National Park with Connemara National Park in Ireland.

His personal highlight was being asked to chair the Parks Canada National Uniform Committee (since 2009) and subsequently leading the complete renewal of the Parks Canada Uniform.

I would like to thank Bill for his passion for Parks Canada's mandate, his ability to provide constructive criticism and his innate sense of operations; characteristics that have been evident in all aspects of his work.

I would also like to wish Bill the outmost success in his retirement plans. As mentioned above, you also are all invited to share your wishes.

Congratulations and a wonderful retirement!

 

Ron Hallman
President & CEO

Colleagues,

It is with mixed feelings that I wish to inform you that Brenda DeMone, Special Advisor to the Senior Vice-President, Operations Directorate, will be retiring on September 25, 2021, after more than 35 years with the Parks Canada Agency.

Brenda’s dedication and contribution to the Agency’s priorities and mandate have been remarkable. Located in Revelstoke, British Columbia since 1994, she has led the team responsible for the maintenance of a large network of roads and highways, including the Trans-Canada Highway, through Banff, Yoho, Kootenay, Jasper, Mount Revelstoke and Glacier National Parks. She also supervised the Visitor Safety & Avalanche Control Program in Mount Revelstoke and Glacier.

Brenda played an important role in the Agency as Special Advisor to the Senior Vice-President, Operations. She supported the Operations Directorate in Occupational Health and Safety where she has been instrumental in ensuring timely guidance for the Agency’s COVID-19 response. She also participated as a member of the Employer's team in Collective Bargaining and in Operational Committees, specifically the Infrastructure and Assets Committee and the Taking Care of Our People Committee.

I would like to thank Brenda for her passion for the Parks Canada mandate, her numerous contributions and her leadership - qualities that have been demonstrated in all aspects of her work.

Please join me in congratulating Brenda and wishing her every success in her retirement plans.

 

Ron Hallman
President & CEO

Dear Colleagues,

We are extremely pleased to announce that next week, we will officially launch the Government of Canada Workplace Charitable Campaign (GCWCC) for the Environment Portfolio, consisting of Environment and Climate Change Canada (ECCC), the Impact Assessment Agency of Canada (IAAC) and the Parks Canada Agency (PCA). In light of the ongoing health restrictions across the country and as we did in 2020, we will be conducting this year’s campaign in a virtual setting, to ensure that no matter where you work, you will have the opportunity to take part in the 2021 charitable campaign. As clearly demonstrated by last year’s incredible teams, we can lead a very successful campaign no matter the setting!

We are very grateful for the support that this year’s dedicated group of campaign teams and volunteers will be providing. Our Portfolio Campaign Leader, Jennifer Poulin (ECCC) with Campaign Leader Kayla Jacob (PCA), and Co-Leaders Matthew Vincent, Justine Brault-Niquette and Colleen Even (IAAC), will work collaboratively to build, lead and promote our campaign. The Environment Portfolio has demonstrated a long tradition of incredible generosity in support of the Charitable Campaign, and we are confident that this trend will continue. When we donate to a cause that is close to our hearts, we see the impact of that donation in the communities that we live in. We are proud to be your GCWCC Champions and are looking forward to another successful campaign.

We invite you to join us on Thursday, September 16, 2021, from 11 a.m. to 12 p.m. (EDT), for the Environment Portfolio Campaign’s launch ceremony. An official Outlook invitation will be sent later this week. In the meantime, we encourage you to save the date.

Through the GCWCC, you can support any one of over 86,000 Canadian registered charities, including United Way/Centraide Canada and HealthPartners. By giving through the Campaign, whether by donating, volunteering or taking part in events and activities, you can help individuals and families in local communities and across Canada.

We all have causes that are near and dear to our heart or we know a friend, a colleague or a loved one who has needed support from a charitable organization. The COVID-19 pandemic has had huge social and economic impacts on all of our communities and they will have lasting effects for years to come. Our donations help to improve the lives of Canadians from coast to coast to coast.

Share your stories with us! We are inviting each of you to tell us:

• Why you give
• Why the Campaign is important to you
• What cause is important to you

For information on the GCWCC, please visit the 2021 GCWCC website or follow us on Twitter @DonneENVGives.Be sure to bookmark these sites and visit them regularly.

We want to take this opportunity to thank you for your support and generosity.

Your 2021 GCWCC Champions,

 

Tara Shannon
GCWCC Portfolio Champion and Assistant Deputy Minister, Canadian Wildlife Service, Environment and Climate Change Canada

 

Aaron Levine
GCWCC Portfolio Youth Champion and Policy Analyst, Canadian Wildlife Service, Environment and Climate Change Canada

 

Rima Hamoui
GCWCC Champion and Vice-President, Strategic Policy and Planning, Parks Canada Agency

 

Terence Hubbard
GCWCC Champion and Acting President, Impact Assessment Agency of Canada

Hello,

Your email will move to Microsoft 365 (M365) on the weekend of September 17-19, 2021.

As part of the move, your email address will change from @canada.ca to @pc.gc.ca. Email sent to your @canada.ca address will be delivered to your new mailbox.

You will continue to use Outlook, which will look and work the same as it does today.

Immediate Action!

Your emails, email folders, calendar events, contacts and tasks will automatically move to M365.

However, some personalized items, such as your contact groups and personal settings and rules within your inbox and calendar, will not move. If you have personalized items in Outlook, you will need to copy and save them so you don’t lose them.

Our Email Move Checklist will help you prepare for your mailbox move. It includes information on how to save your personalized items so you can restore them after the move, and highlights some other things that'll help you get ready.

Next steps

Early next week, you will receive an email reminding you of the move and what to expect. This message will have important information, so please read it!

More information and support

For more information about our email move, please visit our M365 Information Hub.

Your business unit's M365 Champion can provide you with more information and help during the email move process. List of M365 Champions.

If you have any technical issues, please contact the ParksIT Service Desk.

 

Thank you,

Parks IT Service Desk

Good day,

The Federal Election will be taking place on September 20, 2021. Employees are reminded that they have the right to engage in political activities, but this right must be balanced with their responsibility to maintain the political impartiality of the federal public service.

For employees who are thinking about participating in political activities on or after election day…

If you are thinking about supporting or opposing a candidate or a political party, please take the time to be inform by familiarizing yourself with the Political Activities Self-Assessment Tool and the Guidance Document for Participating in Non-Candidacy Political Activities.

Remember…

All employees, including employees in casual status, must be given leave with pay to vote (including proxy voting) in federal, provincial and municipal elections, and referenda or plebiscites. The standards can be found here: Leave with Pay Policy.

Improper political activities may be investigated by the Public Service Commission (PSC) and could result in corrective action.

Still have questions?

Please don’t hesitate to contact me, Judith Brunet, as the Agency’s Designated Political Activities Representative (DPAR), or visit the PSC’s Political Activities Web site.

Thank you.

 

Judith Brunet
Ombudsman and Director
Centre for Values and Ethics

Colleagues,

I am pleased to announce the appointment of Richard Barrette to the position of Chief Information Officer in the Strategic Policy and Planning Directorate, effective September 7, 2021.

Richard started his career in the federal public service in June 2000 at Public Services and Procurement Canada (PSPC), where he spent 16 years working in application development and strategic portfolio management. He then moved to Health Canada as Director of Solution Enablement, and in 2019 transferred to Transport Canada as Director, Safety and Security Applications. In this position, he provided direction and leadership for the management of the application development portfolio serving the Safety and Security program business lines. Richard worked with diverse partners which led him to understand business needs in order to address issues and overcome challenges. He was also the Solution Design Lead on the Covid-19 Transport Canada Centre Task Force for Civil Aviation.

Richard graduated from the University of Ottawa in 1999 with a Bachelor of Arts, Honors in History. With his educational background and passion for history combined with his career experience in information technology (IT) he is eager to join Parks Canada.

Richard is happily married to his wife of 12 years. They have a 10-year-old daughter and an 8-year-old son as well as a miniature goldendoodle named Bear. He and his family are looking forward to planning road trips to visit National Parks and National Historical Sites. Richard enjoys hockey, mountain biking, listening to music and is also an amateur of disc jockeying (DJ) all while having a passion for Formula 1 racing.

Please join me in congratulating Richard on his appointment to the position of Chief Information Officer and welcoming him to the Parks Canada team.

 

Ron Hallman
President & CEO

Dear Parks Canada team members,

English and French are part of the Canadian identity and an important part of our history. For this reason, the Parks Canada Agency has always paid close attention to linguistic dualism. Along with Indigenous languages, official languages are the foundation of our society's values of diversity and inclusivity. September 9 will mark Linguistic Duality Day. This special day is intended to give federal public servants the opportunity to highlight this characteristic, that is an asset for our country's culture.

As your official languages co-champions, Louis Lavoie and I invite you to take part in this colourful virtual event. This year's event promises to be exciting and will include federal colleagues, community stakeholders and artists! Register now on the Canada School of Public Service (CSPS) website.

We therefore invite you to reflect on the importance you place on linguistic duality at work and to make every effort to respect our obligation to serve Canada in both official languages and to create an environment that allows everyone to work in the language of their choice. We all have an important role to play in this regard.

Would you like to contribute to promoting linguistic duality at Parks Canada?

We would also like to take this opportunity to announce that a new employee network for Official Languages has recently been formed at Parks Canada. The network is in its infancy and is beginning to define its vision. It is led by two interim co-chairs, Pascal Lessard and Marie-Claude Belley. If you have an interest and passion for linguistic diversity, please join the network and help guide the Agency in promoting official languages. For more information, please contact pascal.lessard2@canada.ca or marie-claude.belley@canada.ca.

Stay tuned, as in the coming months you will be invited to consult the publications that the network will be sharing and to participate in the activities that will be set up.

In the meantime, we look forward to celebrating Canada’s rich linguistic heritage with you on September 9! Register to the CSPS event now!

 

Catherine Blanchard and Louis Lavoie
Vice-President, Finance / Quebec city field unit superintendant
#LinguisticDuality

Good day,

I will like to remind you that several elections will be held at the federal, provincial, territorial and municipal levels in the next few months. As a federal public service employee, you have the right to engage in political activities as long as they do not impair, or are not perceived as impairing, your ability to perform your duties in an impartial manner.

Don’t forget that before seeking nomination as a candidate in an election, you must first ask and obtain permission from the Public Service Commission.

If you have any questions, please do not hesitate to contact me (Judith Brunet) as the designated political activities representative.

Your collaboration is essential to maintaining Canada’s non-partisan public service.

Thank you.

 

Judith Brunet
Ombudsman and Director
Centre for Values and Ethics

Colleauges,

Happy Public Service Pride Week!

This week, we come together to celebrate and recognize the diversity, resilience, spirit, and contributions of lesbian, gay, bisexual, transgender, queer and two-spirit colleagues from coast to coast to coast who have fought for freedom and equality.

We are also marking 50 years of LGBTQ2+ rights activism in Canada this year. Sparked by the We Demand rally in August 1971 – the first large-scale protest for equal rights in Ottawa, with a similar protest held in solidarity in Vancouver – the movement’s ensuing activism led to decades of positive changes. Within the public service, the reversal of and reparations for discriminatory policies and practices under the LGBT Purge were reflections of, and driven by, these same positive changes.

Despite the progress that has been made over the years, more can – and must – be done. This week, we encourage everyone to reflect on LGBTQ2+ equality. In so doing, please remember the struggles of the past, the challenges of the present, and the actions that each of us can take to foster a culture of diversity and inclusion across the public service.

We also encourage you to participate in the many virtual celebrations that are planned this week by visiting www.publicservicepride.ca. This includes showing your pride on social media using #PSPW2021 and tuning in to watch the first-ever Public Service Pride Awards.

We must remain steadfast in our resolve to build a truly diverse, safe and inclusive public service for everyone as we come together to celebrate this week.

Happy Pride!

 

Janice Charette
Interim Clerk of the Privy Council and Secretary to the Cabinet

 

Jason Bett
Public Service Pride Champion

The following message provides an update on the implementation and timing of payments of certain elements of the Phoenix damages agreements.

Catch-up payments and outstanding general damages payments caused by Phoenix for employees represented by the Public Service Alliance of Canada (PSAC) to be paid September 1, 2021

 

Outstanding general damages payments caused by Phoenix.

If you are an employee represented by the Public Service Alliance of Canada (PSAC) who did not receive his/her full lump-sum payment for general damages payments caused by Phoenix in March 2021 (for example, you occupied a position covered by the 2019 Damages Agreement between 2016 and 2020 and received leave credits), you can expect to receive any outstanding amounts owed to you on September 1, 2021. The portion of the lump-sum payment you received in March 2021 was for the applicable fiscal years that you were exclusively in a position represented by PSAC.

It is important to note that you cannot receive duplicate damages entitlements if you changed positions between 2016 and 2020 and were covered under both the 2019 and 2020 Damages Agreements.

 

Catch-up payments

Catch-up provisions contained in the 2019 Damages Agreement provide employees covered under this Agreement with monetary benefits that align with those contained in the 2020 Damages Agreement with PSAC.

This means that if you received leave credits under the 2019 Damages Agreement, you could receive up to $1,000 for the late implementation of the 2014 collective agreements and, in some cases, an additional payment (top-up for leave credits previously received) if your daily rate of pay was less than $300. For each fiscal year, the amount of the additional payment is equal to the difference between $300 and the daily rate of pay of your substantive position in Phoenix on October 23, 2020. This payment will only apply if the difference is more than $10.

Unless having occupied a represented position at one point during one of the applicable years, executives and some unrepresented employees are not eligible for the up to $1,000 for the late implementation of the 2014 collective agreements. This means that Parks Canada PE community can expect a payment only if their daily rate of pay was under $300.

Catch-up payments and any outstanding PSAC payments will be included with your regular pay on September 1, 2021. Starting August 30, 2021, a detailed breakdown of the payment you will receive will be available on MyGCPay.

 

General damages application process for former employees to be launched in December 2021

A new application process is also expected to be launched in December 2021 for former employees to submit a single claim for all general damages compensation entitlements under the PSAC Damages Agreement, as well as any related catch-up provisions under the 2019 Damages Agreement. More information around this process and how former employees can submit claims will be shared closer to the launch date.

To learn more about general damages compensation and catch-up payment entitlements, visit General compensation for damages related to Phoenix and Understanding your payment on Canada.ca.

 

Line Lamothe
Vice President, Human Resources and Employee Wellness
Human Resources and Employee Wellness Directorate

Dear colleagues,

Vaccination is the most effective tool to reduce the risk of COVID-19 for Canadians and to protect broader public health. The Government of Canada has a duty to ensure the health and safety of its employees in the workplace and is continuing to take action to get as many Canadians vaccinated as possible.

As an important next step in this effort, the Government of Canada today announced its intent to require vaccination as early as the end of September across the federal public service. Further, the Government of Canada expects that Crown Corporations and other employers in the federally regulated sector will also require vaccination for their employees. The government will work with these employers to ensure this result.

We’ll be working with you and bargaining agents as we plan for the implementation of the vaccination requirement. Details will be communicated as the work unfolds. The process will include determining how this requirement will be implemented, through confirmation of COVID-19 vaccination and other means of protection when necessary.

For those few who are unable to be vaccinated, accommodation or alternative measures, such as testing and screening, may be determined in each situation, to protect broader public health by reducing the risk of COVID-19. All data collected on public servants’ vaccination status will be done in full compliance with the Privacy Act.

Today’s announcement comes in recognition of the dynamic public health situation in Canada. We continue to face more transmissible and more dangerous variants of concern, including the Delta variant, which is currently driving the beginning of a fourth wave of infections. Yet, since the start of Canada’s vaccination campaign in mid-December, less than 1% of COVID-19 cases have been among those who were fully protected by the vaccine.

The Government of Canada continues to be guided by the advice of public health authorities, primarily the Public Health Agency of Canada and Health Canada’s Public Service Occupational Health Program (PSOHP), on all issues relating to the COVID-19 pandemic, including vaccination.

Vaccines are the best way to bring this pandemic to an end, by protecting individuals and communities by reducing the risk of COVID-19.

If you are already fully vaccinated, you have already helped reduce the risk to yourself and those around you. If you are able to be vaccinated and aren’t yet, please book an appointment today. In accordance with the terms and conditions of employment, public servants can use “Time off for personal medical and dental appointments” (code 698) for both vaccine appointments.

 

Ron Hallman
President & CEO

Dear Colleagues,

Join us in celebrating the third annual Public Service Pride Week (PSPW), happening virtually from August 23-27, 2021. This year’s PSPW will focus on intersectionality, which recognizes that social identities, including sexuality, race, and gender, can overlap and combine in ways that have important repercussions on a person’s lived experiences.

PSPW will host a series of virtual events open to all public servants, including a virtual flag raising of the progress Pride flag; engaging and compelling panel discussions; the first-ever Government of Canada 2021 Public Service Pride Awards, and many more! Check out the PSPW events calendar, and learn more about the Public Service Pride network by visiting www.publicservicepride.ca.

At Parks Canada, we work to ensure the inclusion of LGBTQ2+ communities in our organization. Thanks to the efforts of the network members, Parks Canada released the second edition of our Guide to Trans-Inclusive Workplaces. In May 2021, the Agency approved Parks Canada Directive for Inclusive Sanitary Facility Design to support everyone’s needs. For more resources, you can take a look at our LGBTQ2 Network page and contact us at LGBTQ@pc.gc.ca.

With the addition of the new progress Pride flag, the Pride pins, tuber’z and embroidered crests from Parks Canada’s Pride collection, and the anticipated launch of our Positive Space Initiative Ambassador Network (stay tuned!), Parks Canada will continue to support all of its team members by fostering a healthy, safe, respectful, and inclusive workplace. Remember to wear the Pride pin during PSPW!

There is still much work to do to create a more inclusive and diverse Canada for everyone. Intersectionality is not only about gender and race intersecting, but also about sexuality, ability, age, and immigration status, which are all different identities that can interplay and are subject to systems of power. Let us continue to work together to dismantle these oppressive systems of power and fight for better rights, protections, and inclusion for our LGBTQ2+ communities as we enjoy the celebrations of Public Service Pride Week.

Stay safe and stay healthy! #PSPW2021

 

Thank you.

Marcia Morash & Andrew Campbell
LGBTQ2+ Network Co-champions
Hélène Genest
LGBTQ2+ Network Chair

 

Ron Hallman
President & CEO

Good day,

As you may know, there will be a Federal Election held on the 20^th of September 2021. If you are thinking of becoming involved in this election, as a public servant you have the right to engage in political activities. This right must be balanced with your responsibility to maintain the political impartiality of the federal public service.

The following political activities are examples of those that may be conducted outside office hours so long as they cannot be viewed as impairing your ability to perform your job in a politically impartial manner.

• volunteering or fundraising for a candidate or a political party;
• displaying political material such as a picture, sticker or button or placing a sign on the lawn in support of, or in opposition to, a candidate or a political party;
• attending events, meetings, conventions or other political gatherings in support of, or in opposition to, a candidate or a political party;
• developing promotional material such as campaign speeches, slogans and pamphlets for a candidate or a political party;
• using blogs, social networking sites or a personal website or video sharing to express personal views in support of, or in opposition to, a candidate or a political party.

The PSC’s Self-Assessment Tool, and the CVE can help you determine the risks of engaging in ‘non-candidacy’ related political activities.

Remember…improper political activities may be investigated by the Public Service Commission and could result in corrective action.

If you have any questions,please don’t hesitate to contact me (Judith Brunet), as the Agency’s Designated Political Activities Representative, or visit the PSC’s Political Activities Web site.

 

Thank you.

Judith Brunet

Ombudsman and Director
Centre for Values and Ethics

Hello,

Public Services and Procurement Canada (PSPC) has identified a system issue when employees attempt to change direct deposit information in the Phoenix pay system. Employees may be unable to update their direct deposit information via the Employee Self-Service function within Phoenix.

PSPC is currently working on a corrective measure to address this issue and will provide more information once resolved.

If you are unsuccessful with updating direct deposit information via the Employee Self Service function, please contact the Client Contact Centre and provide your new banking information.

Thank you

Line Lamothe

Vice President,

Human Resources and Employee Wellness

Human Resources and Employee Wellness Directorate

Warning: This message contains content related to residential schools and may cause trauma by invoking memories of past abuse. We recognize that some employees may not want to read on to minimize the risk associated with triggering.

Dear colleagues,

We have all been reminded recently that the ongoing and painful legacy of residential schools continues to affect generations of Indigenous communities and individuals across the country. It is all of our responsibility to ensure this tragic part of the story of Canada is never forgotten.

The government recently passed legislation designating September 30 as a federal statutory holiday called the National Day for Truth and Reconciliation. This day provides an opportunity for each public servant to recognize, learn more about and reflect on the legacy of residential schools. This may present itself as a day of quiet remembrance or participation in a community event.

The Truth and Reconciliation Commission of Canada issued 94 calls to action to advance reconciliation with Indigenous peoples. Call to Action #80 recommended the creation of this statutory holiday. This new national day will honour survivors, their families and communities. It will also ensure that public commemoration of the tragic and painful history and legacy of residential schools remains a vital component of the truth and reconciliation process.

Our current collective agreement includes provisions to allow for an additional designated holiday if one is proclaimed by an Act of Parliament. That means the National Day for Truth and Reconciliation will become a designated paid holiday and will allow employees in the federal public service to observe and participate in this important day starting September 30 2021.

Employees do not have to take any action to request this leave – it will be treated the same as all other statutory holidays.

If you have any questions about this new statutory holiday as it relates to the terms and conditions of employment for public servants, consult your Labour Relations Advisor.

On this new National Day for Truth and Reconciliation – and every day – let’s stand in solidarity with Indigenous partners, communities and colleagues. Let’s renew our commitment to better understand the experiences of Indigenous peoples in Canada – to learn, to listen, to share, and to explore a better future together.

Miigwech / Kleco / Ekosani / Maarsii / Mahseecho / Mutna / Wopida / Hei Hei / ᖁᐊᓇᖅᑯᑎᑦ / Quanaqqutit / ᓇᑯᕐᒦᒃ / Nakurmik / Huy ch q'u / Woliwun / Haawa / Wela'lioq, Merci, Thank you

Ron Hallman

President & CEO

Dear colleagues,

On March 24, 2021, the House of Commons voted unanimously to officially designate August 1^st of each year as Emancipation Day.

Recognized by people of African descent in Canada and around the world for many years, Emancipation Day marks the day in 1834 when the Slavery Abolition Act came into effect across the British Empire.

Countless people of African descent in Canada and around the world worked hard and, along with their allies, fought heroically for the principles of equality and the abolishment of slavery. Emancipation Day offers Canadians the opportunity to reflect on the fact that many Black and Indigenous people once endured slavery in Canada and to redouble our efforts to advance equity and inclusion. Over the past year, some Canadians have now become more aware of the lived experience of Black people, Indigenous people and People of Colour in Canada and around the world. At Parks Canada, we embrace opportunities to learn and to be more inclusive in sharing the stories and perspectives that represent and celebrate the diversity and contributions of all Canadians.

As part of our continued learning, we invite you to register for the upcoming Event August 3, 2021: Celebrating Black History and Emancipation Day. This event is part of the Canada School of Public Service’s Anti-Racism Event Series and is presented in collaboration with the Federal Black Employee Caucus (FBEC)

Parks Canada is also celebrating the International Decade for People of African Descent with a year long series of internal initiatives. This includes, for example, ensuring people of African descent, both as staff and visitors, are represented regularly in our internal and external communications products, and that language and perspectives shared are inclusive and respectful.

Emancipation Day is an occasion to acknowledge and recognize the strength and determination of Black communities in Canada and to stand in solidarity against anti-Black and all racism.

We all have an important role to play in addressing the systemic barriers that remain in our society as we work to ensure that all Parks Canada employees have the opportunity to realize their potential as full and valued members of our team. We continue to work collaboratively with our many communities to grow the foundational pillars of respect, inclusivity and trust as we strive to create inclusive workplaces free of discrimination.

We would like to take this opportunity to welcome Lila Turenne, Director, Strategic Planning and Performance, who joins Jill Arnold as our Co-Champions for Black Employees. Thanks also to Andrew Campbell, who kindly served as an interim Co-Chair and who will remain active with the network in order to help sustain the group’s connection to the Senior Management Committee.

 

Jill Arnold, Lila Turenne
Black Employee Co-Champions

 

Ron Hallman
President & CEO
#StrongerTogether #ParksCanadaProud

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear colleagues,

We have all seen reports lately in the media and from health authorities about Canada’s growing vaccination rates. This is cause for optimism as we look ahead to what it means for being able to gather again with friends, family and colleagues. As a country, we have made great strides and continue to move in a positive direction.

I would like to take a moment to acknowledge and celebrate all of your work to continue to provide important services to Canadians while keeping each other safe during this extraordinary time.

Over the past 15 months, many team members have continued working on-site in Parks Canada administered places to deliver important programs and services to Canadians. Others have been required to combine working on site and from their homes. Others, including myself, have been working remotely since the beginning of the pandemic.

Many in this last group are wondering what Canada’s progress in vaccinations and the easing of provincial and territorial health restrictions means for an eventual return to the office. Many team members are also wondering what we may have learned from the experience of remote work during the pandemic and what this might mean for our work in the future.

Today, I would like to provide you with an update on the Agency’s progress towards answering these questions, and in particular, the first step in preparations for a phased approach for returning to office spaces.

For the immediate future, our current workplace arrangements will remain in place. This means that if you have been working remotely, you will likely continue to do so until at least the fall.

An internal Agency Coordinating Committee on Workplaces has been created to support the Agency’s work in planning for a gradual, phased return to office spaces. The Committee is also considering how lessons over the past year may inform future options for flexible approaches to the workplace.

In all cases, our approach will continue to be guided by employee health and safety and by government-wide direction.

We are all anxious to know more about how the federal government and Parks Canada will transition from our current circumstances to a future state, where public health provisions allow for us to safely interact with one another in workplaces. Here you will find a recent message from the Chief Human Resources Officer about near-term planning for federal worksites.

Your ongoing support and patience are appreciated while the Agency continues to identify options and plans for the path forward. At critical points, managers will be equipped to work with employees on workplace and work arrangements. Rest assured that we will provide ample time for team members to adjust and prepare for any adjustments to current arrangements.

As we look towards the future, we can be incredibly proud of the many extraordinary successes of the past 15 months. Thank you, once again, for your dedication, patience and support.

Merci / Thank you / Kleco / Ekosani / Miigwech / Meegwetch / Mahseecho / Mutna / Wopida / Hei Hei / Marci Cho / ᖁᐊᓇᖅᑯᑎᑦ / Quanaqqutit / Nakurmik / Kukwstsétsemc / Woliwun / Haawa / Wela'lioq

 

Ron Hallman
President & CEO
#StrongerTogether #ParksCanadaProud

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Please do not reply to this email.

You are encouraged to share the following message with your staff

Building on earlier messages about our longer-term planning post pandemic, we would like to take a moment to focus on important near-term planning and next steps.

As vaccination rates in Canada reach important thresholds, and federal, provincial/territorial, and local public health restrictions across the country begin to be lifted to varying degrees, we expect to see a gradual increase in occupancy of federal worksites beginning this fall. We will take a measured approach to planning for this increase that will build flexibility into the workforce and workplace.

In the near term, we expect that:

• occupancy will be focused on employees whose work and/or ability to work requires them to be on-site or where employees want to return for mental health or other reasons
• most employees whose work can be done effectively remotely will continue to work remotely
• departments and agencies will continue to plan longer-term for their workforce
• departments and agencies will continue to communicate their decisions and plans with employees in a timely manner

This planning will continue to follow the advice and guidance of public health authorities, including Canada’s Chief Public Health Officer and Health Canada’s Public Service Occupational Health Program (PSOHP), on all issues relating to the COVID-19 pandemic.

However, there is no one-size-fits-all approach. Each department will develop its own roadmap, aligned with common principles and our planning framework, that considers the nature of their work environment and the services they provide to Canadians, both now and in the long term. In the safety and security, science, service delivery, and food and agriculture sectors, as just some examples, organizations adapted early in the pandemic to continue delivering on-site critical services. In the future, many such sectors will likely continue to require a model that includes significant on-site service delivery.

In the weeks and months ahead, central agencies and central service providers will continue to work with departments in their planning:

• Public Services and Procurement Canada (PSPC) will continue to work with deputies to analyze their organizational footprint and begin to plan for their workplace of the future, especially those contemplating flexible, hybrid workforce models.
• PSPC will continue to ensure that HVAC systems in properties it manages meet or exceed the National Building Code of Canada and federal occupational health and safety regulations. As is always the case, ongoing assistance is available for operations and maintenance or if issues arise.
• Shared Services Canada will continue to work with the CIO community to develop prioritized plans to upgrade in-building network capacity to progressively optimize the full use of M365 collaboration tools (i.e., Teams) as well as offer support for the various department and agency working models, including a hybrid workforce.
• The Office of the Chief Human Resources Officer will continue to work with departments on people management, balancing consistency in principles that can apply across the public service with the needs of each organization.

Together, we will continue to work with you to innovate and develop agile guidance for an enterprise approach that is easily adaptable to departmental and operational needs and that supports a diverse, dynamic and flexible workforce and workplace. As we learn how to optimize our resources and enhance our services to Canadians by leveraging flexible work arrangements, we will determine our more permanent way forward in collaboration with the diverse group of stakeholders, including bargaining agents, that make up the federal public service.

Thank you for your continued collaboration.

 

Christine Donoghue
Chief Human Resources Officer

Paul Glover
President, Shared Services Canada

Bill Matthews
Deputy Minister, Public Services and Procurement Canada

Dear colleagues,

July is an important time of year for all of Canada’s historic places and parks. This month, communities across the country celebrate Historic Places Days to share the places, cultures and stories of Canada. In addition, on the third Saturday of the month, Canada’s Parks Day is held in places across the country. As we are all aware, Parks Canada administered national historic sites, national parks, and national marine conservation areas are of great importance to Canadians and these treasured places offer respite for many and are outlets that support the health and wellbeing of visitors. I’d like to commend all of you for protecting and presenting these iconic destinations while ensuring that all visitors feel safe and welcome.

As we celebrate Historic Places Days and Canada’s Parks Day, we continue to affirm our commitment to work in partnership with Indigenous peoples to honour their historic and contemporary contributions as well as their exceptional connection to the land. Together, we are walking on the path towards reconciliation and fostering new and existing partnerships with Indigenous peoples to manage Canada’s natural and cultural treasures has never been more important on this journey. And we have been taking steps on this path. Recently, for example, the McDonald Campground in the Gulf Islands was renamed Smonećten Campground in recognition of the area’s cultural history. Likewise, we have also renamed the day-use area in Point Pelee National Park from "Pioneer” to Madbin Jina. We’re also celebrating a historic tripartite announcement as Prince Edward Island, Epikwitk Mi’kmaq and Parks Canada agreed to undertake a feasibility assessment for the proposed national park reserve in Pituamkek. Moreover, I have recently signed an agreement with the Mikisew Cree regarding Wood Buffalo National Park and the implementation the respective Action Plan.

To mark Historic Places Days throughout the month of July, we will be profiling the event from coast-to-coast-to-coast. I encourage you to explore initiatives such as Stories of Canada that highlight the work we do every day – including working with Indigenous partners to bring forward Indigenous histories, voices and perspectives.

Thank you, as always, for all that you do to support our Agency’s important work.

Ron Hallman
President & CEO

#StrongerTogether #ParksProud

 

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Colleagues,

I am pleased to announce the appointment of Ed Jager to the position of Director, Asset Project Management, within the Operations Directorate, effective July 19, 2021.

Ed started in the public service in 1997 with the Management Trainee Program at the Canada Revenue Agency. He soon moved to Parks Canada, working in Strategy and Plans, followed by assignments in Visitor Experience, as well as External Relations, in New Brunswick and Quebec. He graduated from the Management Trainee Program in 2002 and then moved to Gatineau to join the Office of the Chief Information Officer.

In 2005, Ed was part of the team that established the External Relations and Visitor Experience Directorate and implemented the ERVE Realignment across the Agency. He continued to work in the ERVE Directorate and became the Director of Visitor Experience in 2009.

As Director of Visitor Experience, he led the implementation of many of the Agency’s foundational visitor experience programs. This included Quality Visitor Experience Training, V2 of the Parks Canada Reservation Service, the National Information Service, Parks Canada’s Recreational Activity Assessment Guidelines, the Trail Program, Learn to Camp, the Accommodations Program (oTENTiks and Oasis) and Xplorers. He supported the implementation of the Parks Canada Point of Sale Program, as well as Free Admission in 2017 for Canada’s 150th.

In March of 2020, Ed became the acting Director of National Communications and guided the Agency through the unprecedented closure and reopening of parks and sites due to the COVID-19 pandemic. Since then, he has acted as Executive Director for Atlantic Canada and as the Special Advisor to the Senior Vice-president, Operations, providing support and guidance to the field.

Ed holds a Bachelor of Arts in Economics and Anthropology from the University of Alberta and a Master of Arts in International Affairs from Carleton University’s Norman Paterson School of International Affairs.

In his free time, he enjoys playing outdoors with his family and friends, building trails and trying to win board games. He also goes for the occasional bike ride.

Please join me in congratulating Ed on his appointment to the position of Director, Asset Project Management.

Ron Hallman
President & CEO

 

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Colleagues,

I am pleased to announce the appointment of Stéphanie Beaulne to the position of Director, Compensation, Data Management, Systems and Reporting, within the Human Resources and Employee Wellness Directorate, effective July 12, 2021.

Stéphanie started her career in the Federal Public Service in 2007. After eight years working as a Compensation Advisor at Global Affairs Canada, she had to show resilience when pay administration was centralized at the Pay Centre. It was then that her passion for customer service led her to put her knowledge of compensation to work for the employees and managers of the Canadian Radio-television and Telecommunications Commission, as a Liaison Officer.

Her leadership during the implementation of the Phoenix pay system did not go unnoticed. She then began a role as Manager at the HR Operational Support Centre. Her comprehensive vision of the HR-to-Pay continuum subsequently led her to take on the challenge of helping to establish the HR-to-Pay Stabilization and Project Management Office within Public Services and Procurement Canada. In 2018, Stéphanie accepted the opportunity to join Natural Resources Canada as Manager of the Departmental Pay Liaison Office. There, she devoted a great deal of energy to educating the various stakeholders on their roles and responsibilities in relation to pay stabilization.

When she is not discussing customer support, business process reviews, procedural documentation or dashboards, Stéphanie’s favourite topics are gardening, camping and fishing.

Join me in congratulating Stéphanie on her appointment as Director, Compensation, Data Management, Systems and Reporting.

Ron Hallman
President & Chief Executive Officer

 

Reminder to managers: In accordance with Parks Canada’s procedures for communicating with employees, managers must ensure that all employees under their responsibility receive information that is intended for them. It is important that you find a way to share this message—and any attachments, if applicable—with employees who do not have access to their Parks Canada email or the Intranet by posting it, handing out a hard copy, or by any other appropriate method.

Dear colleagues,

As we approach Canada Day, many of us are reflecting on events of the last weeks and months and what they mean for marking this day.

The confirmation of unmarked graves at former residential schools has impacted us all. These findings are troubling for all of us and profoundly painful for Indigenous colleagues. The expectation that there will be more graves confirmed in the future adds to their pain. Our thoughts are with the victims’ families, survivors of residential schools, and all First Nations, Inuit, and Métis people who are grieving such an unimaginable loss.

Canada Day is marked each year with a celebration of our country. Canada Day this year will be a time for humble contemplation: to find the courage to acknowledge our past; to work together to heal and shape a better future; and to embrace a truthful, respectful, and inclusive dialogue that supports and strengthens the ties that unite us.

Parks Canada is an organization and a community of caring people and there is much that we can do to make a positive difference at this time. We can support Indigenous partners and colleagues by helping all Canadians to understand and respect Indigenous peoples’ rights and traditions and celebrate the historic and contemporary contributions of First Nations, Inuit and Métis peoples. We can support and empower Indigenous people to share their stories at national heritage places to build understanding and awareness by providing rich, diverse and full history of this land. We can continue our important work in exploring our nation's history from all perspectives. And we can support colleagues who undertake the difficult task of learning about the dark periods of Canada’s history in order to convey it more effectively to Canadians.

It is in this spirit that the senior management team commits to walking the path of understanding and partnership, and to creating continuous space for Indigenous peoples to share their stories. I encourage all of you to read one such story generously shared by an amazing Parks Canada team member, Chantal Batt.

As we continue to find opportunities to move forward together, I thank you all for your dedication and hard work during the challenges of the last weeks and months.

I wish you all a healthy and peaceful Canada Day.

Merci / Thank you / Kleco / Ekosani / Miigwech / Meegwetch / Mahseecho / Mutna / Wopida / Hei Hei / Marci Cho / ᖁᐊᓇᖅᑯᑎᑦ / Quanaqqutit / Nakurmik / Kukwstsétsemc / Woliwun / Haawa / Wela'lioq

Ron Hallman
President & CEO

#ParksCanadaProud   #StrongerTogether

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear colleagues:

Like so many Canadians across the country, I was deeply saddened to hear the news today of unmarked graves at the former Marieval Indian Residential School in Saskatchewan. On behalf of the senior management team, I wish to reaffirm that we stand with our Indigenous colleagues today and always. We wish to remind all Parks Canada employees struggling with this news that we have supports in place to help you. If you are having a difficult time, please talk with a trusted friend or colleague, an Elder, or a professional, or consider using one or more of the valuable resources below that are ready and available to provide you with support.

• Employee and Family Assistance Program: 1-800-268-7708 or 1-800-567-5803 for people with a hearing disability.
• Indian Residential Schools Resolution Health Support Program: 1-866-925-4419.
• Indigenous employees can also access the Hope for Wellness Help Line at 1-855-242-3310, or connect to the online chat through their website by cutting and pasting this link into your browser navigation window: https://www.hopeforwellness.ca/.

We once again invite all Parks Canada team members to join us in allyship and solidarity with Indigenous Peoples as we work to address our shared past in order to build a better future together.

Merci / Thank you / Kleco / Ekosani / Miigwech / Meegwetch / Mahseecho / Mutna / Wopida / Hei Hei / Marci Cho / ᖁᐊᓇᖅᑯᑎᑦ / Quanaqqutit / Nakurmik / Kukwstsétsemc / Woliwun

Ron Hallman
President & CEO

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

This message deals with topics that may cause trauma by invoking memories of past abuse. We recognize that some employees may not want to read on to minimize the risk associated with triggering.

Dear colleagues,

National Indigenous Peoples Day takes place annually on June 21, the summer solstice, and is a time in the natural calendar that is of importance to many Indigenous peoples and communities across the country. On this day we acknowledge and pay respect to the important contributions of Indigenous peoples, as we honour the diverse cultures, languages and heritages of First Nations, Inuit and Métis peoples.

In recent weeks, the painful discovery at the former Kamloops residential school, the unmarked graves at the former Brandon residential school, and the second anniversary of the final report of the National Inquiry into Missing and Murdered Indigenous Women and Girls have reminded us all of the devastating legacy of colonialism and systemic racism in Canada.

Here at Parks Canada, all team members are asked to be part of the change that is necessary to build and nourish respectful relationships with Indigenous peoples, both professionally and in the wider community. Indigenous peoples have cared for the lands we now call Canada since time immemorial. At heritage places across the country, we value the opportunities granted to us to collaborate with Indigenous partners in the stewardship of Indigenous ancestral homelands and territories. In our work, we honour Indigenous knowledge, we promote Indigenous rights and traditions, and we strive to support vibrant Indigenous cultures and healthy communities.

Today, on National Indigenous Peoples Day, we reflect on the strength, resilience, cultures, and rights of Indigenous peoples. Throughout the month of June, we reflect on the history and countless contributions of Indigenous peoples. And, every day, we remember the missing children, the families left behind, and the survivors of residential schools, and also acknowledge and honour all missing and murdered Indigenous women and girls. We recognize the pain experienced by parents, families and communities. Recognizing the harm that has been done to Indigenous peoples helps us to move forward respectfully toward a better future.

Today, we also thank the amazing Indigenous women of Parks Canada who participated in the panel for the Honouring and Raising Indigenous Women’s Voices event held earlier in the day. Tutalik Boychuk, Cindy Baryluk, Madelaine McCracken, Monique Wall, Jenna Robar and Nadine Wilson shared their unique and powerful perspectives as Indigenous women at this joint event hosted by the co-champions for Indigenous employees and the co-champions for women employees. If you missed the session, a video recording will soon be available on ParksNet.

On ParksNet, you will also find many helpful learning resources provided as part of National Indigenous History Month. In addition, the Indigenous Affairs Branch has prepared a self-guided learning toolkit and will be sharing resources on a monthly basis, to support the journeys of all team members.

On National Indigenous Peoples Day, and every day, we encourage everyone to walk with empathy on the path to greater understanding and appreciation of the history, cultures and rich diversity of Indigenous peoples and to take time to pause and honour the resilience and determination of Indigenous peoples across the country.

 

Merci / Thank you / Kleco / Ekosani / Miigwech / Meegwetch / Mahseecho / Mutna / Wopida / Hei / Marci Cho / ᖁᐊᓇᖅᑯᑎᑦ / Quanaqqutit / Nakurmik / Kukwstsétsemc / Woliwun / Haawa

 

Nadine Spence and Michael Nadler

Co-Champions for Indigenous Employees

Ron Hallman

President and CEO

#ParksCanadaProud #StrongerTogether

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Colleagues:

It is with mixed feelings that I inform you that Brad Martens, Chief Information Officer under the Strategic Policy and Planning Directorate, has accepted a new challenge with Health Canada, as Executive Director, Special Projects, effective June 21, 2021.

Since joining Parks Canada in 2016, Brad has played a pivotal role in the evolution of the Office of the Chief Information Officer (OCIO). Under his leadership, many initiatives have been put in place, including centralization and modernization of the Service Desk, as well as the launching of new service lines focused at addressing site-specific issues and enabling workflow automation.

In the past year, Brad has been extremely proud of the way his team has responded to the pandemic. The OCIO worked tirelessly, under a difficult operating environment, to ensure that all team members had what they needed to communicate and work remotely.

Please join me in congratulating Brad and wishing him every success in his future endeavours.

Please note that Christine Denis will act as Chief Information Officer effective June 21, 2021, until a strategy for permanent staffing is put in place. Christine can be contacted at: christine.denis@canada.ca.

 

Ron Hallman

President & CEO

 

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Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear colleagues,

I am very pleased to invite you to the recognition ceremony for the CEO Awards of Excellence 2021 edition LIVE from Parks Canada Place in Gatineau, to be held on Tuesday, June 22 at 13:00 EDT.

Once again, the ceremony will be virtual, and transmitted via Webcast. Simultaneous translation and sign language will be available for this event.

Over the past year, Parks Canada has made an important difference for all Canadians and for all of the places entrusted to our care. I am inspired with the outstanding nominations that were submitted to recognize our colleagues for their passion, service and dedication.

Let’s participate in strong numbers to support our colleagues and to celebrate the recipients who will be acknowledged during the ceremony.

 

Ron Hallman

President & CEO

 

#ParksProud #StrongerTogether #CEO AwardsPCA

Link to the ceremony: https://collaboratevideo.net/parks-parcs-210622/

On Tuesday, June 22, 2021 at 13:00 EDT

In order to protect the Parks Canada network from security threats, and to avoid network overload, please do not use the Parks Canada network (VPN) to watch the live broadcast. Use a personal device or disconnect from the VPN before clicking on the link to join the meeting on a work device.

If it is not possible for you to join us, don't worry, the live broadcast will be recorded and the video, will be available on the CEO Awards of Excellence 2021 ParksNet page at a later date.

Colleagues,

I am pleased to announce the appointment of Lila Turenne to the position of Director, Strategic Planning and Corporate Services, effective June 28, 2021.

Lila officially joined the public service in 1999 and worked with various departments before joining Statistics Canada 12 years ago. As a director in the Communications Branch, she oversaw the agency’s official outreach program, centralized language services, as well as creative communications. She was also the Champion for Visible Minorities.

Recently, Lila joined the Treasury Board Secretariat as Acting Senior Director, Strategic Management and Engagement, at the Centre on Diversity and Inclusion within the Office of the Chief Human Resources Officer.

She graduated with a Bachelor of Arts in translation and a minor in German from Concordia University, in Montréal, then went on to earn a Master’s Degree in translation from the University of Ottawa.

Lila has two daughters and enjoys music, dancing, travelling, nature and reading, and speaks six languages.

Please join me in congratulating Lila on her appointment to the position of Director, Strategic Planning and Corporate Services.

 

Ron Hallman

President & CEO

 

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Colleagues,

I am pleased to announce the appointment of Kelly Bell to the position of Director, External Finance Planning and Reporting and Costing Centre of Expertise, effective June 21, 2021.

Kelly’s career in the Public Service started in 2001 with a financial systems position at Transport Canada. She moved to Correctional Services in 2012 where she continued to work in the financial systems domain.

In 2016, Kelly moved to the Canadian Food Inspection Agency where she had the opportunity to work in financial advisory services, the Treasury Board Submission Unit, and Resource Management.

She graduated from Wilfrid Laurier University with a BA in Finance and Accounting. She also holds a Chartered Accounting designation.

Kelly and her husband have 3 children, all of whom are avid outdoors people and are very excited about her move to Parks Canada. The family also has fish.

Please join me in congratulating Kelly on her appointment to the position of Director, External Finance Planning and Reporting and Costing Centre of Expertise.

 

Ron Hallman

President & CEO

 

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Invitation to our next Parks Canada Virtual Town Hall

Hello colleagues,

Our next virtual town hall with all Parks Canada team members from coast to coast to coast will be held on Tuesday, June 15, 2021 from 1 p.m. to 2:30 p.m. (EDT), 2:30pm to 4:00pm (NDT), 2:00 p.m. to 3:30 p.m. (ADT), 12:00 p.m. to 1:30 p.m. (CDT), 11:00 a.m. to 12:30 p.m. (MDT and PDT), 10:00 a.m. to 11:30 a.m. (PDT).

TO PARTICIPATE:

English: link
French : link
Canada Toll Free: 1-855-288-0982
Access code, no interpretation: 958 392 46
Access code for English: 958 455 94
Access code for French: 958 493 44

Having trouble dialing in? Try these backup numbers:
+1-855-244-8677 (Canada)
+1-416-915-6530 (Toronto)

Here is the agenda for the virtual meeting:

1. Introduction and welcome by Master of Ceremonies
2. Opening prayer and virtual smudge by Peter Lariviere, Special Advisor Indigenous Affairs Branch
3. Remarks by President and Chief Executive Officer, Ron Hallman
4. Panel with the Visitor Experience Team on the all new Directive on Inclusive Sanitary Facilities Design
5. Panel with the Indigenous Affairs and Cultural Heritage Directorate regarding the recent innovations at national historic sites
6. Panel with the Protected Areas Establishment and Conservation Directorate on the latest news pertaining to urban parks
7. Question Period with President and Chief Executive Officer and Vice-Presidents through moderated chat
8. Closing remarks by President and Chief Executive Officer

I look forward to interacting with all of you and invite you to join the broadcast (detailed instructions are listed below).

 

#StrongerTogether   #ParksProud

Ron Hallman

President & CEO

Instructions on how to participate:
https://collaboratevideo.net/Parks-Parcs-210615/en.php

1. In order to protect the Parks Canada network from security threats, and to avoid network overload, please do not use the Parks Canada network (VPN) to watch the live broadcast. Use a personal device or disconnect from the VPN before clicking on the link to join the meeting on a work device.
2. Team members are strongly encouraged to send in questions for all panelists ahead of time to pc.infointranet-intranetinfo.pc@canada.ca.
3. During the event you will also be able to ask questions to the PCEO, VPs and other participants through the “ 🙋 ” feature.
4. If your Internet connection is slow and you prefer listening by phone, please follow the instructions on ParksNet and Parks(EXTRA)Net (which will be published on the day of the Town Hall).

If you’re unable to join us, don’t worry. The live broadcast will be recorded and the video with bilingual subtitles will be shared on ParksNet and Parks(EXTRA)Net at a later date.

 

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear colleagues,

This week is National Public Service Week (NPSW) and, like last year, we are recognizing the work of the Parks Canada team and all public service employees at a difficult time. I salute all of you and am honoured to be part of the dedicated Parks Canada team that is delivering our services and our mandate so effectively, despite all of the challenges of the last months and weeks.

For this National Public Service Week, let’s all take a moment to reach out to one another and show our support and appreciation for colleagues. If you click on this link, you can choose a postcard to send to a colleague with a personal message of appreciation. It’s a small gesture that can brighten up someone’s day.

This year, we’ve experienced another extraordinary season opening. We have succeeded in ensuring that Parks Canada administered places are ready to welcome all Canadians and we can take pride in our collective work that has made this possible. We have also had recent success in playing an important part of Budget 2021: A Recovery Plan for Jobs, Growth, and Resilience, which will help us to even further advance conservation, urban parks, and the protection of cultural heritage.

We are proudly serving Canadians every day and our strength resides in our talented and committed team. I am proud of each of you because, with your efforts, we are not only delivering Parks Canada’s mandate but we are also coming together as a team and making progress toward being the Agency we want to be: one that is inclusive and welcoming to all.

I hope you all join me and many of our colleagues tomorrow at 1:00 p.m. EDT during our Virtual Town Hall and take time during the week to reflect and celebrate yours and your teams' many successes and contributions.

 

Ron Hallman

President & CEO

#StrongerTogether  #ParksCanadaProud

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear colleagues,

As we approach National Public Service Week, I can’t think of a better way to celebrate, than to recognize our colleagues who have been nominated for the 2021 CEO Awards of Excellence.

Once again this year, we received an impressive number of nominations (45 groups and 25 individuals) for a total of 408 nominees. This demonstrates that even in an unprecedented year, with its share of challenges, taking the time to recognize the exceptional contributions of our colleagues is still paramount.

Starting June 14, for 4 consecutive days, please join me and Field Unit Superintendents from across the country, as we announce the nominations through a series of 4 video presentations that will be posted on ParksNet.

Nominations will be followed by a LIVE virtually streamed awards ceremony, on Tuesday, June 22 at 13:00 (EDT); please mark your calendars. More details about the awards ceremony will follow.

I look forward to your attendance in great numbers to share in this distinguished event!

 

Ron Hallman

President and CEO

#ParksProud  #StrongerTogether

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Hello,

HR Self Service is back up.

Thank you for your patience.

 

Line Lamothe

Vice President, Human Resources and Employee Wellness

Human Resources and Employee Wellness Directorate

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Hello,

Please note that HR Self Service is temporarily down. We’re currently working diligently to solve the issue, and we will let you know when the issue is resolved.

We apologize for any inconvenience. For questions or concerns, please contact the helpdesk via Jira at the following link:
http://jira/servicedesk/customer/portal/13/group/55

 

Line Lamothe

Vice President, Human Resources and Employee Wellness

Human Resources and Employee Wellness Directorate

Dear colleagues,

Today, I write to all of you deeply saddened by the tragic act of hatred and racism which occurred in London, Ontario last Sunday. This attack took the lives of four people and has left a family and community devastated. Words cannot express the sorrow and grief being experienced by Canada’s Muslim communities and the Muslim community within Parks Canada at this time.

To our Muslim colleagues, please know that Parks Canada stands in solidarity with you, your families and communities. We embrace you and will do our part to support you at this time of pain and grief.

The Parks Canada team is committed to diversity and inclusion and to fostering workplaces that are welcoming and supportive for all. We must make every effort to help our colleagues feel safe and valued in the workplace and to continue to build the inclusive and caring organization we all want to be.

Please note that if you are having a difficult time, we encourage you to reach out for help. The Employee and Family Assistance Program can be reached at 1-800-268-7708 or 1-800-567-5803 for people with a hearing disability.

Ron Hallman

President and CEO

#ParksCanadaProud

#DiversityAndInclusion

Our next virtual town hall with all Parks Canada team members from coast to coast to coast will be held on Tuesday, June 15, 2021 from 1 p.m. to 2:30 p.m. (EDT), 2:30pm to 4:00pm (NDT), 2:00 p.m. to 3:30 p.m. (ADT), 12:00 p.m. to 1:30 p.m. (CDT), 11:00 a.m. to 12:30 p.m. (MDT and PDT), 10:00 a.m. to 11:30 a.m. (PDT).

This event will include ASL/LSQ sign language interpretation and simultaneous translation.

We hope to see you in large numbers!

• Invitation Summary

  Town Hall Agenda

  1. Introduction and welcome by Master of Ceremonies
  2. Opening prayer and virtual smudge by Peter Lariviere, Special Advisor Indigenous Affairs Branch
  3. Remarks by President and Chief Executive Officer, Ron Hallman
  4. Panel with the Visitor Experience Team on the all new Directive on Inclusive Sanitary Facilities Design.
  5. Panel with the Indigenous Affairs and Cultural Heritage Directorate regarding the recent innovations at national historic sites.
  6. Panel with the Protected Areas Establishment and Conservation Directorate on the latest news pertaining to urban parks.
  7. Question Period with President and Chief Executive Officer and Vice-Presidents through moderated chat
  8. Closing remarks by President and Chief Executive Officer

   

  Panelists:

  1. Visitor Experience Branch
  2. Indigenous Affairs and Cultural Heritage Directorate
  3. Protected Areas Establishment and Conservation Directorate

   

  Mark your calendars. An official invitation will also be sent via Outlook.

• Instructions on how to participate

   

  REMINDER: The link to the virtual event will only be shared on the day of the town hall in order to minimize, as much as possible, any potential interruption during the event.

  1. In order to protect the Parks Canada network from security threats, and to avoid network overload, please do not use the Parks Canada network (VPN) to watch the live broadcast. Use a personal device or disconnect from the VPN before clicking on the link to join the meeting on a work device.
  2. Team members are strongly encouraged to send in questions for all panelists ahead of time to pc.infointranet-intranetinfo.pc@canada.ca.
  3. During the event you will also be able to ask questions to the PCEO and VPs through the chat feature.
  4. If your Internet connection is slow and you prefer listening by phone, dial-in details will be available on the day of the event.

This message deals with topics that may cause trauma by invoking memories of past abuse. Some recipients may not wish to read this message in order to minimize the risk of triggering.

Dear colleagues,

Over the past two weeks, the heartbreaking news from the former Kamloops residential school and the second anniversary of the final report of the National Inquiry into Missing and Murdered Indigenous Women and Girls have affected us all. They are sombre and powerful reminders of Canada’s colonial reality and of the discrimination and the deep and abiding pain experienced by Indigenous people in Canada.

As we begin the second week of National Indigenous History Month, we join with the Tḱemlúps te Secwepemc people, residential school survivors, their families, Indigenous communities across Canada, and all Canadians in mourning the Indigenous children who were lost at the former Kamloops residential school. We also mourn all of the Indigenous children who did not make it home from residential schools and we solemnly remember the survivors who made it home, but who endured severe emotional and physical trauma.

National Indigenous History Month takes place in June each year to honour the history, cultures, and diversity of Indigenous peoples in Canada. This year more than ever, it offers important opportunities to learn about and reflect on the long-lasting impacts of our colonial context and to consider the extraordinary strength and resilience of Indigenous peoples and communities, who persevere despite experiencing profound discrimination and intergenerational trauma. We encourage all of you to make a personal commitment to try to better understand the experiences of Indigenous people in Canada, to listen to the stories, and to explore what happened and what continues to happen.

A good place to start is to read the report of the Truth and Reconciliation Commission and its Calls to Action, specifically Call to Action 57, which underscores the responsibility of all federal departments to learn about and educate team members on the histories of Indigenous peoples in Canada, including the legacy of residential schools, Indigenous cultures, treaties, and Indigenous rights. While reading this report, ponder what were the impacts of these schools and the experiences of survivors and how these impacts play out today.

There are also resources available on the Parks Canada website that can help you to learn more about residential schools. If you would like to know how you can take action to support the Tḱemlúps te Secwepemc people, the community has posted suggestions on its website (available in English only).

National Indigenous History Month reminds us of our shared responsibility to learn about the experiences of Indigenous people in Canada. Learning brings understanding and understanding is a first and important step in helping to ensure that we all can better honour and respect Indigenous rights as well as First Nation, Inuit and Métis colleagues, communities, nations and territories. By making a commitment to learning more about the dark legacies of our history and the persistence of how those experiences shape the challenges and barriers for Indigenous peoples, including Indigenous colleagues today, we can begin to carry some of the load placed on Indigenous peoples to educate others by assuming responsibility for our own learning and action. Learning about the past and current lived experiences of Indigenous people can help us to change our present and our future.

Throughout June, Parks Canada will mark National Indigenous History Month on ParksNet. We encourage you to deepen your understanding of the unique cultures, histories and perspectives of First Nations, Inuit and Métis peoples, and the important role Indigenous peoples continue to play as stewards of heritage places across the country. We also ask you to contemplate what actions you can take in your own role to advance the development of meaningful relationships with Indigenous partners, hold up and amplify Indigenous voices and help create a future that learns the hard lessons of the past.

Take some time each week to participate in the learning activities, and consider some of these resources:

● Access the Indigenous Awareness Week Toolkit on ParksNet to watch an Indigenous film, try recipes or visit a virtual exhibit, read up on Indigenous history, cultures and experiences, check out #IndigenousReads, or listen to Indigenous voices inside and outside of the public service.

● Check out Indigenous Affairs Branch resources to learn the importance of land acknowledgments and tip sheets on “What’s New”.

● Take some courses from the Canada School of Public Service, such as o Reconciliation: A Starting Point (an educational mobile app), and; o Indigenous Learning Series or Anti-Racism Learning Series.

● Download banners, posters and other social media assets and share National Indigenous History Month on social media with the hashtag #NIHM2021 or National Indigenous Peoples Day with the hashtag #NIPD2021.

● Download the web kit, Celebrating National Indigenous History Month, from Indigenous Services Canada and Crown-Indigenous Relations and Affairs Canada —publicly available learning resources from National Indigenous Organizations and their partners and other government departments.

● Discuss with your colleagues or team the actions you can take toward our collective commitments to deepen relationships with Indigenous peoples and how you can work to further our commitment to working with Indigenous partners in a manner that reflects respect and is responsive to their priorities.

There is more work to do. We must all redouble our efforts to create a supportive and welcoming environment for Indigenous partners, communities and colleagues. We must work collaboratively to truly promote and protect the inherent rights, traditions, and heritage of Indigenous peoples. We must strive for greater understanding and based on that understanding take action. We must help Indigenous cultures and languages grow and thrive. And we must acknowledge and recognise the courage, strength, and perseverance lived and demonstrated by Indigenous people in Canada every day.

Merci / Thank you / Kleco / Ekosani / Miigwech / Meegwetch / Mahseecho / Mutna / Wopida / Hei Hei / Marci Cho / ᖁᐊᓇᖅᑯᑎᑦ / Quanaqqutit / Nakurmik / Kukwstsétsemc / Woliwun

Nadine Spence and Michael Nadler

Co-Champions for Indigenous Employees

Ron Hallman

President & CEO

Dear Colleagues,

Each year in June, we celebrate Pride Month. As we come together in celebration, we recognize, the influence, struggles and achievements of LGBTQ2+ communities around the world. As we grow in our historical knowledge and understanding, we ensure that we celebrate the significant work of Black trans women and trans women of colour, such as Martha P. Johnson and Silvia Riviera, on the frontlines, leading up to and during this event and forerunners of the movement as a whole.

The Parks Canada LGBTQ2 Network includes the expanded flag, with brown and black stripes, that acknowledge the lived intersections of race, as we continue to stand in solidarity with other historically marginalized groups. In 1971, the We Demand document where government employees demanded the right to work and safety, “in a democratic society, if one minority is denied freedom, all citizens are oppressed,” was presented. Today, we work to ensure a rainbow of diversity and equitable inclusion of LGBTQ2+ communities in our organization and around the world.

During Pride month at Parks Canada, there are so many opportunities to learn, get involved and show solidarity. •Wear a pin or embroidered crest from Parks Canada’s Pride Collection at your next virtual meeting and raise the visibility of LGBTQ2 inclusivity within the Agency and beyond. •Parks Canada’s has become a member of Pride at Work Canada recognizing LGBTQ2 concerns, along with a recognition of experience among people with different overlapping identities. Staff can attend virtual webinars and subscribe to the Newsletter to stay informed and involved. •Canada School of Public Service provides great opportunities get involved in creating inclusive spaces with courses such as - Positive Space Initiative: LGBTQ2+ Awareness (W080) and Positive Space Initiative: Becoming an Ambassador for LGBTQ2+ Inclusion (W081) •And as always, the LGBTQ2 employee network at LGBTQ2@canada.ca is a great place to connect. Knowing that there is still much work to do, let’s continue to celebrate any gains as we work as we ensure inclusion for all.

Marcia Morash & Andrew Campbell

LGBTQ2 Network Co-Champions

Hélène Genest

LGBTQ2 Network Chair

This message deals with topics that may cause trauma by invoking memories of past abuse. We recognize that some employees may not want to read on to minimize the risk associated with triggering

 

Yesterday marked the start of National Indigenous History Month, a time to celebrate the history, heritage and diversity of First Nations, Inuit and Métis peoples in Canada. As we enter into this month’s celebrations, we must also remember and acknowledge the discrimination that Indigenous Peoples have had to deal with. This year’s events are taking place at a time of great sadness. As the head of the Public Service of Canada, I join the Tk'emlúps te Secwépemc people, residential school survivors, their families and their communities, Indigenous communities across Canada, and all Canadians in mourning the Indigenous children whose remains were found on the site of a former residential school in Kamloops, British Columbia.

We mourn for all of the children who died while at residential schools or who made it home but experienced severe emotional and physical trauma. I am thinking in particular of the pain that parents and families are feeling at this terrible news.

 

We know that residential schools represent a shameful chapter of our history that we are still working to address in meaningful ways through reconciliation and the dismantling of systemic discrimination. This horrific incident in Kamloops is something that is difficult to face. It reminds us of our collective responsibility to better understand the atrocities suffered by Indigenous Peoples, and to act as allies to change our present and future. I encourage all of you to look inward and be honest in your personal journey to understand these realities. Push your personal boundaries as you access learning resources and listen to the stories, experiences and perspectives of survivors and Indigenous Peoples—something that I myself commit to doing more of. A good place to start is to review the calls to action from the Truth and Reconciliation Commission, and to ask how you can help to implement them in your work and in your workplace.

 

As public servants, we have a special role to play. We can work with Indigenous Peoples to ensure that our policies and programs benefit Indigenous Peoples and foster meaningful reconciliation. We can work collaboratively to truly promote and protect the inherent rights of Indigenous Peoples and celebrate as Indigenous cultures grow and thrive. We can work to make our workplaces healthy and inclusive so that Indigenous colleagues are free from discrimination and harassment. Whether you have a direct impact or not, we all have a collective obligation to participate in reconciliation. Please understand this as you undertake your daily work. If you have been affected by this tragedy, reach out. Consult your organization’s Employee Assistance Program. You can also reach out for help through Wellness Together Canada, or contact the National Indian Residential School Crisis Line at 1-866-925-4419.

Thank you and take care of each other,

Janice Charette

Interim Clerk of the Privy Council and Secretary to the Cabinet

Dear colleagues,

On June 2, join me and others across Canada in wearing red during National AccessAbility Week. Red Shirt Day is an opportunity to show solidarity and support for those living with disabilities, and a reminder to keep pursuing our efforts towards greater inclusion of all in our work and social environments.

The day is also an opportunity to celebrate and recognize the many achievements of people with disabilities, as we work to make our workplace and Parks Canada administered places inclusive and accessible for all. Disability can be temporary, long-term or permanent. It can be congenital or the result of an accident, mental health stressors or illness.

Some are visible while others can’t be seen. We must all ensure our communities are a welcome space in which everyone can participate to the fullest. Here at Parks Canada, we continue working towards creating fully accessible and inclusive workplaces that include and value a diversity of people and abilities.

We still have much work to do. Let’s continue to learn from and inspire each other as we improve our systems and processes, so that no one is left behind! For more information on Red Shirt Day and events taking place this week visit the National AccessAbility Week ParksNet page.

#RedShirtDay,

#RedForAccessAbility

Ron Hallman

President & CEO

Dear colleagues,

The tragic news that emerged on May 27 from the former Kamloops residential school in British Columbia is a painful reminder that this dark and shameful time in Canada’s history resonates today and into the future. It is also a sombre and powerful reminder of the deep and abiding pain suffered by Indigenous people and of the enduring strength and compassion of Indigenous communities who continue to face challenges as we walk the difficult path to reconciliation.

Flags on the Peace Tower in Ottawa and on all Government of Canada buildings across the country, including at all Parks Canada locations, will be flown at half-mast until further notice to mark this national tragedy and to honour the families whose lives were forever changed, as have been the lives of the countless survivors of residential schools and their families across Canada and across multiple generations. This news will undoubtedly bring up difficult memories and emotions for many Parks Canada team members and their families, friends, and communities.

If you are having a difficult time, we encourage you to reach out for help. Please talk with a trusted friend or colleague, an Elder, or a professional, or consider using one or more of the valuable resources below that are ready and available to provide you with support.

•Employee and Family Assistance Program: 1-800-268-7708 or 1-800-567-5803 for people with a hearing disability (/96442.aspx?lang=en).

•Indian Residential Schools Resolution Health Support Program: 1-866-925-4419 (https://www.sac-isc.gc.ca/eng/1581971225188/1581971250953).

•Indigenous employees can also access the Hope for Wellness Help Line at 1-855-242-3310, or connect to the online chat through their website by cutting and pasting this link into your browser navigation window: https://www.hopeforwellness.ca/.

To our Indigenous team members in particular who are affected by this tragedy, know that you have our support and our thoughts are with everyone who is affected by this tragic news. We would like to remind you that it is important to take care of yourself and each other. Such news can affect people in different ways. Some people are personally affected while, for others, the incident may trigger emotions based on past experience. We encourage you to have an open discussion about the impacts of this situation and to call on the resources available.

Therefore, we would like to ask managers and supervisors to be flexible and accommodating with their team members during this period. Last week’s news was heartbreaking and our deepest sympathies go to Tk’emlups te Secwepemc First Nation and all Indigenous people across Canada at this time. If you would like to better understand the history of the residential schools system in Canada and its impacts on Indigenous peoples, please visit resources like the Truth and Reconciliation Commission website (http://www.trc.ca/) or the announcement recognizing Canada’s Residential School System as an event of national historical significance. We also suggest taking time to learn about the Truth and Reconciliation Commission of Canada and its Calls to Action, specifically Call to Action # 57, which underscores the responsibility of all federal departments to educate team members on the histories of Indigenous peoples in Canada, including Indigenous peoples’ cultural and treaty rights.

As a Parks Canada family, we have the responsibility to stand with our colleagues, friends, partners, and neighbours who are grieving. In the coming days, we will be seeking advice and looking for meaningful ways to mark and talk through this event together. In the meantime, we invite all Parks Canada team members to join us in allyship and solidarity with Indigenous Peoples as we work to confront our shared past in order to build a better future together.

Let us all actively support one another at this difficult time in our nation’s history.

Merci / Thank you / Kleco / Ekosani / Miigwech / Meegwetch / Mahseecho / Mutna / Wopida / Hei Hei / Marci Cho / ᖁᐊᓇᖅᑯᑎᑦ / Quanaqqutit / Nakurmik / Kukwstsétsemc / Woliwun

Ron Hallman

President & CEO

Nadine Spence and Michael Nadler

Co-Champions for Indigenous Employees

In response to the rise of anti-Asian racism and hate crimes in Canada, the Government of Canada’s Network of Asian Federal Employees (NAFE) was officially launched on May 26th 2021.

The important mission of the NAFE is to “support the Public Service to cultivate an inclusive workforce that embraces a culture where diversity is valued, and actively supports Asians in their contributions to the public service while managing their careers.” 

The objectives of the NAFE include:

I) working collaboratively with departments to focus on providing an open, safe and supportive work environment for Asian federal government employees and maintaining a network for the sharing of information, resources and experience;

II) promoting awareness of Asian cultures, Asian contributions to Canada, challenges affecting Asian federal public servants, and building allyship to improve cross-cultural understanding and workplace inclusion; and

III) mobilizing collective action to advance diversity and inclusion in the public service, inter alia, by setting appropriate benchmarks for equitable representation at all levels; identifying and removing barriers to entry and advancement; supporting targeted career development and ensuring accountability and transparency.

The NAFE is open to Asians and their allies occupying a position in the Canadian Federal Public Service, and we, as Co-Champions for People of Colour Employees, encourage anyone at Parks Canada who is interested in joining the NAFE to do so. More information, including the full Terms of Reference, can be found on the NAFE GC Connex page.

Thank you,

Rima Hamoui and Adriana Bacheschi

Co-Champions, Co-Champions for People of Colour

Ron Hallman

President & CEO

In recognition of National AccessAbility Week, which begins on May 30th, Nicholas Irving and I, as Co-champions of Parks Canada’s Employees with Disabilities Network would like to invite you to join a virtual event. Titled Disability Inclusion: Leaving no one behind, the event will be held June 1 from 11:00 am to 4:00 pm (EDT).

Hosted by the Office of Public Service Accessibility at the Treasury Board Secretariat, in collaboration with the Canada School of Public Service, the event will celebrate the anniversary of Nothing Without Us, the Accessibility Strategy for the Public Service.

You will have the opportunity to hear inspiring stories about how we are working together to build an inclusive public service for people with disabilities. This event will be bilingual, with interpretation in both official languages, American Sign Language and langue des signes québécoise interpretation will be provided as well as Communication access real-time translation (CART) services. To register, click here.

While the important contributions of public servants with disabilities will be highlighted from May 30 to June 5, for National Accessibility Week, Nicholas and I look forward to working with the soon to be renewed Employees with Disabilities Network on priorities like raising awareness not only of the challenges faced by public servants with disabilities, but also their many abilities. By working together, we can eliminate obstacles for people with disabilities, and create an inclusive, healthy and welcoming workplace for all.

For more information about the Office of Public Service Accessibility

Darlene Upton and Nicholas Irving

Co-champions, Employees with Disabilities Network

Ron Hallman

President & Chief Executive Officer

Dear colleagues,

As the nicer weather is upon us, our team members will no doubt want to head outdoors soon. To this end, I encourage you to take some time for yourselves and discover the treasured places we protect and promote on behalf of Canadians, when it is safe to do so. The Parks Canada Employee Learning and Discovery Passes (ELDP) are available. However, due to the continued exceptional circumstances, they will not be distributed and entry to our places will once again be done as follows:

Upon arrival, show your Parks Canada employee ID card for free entry to Parks Canada places; or

1.If you do not have an employee ID card, simply show this email, either printed or on your Smart phone. You will also need to show an ID card with your name, which must match your name on this email.

The ELDP grants access to the national parks, national historic sites and national marine conservation areas administered by Parks Canada. Parks Canada employees can be accompanied by their family (up to two adults and their dependent children).

Please consult the ELDP ParksNet page for more information. The safety and wellness of our visitors and team members remains our priority. As such, I invite you to visit the Parks Canada website for important information about visitor safety during COVID-19, to help you in preparing a safe trip. Please remain vigilant in your efforts to flatten the curve and to ensure your safety and that of your family, your colleagues, and our visitors.

Thank you and stay well,

Ron Hallman

President & CEO

Colleagues,

I am pleased to announce the deployment of Geri Syroteuk, who for the next year will assume the functions of Director, Strategic Partnering, External Relations and Visitor Experience, effective May 19, 2021, during Laurel Poole’s absence.

Geri brings to this new challenge a broad background and over 20 years of experience with Parks Canada, both in field operations and in national office roles. Throughout her career, she has held a number of different leadership positions, including Field Unit Superintendent for the New Brunswick South Field Unit, Manager of Visitor Experience, Manager of Media Relations, and Manager of Executive Services. Geri also served as Senior Advisor to the Vice President, External Relations and Visitor Experience (ERVE), where she contributed to the creation of the ERVE Directorate as well as external relations and visitor experience teams across the country.

Geri holds a Bachelor’s degree in Business Administration from the University of York Schulich School of Business. She is a talented and dedicated public service leader who brings a passion for service to Canadians and for the protection and presentation of Canada’s natural and cultural heritage. Geri is based in Victoria, British Columbia, where she lives with her husband and young daughter.

Please join me in congratulating Geri on her new role as Director, Strategic Partnering, External Relations and Visitor Experience, and wishing her success in her new duties.

Ron Hallman

President & Chief Executive Officer

Hello,

Further to my message of May 13, 2021, you can now view the results of the 2020 Public Service Employee Survey (PSES), aggregated by field unit or by business unit. I invite you to participate in meetings that will take place in your field or business units to discuss the survey results.

This is an opportunity for you to share your ideas for improving your workplace, because every little action counts.

To learn more about the employee survey and its results, please visit ParksNet. Thank you again for taking the time to participate in the PSES 2020. I would like to take this opportunity to reiterate the significance I place on this survey. Sharing your views and insights is one of the most important ways you can help shape the future of our workplace.

Ron Hallman

President & Chief Executive Officer

Dear colleagues,

Indigenous Awareness Week will be marked by the federal public service next week, from May 25th-28th. This coming week, and during the month of June, National Indigenous History Month, I encourage all Parks Canada team members to learn about the rich diversity of Indigenous cultures, histories and perspectives throughout Canada.

Parks Canada team members work with partners to care for ancestral territories and homelands of First Nation, Inuit, and Metis peoples in all areas of the country. Indigenous Awareness Week provides an opportunity to develop a deeper appreciation of how the land, waters and ice have shaped Indigenous cultures, knowledge and communities, and supports actions to create stronger relationships with Indigenous peoples in all areas of our work. To inspire your exploration and learning, the Indigenous Affairs Branch has prepared a virtual toolkit and program/curated list of resources where you will find links to the Indigenous Learning Series developed by the Canada School of Public Service, as well as Indigenous films, books, recipes, music, and other resources as a way to get started. I also encourage you to take the time to learn about your local context and partners as a way to strengthen relationships where you live, work and play. Please also take a moment to capture your learning journey over the next month, and enter the Indigenous Awareness Week contest for your opportunity to win a book by an Indigenous author!

While Parks Canada teams continue to forge closer relationships with Indigenous partners, more can and must be done. We are all an important part of this work. It is up to all Parks Canada team members to take the time to develop the understanding, knowledge, and skills to advance reconciliation, and gain an even greater appreciation for the incredibly rich diversity of Indigenous cultures in Canada – both during Indigenous Awareness Week, and throughout the year. Together we can embrace reconciliation, make a more welcoming environment for Indigenous partners and colleagues, and move toward a future free of discrimination and systemic racism.

I look forward to continuing our work to advance meaningful relationships with Indigenous peoples, including cooperative management and shared decision-making, revitalizing Indigenous practices on lands and waters, the braiding of Indigenous and western scientific knowledge systems, and increased economic opportunities. Thank you for dedicating some of your time to this important week and for your continued hard work in advancing these objectives.

Thank you, miigwetch, maarsi, nakurmiik

Ron Hallman

#IndigenousAwarenessWeek #StrongerTogether #ParksProud

Colleagues,

As noted in my message to all staff on April 23, through Budget 2021 the Government re-confirmed its commitment to many of Parks Canada’s highest priorities. In particular, it provides $35M to Parks Canada, through to the end of 2023, to maintain capacity needed to deliver a program of work currently valued at approximately $570M. This capacity is also key to the completion of a long-term strategy to ensure the sustainability of our capital asset portfolio, in advance of an anticipated capital funding renewal request in a future federal budget. I am pleased to announce that David Millar and Stephen Braham have accepted temporary assignments, effective May 17, 2021 – March 31, 2022, to lead a small, dedicated Long Term Asset Strategy (LTAS) Team tasked with delivering this strategy.

The LTAS Team will report to Rima Hamoui, VP Strategic Policy and Planning for this initiative, which is being co-sponsored by Andrew Campbell, SVP Operations. The team will work horizontally across all directorates to build upon previous LTAS activities. The work of the team is complementary to other critical initiatives underway to strengthen the Agency’s investment readiness, namely: the Accrual Budgeting Project, led by Jean Deschamps, and Advancing and Modernising our Capital Investment Program, led by Tambrae Knapp. Collectively, these three initiatives will lay a strong foundation for the management of Parks Canada assets in the future and will assist us in achieving our objective of securing the long-term sustainability of our capital program.

Please join me in wishing David and Stephen success in these assignments. An announcement regarding the approach to temporarily backfilling their substantive positions will be made soon.

Ron Hallman

#ParksCanadaProud #StrongerTogether

Dear Colleagues,

I am pleased to announce the appointment of Paula Garrow to the position of Director, Indigenous Policy, effective May 25, 2021.

Paula’s public service journey brings her back to Parks Canada after opportunities at the Department of National Defence working on Indigenous policy and consultation, and at the Canada School of Public Service leading a team working on the design and delivery of learning products in business related fields.

At Parks Canada, she was fortunate to have had the opportunity to work with fantastic people in Cabinet Affairs, legislation, regulations, and investment planning, and with a passionate team on the National Program of Historical Commemoration and world heritage. Before that, Paula spent seven years at the Treasury Board Secretariat gaining a whole new perspective on government operations and a greater appreciation for how government works. She began her career and spent over 10 years at (the former) Indian and Northern Affairs Canada working in a number of diverse portfolios (e.g., research and analysis, audit and evaluation, intergovernmental relations).

Paula holds an MBA from the University of New Mexico, an MA in Geography from Queen's University and a BA in Geography from Carleton University. Paula has two daughters, one rabbit, and one significant other. Her family is Kanien’kehá:ka (Akwesasne – bear clan / turtle clan).

Please join me in congratulating Paula on her appointment to the position of Director, Indigenous Policy.

Ron Hallman

President & CEO

This year marks the 50th anniversary of the first organized LGBTQ2 rights demonstration on Parliament Hill. The event aimed to publicize the We Demand ten-point brief “that called for changes to discriminatory federal laws and policies concerning gays, bisexuals, and lesbians in Canada.” At the time, these demands received little support from the Canadian public or the government. The We Demand brief did not include gender identity and therefore did not include trans rights.

Fast-forward 50 years to 2021 and it is evident that in order to truly make progress, no one can be left behind. The LGBTQ2 movement stands on the shoulders of many marginalized communities and owes a debt to hard-fought battles of Black trans women and trans women of colour. Today, trans and gender nonconforming people’s rights are at the front and centre of the fight for equality. With the efforts of network members, in 2020 Parks Canada released the second edition of our Guide to Trans-Inclusive Workplaces. The newly approved Parks Canada Directive for Inclusive Sanitary Facility Design will support everyone’s needs and will facilitate the inclusion of gender diversity and other groups that seek equity.

In 2021, we continue to live through a historic pandemic which has revealed and magnified inequities. We have also witnessed or participated in unprecedented, worldwide opposition to racial injustice. Let us be clear --the LGBTQ2 network stands in solidarity with other historically marginalized groups-- our friends from Black, Indigenous, people of colour, and people with disabilities communities. The We Demand words still ring true: “In a democratic society, if one minority is denied freedom, all citizens are oppressed.” We still have far to go before we all feel safe at home and in our workplaces, but we continue to work to ensure inclusion and diversity. It is up to all of us to demonstrate our commitment in making Parks Canada a welcoming place to work and visit for ALL.

To approach LGBTQ2 issues with a recognition of differences in experience among people with different overlapping identities, last fall Parks Canada joined Pride at Work Canada. We encourage all Parks Canada’s team members to take advantage of this membership by attending the virtual webinars. Subscribe to Pride at Work’s newsletter to stay informed. Consult the new Parks Canada FAQ for advice when organizing Pride events. Wear the Pride Collection at your next virtual meeting and raise the visibility of LGBTQ2 inclusivity within the Agency and beyond.

Over the Pride season, we will launch a series of initiatives regarding the Pride flags, Pride pins and we will promote the exciting virtual program of the Public Service Pride Week to be held in August 23-27. Stay tuned! Until then, support each other, and stay healthy!

Marcia Morash & Andrew Campbell
Network Co-Champions

Hélène Genest LGBTQ2 
LGBTQ2 Network Chair

Dear Colleagues,

On March 22, you received a message about the collective agreement pay rate update. This message informed you that the new rates of pay would be updated on March 30, 2021 . Public Service and Procurement Canada has begun processing Retroactive Payments to update employee salary rates retroactively. You may have noticed the first payments on yesterday’s pay. Also, over the next few weeks, and until the end of the 180-day implementation period (July 13, 2021), employees may see retroactive payments on their pay. The $500 signing bonus should appear on your pay on June 9. The Parks Canada compensation team will provide instructions on how employees can report any issues with their revision payments after the 180 day implementation is complete.

Line Lamothe

Vice President, Human Resources and Employee Wellness

Human Resources and Employee Wellness Directorate

Dear colleagues,

I am pleased to inform you that results of the 2020 Public Service Employee Survey (PSES) for Parks Canada are now available. On behalf of the senior management team, I would like to thank Parks Canada team members for participating in the survey. This past year has, of course, been a challenging one but despite all of the demands on our team, the Agency achieved an impressive participation rate of 78%. The PSES is an important source of information that provides us with feedback to help the Agency build on its strengths and work on areas that need improvement. I am pleased to see that our results are steadily improving year after year, particularly in key areas such as fostering a workplace that is free from harassment and discrimination; respecting diversity; supporting employees’ mental health, and ensuring that team members feel encouraged to innovate and contribute to decisions affecting their work. The results also show, however, that more work is still needed in these and other areas and I would like to assure you that we are committed to achieving additional improvements. Together, our ongoing efforts will focus on fostering a healthy work environment, preventing and eliminating harassment, and ensuring that all employees feel supported in their work. We also remain committed to actively addressing challenges with the Phoenix pay system, where there are still too many employees affected. I invite you to consult the results of the survey which are available on the Treasury Board of Canada’s website and review the Parks Canada’s PSES Three-Year Strategy which will be updated in response to the results of the 2020 PSES. The results for each business and field unit will be available later in May. Thank you again for completing the survey and making your voices heard. Your active engagement is essential to making our workplace the best it can be. 

Ron Hallman
#ParksCanadaProud #StrongerTogether

Dear colleagues,

Every year on April 28, we mark the National Day of Mourning in Canada to remember those who suffered loss of life, injury or illness due to work-related incidents. From sunrise to sunset, at the Peace Tower in Ottawa and on all Government of Canadian buildings, the Canadian flag is flown at half-mast to mark this solemn occasion and the impact of these events on so many individuals, their loved ones, family members, friends and co-workers.

Again this year, we also acknowledge frontline and essential workers who have become ill or lost their lives while working throughout the COVID-19 pandemic. As we remember them and all others who have been injured or died in work-related incidents, let us continue to work together for the safety of all workers, ensuring safe workplaces where all can thrive.

I would like to acknowledge the local Occupational Health and Safety Committees, as well as the National Occupational Health and Safety Committee members for the important work they do to keep all of us safe, including their vigilance in following provincial and federal guidelines during COVID-19. Safety is everyone’s business, so as an organization, let’s work together to renew our ongoing commitment to improving health and safety in the workplace, preventing further injuries, illnesses, and deaths.

I encourage you take time today to mark the day safely; consider holding or supporting a virtual event or simply pause at 11:00 am today for a moment of silence as the country honours the lives lost or injured due to workplace tragedy.

Ron Hallman
#ParksCanadaProud #StrongerTogether

Dear Colleagues,

I am pleased to announce the appointment of David Ebert to the position of Field Unit Superintendent, Western Arctic, effective May 10, 2021.

Before joining Parks Canada, David worked for the Government of Saskatchewan as the Provincial Archaeologist, and at the Universities of Saskatchewan, Winnipeg and Manitoba as a professor of Archaeology. David is passionate about Canadian archaeology and loves sharing with people the richness and complexity of the archaeology in Canada.

David joined Parks Canada in 2009, in the Cultural Resources Manager position in the Western and Northern Service Centre (Calgary Office) with responsibility for supporting national parks and national historic sites in Alberta and British Columbia. In 2011, David eagerly jumped into the position of Manager, Cultural Resources, for the Cape Breton Field Unit. Arriving in time to help plan the 300th anniversary of the founding of Louisbourg, David worked closely with other managers and staff to present an ambitious schedule of events that resulted in over 100,000 visitors enjoying Fortress events and celebrations. David was then given the opportunity to serve as the first Project Lead of the Innovation Labs as part of Parks Canada’s response to the Clerk’s Blueprint 2020 initiative in 2013.

Returning to Cape Breton Field Unit in 2016, David had the opportunity to work as the Strategic Advisor to the Field Unit Superintendent, which meant getting involved in discussions with the Mi’kmaq of Nova Scotia on the future relationship between the Mi’kmaq and Parks Canada. David also took on the Senior Advisor role in the Executive Director’s office (Atlantic) where he continued to develop the relationship between the Mi’kmaq, Wolastoqey and Peskotomuhkati.

David is excited to join the Western Arctic team and looks forward to getting to see parks that only a handful of Canadians ever get to see.

Please join me in congratulating David on his appointment to the position of Field Unit Superintendent, Western Arctic.

Ron Hallman
President & Chief Executive Officer

Dear Colleagues,

I am pleased to announce the appointment of Concetta “Connie” Pace to the position of Project Director, Accrual Based Investment Planning, effective May 3, 2021.

After two decades in the private sector, mostly managing offices for professional services, Connie joined the Public Service in 2011 at Employment and Social Development Canada (ESDC) and, recently, as acting IT Director of the Innovation, Information and Technology Branch. Connie was tasked with leading the delivery of three of the Department’s highest priority IT-enabled projects, namely the Old Age Security Service Improvement Strategy, Canadian Pension Plan Service Improvement Strategy and Canada Pension Plan Enhancements.

Connie has always prided herself in bridging the cultures and mobilizing the talents of separate organizational units to achieve impactful results. This capacity to bring people together earned her a nomination for the Deputy Ministers’ Awards of Excellence in the Leadership and People Management category.

She has a combined Major in English and Mathematics from Carleton University, an Associate’s Certificate in Business Analysis from McMaster University as well as her Prince II Certification.

Connie has lived in Ottawa her entire life; she is married with three adult children and her first grandchild on the way. In her spare time, she enjoys cooking, early morning runs, spending time with her family, walking her puppy Charlie, and travelling to warm destinations.

Please join me in congratulating Connie on her appointment to the position of Project Director, Accrual Based Investment Planning.

Ron Hallman
President & Chief Executive Officer

Message sent to all Parks Canada team members on April 15, 2021.

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Hello,

Today, I am presenting my response to feedback received through the 2020 Minister’s Round Table on Parks Canada, which was held last fall.

The Minister’s Round Table takes place every two years and provides an opportunity for Canadians to share their perspectives and help shape the future of Parks Canada and our country’s most treasured places.

Hearing the views of Canadians has been more important than ever as we respond to the COVID-19 pandemic and the impacts of climate change and biodiversity loss. In October of last year, I invited Canadians to share their views with me on five themes relevant to the work of Parks Canada: Urban Parks; Ecological Corridors; Diversity, Inclusion, and Accessibility; Indigenous Leadership in Conservation; and Protecting our Cultural Heritage.

Over 13,000 people from across the country, including representatives of national Indigenous organizations and over 60 stakeholder organizations, took part in the consultation, making this the largest engagement ever for a Parks Canada Minister’s Round Table. Given this level of participation, it is clear that Canadians are passionate about national historic sites, national parks, and national marine conservation areas. This is a reflection of the important work that Parks Canada team members undertake each and every day.

In response to the thousands of contributions received, I have outlined 12 action areas that will help advance work in the five themes that we consulted on.

These actions will help Canada move forward on our collective efforts to protect 25% of lands and waters by 2025 and facilitate Parks Canada’s leadership in natural and cultural heritage conservation and promotion. This includes the Agency’s work on ecological connectivity and urban conservation, as well as supporting reconciliation and the leadership of Indigenous peoples in the conservation and stewardship of natural and cultural heritage. In addition, these actions will help further the protection of historic buildings and heritage places, including through strengthened legislation, and ensure that the stories of Canada’s history are told from diverse perspectives. Finally, they will help to advance the Agency’s commitment to make national historic sites, national parks, and national marine conservation areas even more welcoming and accessible to all Canadians.

Further details on the action areas and what was heard during the consultation can be found in the 2020 Minister’s Round Table on Parks Canada - Report and Response.

I am grateful to the Parks Canada team for your support in this consultation and for your dedication and hard work in delivering on the Agency’s mandate and the goals of the government at this time. I look forward to continuing to work closely with each of you to deliver the priorities outlined in my response to the 2020 Minister’s Round Table.

The Honourable Jonathan Wilkinson
Minister of Environment and Climate Change and Minister responsible for Parks Canada

Dear Colleagues,

We wish to inform you that the year-end leave process is now complete. Annual leave credits for the 2021/2022 fiscal year have been advanced in the HR Self-Service system and leave requests may once again be processed. Sick leave credits are earned on a monthly basis and will continue to be added progressively through the year.

If assistance is required, please contact:

• your manager/supervisor for any questions related to your leave balances;
• the HR Systems Help Service Desk or by telephone at 1-866-645-4040 for questions related to the HR Self-Service system.

Thank you

Line Lamothe
Vice President Human Resources and Employee Wellness
Human Resources Directorate

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear Colleagues,

Once again, it's time to celebrate excellence at Parks Canada!

At the Agency, excellence is an integral part of who we are as an organization and it is time to take a look back at 2020 and celebrate our successes and accomplishments. The last year has been exceptional, and so has every member of our team and the work that was advanced. You have demonstrated resilience, dedication and creativity throughout the year, ensuring that Canadians could continue to enjoy Parks Canada’s heritage places during this unprecedented period. The pandemic has challenged all of us and has required that we review our work priorities, adjust our business processes and find new avenues and solutions to continue delivering on our mandate. Once again, you raised the profile of the Agency with the tools at your disposal. The dedication and passion that Parks Canada team members put into their work is something that we can all be proud of. It is inspirational and pushes us to do even better and to reach new heights.

I am very pleased to announce the launch of the 2021 CEO Awards of Excellence, which recognize the many contributions of Parks Canada team members, as well as those of our partners.

I invite you to celebrate the individual and collective achievements of your colleagues by nominating them in one of the following four categories:

• Protect, Present and Commemorate
• Excellence in Leadership or Innovation
• Exceptional Dedication
• Unsung Hero

It is easy to do. Take a look at the guidelines and submit your nomination forms to the Human Resources and Employee Wellness Directorate by Friday, May 14, 2021.

Successful nominees will be announced at our CEO Awards of Excellence Ceremony, which will be held in June as part of the National Public Service Week.

For more information, please visit the CEO Awards of Excellence page on ParksNet. You can also contact Marc-André Fournier, if you have any questions.

I look forward to reading your nominations and celebrating the outstanding achievements of Team Parks Canada.

Thank you

Ron Hallman
President & CEO

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear colleagues,

As we prepare for the arrival of a new fiscal year, and turn our attention to the upcoming operational season, I’d like to take this opportunity to recognize a few of the Agency’s achievements from 2020-2021. Each of you has contributed to protecting and presenting some of the most treasured places in Canada, while ensuring that Parks Canada administered places are accessible for all Canadians. In most cases, this was done in collaboration with our Indigenous partners. And yes, we did all of this while keeping our team and our visitors safe. We can be enormously proud of this.

Thanks to your efforts, more than thirteen million Canadians enjoyed Parks Canada administered sites between June 1 and September 30, even with some places remaining closed for part or all of this period.

Throughout the fiscal year, we have sought to remain connected to the communities within which we work – for example, supporting small businesses operating in national historic sites and parks by making sure they have the same access to rent relief as other businesses across Canada. We ensured the delivery of critical services to Canadians during the COVID-19 pandemic such as avalanche control, highway maintenance, wildlife response and management, law enforcement, search and rescue and water management for watersheds across Eastern Ontario and Western Quebec.

Just a few days ago, we saw our work to protect biodiversity across Canada rewarded in the announcement of a 405-acre property that is being added to Prince Edward Island National Park at Greenwich.

After years of negotiation, we celebrated the signing of an agreement with the Yellowknives Dene First Nation, completing the suite of federal agreements required for the formal establishment of the newest and 47th national park in Canada - Thaidene Nene National Park Reserve.

Our Conservation and Restoration Program colleagues are protecting habitats at Sable Island National Park Reserve by seeking to better understand the influence of wild horses on the ecosystem. They are working to restore vital ecosystems – for sockeye salmon, for example, in partnership with Ditidaht First Nation at Pacific Rim National Park Reserve, and in Fathom Five National Marine Park, Bruce Peninsula, Georgian Bay Island and Thousand Islands National Parks. The appointment of Professor Kurt Samways as the first ever Parks Canada Research Chair in Aquatic Restoration, solidified our commitment to safeguard Canada’s waters. Substantial investments by the Government of Canada have allowed Parks Canada and our Indigenous partners to make significant and ongoing progress in the implementation of the Wood Buffalo National Park World Heritage Site Action Plan.

We also moved forward with the essential work of reconciliation with Indigenous peoples, for example re-naming the day-use area at Point Pelee National Park “Madbin Jina” from “Pioneer”.

In August, we celebrated with the Chiefs, knowledge keepers and community members of seven Treaty No. 1 Nations with the raising of the new Treaty One Nation flag, and we are preparing for the 150th commemoration of Treaty No. 1 later this year.

The national historic significance of the Residential School System was recognized as a tragic and defining part of Canadian history with the designation of the former Portage La Prairie Residential School in Manitoba and the former Shubenacadie Indian Residential School in Nova Scotia as national historic sites.

Parks Canada has also been working with the Métis Nation–Saskatchewan on several initiatives, including a “Terms of Reference” related to the future management of Batoche National Historic Site and free access to national historic sites in Manitoba.

We have also expanded our commemorations related to the collective and personal experiences of Black Canadians and their struggles for freedom, equality and justice in Canada with the designation of two events of national historic significance: The West Indian Domestic Scheme – a limited route for Caribbean immigration to Canada at a time when discriminatory government policies restricted non-white immigrants from settling in Canada has been recognized, and the Enslavement of African People in Canada, a fact still unknown by many Canadians and that is now formally acknowledged through this commemoration. Also, Black Loyalist Richard Pierpoint and Black heavyweight boxer Larry Gains were recognized as persons of national historic significance.

In the fall, the Minister held the 2020 Minister’s Round Table on Parks Canada - a national consultation on national historic sites, national parks, and national marine conservation areas, with discussions focusing on urban parks; diversity, inclusion, and accessibility; ecological corridors; Indigenous leadership in conservation; and protecting our cultural heritage. The Minister’s public response to feedback received from over 13,000 participants online and 60 stakeholder and Indigenous groups in nine virtual discussion sessions is anticipated shortly.

We have acknowledged, as an Agency, that systemic racism exists and teams and business units across the country are having discussions and identifying measures that they will take in their workplaces to combat racism, harassment and discrimination of all kinds. We have also launched a new Champion structure and we are creating the recently announced Parks Canada Equity, Diversity & Inclusion Council to share information and best practices across equity seeking groups and provide advice that supports horizontal integration of efforts across Agency policies, programs and activities.

I want to thank you all for your commitment, effort and teamwork on these and so many other initiatives. We can all be proud of the positive difference that we are making in the lives of Canadians whom we are privileged to serve. I am particularly proud that, even with all the demands on each of us, we continue to look after each other in the context of the many personal, mental and workload related challenges arising from the pandemic. I have no doubt that we will continue to do so throughout the 2021-2022 fiscal year, as we continue to deliver on our mandate in the service of Canadians and as we continue our efforts to become the diverse, inclusive and welcoming workplace that we aspire to be.

Stay well,
Ron Hallman

#ParksCanadaProud   #StrongerTogether

Visit Parks(EXTRA)Net and ParksNet for the latest information. If you are feeling nervous or distressed about this situation, we encourage you to speak with your manager or contact the Employee and Family Assistance Program available at 1-800-268-7708, or 1-800-567-5803 (TTY - for people with hearing impairments).

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear Colleagues,

It is with mixed feelings that I announce the departure of Melanie Kwong, acting Executive Director, Transformation, after more than thirteen years working at Parks Canada Agency. Her last day of work with the Agency will be April 9, 2021. Melanie will join Canadian Heritage to assume the role of Director General, Major Events, Commemorations and Capital Experience.

Melanie joined the Office of the Senior Vice-President, Operations in January 2019 to take on the acting role of Executive Director, Transformation, after six years as Superintendent of the Lake Louise, Yoho, Kootenay Field Unit and four years as Chief of Staff and Corporate Secretary to the President and Chief Executive Officer (PCEO). On behalf of the Agency, Melanie also played a key role in the 2018 and 2020 Collective Agreement bargaining sessions.

Under Melanie’s leadership as the Executive Director, Transformation, she was responsible for implementing a number of national initiatives for Parks Canada Operations. These responsibilities reflected a critical requirement for ensuring consistency in providing national operational guidance in the Agency with a key focus on Covid-19 business resumption planning. Some highlights of Melanie’s work in the field include co-developing the first Indigenous Advisory Circle for Banff National Park and delivering a significant infrastructure program of work including twinning the Trans-Canada Highway in Yoho National Park. Melanie is also recognized for the guidance and direction she provided during her time as the CEO’s Chief of Staff.

I would like to thank Melanie for her passion for Parks Canada's mandate, her innate sense of operations, her ability to provide constructive criticism across a wide breadth of Agency files, characteristics that have been evident in all aspects of her work. Melanie provided a personal touch to the organization through her leadership and support, always with a smile and amazing humour!

Please join me in congratulating Melanie and wishing her every success in her future career endeavours.

Ron Hallman
President & Chief Executive Officer

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear Colleagues,

It is with mixed feelings that I wish to inform you that Linda E.K. Binder, Field Unit Superintendent, Western Arctic will be retiring after an exemplary 37 years of service with the Public Service and 30 years of service with the Parks Canada Agency. Linda will be retiring on March 31, 2021.

Linda started with the federal government, joining Transport Canada in 1984, then moving to Parks Canada in 1988 as a finance and administration clerk in the Western Arctic Field Unit. She was the first beneficiary of the Inuvialuit Final Agreement to be employed by Parks Canada. By 1994, she was an analyst in the finance and administration unit. In 2000, she became Manager, Finance and Administration, where she oversaw the accounting and administration for the Field Unit for the next 16 years. She moved over to the Government of Northwest Territories in 2016 to manage the $14 million Non-Insured Health Benefits Program, on behalf of Health Canada. In 2019, she was enticed back to Parks Canada to finish her career as the Field Unit Superintendent, Western Arctic.

Linda graduated from the Aboriginal Leadership Development Program, and obtained a certificate from the University of Alberta in Business Leadership Development. Linda spent 10 years on Parks Canada’s Aboriginal Working Group and she worked consistently to ensure that Parks Canada sites in the Western Arctic had active Indigenous cooperative management committees. She worked with elders in the local communities to deliver culturally appropriate programming, and identified opportunities for local employment and procurement.

Linda has been a role model for Inuvialuit in the civil service, particularly for women. She has supported employees, found culturally-appropriate ways to assist them in balancing work and life, and encouraged them to develop their leadership skills. As she leaves formal employment, she will continue to work with Parks Canada in developing programs to attract and support Inuvialuit employees.

Through her 37 years with the federal government, Linda has demonstrated excellence and integrity. She leaves, having made a significant impact on Parks Canada and on the communities in which she has worked.

David Ebert will replace Linda on an acting basis in the Field Unit Superintendent, Western Arctic position.

Please join me in congratulating Linda and wishing her every success in her retirement plans.

Ron Hallman
President & Chief Executive Officer

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear colleagues,

It's that time of year again—the end of the 2020-2021 performance management exercise, and the beginning of goal setting for the coming year.

We need to recognize that the past year has been exceptionally challenging. This unprecedented period has created new learning curves and new challenges, including finding alternative ways to balance family and work obligations. We are encouraging managers and employees to take a flexible approach in their discussions and performance evaluation.

2020–2021 Performance Evaluation
Each supervisor and manager must have a discussion with their employees about how they performed against the expectations set at the beginning of the year, and how the results were achieved. This discussion provides an opportunity to highlight achievements, recognize performance, and identify opportunities for development.

Following the discussions, the year-end appraisals are to be completed in the Public Service Performance Management (PSPM) application, remembering to provide comments and ratings in sections B and C and sign the evaluation in Section E. Manager and employee signatures are required by April 30, 2021.

Work Objectives and Learning Plans for 2021–2022*
The supervisor/manager and the employee should continue the conversation to define the work objectives and performance expectations for the 2021–2022 exercise. You may want to use your performance appraisal meeting to initiate discussions about goals for the new cycle.

We encourage managers and employees to sign and complete their beginning of year performance agreements in the PSPM App by May 31, 2021. It will be possible to adjust objectives during the cycle to ensure that they remain well aligned with Agency priorities and operational realities.

*Note: for seasonal or term employees. Due to the start and end date of their employment, the timeframes established under the Performance Management Program may not apply to seasonal and term employees. For these employees, we encourage you to establish timelines that meet your working reality. It is important for supervisors and managers to discuss work objectives and learning plans, as well as provide feedback on a regular basis with each member of their team.

Resources
The Performance Management Program ParksNet page provides access to a number of resources and tools to help you through this process. These tools include definitions of performance ratings, tips for employee/manager discussions, information for developing learning plans, and much more.

If you have any questions, please email your Human Resources Manager or a member of the Talent and Performance Management team at pc.talent.pc@canada.ca.

Line Lamothe
Vice President, Human Resources and Employee Wellness
Human Resources and Employee Wellness Directorate

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Nothing about us, without us – Your opportunity to help Parks Canada define its approach to develop the Agency’s Accessibility Plan

Hello,

On the 28th International day of people with disabilities, last December, we recognized the contribution of millions of people with disabilities around the world. The testimonies of our colleagues, here at Parks Canada, gave us an opportunity to reflect on the many barriers people still face today, both internally (for our employees) and externally (for the visitors).

Parks Canada strives to be a fully accessible place for all Canadians, including its own employees, and with the passing of the Accessible Canada Act in 2019, we now have the responsibility to develop an Agency accessibility plan. This plan will aim at removing and preventing barriers that have, for far too long, excluded and prevented people with disabilities from reaching their full potential within the Agency.

As a strong believer in the notion “Nothing without us”, we think that all those interested should be involved in defining our approach right from the get go. It is for this purpose that I am inviting you to join a newly formed working group whose mission will be to guide Parks Canada in the development of its first Accessibility Plan. Your participation will be critical to ensure the inclusion of all relevant elements and guarantee our collective success.

This is your opportunity to shape the future of our Agency as we will discuss how best to create the plan, who should be involved and what elements should be included, grounded in the reality of our operational nature. This invitation is extended to all Parks Canada team members interested in fostering an inclusive, diversified and accessible environment.

I hope you will join us on this journey to creating a barrier-free Parks Canada. If you are interested, simply email the Accessibility Team.

Have your say in our path towards a more inclusive, diversified and accessible future for Parks Canada.

Thank you

Line Lamothe
Vice President, Human Resources and Employee Wellness
Human Resources and Employee Wellness Directorate

Message sent to all Parks Canada team members on March 22, 2021.

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Dear Colleagues,

Parks Canada new rates of pay will be updated on March 30, 2021, into the Phoenix pay system as per the recently ratified Collective Agreement. The new pay rates will appear on the April 14, 2021, pay.

You can view details of your pay at MyGCPay.

Retroactive payments for current and previous employees will be generated as a next step in the process and will begin on April 23, 2021.  The first automatically generated retroactive payments should appear on the May 12, 2021, pay. The $500 signing bonus will be processed on the pay of May 26^th, 2021.

Please note that many of the retroactive payments will require both automated and manual processing. This means that some employees may receive their retroactive amount in one payment while others may receive multiple payments over the implementation period.

The Pay Centre has a 180-day implementation period which ends on July 12, 2021, the date of the signing of the Collective Agreement – January 14, 2021, to perform the payments.

Please wait until the end of the 180-day implementation period to submit questions about your pay revisions. The Pay Centre will be focused on completing the revisions and issuing payments during the entire implementation period.

Employees wishing to submit a tax waiver should contact the CRA directly to obtain the correct form. It should then be submitted to the Pay Centre well in advance of the retro processing date.

Questions and Answers　

When can I expect to see my new salary on my pay?

Some employees will see the new rates of pay on the April 14, 2021, regular pay stubs while it may take longer for others. The objective is to have rates of pay updated by July 12, 2021.

Why are some employees receiving the new rates of pay ahead of others?

The complexity of an employee’s pay file has a direct impact on the time and effort required to make the necessary salary adjustments. While for some employees their salary adjustment will be a straightforward, automated process, others will require a manual calculation.

What makes one pay account more complex than another?

Many factors contribute to the complexity of an employee’s pay account.

Listed below are some of the situations that require manual intervention:

• Salary protection
• Changes to salary structure of a work group.
• Situations of leave with income averaging and pre-retirement transition leave.
• Work groups with salary ranges rather than salary steps, for example AS-08, ES-08, PM-07 and PE-06

When can I expect my retroactive payment?

Like the new rates of pay, some employees may receive either their entire or partial retroactive payment when the new rates of pay appear on the regular pay stubs while it may take longer for others.

Will I receive one payment for the retroactive pay?

The automated process cannot be used for all cases and consequently, it is not uncommon that multiple payments for the retroactive pay may happen. When a manual payment is required, the Pay Centre attempts to limit the number of payments by making all adjustments at one time.　

How do I know if the new salary on my pay stub is correct?

Employees can verify their new salary by consulting Appendix “A” Annual Rates of Pay in the Collective Agreement. If the salary seems to be incorrect, we ask that employees wait until the 180-day implementation period is over to allow for corrections to be made.

What should I do if I think there is something wrong with my pay due to collective agreement adjustments?

Closer to the end of the implementation period, the Human Resources Directorate will provide specific instructions to employees on how to report a collective agreement-related pay issue, so these questions can be streamlined for review and action.

While employees are waiting for pay adjustments (eg. increments and promotions), will their new salaries and retroactive payments take these outstanding adjustments into account?

The update to a rate of pay and the retroactive payment associated with this are generated through an automated process in the pay system. The new rate of pay and retroactive payment are based on information in the pay system at the time the automated process is completed. Some pay files require additional updates for adjustments, like those described in the previous question. These will require manual review and calculation by a compensation advisor at the Pay Centre. Once this is done, employees may see one or more payments generated to their account for these actions.

Line Lamothe
Vice President, Human Resources and Employee Wellness
Human Resources and Employee Wellness Directorate

Dear colleagues,

March 21st is International Day for the Elimination of Racial Discrimination. This day is an opportunity for us to reflect on our organization, to celebrate successes, and to reaffirm our commitment to the work we have to do to truly make Parks Canada the organization we aspire to become.

In 2020, the world was reminded of the prevalence and harm of systemic racism. We all have a role to play to address systemic racism in our workplace – as well as gender-based discrimination, barriers for persons with disabilities, and all other forms of discrimination and exclusion – and to ensure everyone has the opportunity to meaningfully contribute and participate.

At Parks Canada, we are working to remove systemic barriers and discriminatory practices faced by Black people, Indigenous peoples, people of colour, LGBTQ2+, and people with disabilities. The pursuit of equity, diversity, and inclusion is a long-term commitment – one that can only come through engagement and collaboration. In our daily work, we seek to ensure representation of all the communities in all levels of the Agency.

To help support this goal, I am pleased to announce the creation of the new Parks Canada Equity, Diversity & Inclusion Council and our new Champion structure for equity seeking groups.

Chaired by the President & CEO, the Equity, Diversity & Inclusion Council will be made up of Co-Champions and Leads of equity seeking groups, Senior Management Committee members, and the Parks Canada Ombudsman, as well as representatives of bargaining units and from recognized equity group networks. The Council will meet at least twice per year to report on activities, share information and best practices, and provide advice that supports horizontal integration of efforts across Agency policies, programs and activities.

I am also pleased to announce the co-champions for each of the following equity seeking groups:

 

Co-Champions for Indigenous Employees	Nadine Spence Michael Nadler
Co-Champions for People of Colour Employees	Rima Hamoui Adriana Bacheschi
Co-Champions for Black Employees	Jill Arnold
Co-Champions for Women Employees	Christine Loth-Bown Julie Tompa
Co-Champions for Employees with disabilities	Darlene Upton Nicholas Irving
Co-Champions for LGTBQ2+ Employees	Marcia Morash Andrew Campbell
Co-Champions for Official Languages	Catherine Blanchard Louis Lavoie

 

I want to congratulate all co-champions in their new roles and I encourage all team members to familiarize yourselves with the co-champion roles and responsibilities.

I also invite all colleagues to consider how you may wish to participate in equity, diversity and inclusion related discussions within your teams and business units and in the various activities and discussions that may follow through co-champion activities. By working together, we can create a Parks Canada that better reflects the face of Canada.

Stay well,
Ron Hallman
#ParksProud #StrongerTogether #DiversityandInclusion

 

Visit Parks(EXTRA)Net and ParksNet for the latest information. If you are feeling nervous or distressed about this situation, we encourage you to speak with your manager or contact the Employee and Family Assistance Program available at 1-800-268-7708, or 1-800-567-5803 (TTY - for people with hearing impairments).

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear colleagues,

I am pleased to announce the appointment of Kara Sherrard to the position of Director, Outreach and Marketing, effective March 22, 2021.

Kara brings a broad background in tourism promotion, marketing, visitor experience, administration and leadership to her new role. She began her career with the Government of New Brunswick, serving in a number of leadership and management roles in tourism development and marketing as well as in analysis and policy development. In 2009, Kara accepted the position of Manager, Visitor Experience for Banff National Park, serving for five years before moving to Ottawa, where she took on key functional leadership roles in visitor experience, celebrations, and consultations. She also spent time in critical enabling roles in administration, including serving as Interim Chief of Staff to the CEO.

Kara holds a bachelor’s degree in Business from the University of New Brunswick and a master’s degree in Public Administration from Queen’s University in Kingston, Ontario. She also has a diploma in Economic Policy from Fudan University, in Shanghai.

Kara is a talented and dedicated public service leader who brings a great passion for Canada’s cultural and natural heritage to her work at Parks Canada.

Please join me in congratulating Kara on her appointment to the position of Director, Outreach and Marketing.

 

Ron Hallman
President & Chief Executive Officer

 

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear colleagues,

I am pleased to announce that Jill Arnold has accepted an appointment to the position of Director, Diversity and Inclusion, effective March 8, 2021. In this role, she will be responsible for the efforts on diversity, inclusion, accessibility, official language and Indigenous workforce strategies.

Jill is taking on this role with great enthusiasm. Being of Caribbean and Canadian/British descent and identifying as a person of colour, she welcomes the opportunity to collaborate with partners in the advancement of a culture of inclusion at Parks Canada. Prior to her parental leave, Jill was the Director, Human Resources Operations at Parks Canada. She has also served as Director of Operations, Office of Energy Research and Development at Natural Resources Canada, and spent four years as the Senior Advisor to the Assistant Deputy Ministers of the Corporate Services and Science and Technology Branches at Environment and Climate Change Canada. Jill also held positions at the Public Health Agency of Canada and at Health Canada.

Jill holds a bachelor's degree in international business and a master's degree in international affairs from Carleton University in Ottawa.

Jill loves to travel, explore new places, and meet new people. Her travels have taken her to remote areas such as Easter Island, Iceland and Hawaii. During her spare time at home, Jill likes to bake and spend time with her family and their puppy, Frankie.

Please join me in congratulating Jill and wishing her every success in her new duties.

 

Ron Hallman
President & CEO

 

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Hello,

Further to my communiqué of January 26, 2021 on Home Office Expenses for 2020, I wish to provide the following clarifications.

As previously noted, the COVID-19 pandemic has led many Parks Canada employees to work from home since March 2020 resulting in the Canada Revenue Agency (CRA) issuing a news release announcing new simplified methods of claiming home office expenses for personal income tax returns, for the 2020 tax year.

To this effect, Parks Canada employees who are working remotely and meet CRA’s eligibility criteria can use one of the two methods proposed by CRA:

Temporary flat rate method
Employees who meet the eligibility criteria can use the temporary flat rate method to calculate their deduction for home office expenses. This method does not require the completion and signature of a T2200 tax form by the employee’s delegated financial manager. The employee remains responsible to apply the criteria correctly.

Detailed method
Employees who prefer to submit their claim using the detailed method will have access to the simplified forms (T2200S and T777S) and the CRA calculator specifically designed for this purpose. This method requires that form T2200S be completed by the employee and signed by the delegated manager. Again, the employee remains responsible to apply the criteria correctly.

The delegated manager will need to answer three questions:

1. Did the employee work from home ?
   1. choose yes or no.
   •  
2. Did you or will you reimburse this employee for any of their home office expenses ?
   1. choose yes or no.
   2. equipment or home office supplies paid directly by the Agency does not constitute a reimbursement.
   3. the delegated manager does not need to calculate the amounts reimbursed and does not need to know if the expenses are eligible.
   •  
3. Was the amount included on this employee’s T4 slip ?
   1. The answer will always be no for the 2020 tax year.
   •  

A copy of the signed T2200S form does not need to be sent to human resources or pay once it has been provided to the employee.

I invite you to visit CRA's Home office expenses for employees web page as well as their Frequently Asked Questions for further details. Employees who wish to obtain tax advice may contact CRA by phone at 1-800-959-8281, Monday to Friday, from 8 am to 5 pm (local time).

 

Line Lamothe
Vice President, Human Resources and Employee Wellness
Human Resources Directorate

 

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear colleagues,

International Women’s Day gives us a day to celebrate the women in our lives – to recognize their achievements, and also their struggles. It is also a reminder about the conversations we still need to have and the important work that needs to continue to improve the social, economic, cultural, and political circumstances for women and girls everywhere.

Today, Canadians are placing a lot of emphasis on challenging the status quo and talking about individual actions to advance gender equality in what has been an extremely challenging year.

At Parks Canada, we are actively working towards creating a more inclusive workforce by removing barriers for non-traditional jobs for women, having conversations about unconscious bias, and working towards eliminating challenges to hiring more women.

To help support these goals, I am pleased to announce Christine Loth-Bown as Parks Canada’s new Champion for Women. Later today, Christine will join a panel of incredible women in Parks Canada to discuss the opportunities and challenges for women in leadership roles, keeping in mind that leaders can be found throughout the Agency, not just as managers and executives. I invite you to take part in the conversation and share your thoughts on what more can be done to support women in the workplace.

I know that together, we will create positive change not only for the women in the Agency, but for young girls that aspire to one-day work in a federal public service that truly reflects the face of Canada.

Thank you.

 

Ron Hallman
#ParksCanadaProud  #StrongerTogether

 

Visit Parks(EXTRA)Net and ParksNet for the latest information. If you are feeling nervous or distressed about this situation, we encourage you to speak with your manager or contact the Employee and Family Assistance Program available at 1-800-268-7708, or 1-800-567-5803 (TTY - for people with hearing impairments).

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Colleagues,

Further to my communication of last week, please find below additional information related to Phoenix Damages.

If you have been represented by the Public Service Alliance of Canada (PSAC) or have been in an excluded PSAC position, you can generally expect to receive an additional lump-sum payment with your March 3, 2021 pay. This payment is the compensation you are entitled to receive under the PSAC damages agreement that was finalized in October 2020.

You may receive up to $2,500 ($1,000 for 2016-17 and $500 for each of the following three fiscal years) for general damages incurred by the Phoenix pay system and compensation for the late implementation of the 2014 collective agreements.

I encourage you to consult the General compensation for damages related to Phoenix page to learn more about lump-sum payment entitlements under the 2020 (PSAC) damages agreement, and how changes to your work situation could impact the amount you receive.

Understanding your payment

For example, if you worked in a position represented by a bargaining agent other than PSAC or were in an unrepresented position (eg. PE, OM , EX) for a period of time between April 1, 2016 and March 31, 2020 and, as a result, already received leave credits under the 2019 damages agreement, you will not receive a payment on March 3, 2021, for those specific fiscal years. You may receive another payment at a later date for any outstanding amounts owed to you under the 2020 damages agreement for the years you worked in positions under two separate agreements. It is important to note that you cannot receive duplicate damages entitlements if you were eligible under the two agreements.

A detailed breakdown of your damages compensation received to date is also expected to be available on MyGCPay starting on March 1, 2021.

If you have any questions or concerns about the lump-sum payment you receive on March 3, 2021 please contact the pc.corporatecompensation-remunerationcorporative.pc@canada.ca or Public Services and Procurement Canada’s Client Contact Centre.

Thank you

 

Line Lamothe
Vice President, Human Resources and Employee Wellness
Human Resources Directorate and Employee Wellness
Parks Canada/ Government of Canada

The end of the fiscal year is quickly approaching and it is once again time to close out and reset the HR Self-Service System.

Managers/supervisors:

• In order to update and close the 2020-2021 fiscal year in the HR Self-Service System, we ask that you send in all approved leave forms (for leave that cannot be submitted through the system) by submitting a ticket through the Compensation Service Desk using the Leave Application Form by Wednesday, March 31, 2021.
• Hard copy overtime requests for employees requesting compensatory time must also be sent through the Compensation Service Desk by completing the Timesheet Form by Wednesday, March 31, 2021.
• All leave requests (including amendments) submitted by employees to managers/supervisors that have not been processed by March 31, 2021, will automatically be approved in the system, except amendment requests pending deletion, which will be denied. As such, we strongly recommend that managers/supervisors review their outstanding requests no later than March 31, 2021.

Employees:

• Please note that you have until March 31, 2021, to submit and obtain approval for any outstanding leave requests in the HR Self-Service System.
• Starting March 31, 2021, employees will no longer be able to submit leave requests for the 2020-2021 fiscal year. You will continue to have access to the HR Self-Service System to submit leave requests for the 2021-2022 fiscal year, except for leave requests using accumulated compensatory leave, which will be available once the year-end process is completed.

You can access the detailed procedures for employees, supervisors/recommenders and third-party leave requesters anytime.

If you have questions regarding conditions of leave or your leave balances, please refer to the Collective Agreement or contact your manager.

For all technical questions, visit the HR Service Desk to submit a ticket for assistance and track your request.

 

Nathalie Leblanc, LL.B.
Executive Director, Corporate Human Resources
Parks Canada

 

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear Colleagues,

On behalf of the Federal Anti-Racism Secretariat, I am pleased to invite you to be part of the 50 - 30 Challenge.

As we conclude Black History Month, and look ahead to Women’s History Month and International Women’s Day, issues of representation and participation are fresh in our minds, particularly given Canada’s greatest resource is its people. Organizations benefit from having the right people in the right roles and from harnessing the full potential of our diverse labour force.

The 50-30 Challenge is an initiative recently launched by the Government of Canada and led by Minister Champagne, which is focused on developing a more diverse, inclusive and vibrant economic future for all Canadians. As you well know, research shows that diverse and inclusive companies, particularly those with diverse representation on their boards and at senior management levels, are more likely to outperform their peers, meet or exceed financial targets and more likely to achieve better business outcomes, such as profitability, productivity, and increased revenue.

The goal of the Challenge is to encourage organizations to reach 50% gender parity and 30% representation from under-represented groups, including racialized persons, those who identify as LGBTQ2, people living with disabilities, as well as First Nations, Inuit and Métis peoples, at the board and senior management levels. The target is aspirational over time, and the initiative is a voluntary initiative.

The Challenge allows a variety of organizations to participate across three separate program streams including large corporations, small and medium enterprises (SMEs) and non-profit organizations, as well as those without Boards of Directors or senior management teams. To assist participants, the Government of Canada is developing (with partners in the diversity community) a number of supports, such as a Toolkit, training and mentorship programs.

We have a big task ahead of us to bring about positive change, and we are seeking your help and participation.

Join a network of 700 like-minded organizations across all sectors and regions of Canada who are investing in diverse talent markets.

Please visit the following link for more information on the challenge: www.canada.ca/50-30-Challenge. We strongly encourage your to consider signing up and joining the hundreds of organizations that have done so already.

If you have already joined the Challenge and know of a company in your supply chain or other organizations in your professional network, please also consider inviting them to join.

If you have any questions, please email 50-30ChallengeInfo@canada.ca.

 

Peter Flegel
Federal Anti-Racism Secretariat
Canadian Heritage

Colleagues,

Please take note of the important information below.

Department access schedule for 2020 tax slips

Public Services and Procurement Canada (PSPC) will begin issuing the 2020 tax slips (T4 and/or Relevé 1) to employees on February 22, 2021. Employees with online access should only retrieve their 2020 electronic tax slips on the date scheduled for their department or agency. Parks Canada tax slips will be available on Thursday, February 25, 2021.

As of March 5, 2021, employees registered with Canada Revenue Agency or Revenu Québec will be able to access their 2020 tax slips via their My Account. Paper copies will be mailed to former employees and employees who are on leave and do not have access to Phoenix Self-Service by February 28, 2021. Former employees and employees on leave who do not receive their tax slips in the mail by March 8, 2021, can contact the Client Contact Centre to receive a copy and verify their address.

Tax-related reminders for employees who were teleworking in 2020 due to the COVID-19 pandemic:
For taxation purposes, the province of work will not change. For 2020 tax slips, the “province of employment” reported in box 10 on the T4 is the employee’s normal work location. Employees will still receive a Relevé 1 where their province of employment is recorded as being located in Québec.

For help accessing your tax slips, visit:
Accessing and managing your tax slips web page. For a complete list of useful links to help navigate tax season, refer to the Tax season materials page in GCpedia. Read about how public service pay works for general information about pay and tax slips.

Phoenix general compensation damages payments

If you have been represented by the Public Service Alliance of Canada (PSAC) or have been in an excluded PSAC position, you can generally expect to receive an additional lump sum payment with your pay of March 3, 2021. This payment is the compensation you are entitled to receive under the PSAC damages agreement that was finalized in October 2020.

You may receive up to $2,500 ($1,000 for 2016-17 and $500 for each of the following three fiscal years) for general compensation for damages incurred by the Phoenix pay system and compensation for the late implementation of the 2014 collective agreements.

Further information about payment amounts will be shared with you closer to March 3, 2021.

Thank you

 

Line Lamothe
Vice President, Human Resources and Employee Wellness

Human Resources Directorate

Parks Canada/ Government of Canada

Line.lamothe@canada.ca

Dear colleagues,

I am pleased to welcome Miriam Padolsky to the office of the Vice-President, Protected Areas Establishment and Conservation Directorate, for a one-year Interchange Canada assignment effective February 22, 2021.

Miriam will perform the duties of Director of Conservation Policy by leading the development of policy for the new program of National Urban Parks and Ecological Corridors. She joins Parks Canada from the Impact Assessment Agency of Canada, where she was the Director of Science Policy and worked on policy development for the new Impact Assessment Act. Previously, Miriam worked at the Privy Council Office, Indigenous and Northern Affairs Canada, and Health Canada.

Miriam holds a Ph.D. in sociology and science studies from the University of California, in San Diego, and a Bachelor of Arts from the University of Toronto.

When not at work, Miriam loves spending time with her husband and two sons. She also enjoys listening to podcasts, playing volleyball, camping and hiking.

Please join me in welcoming and wishing Mariam much success in the role of Director, Conservation Policy.

 

Ron Hallman
President & Chief Executive Officer

 

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear Colleagues,

I am pleased to announce the appointment of Claren Motokado to the position of Deputy Chief Financial Officer and Executive Director Corporate Resource Management, effective March 22, 2021.

Claren‎ brings over 25 years of extensive financial management experience and leadership in various roles across Departments/Agencies and the private sector, including more than 5 ½ years as an Executive in the federal government. In a medium size setting at Transport Canada, Claren worked collaboratively with the Chief Financial Officer and fellow senior finance leaders in supporting and guiding a departmental-wide transformation initiative. This initiative led to improvements in corporate financial oversight, strengthened resource management, and the establishment of a Costing Center of Expertise/Cost Recovery group to modernize and update Transport Canada’s Cost Recovery Regime. In her most recent role at the Impact Assessment Agency of Canada, Claren was the Deputy Chief Financial Officer and Executive Director, Finance and Administration, overseeing all aspects of Financial Management (including accounting services, resource management, budget management, transfer payment, and cost recovery modernization, etc.), Procurement and Contracting, Asset Management, Security and Facility functions.

Claren holds a degree in Commerce with a specialization in Financial Accounting from the University of Alberta and is a legacy Chartered Accountant, with CPA designations in both Canada and the United States of America.

She is happily married to a serving military member and has two young adult sons. She enjoys travelling and cruising, and has visited some amazing places. She would love to do more travelling, like everyone else, especially in this locked up pandemic environment. She enjoys hiking and looks forward to visiting more national parks and hike in our national treasures! She hopes she’ll have more opportunity to do so now that she will be working at Parks Canada. Claren likes to cook and her reputation follows her as a pretty decent cook. As for other hobbies, she loves watching hockey games, as she was a hockey mom herself. For some down time, she reads books that have nothing to do with finance or numbers!

She values the sense of community and team work. She believes we can use our collective passion to make a difference. Claren also enjoys imparting knowledge through teaching/educating the current and next generation of FI professionals.

Please join me in congratulating Claren on her appointment to the position of Deputy Chief Financial Officer and Corporate Resource Management. I would like to take the opportunity to thank Annie Boyer for her work in the Finance Directorate during the last five years.

 

Ron Hallman
President & CEO

 

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear Colleagues,

Over the next two years, the Deputy Chief Financial Officer and Executive Director of Corporate Resource Management will be strengthening capacity to put in place a solid financial management foundation and directly support efforts to ensure the Agency is on a long term sustainable financial path. In support of this long term vision, dedicated executive leadership is required in three areas of the organization. This has led to the creation of three new executive positions, within existing resources, at the PCX-02 level: Director, Financial Management Advisory Services; Director, External Financial Planning & Reporting & Costing Center of Expertise; and Director, Internal Resourcing Strategies & Reporting.

These three new directors assumed their new responsibilities on February 11, 2021.

Claudine Gauvreau has been appointed to the position of Director, Internal Resourcing Strategies & Reporting.

Prior to joining the Parks Canada team in 2010, Claudine worked for the National Capital Commission, where she started her career within the public service and gained experience in accounting and auditing.

Over the years, she has held various positions within Parks Canada’s Chief Financial Officer Directorate, Comptrollership Branch, including areas of corporate accounting, financial policies, financial delegation and the implementation of new processes. In 2017, she joined the resource management team as Senior Manager, Budget Allocation, Forecasting and Analysis. In the past year, she led the project to implement the annual parliamentary appropriation and the development of Parks Canada's internal funding strategies related to the COVID-19 situation.

Claudine holds a Bachelor's degree in Accounting from the Université du Québec en Outaouais (UQO) and is a member of the Quebec order of Chartered Professional Accountants (Quebec CPA Order).

She lives in Gatineau and is the mother of two boys aged 5 and 12. Claudine is a spectator and a volunteer in her children’s sports associations. She is a foodie who loves to prepare savoury meals and share a good glass of wine with her loved ones. While waiting for things to return to normal, she is planning future family trips.

Sandra Lopes has been appointed to the position of Director, External Financial Planning & Reporting & Costing Center of Expertise.

Sandra joined Parks Canada in 2017 as Senior Manager of Financial Policy and Internal Control, and since 2019 has held the position of Senior Manager, Financial Planning, External Reporting and Costing.

Sandra has also acquired extensive experience in the federal public service since 2002, including leading an internal audit and review function, a program on the migration of audiovisual and digital collections and the preservation of the analogue collection at Library and Archives Canada. She is also a partner in a regional firm of Chartered Professional Accountants.

Sandra has been involved in the community for many years as a volunteer accountant and treasurer for a number of non-profit organizations and early childhood centres. Above all, she enjoys exploring and experiencing the various delights of nature and new places, especially Parks Canada sites, with her husband and two children.

Pascal Samson has been appointed to the position of Director, Financial Management Advisory Services.

Pascal began his career in the public service at Statistics Canada in 2002 after a few years at the Société des alcools du Québec (SAQ) and at an accounting firm. During his 17 years at Statistics Canada, he had the opportunity to gain extensive experience in several key financial positions (resource management, financial statements, costing, budgeting, reporting, systems, internal control, training). His two main projects at Statistics Canada involved contributing to and assisting with the implementation of the Administrative Processes Review and Automation Project to modernize and standardize all financial and administrative services and being part of the team redesigning the majority of the financial systems in order to develop innovative solutions to improve financial management.

In 2019, he took on a new challenge at Parks Canada in the Chief Financial Officer Directorate as manager of Financial Management Advisory Services for the National Office Directorates.

Pascal holds a Bachelor's degree in Accounting from the Université du Québec à Trois-Rivières (UQTR) and is a member of the Québec Order of Chartered Professional Accountants (Québec CPA Order).

Pascal lives in Gatineau and loves to do family activities with his wife and two children. He is a hockey player, skier and cyclist and loves relaxing on a golf course with friends. Pascal also enjoys relaxing on a beach and recharging his batteries by taking time to appreciate how fortunate he is to experience all his wonderful adventures. In the coming years, he plans to explore Europe with his wife and perhaps stop at a few vineyards to taste some excellent wines along the way.

Please join me in congratulating Claudine, Sandra and Pascal on their new roles.

 

Ron Hallman
President & CEO

 

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear colleagues,

As you already know, the month of February is dedicated to Black History. The Diversity and Inclusion Team invites you to participate in the various activities that are offered throughout the month of February.

You will find below some of the events organized by the Young Federal Public Servants Network for Black History Month. These types of events represent a good opportunity for cultural sharing and raising awareness of the realities and issues faced by Black communities. Let’s discover Canada's cultural diversity.

I encourage everyone to register as soon as possible. You have the opportunity to participate in sessions in the official language of your choice (French, English or Bilingual).

Career Discussions with Newer Black Public Servants
Hear about how newer black public servants’ navigate their career path. They will share their lived experiences, including obstacles that they faced and how they managed them and the impact to their career. Has mentoring, and networking helped them achieve success thus far?
Moderator: Ingrid Coles
Panelists : Adwoa Gyasi-Nimako, Liz Martin, Imanzi Kayitare, TBA
February 16, 2021| Registration link

Career Discussions with Senior Black Leadership
Experienced black leaders share their journey on how they got where they are. They will talk about maximizing their skill sets, and how the colour of their skin affected their career path. The discussion will touch on the role of finding mentors, sponsors, networking and the importance of matching your interest with your career goals.
Moderator: Joyce Lawson
Panelists: Roxane Lee, Sena Paradis, Darren Ruck, Heather Hamilton
February 18, 2021 | Registration link

Anti-Black Racism: Impact on Mental Health
The latest events in United States reopened deep wounds for those around the world and those that our part of the Canadian public service. Our panel consisting of mental health experts and senior leadership, will discuss these impacts on black public servants, along with microaggressions /macroaggressions in the workplace, “othering” representation challenges the “concrete” ceiling, and what it means to work “within a psychologically safe environment”.
Moderator: Karla Backer
Panelists: Ayesha Sackey, Bohang Benedix, TBA
February 23, 2021 | Registration link

 

Line Lamothe
Vice President, Human Resources and Employee Wellness

 

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear colleagues,

To follow up on my note from last week, I’m sharing with you a celebration of the remarkable life and legacy of Tom Lee.

Mr. Lee’s leadership transformed the work of Parks Canada, and his contributions to natural and cultural conservation have ensured that Canadians can enjoy special places for generations to come.

I encourage each of you to take a few moments to look at the ParksNet page, Remembering Tom Lee.

 

Ron Hallman
President & Chief Executive Officer
#ParksProud   #StrongerTogether

 

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g. by posting it, circulating a paper copy or by any other appropriate means.

Dear colleagues,

Last Friday, Parks Canada held the Agency’s first ever all-staff gathering on diversity, inclusion and human equity. I would like to thank everyone who was able to attend the session.

Fostering a welcoming and inclusive work environment where all employees feel comfortable, productive and engaged is a priority for the Senior Management Committee. Creating space for learning and discussion is an important part of making positive change and I am pleased that so many were able to participate in Friday’s session.

A number of employees across the country have shared feedback on the session. Much of this feedback has been positive and many individuals have expressed their desire to actively support efforts to achieve greater diversity, inclusion and human equity at Parks Canada. This is inspiring and welcome. I wish to acknowledge, however, that some employees also felt that some of the choices of language and examples used by the consultant were inappropriate and, in some cases, offensive to them. I would like you to know that we take this feedback seriously and we are committed to identifying improvements that can be made for future sessions.

I would like to commend team members for bringing their concerns forward so that they can be addressed constructively. These are important and complicated discussions that will require sustained efforts to build greater awareness, understanding and trust and we remain committed to this goal. In this, we will strive to more actively engage and listen to teammates from Black, Indigenous, People of Colour, and LGBTQ2 communities and employees with disabilities and accessibility challenges.

Over the coming weeks and months, we will be doing more to advance inclusion, diversity and human equity at Parks Canada. We are planning further sessions and developing tools and information for the use and benefit of all Parks Canada employees. And we will be renewing our champions structure and governance to support this important work. Please watch for regular updates and invitations on ParksNet and Flash Info.

I am proud that we are working together to take the actions necessary to become a more inclusive, diverse and equitable Agency, one in which our actions truly reflect our words. This includes taking action to prevent and eliminate racism, discrimination, harassment and violence in the workplace and to address systemic barriers to ensure that all employees can feel welcome and succeed as valued members of our team. I very much appreciate your support in our shared commitment to becoming the Parks Canada we aspire to be.

Stay well,

Ron Hallman

 

Visit Parks(EXTRA)Net and ParksNet for the latest information. If you are feeling nervous or distressed about this situation, we encourage you to speak with your manager or contact the Employee and Family Assistance Program available at 1-800-268-7708, or 1-800-567-5803 (TTY - for people with hearing impairments).

Dear colleagues,

Today, I was advised that Tom Lee, a long-time leader in Parks Canada and the first to serve as Chief Executive Officer when the new Agency was created in 1999, has passed away. I am sharing this sad news widely because Tom was a remarkable leader, mentor, and friend to so many current and former Parks Canada employees. Even after his retirement from the Public Service in 2002, Tom’s affiliation with his Parks Canada family remained strong.

I will communicate further information when it is available and, in the meantime, I join the many colleagues, partners, and stakeholders who will be inspired and comforted by their memories of “Mr. Lee”.

Sincerely,

Ron Hallman
#ParksProud #StrongerTogether

Dear colleagues,

I am pleased to announce the appointment of John Festarini to the position of Field Unit Superintendent, Quebec Waterways, effective March 1, 2021.

John Festarini first joined Parks Canada in December 2015 as the Associate Director of Ontario Waterways where he was primarily responsible for the Rideau Canal. During his time with the Agency, John has stepped up a few times to fill in wherever he was most needed. Between February 2018 and August 2019, John acted as the Superintendent of Bruce Peninsula national park and Fathom Five National Marine Park. Following that, he served as a Senior Advisor to the Senior Vice-President of Operations, supporting Nature Legacy, Occupational Health and Safety and Business Continuity. Since July 2020, John has been acting as the Asset Manager for Quebec Waterways Field Unit.

Prior to his time with us here, John worked with the Canadian Coast Guard and most notably served as the National Manager for Aids to Navigation Program. Prior to his tenure in the public service, John worked in the information technology sector as a Service Desk Manager at both IBM and Dell. Over the course of his public and private sector career, he has gained a considerable amount of experience and training in program and project management, service delivery, operations, relationship management, as well as strategic policy and planning.

John is originally from Northeastern Ontario where he was raised by his father in a small town alongside his two sisters. Today he’s a proud uncle to four nieces and a nephew which he showers with lots of attention in the hopes that one of them will take care of him when he’s older. John’s also passionate about giving back to his community having volunteered as a rugby coach, a firefighter, and an event producer for different organizations like YOU CAN PLAY, which works to ensure safety and inclusion for LGBTQ2+ athletes, coaches and fans in all sports.

Please join me in congratulating John on his appointment to the position of Field Unit Superintendent, Quebec Waterways.

Ron Hallman
President & CEO

Hello colleagues!

As you may know, last February we participated in a GoC-wide campaign called “20 women in 20 days for 2020,” which highlighted women working in STEM fields. This campaign started on February 11th, the International Day of Women and Girls in Science, and also acted as a great lead up to International Women’s Day on March 8.

This year, we’d like to continue this campaign, and feature 21 women in STEM at Parks Canada for 2021!

This is where you come in. Consider this a call-out for nominations for awesome women working in STEM in your field units! Please circulate this email widely, and nominate women to be featured on the national channels for the great work that they do. And yes, we will need pictures too!

Thanks in advance for your consideration and support

Nora Duguid
Communications Officer, Corporate Communications

 

Dear colleagues,

Please join us on Friday, February 5, from 1:00 p.m. to 3:00 p.m., as part of our collective initiative in creating an inclusive workplace.

As I’ve stated many times over the last few months, creating an inclusive work environment where all employees feel comfortable, productive and engaged is a top priority for me and the Senior Management Committee. It is imperative that we all work together to take action to address systemic barriers, while embracing the values of equity and diversity.

During the December town hall, I spoke about upcoming opportunities for all employees to engage in conversation on that very important subject. More recently, just last week, I shared with you the Call to Action on Anti-Racism, Equity, and Inclusion that was established and communicated to all organizations of the public service by the Clerk of the Privy Council, which emphasizes expectations and steps we must all take to truly live up to the principles of equity, diversity, inclusion and accessibility.

Parks Canada has hired a consulting firm to help the Agency in its diversity and inclusion efforts. I would like to invite you all to our first session on Diversity and Inclusion on February 5, 2021. The session aims to obtain your feedback on the present state of the organization and to determine the future organization that we aspire to become.

Please refer to the Outlook calendar invitation for further details. An update to this calendar invitation will follow with all the logistical details.

Ron Hallman
President & CEO

Dear colleagues,

The Diversity and Inclusion team within the Human Resources and Employee Wellness Directorate will be sending you shortly an invite to join the “Diversity and Inclusion at Parks Canada” page, now available on GCcollab.

On this page, a variety of information is made available on the topic of diversity and inclusion for employees at the Agency, including youth, women, employees who are members of the LGBTQ2 community, employees living with a disability, Indigenous, and members of visible minorities. All employees are encouraged to share information, videos, articles, etc. that foster and promote a culture of diversity and inclusion for employees within the Agency.

Please join the conversation and share the page link with your respective teams. Should you have any questions, we invite you to contact Louise Habimana-Uwera, A/Human Resources Coordinator, Workforce Inclusion and Engagement Branch at louise.habimana-uwera@canada.ca.

Together, let’s make way for conversations to take place, for an inclusive Parks Canada!

&nbs;

Best Regards,

Louise Habimana-Uwera
A/ Human Resources Coordinator
Workforce Inclusion and Engagement Branch

Message sent to all Parks Canada team members on January 29, 2021.

Dear colleagues,

The 2020 Public Service Employee Survey (PSES) is officially closed and I would like to thank all of you who took the time to share your opinions and perspectives with us.

According to the data available today, 78% of Parks Canada team members completed this year’s survey. Your participation is very important because it helps me and the management team understand the successes and the challenges you are experiencing in the workplace, especially during these extraordinary times. Your contribution will enrich our efforts to build a healthy and respectful workplace.

Parks Canada’s results, along with those of other public service organizations, will be posted on the GCintranet in spring 2021. Your managers and I are committed to following up on the results, and we will communicate our ongoing efforts to you.

Thank you for using your voice and participating in the 2020 PSES.

 

Ron Hallman
President & CEO

Message sent to all Parks Canada team members on January 28, 2021.

Dear colleagues,

Maintaining good mental health and being aware of the realities of mental illness are important at the best of times, and critical during tough periods. Thursday, January 28 is Bell Let’s Talk Day, an opportunity for us to raise awareness and break down the stigma surrounding mental health.

This year, Bell has taken a strong stance against racism and social injustice. As part of its commitment to address systemic racism, Bell has created the Bell Let’s Talk Diversity Fund to support the mental health and well-being of Black, Indigenous and People of Colour communities across Canada.

The Government of Canada is focusing on diversity and inclusion and will be hosting a national conversation on mental health, diversity and inclusion on January 28 with the Centre of Expertise on Mental Health in the Workplace, the Canada School of Public Service, the Federal Youth Network and your colleagues across Canada.

Mental health and wellness resources are available for Parks Canada team members on the Workplace health and Wellness page on ParksNet. I urge you to familiarize yourself with them, talk about them, and use them whenever you feel they could have a positive impact on your overall wellness.

This is a difficult time for everyone, so we encourage you to reach out to your colleagues and check in on them. We are stronger together.

Thank you and stay well.

 

Ron Hallman
President & Chief Executive Officer

 

Line Lamothe
Vice President, Human Resources and Employee Wellness
Human Resources Directorate

 

#BellLetsTalk  #StrongerTogether  #ParksProud  #GCMentalHealth

Message sent to all Parks Canada team members on January 28, 2021.

Dear colleagues,

It is with mixed feelings that I inform you that Nadine Blackburn, Field Unit Superintendent, La Mauricie and Western Quebec Field Unit (MWQFU), will be retiring from the Parks Canada Agency. Nadine’s last day of work with the Agency will be on January 29, 2021.

Under her leadership, numerous initiatives have been launched and there are many successes to celebrate. I would therefore like to take a few moments to thank her for her important contribution to the Agency.

It was under Nadine's direction that the Trust Patrimony Agreement at the Obadjiwan Fort Témiscamingue National Historic Site was settled. This file was more than 20 years old. Under her leadership, relations with the various Indigenous communities have taken a major turn. They have improved greatly, and sensitive files are now addressed with the utmost respect and pave the way to building closer relationships with our Indigenous partners.

During her time at Parks Canada, Nadine has also worked to enhance the vision that enables La Mauricie National Park and the 13 national historic sites under its management to remain important players in the service offer of sites that preserve and showcase our collective heritage.

In closing, I would like to highlight Nadine's leadership in her field unit during the Canada 150 celebrations, the planning of La Mauricie National Park’s 50^th anniversary, as well as during the pandemic. Her strong strategic thinking and the quality of her interpersonal relationships will remain an inspiration for her colleagues.

I would like to thank Nadine for so quickly embracing with passion the Parks Canada mandate and bringing her vast experience to the public service.

Please join me in congratulating Nadine and wishing her every success in her future personal endeavours.

 

Ron Hallman
President & CEO

Message sent to all Parks Canada team members on January 26, 2021.

Hello,

In December 2020, the Canada Revenue Agency (CRA) released information on a new home office expenses deduction now available to Canadians, providing a simplified way for employees to claim their expenses on their personal income tax return for the 2020 tax year.

Employees with larger claims for home office expenses can still choose to use the existing detailed method to calculate their home office expenses. They will need to obtain a completed and signed Form T-2200S or Form T-2200 from their manager who is delegated to approve leave requests.

Managers will be asked to certify two points on these forms:

• That the employee worked from home;
• That the employer has not reimbursed any of the eligible expenses on CRA’s list.

It is important to note; however, that if you request and are approved to receive a reimbursement, you will not also be eligible for a tax credit for those items or services.

I invite you to visit the CRA’s Home Office Expenses for Employees webpage, as it includes many resources to help you understand the deduction and its benefits. Please note that the Agency is not in a position to provide any personal tax advice, and that any tax questions should be directed to the CRA.

Line Lamothe
Vice President, Human Resources and Employee Wellness
Human Resources Directorate

Message sent to all Parks Canada team members on January 26, 2021.

Dear colleagues,

As we get deeper into the new calendar year and resume our work rhythms, I hope you were able to enjoy some time to yourselves or with loved ones and have some time off during the holiday season. Like most of you, my family experienced a much calmer and more relaxed (our daughters would say “boring”) couple of weeks than in recent years. And, like many of you, our thoughts were with family members, friends and colleagues who were alone or missing loved ones at what is normally such a socially oriented time of year.

At the time of writing this note, I am mindful of the additional mitigation measures and restrictions in place across the country, despite our collective efforts to date and our collective hopes that this pandemic would have ended by now. Those of us who are working remotely must continue to do so for the foreseeable future and those team members travelling to our worksites must continue to follow the guidance of local health officials and related Agency guidelines. I know this is disheartening because my family feels the stresses that this is causing too.

In upcoming notes, I look forward to updating you on key Agency-wide priorities and activities that we discussed at the virtual town hall meeting in December. In this note, I would like to acknowledge and respond to some specific feedback and concerns that I have received from colleagues in recent weeks. In doing so, I would also like to share my thoughts on how we can work together to address some of the ongoing challenges faced by team members, and strategies for taking care of ourselves while addressing our highest priority work requirements. It is a longer note than I normally like to send via e-mail but I think the messages are important and timely.

I took a few days off over the holidays and so had time to reflect on some of the recent feedback that I have received from team members, either directly or indirectly. Some of that feedback has been positive and complementary; some less so. To those who have written, I appreciate the time you have taken to share your views. You will all recall that I have shared positive stories and inspiring examples of teamwork and resilience in previous messages and so it makes sense to share a couple of the constructive critiques that I have received as well. I do this not with a view to changing minds or to be defensive. Rather, I do so as a means of acknowledging the feedback, confirming that it has indeed been heard, and sharing my thinking on the topics that have been raised. I hope my comments will be received in that spirit.

I have expressed in past messages that the health, safety and wellness of all Parks Canada team members is always on my mind and that the senior management team is here to support you in any way we can. I have received feedback from some staff that these words ring hollow because they do not appear to be backed up with concrete support from senior managers in the face of some very real challenges that staff are facing. I accept this feedback. My commitment to you is that the senior management team will continue working to set the frame in which Agency operations and activities are conducted in the context of this pandemic, including working with OHS committees to support safe work practices that protect employees and visitors. This commitment extends to the critical work of setting the context and expectations for safeguarding the overall wellness of employees. In doing so, we seek to equip directors, managers, and supervisors with the guidance, tools and clear direction they need to exercise their judgment and authority in working with staff to set their work unit priorities and manage workloads in response to the unique circumstances of each individual.

In concrete terms, managers have always had the ability to defer work in order to focus on our highest priorities, or adjust hours of work and meeting schedules. COVID-19 has done nothing to detract from these abilities. I know, too, that Parks Canada’s areas of responsibility are vast, spanning the frontlines to the office, which means we must all work together to find mutually beneficial solutions that are responsive to the individual realities and needs of staff and which also recognize the Agency’s many responsibilities. I encourage any employee who may be struggling with workload, with balancing their duties or work context with the many new family responsibilities created by the pandemic, or with any other personal circumstance to have a candid discussion with your supervisor. I cannot directly address your challenge, but your supervisor may be able to help you. That is their job and I know they are keen to support you.

I have also received feedback indicating that messages aimed at encouraging employees to look after themselves are not helpful because it is self-evident and obvious. Others have indicated that they do not feel they should have to use up their vacation time during the pandemic because they are at home anyhow. Please know that while I acknowledge and appreciate hearing these perspectives, I do not share them. In terms of messages regarding self-care, it is deeply important to me that every Parks Canada team member knows that I not only want them to take care of themselves and their families, but that I am counting on it. It is equally important to me that directors, managers, and supervisors are clear on this expectation too, so that they will feel empowered and supported in their actions to respond to employee needs where possible.

In terms of not wanting to access vacation credits given that the pandemic has required that many of us stay pretty close to home, I can understand the view. But my very real concern is that some employees are over taxing themselves and not taking time off to rest, recharge or simply have a break. These past 10 months have been demanding for everyone. For my part, I don’t mind admitting that I have found working from home and the many unique and unpredictable demands of the past months exhausting. For me, many of the home-versus-work distinctions have become very blurry on many days. This has been my experience and I don’t have young children to home school or elderly parents to care for. I can only imagine the many diverse challenges that each of you are facing in your own circumstances and I am sure that many of you are tired. Annual Leave credits are there to give you a break, even if it is a boring break as mine was, and so I encourage employees to consider taking at least a day or two off once in a while if a longer respite is not feasible for you. Similarly, sick leave is there to benefit you when needed. My desire is for each of you to be healthy and well. If you are at risk of burning out or are experiencing mental wellness challenges, I encourage you to consider talking to your supervisor about what can be done to support you and/or, taking the time off that you need to be well.

I also encourage you to familiarize yourself with the wide range of resources available to support our physical health, mental health, and overall wellness. These resources include the Government of Canada’s tips for working from home, finding out “What’s your stress index”, learning how to talk about the pandemic with your kids and letting them know the Kids Help Phone, or the Employee and Family Assistance Program (1-800-268-7708), and material posted on ParksNet. And, of course, you can speak with your supervisor or any colleague or executive who you feel comfortable approaching. I know that talking about how they are doing easier for some people than others. I get that. I find it difficult to share my hardest challenges with others because, like many of you, I don’t want to be a burden to others. But I have developed contacts and strategies that work for me and I encourage you to do the same. You may quickly learn that you are not alone.

We have gotten to this point by working together and supporting each other and I am enormously proud of all that the Agency has accomplished, both in terms of looking after each other and in serving Canadians. In this, I have been inspired by many positive stories and anecdotes from teams across the country despite our physical distances. But I know too that there remain significant challenges that each of us are dealing with and that it is stressful to not know when it will end. That is why I acknowledge and appreciate the honesty and courage of those who have written to me. I know that everything is not ok and that everybody is not fine. Colleagues who are working remotely because we cannot access our normal worksites are not simply “working from home”. As others have said, we are in a pandemic and we are trying to work to the best of our abilities. This means that 100% productivity is neither possible nor expected so teams need to identify and focus on their highest priorities and work to the best of their abilities. All of this is true and I appreciate the efforts and contributions of all employees. It is also true that the senior management team is united in our commitment to supporting all Parks Canada team members as we move forward together.

I began this note by acknowledging the arrival of the new year. And so it is, with news of vaccine approvals and the commencement of distribution activities, that I remain optimistic that 2021 may live up to my family’s greatest hope: regaining a sense of normalcy and control in our daily lives. In this, I extend my similar hope for each of you.

 

Ron Hallman
President & Chief Executive Officer
#ParksProud  #StrongerTogether

 

Visit Parks(EXTRA)Net and ParksNet for the latest information. If you are feeling nervous or distressed about this situation, we encourage you to speak with your manager or contact the Employee and Family Assistance Program available at 1-800-268-7708, or 1-800-567-5803 (TTY - for people with hearing impairments).

Message sent to all Parks Canada team members on January 22, 2021.

Dear colleagues,

You have heard me speak about the work we are undertaking at Parks Canada to become the Agency that we aspire to be, one that values equity and diversity, combats racism and harassment, and addresses systemic barriers to ensure that all employees can feel welcome and succeed.

Today, I would like to share with you, from the Clerk of the Privy Council, a Call to Action on Anti-Racism, Equity, and Inclusion, which sets common expectations for leaders across the Public Service to take practical actions that will be the basis for systemic change.

This Call to Action adds support, direction and immediacy to leaders across government on the steps we must all take to truly live up to the principles of equity, diversity, inclusion and accessibility and reflect those ideals back to our team mates and to the people and the communities whom we serve.

I encourage you all to read the actions and commitments outlined and reflect on how each of us may contribute to them.

Ron Hallman
President & Chief Executive Officer

#StrongerTogether  #ParksProud

Visit Parks(EXTRA)Net and ParksNet for the latest information. If you are feeling nervous or distressed about this situation, we encourage you to speak with your manager or contact the Employee and Family Assistance Program available at 1-800-268-7708, or 1-800-567-5803 (TTY - for people with hearing impairments).

Message sent to all Parks Canada team members on January 21, 2021.

Dear colleagues,

Too many Canadians are affected by harassment and violence at work. Regrettably, we know that Parks Canada is not immune to such unacceptable behaviours, the effects of which can be devastating for individuals and toxic for our teams. A zero tolerance approach to harassment and violence is critical to our collective wellbeing. It is therefore important to me that we talk openly and candidly about the actions that we will take, together, to continue our ongoing work of preventing and eliminating these acts in our workplaces across the country.

On January 1, 2021, new Work Place Harassment and Violence Prevention Regulations, promulgated under the Canada Labour Code, came into effect and with application to all federal workplaces covered by Part II of the Canada Labour Code, including Parks Canada. Notably, the regulations require employers to take action to actively prevent harassment and violence in our work places.

Key measures to fulfill the Agency’s obligations under the regulations will include:

• the identification of risk factors;
• the development and implementation of preventive measures; and
• the development, together with the bargaining agents, of a Work Place Harassment and Violence Prevention Policy for Parks Canada.

To ensure that appropriate priority and capacity are assigned to this important initiative, Parks Canada has established a work unit within the Human Resources & Employee Wellness Directorate that will be responsible for implementing the requirements outlined above and will be further mandated to :

• conduct work place assessments based on identified risk factors;
• implement training and ongoing support measures; and
• serve as the designated office for receiving harassment and violence incident reports from employees.

More information on the Agency’s harassment and violence prevention activities will be communicated to all employees in the coming weeks. In addition, a generic e-mail address has been created at pc.respect.pc@canada.ca through which, effective immediately, any employee may report an incident of harassment and violence or ask any questions they may have concerning the new regulations or associated Agency activities.

A key component to maintaining a safe and respectful workplace is ensuring that we support staff who may be struggling with personal or professional challenges and these efforts will continue. I recognize that this continues to be a particularly difficult time for many of us and so I would like to remind you of the confidential support services available to all Parks Canada team members through the Employee Assistance Program, the Mental Health Online Resource Centre and the Centre for Values and Ethics.

Ron Hallman
President & Chief Executive Officer

Message sent to all Parks Canada team members on January 15, 20201

Hello and Happy New Year!

I am pleased to inform you that Parks Canada and the Public Service Alliance of Canada signed a new collective agreement on January 14, 2021.

Among the highlights, there is a salary increase of 2.8%, 2.2% and 1.35% for each year of the contract. In addition, there are also some changes to Maternity and Parental provisions, new types of leave and increases for various allowances.

The Agency and union representatives entered into a Memorandum of Understanding regarding the implementation of the Collective Agreement which states, among other things, that the prospective elements of compensation increases and retroactive amounts payable to employees will be implemented within one-hundred and eighty (180) days after signature of the agreement where there is no need for manual intervention. All other provisions of the new collective agreement are effective immediately.

The new agreement is also posted on ParksNet. Printed copies will also be available as soon as possible considering the pandemic (COVID-19) and the measures currently in effect.

Thank you for your dedication, your professionalism and the service you provide to Canadians every day.

Ron Hallman
President & Chief Executive Officer

 

Message sent to all Parks Canada team members on January 11, 2021.

Dear colleagues,

If you have already completed the 2020 Public Service Employee Survey (PSES), we thank you. 62% of Parks Canada employees have participated so far, and we’re hoping this number will continue to grow until the survey closes on January 22, 2021.

This past year has been unprecedented, as we have faced the life-altering impacts of a pandemic. The PSES results will help us better understand how you and your workplace have been affected and sharing your experiences will help inform the way forward for the Agency. If you haven’t already done so, please take 20 to 25 minutes to complete the survey. Your manager will ensure you have time to complete it during your normal workday. I encourage you to help us produce a full and representative picture of Parks Canada by completing the survey. Your responses are confidential and are protected under the Privacy Act.

If you haven’t yet received an email invitation to participate in the survey, please contact Advanis at 1-866-539-7829 or at pses-saff@advanis.ca. For more information, please visit the Public Service Employee Survey page on the GCintranet.

Your perspective matters.

Thank you.

Ron Hallman
President & CEO
#ParksProud& #StrongerTogether

 

Visit Parks(EXTRA)Net and ParksNet for the latest information. If you are feeling nervous or distressed about this situation, we encourage you to speak with your manager or contact the Employee and Family Assistance Program available at 1-800-268-7708, or 1-800-567-5803 (TTY - for people with hearing impairments).