çapta – -Translation – Keybot Dictionary

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Nous avons remarqué que, bien que les régions et les directions générales aient été avisées de n'envoyer que les dossiers de niveau moyen et élevé pour surveillance, elles ont joint au groupe certains dossiers à faible risque qui ont fait l'objet d'un contrôle. La direction des RH a indiqué que les dossiers à faible risque ne feront plus l'objet d'un contrôle.

Textseiten vergleichenHTM-Seiten vergleichenURL mit Ausgangstext zeigenURL mit Zielsprache zeigencbsa-asfc.gc.ca als Prioritätsdomäne definieren

Under the current system, a sample of job advertisements and notifications of proposed appointments are being monitored. We found that the monitoring team was not keeping records of which ones had been reviewed, except for those requiring corrective action. Therefore, it was difficult to determine if an advertisement or a notification that was flawed had never been reviewed, or had been, but the flaws had gone unnoticed.

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Text zeigenZeige Ausgangstext im CacheURL mit Ausgangstext zeigen	Conseiller en RH
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Les entrevues avec les conseillers en RH et le personnel des SAIDG indiquent que les deux parties comprennent clairement leurs rôles et responsabilités respectifs par rapport aux activités de dotation.

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We acknowledge the initiative taken by some of the IBBS units in producing guides for their clients on staffing documentation requirements. However, due to the independence of the various units, these guides are not shared with the other units. This lack of communication among the units leads to inefficiencies in terms of duplication of work. Moreover, we found that some of the IBBS guides that we looked at contained outdated and incorrect staffing information. This poses a risk that managers could be misinformed about the documentation they need to prepare for a staffing action.

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Une fonction de resources humaines (RH) se trouve dans les huit régions de l'ASFC et à l'AC, dont une partie de la responsabilité consiste à donner aux employés dans les régions et à l'AC des conseils et une orientation sur la rémunération et les avantages sociaux, de même qu'à traiter de divers documents sur les droits à la rémunération et aux congés sur les avantages sociaux dans les SAE et le SRP.

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No internal audit on payroll controls had been conducted within CBSA since its creation in 2003. Canada Revenue Agency (CRA) conducted an internal audit on their Compensation Management in October 2008 and found that the majority of key management and processing controls were in place. However, their audit tests showed that a large percentage of pay actions had not been processed in a timely manner, with the most significant contributing factor being late paperwork submitted by the managers. The audit concluded that processing standards needed to be developed to assist in measuring performance, as the monitoring measures currently in place did not give a complete picture of compensation activities. It should be noted that like CRA, CBSA utilizes CAS to process employee pay and benefit related actions.

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Cependant, nous avons découvert certaines faiblesses dans le PGRH. Par exemple, rien n'indique qu'il a été mis à jour annuellement, comme cela avait été convenu au départ. Le PGRH n'a également pas spécifié les résultats attendus mesurables pour la dotation.

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In the fall of 2011, the regions and branches prepared Integrated Business Plans for 2012-2015 that included business objectives and priorities, HR strategies and priorities, an environmental scan, a gap analysis and a requirement to monitor and measure progress and performance. These plans are intended to be used to develop Agency-wide HR strategies, such as maximizing the use of collective staffing to fill similar positions within the CBSA.

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Show textShow cached sourceOpen source URL	c) Informer la table de gestion des programmes des RH et la vice-présidente des RH au sujet du statut de la mobilisation de la collectivité des RH et régler les problèmes au fur et à mesure qu'ils se posent.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain	f) Review monitoring results with HRDs/HRAs on a monthly basis, targeting higher risk areas based on monitoring findings and identify training needs.

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Show textShow cached sourceOpen source URL	c) Informer la table de gestion des programmes des RH et la vice-présidente des RH au sujet du statut de la mobilisation de la collectivité des RH et régler les problèmes au fur et à mesure qu'ils se posent.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain	f) Review monitoring results with HRDs/HRAs on a monthly basis, targeting higher risk areas based on monitoring findings and identify training needs.

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Show textShow cached sourceOpen source URL	L'examen exigera une participation à forte main d'ouvre et nécessitera un appui d'autres secteurs de l'Agence, dont les Relations de travail au niveau corporatif, la Direction générale de l'informatique (DGI) et des SAE à l'ARC, la RGT, les surintendants régionaux et les responsables des systèmes des Ressources humaines (RH) à l'ASFC, avant même d'aboutir à une version finale pour approbation.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain	Request an updated cost estimate from the CRA ITB-CAS on the implementation of an automated timesheet validation system for the 24 hour operation that is required at CBSA. CAS presently has automation for all non VSSA employees. The costing of this solution may be extensive. Work had commenced by HR Systems under "Shift Planning" but was suspended due to budget pressures.

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L'Agence a établi le premier Plan de gestion des ressources humaines (PGRH) triennal pour les exercices 2009-2012 et celui-ci a été publié sur le site intranet (Atlas) en juin 2010. Toutes les régions et les directions générales ont préparé des plans des RH pour l'exercice 2009-2010.

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More recent documents indicated that the Human Resources Branch has made changes to the HR planning process in the Agency that, once implemented, will significantly improve the process. Guidance and tools were provided to all the regions and branches so that, during June and July of 2011, each of them was able to develop Tactical Staffing Plans for fiscal 2011-2012. These plans included information such as the types of staffing planned and the timing for these staffing actions, official language and employment equity considerations, financial and accommodation issues, etc.

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Show textShow cached sourceOpen source URL	c) Informer la table de gestion des programmes des RH et la vice-présidente des RH au sujet du statut de la mobilisation de la collectivité des RH et régler les problèmes au fur et à mesure qu'ils se posent.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain	f) Review monitoring results with HRDs/HRAs on a monthly basis, targeting higher risk areas based on monitoring findings and identify training needs.

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Des contrôles et procédures devraient être établis de sorte que seuls les employés autorisés accèdent en direct aux SAE et au SRP, et la Rémunération de l'Agence devrait exercer une surveillance périodique de ces contrôles et de ces procédures de sorte que seuls les employés autorisés de l'Agence puissent utiliser le rôle des RH dans les SAE et avoir accès aux listes de paie qui y sont liées.

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Further, the pay lists assigned were reviewed to ensure that they were appropriate and that necessary segregation of duties had taken place. No issues were identified relating to improper segregation of duties. However, there may be some issues with 24 of 146 employees with CAS Role 18; thereby potentially permitting them to view personal employee data that their position may not require. The issues were:

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Des documents plus récents indiquent que la Direction générale des ressources humaines a apporté des changements au processus de planification des RH de l'Agence qui, une fois mis en ouvre, amélioreront grandement le processus.

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Recognizing that the first iteration of the planning cycle has not yet been completed, we support the HRB's intention to continue with this cycle of conducting specific tactical staffing planning in the spring of each year, and developing the Agency's corporate HR/business plan each fall. For the purpose of this audit, we concluded that the PSC's first recommendation on HR planning has been partially addressed. However, the recommendation still needs to be fully addressed through completion of the first cycle of the new HR planning process at the end of this fiscal year. Progress will be tracked by the Internal Audit and Program Evaluation Directorate of the CBSA through the regular follow-up process.

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Les gestionnaires subdélégués, les conseillers en RH et leurs gestionnaires respectifs jouent tous un rôle clé pour s'assurer que le processus de dotation fonctionne comme prévu et que les nominations respectent le principe du mérite ainsi que les valeurs directrices et qu'il n'y a pas eu de traitement préférentiel.

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A significant proportion, 27 out of 46 (59%), of the appointment files in our sample did not comply with the sub-delegation instrument in its entirety to the extent that there was no evidence in the staffing files that the appropriate level of sub-delegated manager had authorized key decisions required or the decisions on file were made by a lower level of manager than is required by the instrument. The objective of the audit was not to review the effectiveness of the sub-delegation instrument or determine whether or not it is appropriate. However, the high rate of non-compliance is of concern because it puts the Agency's staffing processes at risk as the instrument is an important oversight control mechanism. The importance of compliance with the sub-delegation instrument is comparable to the importance of compliance with sections 32 and 34 of the Financial Administration Act.

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Show textShow cached sourceOpen source URL	Mieux informer les conseillers et les directeurs en RH pour qu'ils gèrent effectivement et de façon proactive l'intégrité du programme de dotation de l'Agence en exerçant leur fonction d'autorité lorsqu'il y a des problèmes évidents liés au mérite ou aux valeurs de dotation.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain	When the Canada Border Services Agency (CBSA or the Agency) was created in 2003, it incorporated resources from the Canada Customs and Revenue Agency, Citizenship and Immigration Canada, and the Canadian Food Inspection Agency. Consequently, the CBSA became subject to the Public Service Employment Act (PSEA) and was obliged to implement its requirements.

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Dans un cas (voir l'exemple 2 de la pièce 2), le conseiller en RH a donné des conseils judicieux sur les risques associés à une nomination en particulier. Cependant, la direction a décidé de ne pas suivre ce conseil, mais le dossier ne comportait aucune justification.

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Sub-delegated managers, HRAs and their respective managers all play a key role in ensuring that the staffing process functions as intended in that appointments made respect the merit principle, the guiding values, and are free from preferential treatment. The audit results indicate that supporting documentation or the required documents were present in the majority of files audited; however, it did not always substantiate that merit was met and that guiding values were respected throughout the appointment process (i.e., quality was an issue). The audit noted that control mechanisms at the transactional level (i.e., during the conduct of staffing processes) were not sufficient to ensure the compliance of appointments and the accuracy of the documentation to support appointment decisions.

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Show textShow cached sourceOpen source URL	Mieux informer les conseillers et les directeurs en RH pour qu'ils gèrent effectivement et de façon proactive l'intégrité du programme de dotation de l'Agence en exerçant leur fonction d'autorité lorsqu'il y a des problèmes évidents liés au mérite ou aux valeurs de dotation.
Compare text pagesCompare HTM pagesOpen source URLOpen target URLDefine cbsa-asfc.gc.ca as primary domain	When the Canada Border Services Agency (CBSA or the Agency) was created in 2003, it incorporated resources from the Canada Customs and Revenue Agency, Citizenship and Immigration Canada, and the Canadian Food Inspection Agency. Consequently, the CBSA became subject to the Public Service Employment Act (PSEA) and was obliged to implement its requirements.

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Le mandat de la Direction générale des ressources humaines (DGRH) consiste à aider l'Agence à atteindre ses objectifs opérationnels grâce à la mise en ouvre d'un régime exhaustif de gestion des ressources humaines (RH) conforme à la législation, aux politiques, aux pratiques et aux initiatives de la fonction publique.

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In 2009, the PSC carried out an audit of CBSA HR staffing covering the period from January 1, 2006 through March 31, 2009. The audit resulted in six recommendations made to the Agency. The 2009 PSC audit had originally also included a component to assess the extent to which the Agency's appointments and appointment processes were in compliance with the PSEA and governing authorities. However, due to deficiencies identified as part of an internal file review undertaken by the HRB, the Commission decided to eliminate the compliance portion of its audit, and to do a separate follow-up audit of compliance later on.