Award of Excellence and Employment Equity and Diversity Award

Award of Excellence

and

Employment Equity
and Diversity Award

Presented by
The Honourable Lucienne Robillard, P.C., M.P.
President of the Treasury Board

Ottawa

2003

Message from the
Honourable Lucienne Robillard

I am pleased to honour the recipients of the Award of Excellence for 2003. Today is an occasion for me to formally thank these exceptional public service employees for their dedication and commitment. We all celebrate their leadership and success, and we applaud the examples they have set for us by always going that extra mile. They have truly made a difference in the lives of the Canadians they serve.

I am also honoured to recognize the 32 recipients of the Employment Equity and Diversity Award for their outstanding work and tireless efforts in supporting the Public Service of Canada's commitment to fostering a diverse and inclusive workforce. Their exemplary achievements this past year serve as testimony to a public service that is truly embracing change and celebrating diversity. There is still work to be done, but the recipients we are honouring are proof that we have made positive progress in this area.

All of today's recipients inspire each and every one of us in the course of our own work because of the very remarkable work they accomplish. Their continued professionalism is one of the key elements that contributes to our ability to offer Canadians the highest quality of service. We value and appreciate these people and we are privileged to have them as members of the Public Service.

Again, I offer my heartfelt congratulations and my gratitude to all of this year's award recipients.

The paper version was signed by

Lucienne Robillard
President of the Treasury Board

Program

Award of Excellence

The Award of Excellence acknowledges the most exemplary contributions from among those who have already received formal recognition awards from departments and agencies. The Awards and Recognition Board selects recipients from nominations submitted by these organizations. The Award of Excellence consists of an inscribed plaque and is presented annually by the President of the Treasury Board.

Awards and Recognition Board

Chairperson

Mr. Tom Stewart
Acting Assistant Deputy Minister
The Leadership Network
Treasury Board of Canada Secretariat

Members

Secretary

Ms. Charmaine MacIntosh
Senior Program Officer
Awards & Special Events
The Leadership Network
Treasury Board of Canada Secretariat

Recipients of
the Award of Excellence 2003

When 78 planes carrying more than 15,000 passengers were diverted to four airports in Newfoundland and Labrador in the hours following the terrorist attacks on September 11, 2001, the Canada Customs and Revenue Agency (CCRA) moved quickly to clear the inbound flights and to cope with and provide support to the thousands of tired, confused, and stranded travellers. Directing the CCRA team was Superintendent Shirley Brewer, who ensured that there was a customs presence around the clock during the crisis and motivated her staff to provide a courteous service while keeping security a top priority.

US airspace was closed for the days immediately following the attacks. This situation created a number of unusual challenges, which were compounded by the fact that one of the largest airports in Newfoundland and Labrador - St. John's - and its customs facilities were undergoing renovations and did not have sufficient seating to accommodate the increased staff and diverted passengers.

Customs inspectors at all four airports faced a daunting task: with the country operating at National Security Alert Priority 1 and an unexpected increase in visitor volume, they were required to thoroughly process each and every passenger and their baggage. Despite these added challenges, all levels of customs inspectors at all ports of entry performed above and beyond the call of duty. Throughout the ordeal, customs inspectors worked tirelessly with professionals from other organizations on the scene.

Superintendent Shirley Brewer and the customs inspectors of Newfoundland and Labrador are to be praised for working as a cohesive, dedicated, and resourceful unit. Their compassion, professionalism, and selflessness, which included working double and even triple shifts, demonstrated the quality of our Public Service to Canadians and travellers alike.

As the Government of Canada works to improve its on-line services to the public, certain departments and agencies are also looking for better ways to streamline internal services and costs. With this in mind, Mr. Timothy Philps of the Canada Customs and Revenue Agency (CCRA) recognized an opportunity to develop a unique centralized procurement system for frequently purchased, low-value consumable supplies. His system, originally designed in 1999, allows employees of the Pacific Region to make purchases from their desktops using the Internet.

While Mr. Philps was developing the system, new departmental regulations regarding functional budget allocations were established, and these needed to be taken into account. Mr. Philps's belief in the system's potential, however, motivated him to adjust the new procurement system to accommodate these regulations and the decentralization of purchasing activities to front-line managers. As Mr. Philps will attest, the implementation of the system, now called Rapid Order, was not without its challenges; in fact, it was often difficult to find support for the project.

Mr. Philps's perseverance yielded spectacular results. In the first year alone, expenses for consumable supplies were reduced by over $300,000, and initial surveys ranked client satisfaction at close to 90 per cent. The results were so impressive that Rapid Order is now being implemented nationally at CCRA, with annual savings expected to reach nearly $1 million.

Regardless of the challenges he faced, Mr. Philps believed in the potential of available technology to enable a move away from existing paper-based processes and toward a more streamlined automated acquisition process. He personally oversaw each step, including the conceptualization, design, partner and vendor negotiations, and implementation.

A successful example of administrative reform and renewal, Mr. Timothy Philps's innovation has provided the Public Service of Canada with a model for increasing the effectiveness of procurement management of high-volume, low-value supplies.

The period following the September 11, 2001, terrorist attacks in the
US was challenging for many workers of the federal Public Service. The performance of the front-line team of Canadian and Pakistani staff of the Canadian International Development Agency (CIDA) in Islamabad, Pakistan, during this time can only be described as exceptional.

In the aftermath of the attacks and the military action that ensued, the ten-member CIDA team was called on to respond to the dramatically increased humanitarian, reconstruction, and development needs of Afghanistan and related needs in Pakistan. Their rapid reaction and efficient work enabled CIDA to prepare a $100-million humanitarian assistance program for Afghanistan; initiate a debt-for-development agreement with Pakistan estimated at some $447 million; and deliver a $16-million humanitarian program, which was primarily designed to assist Afghan refugees.

Even when military action forced the evacuation of most of the Canadian members of the CIDA team and their families, the two remaining Canadian staff members worked with the Agency's locally engaged employees to carry out all operations in Pakistan and Afghanistan. Despite a severe staff shortage and an increasingly dangerous political climate in the region, the team delivered all the necessary services quickly and efficiently.

From CIDA headquarters in Ottawa, the evacuated team members also contributed extensively to both the planning and the implementation of the emergency programs. However, these dedicated team members had a keen desire to return to their duties as soon as possible. They were allowed to go back to work in Pakistan in January 2002.

Despite the escalating violence in the region and an increasingly tense political environment, the CIDA team remained focussed on its mandate and bravely moved ahead with its humanitarian mission.

Throughout her professional and personal life, Ms. Elizabeth Gryte has demonstrated an uncommon dedication and commitment to easing the settlement process for refugees and immigrants upon their arrival in Canada. Since the days when she organized groups that sponsored and facilitated the journey to Canada for the so-called Vietnamese "boat people" and the time she spent teaching English as a second language for non-profit organizations, Ms. Gryte has had a positive effect on the lives of a significant number of new Canadians.

For the last decade, Ms. Gryte has held the position of Manager and, more recently, Director of Settlement Programs for the Ontario Region of Citizenship and Immigration Canada (CIC). During this time, she earned a reputation for applying innovative approaches to the delivery of services to newcomers. Through her efforts, newcomers arriving in Ontario receive the highest quality and most relevant services available.

When funding for settlement programs in Ontario was increased, Ms. Gryte led a series of public consultations and then carefully planned new programs and partnerships to best suit the needs identified. Her vision and leadership resulted in the creation of a number of new initiatives, including a Web site, http://www.settlement.org, the computerization of settlement programs, and enhancements to the Newcomer Information Centres and school programs.

Ms. Gryte's exceptional work in this field has been recognized well beyond the borders of the Ontario Region of CIC. She has not only had an undeniable influence on reshaping settlement programs and service delivery across the country, but she has also been called upon by other countries to lend her expertise on settlement issues and has shared her knowledge and vision at many international meetings. Ms. Elizabeth Gryte's personal integrity, generosity, and support have also earned her the reputation of an invaluable ally in the hearts of her staff and settlement workers.

Mr. Sylvain Cantin and Mr. Roger Pigeon of Fisheries and Oceans Canada's Maurice Lamontagne Institute in Mont-Joli, Quebec, demonstrated extraordinary resourcefulness and leadership to address a major on-the-job challenge. The two men work in the Institute's Technical Support Section and were involved in a project to deploy oceanographic instruments on board commercial vessels travelling the St. Lawrence.

They faced a technological predicament: in order for the data collected from the instruments to retain their full value, considerable amounts of information had to be moved as quickly as possible between the vessels and the forecasting computers at the Institute. Because satellite and cellular telephone communication is expensive and cannot be used to transfer the significant quantities of data necessary to properly supply the forecasting computers, Mr. Cantin and Mr. Pigeon proposed using UHF transmitters to link modems on shore and on ship. This allows the communication to be made via closed circuit when ships pass near the shore-based antenna.

As well as being extremely cost-effective, this means of communication is capable of transferring substantial volumes of data. One of the great advantages of this technology is that it is well suited to use on the St. Lawrence. Simply using telephone lines on shore linked to a shore-based antenna makes it possible to obtain information about the entire gulf and estuary.

Mr. Sylvain Cantin and Mr. Roger Pigeon are to be commended for their leadership at all stages of the project, from installing the equipment on board the ships, in co-operation with the engineers and owners' representatives, to developing the necessary software and systems. Their solution to this complex problem is evidence of their remarkable ingenuity.

In 2000, the Treasury Board of Canada Secretariat revised its policy governing transfer payments. The new policy introduced standard agreements throughout the Government of Canada to ensure the sound management of public spending. More than 86 per cent of the agreements between Health Canada and First Nations and Inuit recipients of funding for community health programs were due to expire within a year of this revision. With over 1,700 agreements to be negotiated according to the new standards, the task at hand was daunting.

Health Canada established a small team within its First Nations and Inuit Health Branch to lead this effort and to equip the various regions to handle the challenge. To this end, the team devised a plan for the continued provision of essential services in the event that new agreements were not signed in time. In addition, a communications strategy was developed that included regular consultations with First Nations and Inuit clients. Training tools were prepared to educate regional staff about the new agreements, and various methods of communication were used so that Health Canada staff at all levels and in all regions conveyed consistent messages.

All of these new agreements comply with Treasury Board policy and
reflect good management practices, improved risk management, and better accountability for the use of public funds. As a result of this team's dedication, exceptional communications skills, and the involvement of all stakeholders, the implementation of the new standard agreements has been an unqualified success achieved in record time.

As part of the Government of Canada's efforts to increase the number of services provided on-line, National Archives launched the Canadian Postal Archives Web site in August 2001. This is a three-year project carried out in partnership with Canada Post and is part of the Canadian Memory Program. The Canadian Postal Archives Web site is a universal source of information, in both official languages, on Canada's philatelic and postal heritage.

The Canadian Postal Archives Web Site Project Team, a multidisciplinary group made up of members from many divisions, used new technology to develop this essential site, which not only gives researchers more autonomy but also gives the general public access to the National Archives philatelic collection.

The success of this project is the result of the unique blend of each team member's strengths to create a high-quality service.

The public responded enthusiastically to the Canadian Postal Archives Web site, making it a great success. In its first year of operation, the site had over 125,000 visits. In addition, the section of the Web site focussing on stamps was transferred to a terminal at the Canadian Postal Museum's "Reflections of Canada" exhibit at the Canadian Museum of Civilization, where approximately 300,000 visitors a year can also enjoy viewing these treasures. Clearly, the high quality of the information on this site has won it recognition well beyond our borders.

Gas hydrates are an important potential energy resource, making research into their extraction and use significant for the development of future energy policy. Canada has vast reserves of these compounds in the Arctic and off its coasts, but their viability depends on whether they can be recovered from sedimentary rock in a way that is both environmentally sound and economically feasible. The effect of the methane gas they contain on climate change must also be determined.

Canadians are at the forefront of research into these issues. A prime example of this is the Mallik Gas Hydrate Research Well Program, the first of its kind in the world. Led by the Geological Survey of Canada at Natural Resources Canada, more than 100 government and private-sector scientists from Canada, Japan, the United States, Germany, and India have participated in this $25 million project in the Canadian Arctic. The International Continental Drilling Program also contributed to the undertaking.

The exploratory work was carried out during the winter of 2001- 02 at the Mallik gas hydrate field located at the northeastern edge of the Mackenzie Delta. The task presented considerable engineering and logistical challenges, including constructing ice roads, transporting heavy equipment across great distances, and drilling through permafrost to a depth of 1,200 metres in extreme cold in order to obtain test samples for laboratory analysis.

The scientists are currently evaluating the data from the project, and their findings will be made public at an international conference in the spring of 2004. This critical research will help to establish safe methods of extracting gas hydrates and will contribute substantially to our understanding of their role in global warming.

On November 5, 2001, RCMP Constables Bill Finney and Rolly Wallis were dispatched to pursue suspects in a series of break and enters at a ski resort in Hemlock Valley, British Columbia. With the assistance of Police Service Dog Ben, they tracked the suspects up a heavily forested mountain slope. Corporal Dwayne Harlem Jennings of the RCMP Vancouver Air Services was sent to assist in the search over this difficult terrain.

Upon Corporal Jennings' arrival, it was decided to terminate the search for the suspects because of dangerous weather conditions, including heavy snowfall and high winds. As a result of the inclement weather, the two constables and the dog became stranded at an altitude of 370 metres without proper shelter or survival gear. Members of the Search and Rescue Team conducted a ground search but were unable to locate the constables.

Knowing that they would likely not survive without the necessary equipment, Corporal Jennings braved the severe weather and flew his helicopter into the area in search of the missing officers. He transported members of the Search and Rescue Team with him so that they could deliver essential survival kits.

Having located the officers, Corporal Jennings was unable to land his helicopter because of the weather and terrain. He skillfully manoeuvred the helicopter onto its front skids and in this way was able to reach his colleagues, who were already starting to suffer the effects of hypothermia. As a result of Corporal Jennings' perseverance in the face of personal danger, Constables Finney and Wallis, and Police Service Dog Ben were rescued after having been isolated on the mountain for six hours.

For such uncommon courage, Corporal Dwayne Harlem Jennings was awarded the Royal Canadian Mounted Police Commissioner's Commendation for Bravery and received the gratitude and admiration
of his colleagues.

On March 12, 2002, Statistics Canada launched a new Web site where it released the first data from the 2001 Census of Canada. The Census Geography site presents information in an innovative way. Clearly organized around a wide range of tables, graphs, maps, and reference materials, the Web site is highly user-friendly, allowing visitors to find information easily. For example, it is possible to retrieve data by region or place and to make comparisons with other parts of the country. Statistical data are analyzed in a comprehensive on-line report, A Profile of the Canadian Population: Where We Live. This document makes detailed geographic information relating to the census readily accessible.

The team took full advantage of Internet technology to facilitate user navigation. The members of this group showed exceptional teamwork in designing a new way of releasing census data that integrates numerous links to a variety of statistical information. They also exceeded expectations by reducing the time required to release the first census results by one month compared with the 1996 Census of Canada.

The success of the team's work is reflected in the unprecedented traffic on the Web site and the wide coverage in all news media of the data contained in the on-line report. The initial release set the standard for subsequent census releases. In 2003, further Internet-based census releases are scheduled, using this on-line report as a model. This team's efforts exemplify the successful horizontal collaboration between different organizational units that is essential to create an exceptional Web site and to permit the timely release of census information to the public.

For nearly five years, Mr. Gary Drouin has been the Transport Canada spokesperson for Direction 2006 and Operation Lifesaver, two programs designed to raise awareness of the potential hazards surrounding highway and rail crossings as well as trespassing on railway property. Direction 2006 is a partnership between various government and industry stakeholders that aims to reduce highway-railway grade crossing collisions and trespassing incidents by 50 per cent by 2006. Operation Lifesaver, a public education program that has been in place for over 20 years, has been credited with reducing injuries and fatalities by more than 60 per cent.

Mr. Drouin is largely credited for the exceptional results of these two programs. Making every effort, he has conveyed safety messages to over 100 partners and he has travelled to every corner of the country to convince thousands of individuals - from members of the public to CEOs - to embrace his vision. Presentations, videos, public service announcements, displays, workshops, pamphlets, promotional materials, advertising, and Web-based communiqués, among others, have assisted him during the campaigns but are a distant second to his personal conviction for compelling others to support the programs with the same clarity and passion.

Mr. Drouin's unwavering support of the objectives of the programs, his desire to improve public safety through effective public education, and his selfless dedication and sacrifice have made him a model for others in the department. That said, Mr. Gary Drouin's greatest and most enduring achievements have been his contributions to saving countless human lives.

Ste. Anne's Hospital near Montréal has a well-deserved reputation for the quality of care it offers to eligible veterans and civilians in the area. Mrs. Linda Carbonneau is a community health nurse at Ste. Anne's whose personal commitment and professional initiative have contributed significantly to the services the hospital offers.

The facility's Liaison Centre provides outpatients with recreational programs, as well as therapeutic and preventive care. These services allow many clients to continue to live in their own homes, thereby maintaining their independence. The Centre also supports the families who care for these veterans.

Working at the Liaison Centre, Mrs. Carbonneau has been instrumental in launching a support program for cognitively impaired outpatients and their families. In 2001, concerned that informal caregivers were suffering from exhaustion and stress, Mrs. Carbonneau formed a support group for those looking after spouses with cognitive diseases, as well as for other family members who are indirectly affected by these conditions. The goal of this group is both to increase caregivers' knowledge of cognitive illnesses and to create an environment in which individuals facing similar problems can overcome the feelings of isolation they often experience. The opportunity to speak candidly about their situation is of great benefit to participants, who value the program highly.

Mrs. Linda Carbonneau's exceptional dedication to the well-being of her clients has improved the ability of Ste. Anne's Hospital to respond meaningfully to the needs of those it serves. As a result of her efforts, outpatients with cognitive illnesses and those who care for them now have access to an essential source of medical information and to the support that is vital to enhance their quality of life.

Employment Equity
and Diversity Award 2003

The Employment Equity and Diversity Award recognizes and celebrates the achievements of individuals or teams who, through their ongoing diligence and commitment, are helping the Public Service of Canada become representative and inclusive, particularly with respect to the Embracing Change Action Plan prepared by the Task Force on the Participation of Visible Minorities in the Federal Public Service.

Selection Committee

Recipients of the
Employment Equity
and
Diversity Award 2003

In an atmosphere of teamwork, the Quebec Regional Management Committee and the Regional Human Resources Branch of Citizenship and Immigration Canada (CIC), Quebec Region, held discussions to promote diversity and employment equity. Building on a mutual partnership between the two organizations, the team developed and set up initiatives aimed at improving representation of the designated groups.

Using a strategic plan, the team developed strategies for recruitment, advancement, and retention of designated group members. They also analyzed the competition process in order to eliminate obstacles faced by visible minorities.

To encourage employees of the Quebec Region to participate, the partners formed an advisory committee on diversity made up of members from various CIC offices. The Regional Human Resources Branch, for its part, is involved in a number of other committees formed to raise awareness and implement a human resources management strategy that will increase the representation of designated group members.

As a result of these initiatives and many other projects, like the workshops on valuing diversity and the distribution of a guide for employers on participation of Aboriginal persons in the labour market, the success rate of designated group members entering the federal Public Service through the competitive process rose by 35 per cent over the past year.

Mr. Dan Allen, with his exceptional leadership skills, has contributed to the progress made thus far with respect to changing the face of the Public Service of Canada. Throughout his career in the Public Service, Mr. Allen has demonstrated his commitment to the employment equity and workplace diversity goals of the Government of Canada. In particular, his dedication to the advancement of cultural diversity within the workforce at Human Resources Development Canada (HRDC) resonates throughout the Public Service and his community.

In his role as Chair of the Ontario Equity and Diversity Advisory Committee, Mr. Allen was instrumental in the development and success of the first Employment Equity Conference, which provided members of visible minority and Aboriginal groups with concrete tools to help them succeed within the federal government. He has provided leadership to middle and senior managers through his delivery of workshops aimed at establishing a human resources plan that addresses workplace equity issues. He has also worked closely with union members and employers to address the need for a representative and inclusive workforce in the Public Service of Canada.

Mr. Allen's active involvement in shaping the Government of Canada's Embracing Change Action Plan has contributed to an increase in the rate of self-identification among members of the designated groups. As an active member on selection boards for HRDC and other federal departments, he has also assisted the federal government in meeting the objective of increased visible minority representation.

Mr. Dan Allen is steadfast in his objective of bringing about positive change and of promoting practical methods for the hiring, retention, and career advancement of visible minorities, Aboriginal peoples, women, and persons with disabilities.

As Chairperson of the Visible Minority Network at Indian and Northern Affairs Canada (INAC), Ms. Shantie Lithopoulos has a clear sense of purpose. Her dedication, drive, and leadership have led to her considerable achievements in helping to advance employment equity and diversity in the Public Service of Canada.

Upon her appointment as chairperson, Ms. Lithopoulos assembled a team representative of the groups she sought to promote. By developing a clear vision and purpose for the organization, she has established a well-defined direction for its endeavours.

Ms. Lithopoulos has organized numerous workshops and information sessions relating to employment equity and diversity that have provided opportunities for participants to recommend solutions to the challenges these issues pose. These events have frequently been attended not only by employees but also executives, indicating the breadth of interest she has fostered in these matters. In 2001, she also hosted a successful conference attended by INAC representatives from all regions of the country. In addition, she is often invited to speak at other departments and to provide advice about events planning and vision development.

Ms. Shantie Lithopoulos works collaboratively and is generous in her support of others. On her own initiative, she has mentored a number of new and young employees from visible minority groups. She is a true advocate of employment equity and diversity whose accomplishments are widely recognized in the Public Service.

Mrs. Nyla Koomans has demonstrated that ongoing communication with employees and managers is vital to the task of achieving employment equity and diversity in the Public Service of Canada. Through her resourcefulness and dedication, she has earned a reputation as an innovator.

Mrs. Koomans has chaired the Ontario Regional Employment Equity Action Committee at Veterans Affairs Canada for the past two years. In this capacity, she has clarified the committee's mission, which is for members to act as advocates for employees requiring assistance with employment equity issues. She has also been instrumental in developing an action plan, as a result of which diversity training is now being implemented, and a quarterly newsletter about employment equity has been distributed to all employees. In addition, employees have been made aware of how to address their concerns to the committee.

The committee's mandate includes reviewing departmental and other government policies regarding diversity and employment equity. Mrs. Koomans has shown great initiative in researching these policies and keeping other committee members informed about them. In this way, she serves as an excellent resource for those seeking new approaches to workplace diversity.

Mrs. Nyla Koomans is continuing her commitment to employment equity as she enters her third year as Chairperson of the Ontario Regional Employment Equity Action Committee. In this role, she provides guidance and leadership in the pursuit of a truly representative and inclusive workforce in the Public Service of Canada.

A special thank you to the following departments and agencies that participated in the Award of Excellence and Employment Equity and Diversity program by submitting nominations:

Agriculture and Agri-Food Canada
Canada Customs and Revenue Agency
Canadian Food Inspection Agency
Canadian Heritage
Canadian International Development Agency
Citizenship and Immigration Canada
Correctional Service Canada
Department of Finance Canada
Department of Justice Canada
Environment Canada
Fisheries and Oceans Canada
Health Canada
Human Resources Development Canada
Immigration and Refugee Board
Indian and Northern Affairs Canada
Industry Canada
National Archives of Canada
National Defence
National Library of Canada
Natural Resources Canada
Public Service Commission of Canada
Royal Canadian Mounted Police
Statistics Canada
Transport Canada
Treasury Board of Canada Secretariat
Veterans Affairs Canada