New indeterminate employees: Who are they?

October 2007

A statistical study by the Public Service Commission of Canada

Public Service Commission of Canada
300 Laurier Avenue West
Ottawa, Ontario K1A 0M7
Canada
 
Information: 613-992-9562
Facsimile: 613-992-9352

Cat. No. SC3-128/2007
ISBN 978-0-662-73999-9

© Her Majesty the Queen in Right of Canada, represented by
the Public Service Commission of Canada, 2007

Table of Contents

• Highlights
• Introduction
  • The Public Service Commission’s role in staffing
  • Background
• Methodology
  • Path definition
• Study findings
  • Recruitment of new permanent employees over the study period
  • More than 80 percent have prior public service experience
  • Prior experience as casual and/or term
  • Administrative Support category stands out
  • Prior experience as casual and/or term varies with occupational group
  • Higher proportion of appointees with casual and/or term experience with a starting salary less than $50 000
  • Proportions for departments and agencies reflect the group composition of their workforce
  • Similar trends in the National Capital Region (NCR) and outside the NCR
  • Age makes little difference
  • Visible minorities less likely to have prior experience as a casual and/or term
  • Most appointments are made to the same department or agency and classification, without a break in service
  • One quarter of appointments under the PSEA were promotions
• Concluding remarks
• Study team

Appendices

• Appendix 1: Methodology and definitions
• Appendix 2: Glossary
• Appendix 3: Statistical information – Prior employment in the federal public service of new permanent employees by department and agency – April 1, 1998 to March 31, 2006
• Appendix 4: Statistical information – Prior employment in the federal public service of new permanent employees by group – April 1, 1998 to March 31, 2006
• Appendix 5: Statistical information – Prior employment in the federal public service of new permanent employees by geographic area – April 1, 1998 to March 31, 2006
• Appendix 6: Statistical information – Prior employment in the federal public service of new permanent employees by employment equity group – April 1, 1998 to March 31, 2006
• Appendix 7: Statistical information – Prior employment in the federal public service of new permanent employees by age band – April 1, 1998 to March 31, 2006
• Appendix 8: Categories and professional groups

List of figures

• Figure 1: Prior work experience in the federal public service of new indeterminate appointees – fiscal years 1998-1999 to 2005-2006
• Figure 2: Prior work experience in the federal public service of new indeterminate appointees by fiscal year – fiscal years 1998-1999 to 2005-2006
• Figure 3: Prior work experience in the federal public service of new indeterminate appointees by occupational category – fiscal years 1998-1999 to 2005-2006
• Figure 4: New indeterminate employees – prior work experience in the federal public service and maximum salary on appointment – fiscal years 1998-1999 to 2005-2006
• Figure 5: Prior work experience in the federal public service of new indeterminate appointees – National Capital Region v.s. outside of the National Capital – fiscal years 1998-1999 to 2005-2006
• Figure 6: Prior work experience in the federal public service of new indeterminate appointees by age band – fiscal years 1998-1999 to 2005-2006
• Figure 7: Prior work experience in the federal public service of new indeterminate employees showing employment equity groups – fiscal years 1998-1999 to 2005-2006

List of tables

• Table 1: Percentage of new indeterminate employees with prior experience as casuals and/or terms – above average groups – fiscal years 1998-1999 to 2005-2006
• Table 2: Percentage of new indeterminate employees with prior experience as casuals and/or terms – below average groups – fiscal years 1998-1999 to 2005-2006
• Table 3: Percentage of new indeterminate employees with prior experience as casuals and/or terms – above average departments/agencies – fiscal years 1998-1999 to 2005-2006
• Table 4: Percentage of new indeterminate appointees with prior experience as casuals and/or terms – below average departments/agencies – fiscal years 1998-1999 to 2005-2006

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Highlights

Individuals hired into permanent (indeterminate) positions in the federal public service fall into one of two categories: those with no prior government work experience and those with prior government work experience. The size and proportion of the latter group has been of continual interest within the context of the overall recruitment strategy of the public service.

This study looked at the prior public service employment of 86 017 new indeterminate employees hired between April 1, 1998 and March 31, 2006. The number of new indeterminate employees averaged about 11 000 per year over the study period ranging from
a low of 6 824 in 1998-1999 to a high of 14 302 in 2001-2002. The main findings of this study are as follows:

• More than 80% of the new indeterminate appointees had prior public service experience – 75% as either a casual and/or a term (specified-period) employee
  • 46% had prior experience only as a term employee
  • 23% had prior experience as a casual and as a term employee
  • 6% had prior experience only as a casual worker

Another 8% of new indeterminate appointees had prior public service experience as students or trainees hired outside of the Public Service Employment Act (PSEA) or in organizations not subject to the PSEA such as the Canada Revenue Agency.

• On average, appointees with prior experience had three employment spells in the federal public service for a total employment duration of 183 calendar days prior to their indeterminate appointment.
• Ninety percent of new indeterminate employees with prior experience were appointed without a break in service. Eighty percent of employees with prior experience were term employees immediately prior to their indeterminate appointment.
• The indeterminate appointment of those with prior experience rarely involved a change of region. Just under 12% changed department or agency and 29% changed classification. Twenty-five percent were appointed to a higher salary level relative to the position they occupied immediately prior to the indeterminate appointment.
• The percentage of new indeterminate appointees with prior experience as a casual and/or term employee ranged from 89% for appointments to the Administrative Support category to 66% for appointments to the Scientific and Professional category.
• Prior tenure of new indeterminate employees varied by departments and agencies from a high of 94% to a low of 22% with the results for most organizations ranging from 65% to 85%.
• On average, new indeterminate employees were 34 years old. These employees can be divided into three age bands of equal size: under 30; 30-39 and 40 and above. The proportion of new indeterminate employees with no prior public service experience was consistent across all age bands.
• Visible minorities were less likely to have prior experience as a casual and/or term than for the public service as a whole (72% versus 75%).

Values of the Public Service Employment Act

The Public Service Commission protects the core values of merit and non-partisanship, as well as the guiding values of fairness, transparency, access and representativeness.

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Introduction

The Public Service Commission’s role in staffing

The Public Service Commission (PSC) is an independent agency reporting to Parliament, mandated to safeguard the integrity of the public service staffing system and the political neutrality of the public service. In addition, the PSC recruits qualified Canadians from across the country. The PSC develops policies to ensure that appointments are made according to the principle of merit and respect the staffing values. The PSC conducts audits, studies and investigations to confirm the effectiveness of the staffing system and to make improvements when necessary.

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Background

The vast majority of public service work is performed by permanent (indeterminate) employees. As they are employed under the Public Service Employment Act (PSEA), these employees have access to internal appointment processes open only to public servants. As of March 2006, these employees numbered 164 140.

A smaller but significant proportion of public service work is performed by term (specified-period) employees. These employees are employed under the PSEA for a specified period of time after which their employment contract terminates. For the duration of their term employment, they also have access to internal appointment processes open only to public servants. Under the PSEA in effect prior to December 31, 2005 preference was given to appointments from within the public service. Therefore, term employees would have been considered for appointment before external applicants over the period of the study. The Act also contains provisions that provide term employees with a right to permanent employment after having worked in one department or agency for more than a specified period of time (to be determined by the employer - currently three years). As of March 2006, term employees numbered 13 831.

A still smaller but significant proportion of public service work is performed by casual workers. While the PSEA provides the authority for casual employment, none of the provisions of the Act applies to casual workers. Consequently, they do not have access to internal appointment processes open only to term and permanent employees. As of March 2006, casual workers numbered 6 847.

Finally, there is a considerable amount of work performed under contract with the private sector and through interchange agreements between federal public service organizations and other public and private employers. These arrangements are not governed by the PSEA. Furthermore, they are not accounted for in the workforce numbers used for analysis within the public service.

The fact that many new indeterminate appointees to the public service are actually recruited from the temporary workforce has been known for some time. And while it is accepted that the temporary workforce is a reliable source of new recruits, the proportion of new permanent appointees coming from the temporary workforce raises concerns due to the potential that it offers some candidates privileged access to public service jobs.

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Methodology

This study takes a closer look at the prior federal public service experience of 86 017 new appointees¹, distinguishing appointees with no prior experience from those appointed with or without a break in service following employment as a term, a casual, a student, a trainee or in an organization not subject to the Public Service Employment Act (PSEA). Excluded from the analysis are cases where the break in service prior to the indeterminate appointment exceeded five years.

For the purpose of this study, "new indeterminate appointees” are permanent employees who prior to appointment were not employed, or who were employed:

• outside the federal public service, including persons providing services
  • under contract in the public service or
  • working under an interchange agreement with other public or private sector employers;
• in the federal government in a position not covered by the PSEA;
• in the federal government under the PSEA as a casual worker; or
• in the federal government under the PSEA as a term (specified-period) employee.

In the Public Service Commission’s Annual Report, figures for the prior employment status of new indeterminate appointees reflect the status immediately prior to the indeterminate appointment. These figures, however, do not account for appointees coming back into the federal public service after a break in service.

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Path definition

For the purposes of this study, prior public service employment is organized around the concept of a path. Breaks in service do not affect the assignment of a path.

Since a person’s initial appointment to an indeterminate position under the PSEA may be preceded by employment in the federal public service as a student, as a casual, as a term or as an employee in an organization not covered by the PSEA, or as any combination thereof, the following paths were established for the study with the focus on prior term and casual employment.

• Path 1: No prior federal public service employment.²
• Path 2: Prior term employment and never employed as a casual.
• Path 3: Prior term and casual employment.
• Path 4: Prior casual employment and never employed as a term.
• Path 5: Other prior tenure in the federal public service excluding term and casual. This category includes students, trainees and persons employed in organizations not subject to the PSEA.³

Paths 2 through 4 may also include spells as a student, a trainee, in indeterminate status, or employment in an organization not covered by the PSEA. In much of the analysis that follows, paths 2 through 4 are combined under the label "Prior experience as casual and/or term”.

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Study findings

Recruitment of new permanent employees over the study period

At the start of the study period new indeterminate appointments in the public service were on the rise as departments and agencies began to realign themselves following a period of reorganization and downsizing that took place through much of the 1990s. In fiscal year 1998-1999 there were 6 824 new indeterminate appointments, up from 4 221 the year before. By 2001-2002, this figure had risen to 14 302. This level of appointment activity continued until 2004-2005 when the number of new indeterminate appointments declined by a third, from 14 141 in 2003-2004 to 9 411 in 2004-2005. At least in part, this drop in new hires was the result of an announced staffing freeze in the last quarter of the previous year. In the last year of the study, the number of appointments increased by 19% to 11 172.

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More than 80 percent have prior public service experience

Over the study period, 17% of new indeterminate appointees had no prior public service experience. The balance of appointees were employed in the federal public service within a five-year period prior to their indeterminate appointment, 75% of them having been previously employed as casuals and/or terms and 8% having had other prior tenure. Prior tenure as casual and/or term was distributed as follows: 46% were term but were never casual; 23% were term and casual; 6% had prior tenure as casual but were never term.

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Figure 1: Prior work experience in the federal public service of new indeterminate appointees – fiscal years 1998-1999 to 2005-2006⁴

Figure 1 long description

Source: Job-Based Analytical Information System (JAIS)

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Prior experience as casual and/or term

Figure 2 below shows prior work experience of new indeterminate appointees by fiscal year. The proportion of new indeterminate employees with prior public service experience as a casual and/or term employee has slowly but steadily declined over the study period, going from 77% in 1998-1999 to 70% in 2005-2006. An exception to this decline is noted in 2003-2004 (80%) and 2004-2005 (76%), the period during which the government introduced a policy change in the length of time term employees needed to work before being automatically converted to permanent employees from five years to three years. This overall decline in recruitment from the temporary workforce coincides with a period of overall growth in indeterminate recruitment.

Over the study period, the proportion of appointees who were previously term employees but never casual workers decreased from 60% to 37%. This decrease was in part offset by an increase in the proportion of appointees who had previous casual experience from 17% to 33%, reflecting the overall growth in casual employment over the study period.

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Figure 2: Prior work experience in the federal public service of new indeterminate appointees by fiscal year – fiscal years 1998-1999 to 2005-2006

Figure 2 long description

Source: JAIS

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Administrative Support category stands out

Figure 3 displays prior work experience of new indeterminate appointees by occupational category. These five categories represent 99% of the observations in the study. The Administrative Support category stands out as 89% of the new indeterminate appointees to this category had prior experience as a casual and/or term employee. This category accounts for 28% (24 002) of the observations in the study and is dominated by the Clerical and Regulatory (CR) group.

Not shown in Figure 3 below is the Executive category. Within this category, 18% of new indeterminate employees had previous experience as a casual and/or a term.

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Figure 3: Prior work experience in the federal public service of new indeterminate appointees by occupational category – fiscal years 1998-1999 to 2005-2006

Figure 3 long description

Source: JAIS

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Prior experience as casual and/or term varies with occupational group

Some jobs are more likely to be staffed on a temporary basis than others as some jobs cannot be left vacant for any period of time. The Ships’ Crews group had a proportion of new appointees with prior tenure of casual and/or term of 99%, followed closely by Ship Repair (98%) and Hospital Services (96%). At the other extreme are Aircraft Operations and the Executive group where only 18% of new indeterminate appointees had a prior tenure of casual and/or term.

On average, 75% of new indeterminate employees had prior experience as a casual and/or term employee. Table 1 shows those groups that fall above this average, that is, groups with employees who were more likely to have been casual and/or term previously. Table 2 shows those groups that fall below this average, that is, those with employees who were less likely to have been casual and/or term previously. Not shown is the Nursing group, as the percentage of this group was the same as the overall average of 75%. All groups shown had 100 or more new indeterminate employees over the study period.

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Source: JAIS

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Source: JAIS

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Higher proportion of appointees with casual and/or term experience with a starting salary less than $50 000

While the evidence is mixed, in general, the proportion of indeterminate appointees with prior work experience as a casual and/or term employee decreased with the maximum starting salary of the indeterminate appointment.⁵

In Figure 4 below, the salary distribution on appointment of all new indeterminate employees is ordered from lowest starting salary to highest starting salary. The distribution is then divided into tenths, such that each bar represents 10 percent of the entire appointee population. The first four bars have relatively high proportions of appointees with prior experience as casual and/or term employees – all over 80%. These four bars represent the lowest paid 40 percent of the new permanent employees. The CR group accounts for most of the observations in this population (62%).

At just over $50 000, the proportion with casual and/or term experience drops significantly to 67% and then slowly climbs again to 76% at $59 817. From there the proportion declines suddenly and rises again just as suddenly before finally dropping to 54% for salary levels of $78 048 and above.

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Figure 4: New indeterminate employees – prior work experience in the federal public service and maximum salary on appointment – fiscal years 1998-1999 to 2005-2006

Figure 4 long description

Source: JAIS

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Proportions for departments and agencies reflect the group composition of their workforce

The prior tenure of new indeterminate employees in departments and agencies tends to reflect the group composition of their workforce. At the one extreme, data for four organizations – the Office of the Chief Electoral Officer, the Immigration and Refugee Board of Canada, the Canadian Human Rights Commission and Human Resources and Social Development Canada – indicate that 90% or more of their new indeterminate employees had prior experience as casuals and/or terms. At the other extreme, the Office of the Superintendent of Financial Institutions Canada and the National Energy Board hired relatively few new indeterminate employees with prior experience as a casual and/or term – 22% and 40% respectively.

As previously noted, on average, 75% of new indeterminate employees had prior experience as either a casual and/or term employee. Table 3 shows those departments and agencies that fell above this average, that is, those departments and agencies with employees who were more likely to have been casual and/or term previously. Table 4 shows those departments and agencies that fell below this average, that is, those with employees who were less likely to have been casual and/or term previously. Agriculture and Agri-Food Canada and the Public Service Commission of Canada are included in neither table as they fell right on the average of 75%. All departments and agencies shown had 100 or more new indeterminate employees over the study period. Large organizations are shaded.⁶

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* indicates large organizations

Source: JAIS

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* indicates large organizations

Source: JAIS

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Similar trends in the National Capital Region (NCR) and outside the NCR

Over the period under study, almost half (47%) of new indeterminate employees were appointed in the NCR, followed by Ontario (12%), Quebec (9%), British Columbia (9%) and Alberta (6%).

Figure 5 below suggests that the proportion of employees with prior public service experience as a casual and/or term was similar in the regions and the NCR. However, new indeterminate employees in the NCR were more likely to have had prior casual (never term) experience (32%) than in the regions (27%). In part, this difference may be attributed to the disproportionate growth in casual employment in the NCR over the study period coupled with the greater likelihood that casual workers become term or indeterminate in the NCR (51%) than in the regions (35%).⁷

The majority of new indeterminate appointees in the NCR (69%) were employed in one of three categories: Executive, Scientific and Professional, or Administrative and Foreign Service. In the regions, 63% of appointees were employed in the Technical, Administrative Support, or Operational categories reflecting their greater operational focus.

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Figure 5: Prior work experience in the federal public service of new indeterminate appointees – National Capital Region v.s. outside of the NCR – fiscal years 1998-1999 to 2005-2006

Figure 5 long description

Source: JAIS

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Age makes little difference

New indeterminate appointees begin their permanent employment with some work and life experience. In fact, only one-third of the appointees were under thirty years of age. Another one-third were in the 30 to 39 age group and the balance were 40 years old and above.

The median age of new indeterminate appointees was 34 years. These employees can be divided into three age bands of equal size: under 30; 30-39 and 40 and above. The proportion of these employees with no prior public service experience was consistent across all age groups. The proportion for other prior tenure is larger for the under 30 age band reflecting a greater tendency to have worked as a student or trainee. Those under 30 were also more likely to have been casual workers rather than term employees.

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Figure 6: Prior work experience in the federal public service of new indeterminate appointees by ageband – fiscal years 1998-1999 to 2005-2006

Figure 6 long description

Source: JAIS. Excludes 24 observations with invalid age values.

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Visible minorities less likely to have prior experience as a casual and/or term

Figure 7 below illustrates the prior employment status for members of each of the four employment equity groups; Aboriginal peoples; persons with disabilities; members of visible minorities; and women.

Aboriginal Peoples: 75% of appointees in this designated group had prior public service experience as a casual and/or term employee. This prior experience was slightly more likely to be term and slightly less likely to be casual than for the public service overall. The CR, PM and CX groups account for just over half of all the observations for this group (31%, 13% and 10% respectively). Thirty-one percent of the appointments involving Aboriginal peoples were in the National Capital Region, as opposed to 47% for the public service overall.

Persons with Disabilities: 81% of appointees who self-identified as persons with disabilities had prior tenure as a casual and/or term in the public service. The CR, AS and PM groups account for 54% of the observations (37%, 9% and 8% respectively). Almost one third (31%) of the appointments for this designated group were made by the departments of Human Resources and Social Development Canada and National Defence.

Visible Minorities: This designated group was less likely to have prior tenure as a casual and/or term than for the public service as a whole (72% versus 75%). The gap was slightly larger for those with prior casual experience (24% versus 29%).

Women: Women represent 58% of the observations in the study. A slightly larger proportion of female appointees had prior tenure as a casual and/or term employee (79%) than for the public service overall. This is likely a reflection of the prevalence of women in the Administrative Support category.

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Figure 7: Prior work experience in the federal public service of new indeterminate employees showing employment equity groups – fiscal years 1998-1999 to 2005-2006

Figure 7 long description

Source: JAIS

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Most appointments are made to the same department or agency and classification, without a break in service

The median duration of all prior employment is 183 calendar days. Appointees held an average of three jobs in the public service prior to appointment.

Of the 71 011 appointees with public service experience, 63 902 (90%) were appointed without a break in service. The status immediately prior to appointment of the 71 011 appointees was 80% term and 8% casual. The balance were students, trainees,and appointees who had worked for an agency not subject to the PSEA, or who had been indeterminate at some point prior to appointment.

For the 10% with a break in service immediately prior to the indeterminate appointment, the mean break in service was 370 calendar days and the median was 176 calendar days.

Very few appointees changed departments and/or agencies upon appointment (12%). Classification changes occurred in 29% of the cases but less than half (49%) of these changes involved a different occupational group.

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One quarter of appointments under the PSEA were promotions

Appointment to a position at a higher salary level relative to the position occupied prior to the indeterminate appointment occurred in 25% of the cases. Three categories account for 87% of these promotions: Administrative and Foreign Service, (50%); Administrative Support, (22%); Scientific and Professional, (16%). Five groups within these categories representing 59% of the promotions are: CR (20%), AS (16%), PM (11%), CS(6%) and ES(6%).

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Concluding remarks

The preceding analysis shows a consistent pattern regarding the source of new indeterminate appointees: persons with prior experience as a term. Significant, as well, is the increased use of casual employment and the corresponding increase in the proportion, especially within the NCR, of new indeterminate appointees with prior casual employment.

Given that external recruitment is the primary mechanism for replenishing the federal public service, the relatively high percentage of first time appointments to the permanent workforce being staffed from the pool of individuals with prior experience as a casual and/or term warrants attention. Subsequent hiring of casual and term employees can be seen as a testament to the value of the work they do and their future potential. However, over reliance on the temporary workforce to fill permanent public service jobs potentially limits the pool of candidates and provides privileged access to some.

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Study team

Vice-President, Audit, Evaluation and Studies Branch:
Mary Clennett

Manager, Analysis Division:
Kent Sproul

Author:
L. O’Driscoll

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Appendices

Appendix 1 – Methodology and definitions

Data Source

The data for the study were taken from the Public Service Commission’s Job-based Analytical Information System (JAIS). All information held in JAIS is based on data extracted from the Incumbent file which is a snapshot of the broader public service pay system managed by Public Works and Government Services Canada. The core of the JAIS data is made up of information on the substantive jobs held between April 1990 and the present, and provides a description of the characteristics of these jobs.

The time frame for the study, fiscal years 1998-1999 through 2005-2006, includes appointments made under both the old Public Service Employment Act (pre 2006) and the new Act.

Scope

A total of 86 017 new indeterminate appointments subject to the PSEA with effective dates in the study period were extracted from JAIS. All appointments prior to the initial indeterminate appointment for each individual were added to the dataset. Deleted from the dataset are any appointments occurring after the initial indeterminate appointment, any administrative records and a small number of records with an inconsistent sequence of events.

Study totals may not match figures in the Public Service Commission’s Annual Report for the following reasons.

1. One of the criteria for inclusion in this study is appointment effective date, whereas the PSC Annual Report criteria uses the pay file reference date.
2. The study population excludes any indeterminate rehires for an individual after the initial indeterminate appointment. These cases involve a separation from the federal public service and subsequent re-hiring.
3. In this study status prior to indeterminate appointment reflects all prior federal public service employment, regardless of break in service or tenure in an organization not subject to the PSEA. The PSC Annual Report figures for new indeterminate appointees from the general public represent the status of appointees as it was immediately prior to the indeterminate appointment. A certain percentage of these new appointees from the general public as reported in the Annual Report will have had previous public service experience followed by a break in service prior to the indeterminate appointment.

Excluded from the dataset are a) employees with a break in service prior to the indeterminate appointment greater than five years, b) acting appointments and c) employees from the Canada Revenue Agency and Parks Canada for the time during which they fell under the PSEA and subsequently.

Definitions

Break in service: Breaks in service are identified either as the result of: the assignment of a new start date of continuous service in the public service pay system; a movement between a non-PSEA organization covered by the pay system and an organization covered by the PSEA; the appointment of a former student or casual worker; or an unusual change in tenure. The latter element, which includes, among other things, switches from indeterminate status to any other status is a relatively rare occurrence and may be due to inconsistencies in the coding of tenure in the pay system.

Department/organization grouping: Observations were combined for several organizations in the study to generate consistency in the data over the study period. Some examples include:

• the National Archives of Canada (ARC) and the National Library of Canada (NLI) merged under Library and Archives Canada (BAL);
• the Registry of the Tax Court of Canada (TCC) and the Registry of the Federal Court of Canada (FCT) merged under the Courts Administrative Service (CAJ);
• the Department of Human Resources and Social Development (CSD) merged with the Department of Human Resources Development (REH);
• the Canada Communications Group (GCO) and the Department of Public Works (DPW) merged with Public Works and Government Services Canada (SVC);
• Emergency Preparedness Canada (EPC) merged with National Defense (DND); and
• Prairie Farm Rehabilitation Administration (REA) merged with Agriculture and Agri-Food Canada.

Population: The population falling under the auspices of the Public Service Commission’s universe is Public Service Staff Relations Act (PSSRA)1.1, minus the Canadian Dairy Commission and the Royal Canadian Mounted Police temporary civilians, plus five separate agencies under PSSRA 1.2.: Indian Oil and Gas, the National Energy Board, the Office of the Correctional Investigator, the Office of the Superintendent of Financial Institutions and the Public Service Staff Relations Board.

Unassigned Category: In general, the unassigned category refers to classifications for which the standard occupational classifications do not apply. For example, separate employers under the PSEA use their own occupational groups. In the study the unassigned category includes the following groups: Indian Oil and Gas (AB), the National Energy Board (NB), Regulatory Enforcement (RE) and Nutrition and Dietetics (ND).

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Appendix 2 – Glossary

Casual employment – PSEA prior to December 31, 2005
A short-term employment option to hire persons to the public service for a period not exceeding 90 calendar days at one time, nor for more than 125 working days within any 12-month period in any one department or agency. None of the provisions of the PSEA, other than those authorizing the making of such appointments, applies to these hires.

Casual employment – PSEA as of December 31, 2005
A short-term employment option to hire someone. Under the PSEA, a casual worker cannot work more then 90 days in one calendar year in a given department. None of the provisions of the PSEA, such as the merit requirement, apply to casual workers.

Indeterminate (permanent) employment
Part-time or full-time, including seasonal, employment of no fixed duration.

Mean
The most common measure of central tendency; the arithmetic average of
a set of numbers.

Median
The value found in the middle of a group of values that have been ranked from lowest to highest.

Promotion
An appointment to a higher level position.

Specified-period (term) employment
Part-time or full-time employment of a fixed duration.

Term conversion
When a person has been employed in the same department/agency as a term employee for a cumulative working period of three years without a break in service longer than sixty consecutive calendar days, the department/agency must appoint the employee indeterminately at the level of his/her substantive position.

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Source: JAIS

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Source: JAIS

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Source: JAIS

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Source: JAIS

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* Excludes 24 observations with invalid age values.

Source: JAIS

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Appendix 8 – Categories and professional groups

The following categories and groups are represented in the data.

Executive

• Executive (EX, GX)

Scientific and Professional

• Actuarial Science (AC)
• Architecture and Town Planning (AR)
• Auditing (AU)
• Biological Sciences (BI)
• Chemistry (CH)
• Defence Scientific Service (DS)
• Dentistry (DE)
• Economics, Sociology and Statistics (ES)
• Education (ED)
• Engineering and Land Surveying (EN)
• Forestry (FO)
• Historical Research (HR)
• Law (LA)
• Library Science (LS)
• Mathematics (MA)
• Medicine (MD)
• Meteorology (MT)
• Nursing (NU)
• Occupational and Physical Therapy (OP)
• Pharmacy (PH)
• Physical Sciences (PC)
• Psychology (PS)
• Scientific Regulation (SG)
• Scientific Research (SE)
• Social Work (SW)
• University Teaching (UT)
• Veterinary Medicine (VM)

Administrative and Foreign Service

• Administrative Services (AS)
• Career Assignment Trainee (CA)
• Commerce (CO)
• Computer Systems Administration (CS)
• Financial Administration (FI)
• Foreign Service (FS)
• Information Services (IS)
• Management Trainee Program (MM)
• Organization and Methods (OM)
• Personnel Administration (PE)
• Program Administration (PM)
• Purchasing and Supply (PG)
• Translation (TR)
• Welfare Programs (WP)

Technical

• Air Traffic Control (AI)
• Aircraft Operations (AO)
• Drafting and Illustration (DD)
• Educational Support (EU)
• Electronics (EL)
• Engineering and Scientific Support (EG)           
• General Technical (GT)
• Photography (PY)
• Primary Products Inspection (PI)
• Radio Operations (RO)
• Ships’ Officers (SO)
• Social Science Support (SI)
• Technical Inspection (TI)

Administrative Support

• Clerical and Regulatory (CR)
• Communications (CM)
• Data Processing (DA)
• Office Equipment Operation (OE)
• Secretarial, Stenographic, Typing (ST)

Operational

• Correction (CX)
• Firefighters (FR)
• General Labour and Trades (GL)      
• General Services (GS)
• Heat, Power and Stationary Plant Ops. (HP)
• Hospital Services (HS)
• Lightkeepers (LI)
• Printing Operations (PR)
• Ship Repair (SR)
• Ships’ Crews (SC)

Unassigned

• Indian Oil and Gas (AB)
• National Energie Board (NB)
• Nutrition and Dietetics (ND)
• Regulatory Enforcement (RE)

Foot Notes

1. These data are extracted from the Job-Based Analytical Information System and include all first time indeterminate appointments regardless of the previous tenure of the employee. [Return]
2. This would include persons providing services to the public service under contract or working under an interchange agreement with other public or private sector employers. [Return]
3. Note that less than 1% (703) of all new appointees had indeterminate tenure within the five-year period prior to their indeterminate appointment. In these cases there was a break in service prior to appointment with the exception of 0.3% of the observations where the termination dates are inconsistent. [Return]
4. Note that percentages in this and subsequent graphs may not add to 100, due to rounding. [Return]
5. Most indeterminate federal public servants are paid on an annual basis with the level of compensation (pay rate) determined by a salary grid. Approximately 93% of the appointments in this study were to positions with an annual pay rate. Pay rates for the remaining 7% of appointments were converted to an annual pay rate. [Return]
6. A large organization employs more than 2 000 employees. [Return]
7. See To what extent do casuals become employed under the Public Service Employment Act? PSC publication October 2007. [Return]
8. Departments and agencies with fewer than 25 observations. [Return]
9. Occupational groups with fewer than 25 observations. [Return]