Supplementary information (Tables) for 2018 to 2019

2018-19 Departmental Sustainable Development Strategy

Context for the Departmental Sustainable Development Strategy

Although the Canadian Grain Commission is not bound by the Federal Sustainable Development Act and is not required to develop a full departmental sustainable development strategy, the Canadian Grain Commission adheres to the principles of the Federal Sustainable Development Strategy by implementing the Policy on Green Procurement.

The Policy on Green Procurement supports the Government of Canada’s effort to promote environmental stewardship. In keeping with the objectives of the policy, the Canadian Grain Commission supports sustainable development by integrating environmental performance considerations into the procurement decision making process through the actions described in the "Federal Sustainable Development Strategy goal: low-carbon government” table in section 2, below.

Commitments for the Canadian Grain Commission

The Canadian Grain Commission contributes to the Federal Sustainable Development Strategy Low Carbon Government Goal through implementation of the Policy on Green Procurement. Environmental performance considerations are integrated into the procurement decision-making process and all Canadian Grain Commission procurement and materiel management specialists have completed the Canada School of Public Service Green Procurement course or equivalent. The manager of Procurement, Contracting and Materiel Management’s performance evaluation includes support and contribution toward green procurement The Canadian Grain Commission leverages common-use procurement instruments where available and feasible, trains acquisition cardholders on green procurement and has increased awareness of the Policy on Green Procurement among managers. In addition, the commission has established two departmental green procurement targets.

Federal Sustainable Development Strategy goal: low-carbon government
Federal Sustainable Development Strategy target	Federal Sustainable Development Strategy contributing action	Corresponding departmental action(s)	Starting points where available and performance indicators for departmental actions	Programs where the departmental actions will occur
Reduce greenhouse gas emissions from federal government buildings and fleets by 40% below 2005 levels by 2030, with an aspiration to achieve it by 2025.	Support the transition to a low carbon economy through green procurement.	Integrate environmental considerations into procurement management processes and controls Incorporate environmental considerations into the development of any common-use procurement instruments Ensure decision makers have the necessary training and awareness to support green procurement Ensure key officials include contribution to and support for the Government of Canada Policy on Green Procurement objectives in their performance evaluations Set departmental targets to reduce the environmental impact of specific goods or services.	Percentage of common-use procurement instruments developed that incorporate environmental considerations – 100% Percentage of specialists in procurement and materiel management who have completed training on green procurement – 100% Number and percentage of managers and functional heads of procurement and materiel whose performance evaluation includes support and contribution towards green procurement in the current fiscal year – 100% Ratio of printers to full-time equivalents: 2014-15 baseline = 1 printer:5 full-time equivalents; Target = 1 printer:14 full-time equivalents Percentage of obsolete printers that are replaced with duplex printers – Target 100%	Internal Services

Integrating sustainable development

The Canadian Grain Commission will continue to ensure that its decision-making process includes consideration of Federal Sustainable Development Strategy goals and targets through the Strategic Environmental Assessment process. A Strategic Environmental Assessment for policy, plan or program proposals includes an analysis of the impacts of the given proposal on the environment, including on Federal Sustainable Development Strategy goals and targets.

Public statements on the results of Canadian Grain Commission assessments will be made public when an initiative that has undergone a detailed Strategic Environmental Assessment is announced. The purpose of the public statement is to demonstrate that the environmental effects, including the impacts on achieving the Federal Sustainable Development Strategy goals and targets, of the approved policy, plan or program have been considered during proposal development and decision making.

Gender-based analysis plus

The Canadian Grain Commission is a small science-based and regulatory department of less than 450 employees with many non-traditional and highly technical positions. It incorporates gender-based analysis plus objectives to foster a diverse and inclusive workplace. The Canadian Grain Commission achieves this through the objectives and plans associated with initiatives related to employment equity and diversity; respectful workplace; mental health and well-being; values and ethics and official languages in the organization.

Governance structures	Though the Canadian Grain Commission does not have a specific gender-based analysis plus implementation plan, it has a governance structure and planning process that incorporates gender-based analysis plus objectives into its employment equity and diversity goals and framework. Canadian Grain Commission senior management provide oversight and leadership for employment equity and diversity. The Chief Operating Officer (the senior public servant) is the Employment Equity and Diversity champion and the Human Resources Director is the Multiculturalism Champion. Employment equity and diversity is a regular agenda item at senior management meetings throughout the year. Employment equity and diversity programs at the Canadian Grain Commission are implemented in consultation and collaboration with bargaining agents. In support of this, employment equity and diversity is a standing agenda item at all National Union-Management Committee meetings. As part of the organizational planning framework, employment equity and diversity is a continued priority in the Canadian Grain Commission-wide organizational Human Resources Plan for 2018-19. Additionally, the Canadian Grain Commission has a detailed 5-year employment equity and diversity Action Plan. Specific goals have been established for 2018-2019 that will be monitored and evaluated by senior management at least twice annually. The Canadian Grain Commission has a very active and committed National Employment Equity and Diversity Committee. The commission established the committee to support management in fulfilling its responsibilities outlined in applicable legislation and policies (e.g. Employment Equity Act, Canadian Human Rights Act, Multiculturalism Act) and in implementing initiatives to achieve the Canadian Grain Commission-specific employment equity and diversity objectives. The National Employment Equity and Diversity Committee has members representing the designated groups and many other diverse communities (e.g. LGBTQQIAAP). This committee has representation across all geographic regions of the department. Human Resources supports management and the National Employment Equity and Diversity Committee in its legislative responsibilities and in accomplishing the Canadian Grain Commission goals for employment equity and diversity.
Human resources	Being a small department the Canadian Grain Commission does not have full-time equivalents dedicated to gender-based analysis plus implementation in 2018-19 or a gender-based analysis plus responsibility centre. However Approximately 0.4 full-time equivalents are dedicated to employment equity and diversity activities from Human Resources. There are 13 people on the National Employment Equity and Diversity Committee who dedicate time on a monthly basis, throughout the year.
Planned initiatives	The Canadian Grain Commission is committed to the following long-term employment equity and diversity outcomes: The Canadian Grain Commission has representation of designated group members equal to or better than workforce availability throughout the organization Managers and employees are educated on employment and equity and diversity and related topics at the Canadian Grain Commission. The Canadian Grain Commission has healthy and respectful workplaces that eliminate barriers and discrimination for designated group members and all employees. In support of these longer-term outcomes, the Canadian Grain Commission has established the following goals for 2018-19. Increase representation of persons who are visible minorities in the organization by 5 to 10% through a self-identification campaign and focused hiring in our grain inspector positions (largest representation gaps). Increase the representation of women in the organization. Education of staff in diversity related topics including at least 30% of Canadian Grain Commission staff who receive training in anti-discrimination and harassment prevention in 2018-19. These 2018-19 goals will be monitored by Human Resources and the National Employment Equity and Diversity Committee. The results will be provided to senior management, at least twice annually, for planning purposes.

Governance structures

Though the Canadian Grain Commission does not have a specific gender-based analysis plus implementation plan, it has a governance structure and planning process that incorporates gender-based analysis plus objectives into its employment equity and diversity goals and framework.

Canadian Grain Commission senior management provide oversight and leadership for employment equity and diversity. The Chief Operating Officer (the senior public servant) is the Employment Equity and Diversity champion and the Human Resources Director is the Multiculturalism Champion. Employment equity and diversity is a regular agenda item at senior management meetings throughout the year. Employment equity and diversity programs at the Canadian Grain Commission are implemented in consultation and collaboration with bargaining agents. In support of this, employment equity and diversity is a standing agenda item at all National Union-Management Committee meetings.

As part of the organizational planning framework, employment equity and diversity is a continued priority in the Canadian Grain Commission-wide organizational Human Resources Plan for 2018-19. Additionally, the Canadian Grain Commission has a detailed 5-year employment equity and diversity Action Plan. Specific goals have been established for 2018-2019 that will be monitored and evaluated by senior management at least twice annually.

The Canadian Grain Commission has a very active and committed National Employment Equity and Diversity Committee. The commission established the committee to support management in fulfilling its responsibilities outlined in applicable legislation and policies (e.g. Employment Equity Act, Canadian Human Rights Act, Multiculturalism Act) and in implementing initiatives to achieve the Canadian Grain Commission-specific employment equity and diversity objectives. The National Employment Equity and Diversity Committee has members representing the designated groups and many other diverse communities (e.g. LGBTQQIAAP). This committee has representation across all geographic regions of the department.

Human Resources supports management and the National Employment Equity and Diversity Committee in its legislative responsibilities and in accomplishing the Canadian Grain Commission goals for employment equity and diversity.

Human resources

Being a small department the Canadian Grain Commission does not have full-time equivalents dedicated to gender-based analysis plus implementation in 2018-19 or a gender-based analysis plus responsibility centre. However

Approximately 0.4 full-time equivalents are dedicated to employment equity and diversity activities from Human Resources.
There are 13 people on the National Employment Equity and Diversity Committee who dedicate time on a monthly basis, throughout the year.

Planned initiatives

The Canadian Grain Commission is committed to the following long-term employment equity and diversity outcomes:

The Canadian Grain Commission has representation of designated group members equal to or better than workforce availability throughout the organization
Managers and employees are educated on employment and equity and diversity and related topics at the Canadian Grain Commission.
The Canadian Grain Commission has healthy and respectful workplaces that eliminate barriers and discrimination for designated group members and all employees.

In support of these longer-term outcomes, the Canadian Grain Commission has established the following goals for 2018-19.

Increase representation of persons who are visible minorities in the organization by 5 to 10% through a self-identification campaign and focused hiring in our grain inspector positions (largest representation gaps).
Increase the representation of women in the organization.
Education of staff in diversity related topics including at least 30% of Canadian Grain Commission staff who receive training in anti-discrimination and harassment prevention in 2018-19.

These 2018-19 goals will be monitored by Human Resources and the National Employment Equity and Diversity Committee. The results will be provided to senior management, at least twice annually, for planning purposes.

Planned evaluation coverage

Planned evaluation coverage, 2018–19 to 2020–21
Program	Last evaluation	Evaluations planned in the next 5 years	Fiscal year of approval	2018–19 Program spending covered by the planned evaluation (dollars)	2018–19 Program spending covered by all planned evaluations (dollars)	2018–19 Total program spending (dollars)
Grain Quality	Not applicable	Evaluation of the Analytical Services Program	2018-19	Not applicable^{Footnote 1}	Not applicable^{Footnote 1}	Not applicable^{Footnote 1}
		Evaluation of Export Documentation	2018-19	Not applicable^{Footnote 1}
		Evaluation of the Quality Assurance Standards and Re-inspection Program	2020-21	Not applicable^{Footnote 1}
Grain Research	Evaluation of the Harvest Sample Program, 2017	Evaluation of the Analytical Services Program	2018-19	717,277^{Footnote 2}	717,277^{Footnote 2}	5,261,833^{Footnote 2}
		Evaluation of the Plant Breeder Support Program	2019-20	Not applicable^{Footnote 2}
		Evaluation of a Grain Research Program to be determined	2020-21	Not applicable^{Footnote 2}
Safeguards for Grain Farmers	Not applicable	Evaluation of the Safeguards for Grain Farmers Program	2019-20	Not applicable^{Footnote 1}	Not applicable^{Footnote 1}	Not applicable^{Footnote 1}
Total	Not applicable	Not applicable	Not applicable	717,277^{Footnote 2}	717,277^{Footnote 2}	5,261,833^{Footnote 2}

Note: All references to program spending refer to planned spending for the 2018–19 fiscal year only and not cumulative spending over 5 years.

Note: As a small department, the Canadian Grain Commission plans Program Evaluations for the upcoming 3 years only.

Note: As the Canadian Grain Commission is transitioning to the new requirements of the Policy on Results, this table provides planned evaluation coverage for the period of 2018-19 to 2020-21 only. This table will be updated by June 30, 2018, to reflect the final planned evaluation coverage for the next 3 years.

Upcoming audits for the coming fiscal year

Internal audits
Title of internal audit	Area being audited	Status	Expected completion date
Follow-up to Management Action Plans from prior audits Review Engagement	Grain Quality Grain Research Safeguards for Grain Farmers Internal Services	In Progress	May 2018
Audit of the Health and Safety Program Administration	Internal Services	In Progress	May 2018
Information Technology General Controls Review Engagement	Internal Services	In Progress	May 2018
Grain Export Management System Development Advisory Engagement	Grain Quality Internal Services	In Progress	Not applicable
Audit of Analytical Services	Grain Quality Grain Research	In Progress	December 2018
Audit of Grain Inspector Training and Development	Grain Quality	Planned	March 2019
Audit of Communications Services	Internal Services	Planned	March 2019

Date modified:: 2019-02-28

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