Supplementary information (Tables) for 2020 to 2021
2020 to 2023 Short-form Departmental Sustainable Development Strategy
|Name of department||Canadian Grain Commission|
|Context||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 (FSDS) by complying with 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 Comission supports sustainable development by integrating environmental performance considerations into the procurement decision making process through the actions described in the 2019 to 2022 FSDS “Greening Government” goal.
|Commitments||All departments must support transition to a low-carbon economy by taking environmental considerations into account in their purchasing decisions. Accordingly, departments, as defined in section 2 of the Financial Administration Act and listed in Schedules I, I.1 and II of that act, that are currently bound by the Policy on Green Procurement are to state their green procurement plans in support of the 2019 to 2022 FSDS “Greening Government” goal by completing the table on the next page.|
|Integrating sustainable development||The Canadian Grain Commission will continue to ensure that its decision-making process includes consideration of FSDS goals and targets through its Strategic Environmental Assessment (SEA) process. A SEA for policy, plan or program proposals includes an analysis of the impacts of the given proposal on the environment, including on FSDS goals and targets.
Public statements on the results of the Canadian Grain Commission’s assessments are made public when an initiative that has undergone a detailed SEA is announced on its web page.
The purpose of the public statement is to demonstrate that the environmental effects, including the impacts on achieving the FSDS goals and targets, of the approved policy, plan or program have been considered during proposal development and decision making.
|FSDS target||FSDS contributing action||Corresponding departmental action||Contribution by each departmental action to the FSDS goal and target||Starting point(s), target(s) and performance indicator(s) for departmental actions||Link to the department’s Program Inventory|
|Actions supporting the Greening Government goal and the Policy on Green Procurement||Departments will use environmental criteria to reduce the environmental impact and ensure best value in government procurement decisions||Integrate environmental considerations into tenders for the resale of surplus grain.||Motivate companies removing surplus grain from Canadian Grain Commission sites to ensure environmentally friendly use of the grain.||Departmental Action: Apply mandatory environmental requirements on all surplus grain contracts.
Starting Point: 0%
Performance Indicator: Percentage of Canadian Grain Commission surplus grain with integrated element of reduced environmental impacts in removal plan.
|Support for green procurement will be strengthened, including guidance, tools and training for public service employees||Ensure that decision makers, material management, and procurement specialists have the necessary training and awareness to support green procurement.
Ensure the consideration of used products on GC Transfer, prior to the purchase of new items.
|Promote green meetings and opportunities to reduce travel to lessen the impact of departmental meetings and travel.
Promote the purchase of used products prior to purchasing brand new to reduce the environmental impact.
|Departmental Action: Educate all Canadian Grain Commission administrative representatives on the Green Meeting Guidelines.
Starting Point: 0%
Performance Indicator: Percentage of Canadian Grain Commission administrative representatives who have completed training on “Guidance for the Reduction of Plastic Waste in Meetings and Events”.
Departmental Action: Educate all Canadian Grain Commission real property, procurement and material management representatives on the use of GC Surplus website for the transfer of government assets.
Starting Point: 0%
Performance Indicator: Percentage of Canadian Grain Commission administrative representatives who have completed training on “GC Transfer” website.
Gender-based analysis plus (GBA+)
The Canadian Grain Commission is a small science-based and regulatory department of approximately 450 employees with many non-traditional and highly technical positions. The organization incorporates GBA+ objectives in its efforts to foster a diverse and inclusive workplace. The Canadian Grain Commission achieves this through the objectives, plans and 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||Not Applicable.
Though the Canadian Grain Commission does not have a specific gender-based analysis plus implementation plan, it has a governance structure and planning processes that incorporates GBA+ objectives into its employment equity and diversity goals and framework.
Canadian Grain Commission senior management provided 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 plans and initiatives are reviewed at the Executive Management Committee of the Canadian Grain Commission periodically. Senior management at Canadian Grain Commission consults and collaborates with bargaining agents on employment equity and diversity. In support of this, employment equity and diversity is a standing agenda item at all National Union-Management Committee meetings.
In 2018-19, as part of the organizational planning framework, employment equity, diversity and inclusive workplaces have been and continue to be key priorities for the Canadian Grain Commission which is reflected in our planning and initiatives. The organization’s five-year Employment Equity and Diversity Action Plan includes specific diversity and inclusivity goals.
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 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’s goals for employment equity and diversity.
|Human resources||Not Applicable.
Being a small department, the Canadian Grain Commission did not have full-time equivalents dedicated to GBA+ implementation in 2018-19, or a GBA+ responsibility centre. However, the following resources will be dedicated to applicable activities in 2020–21:
|Planned initiatives||Not Applicable.
The Canadian Grain Commission is committed to the following long-term employment equity and diversity outcomes:
In support of these longer-term outcomes, the Canadian Grain Commission established the following goals for 2020-21:
|Reporting capacity and data||Not Applicable.|
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