Supplementary Information (Tables) 2018-2019
Departmental Sustainable Development Strategy
Context for the Departmental Sustainable Development Strategy
The 2016–2019 Federal Sustainable Development Strategy (FSDS):
- sets out the Government of Canada’s sustainable development priorities
- establishes goals and targets
- identifies actions to achieve them, as required by the Federal Sustainable Development Act
In keeping with the objectives of the act to make environmental decision-making more transparent and accountable to Parliament, the Canadian Grain Commission supports reporting on the implementation of the FSDS and its Departmental Sustainable Development Strategy, or equivalent document, through the activities described in this supplementary information table.
Sustainable development in the Canadian Grain Commission
The Canadian Grain Commission’s Departmental Sustainable Development Strategy for 2017 to 2020 describes the department’s actions in support of achieving a low-carbon government. This supplementary information table presents available results for the departmental actions pertinent to this goal. Last year’s supplementary information table is posted on department’s website. This year, the Canadian Grain Commission is also noting which UN SDG target each departmental action contributes to achieving.
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. The Canadian Grain Commission also strives to reduce the number of printers in its offices as well as replace older less efficient printers with more environmentally friendly printing equipment.
Departmental performance by FSDS goal
Context: Low-carbon government
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 FSDS 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 “FSDS goal: low-carbon government” in section 2.
The following table provides performance information on departmental actions in support of the FSDS goal listed in section 2.
| FSDS target(s) | FSDS contributing action(s) | Corresponding departmental action(s) | Support for United Nations Sustainable Development Goal (UN SDG) target | Starting point(s), target(s) and performance indicator(s) for departmental actions | Results achieved |
|---|---|---|---|---|---|
| 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 | Improve the energy efficiency of our buildings/operations | Not Applicable | Not Applicable | Not Applicable | Not Applicable |
| Modernize our fleet | Not Applicable | Not Applicable | Not Applicable | Not Applicable | |
| Support the transition to a low-carbon economy through green procurement |
|
12.7 | Starting Point: 2013-14 baseline = 100% Target: 100% Performance Indicator: Percentage of specialists in procurement and materiel management who have completed training on green procurement. Starting Point: 2014-15 baseline = 100% (1 position) Target: 100% (1 position) Performance Indicator: Percentage and number of managers and functional heads of procurement and materiel management whose performance evaluation includes support and contribution toward green procurement in the current fiscal year. Starting Point: 2014-15 baseline = 1 printer: 5 full-time equivalents (FTEs) Target: 1 printer: 14 FTEs Performance Indicator: Ratio of printers to FTEs |
All targets met. Surpassed target: 1 printer: 15 FTEs | |
| Demonstrate innovative technologies | Not Applicable | Not Applicable | Not Applicable | Not Applicable | |
| Promote sustainable travel practices | Not Applicable | Not Applicable | Not Applicable | Not Applicable | |
| Understand climate change impacts and build resilience | Not Applicable | Not Applicable | Not Applicable | Not Applicable | |
| Improve transparency and accountability | Not Applicable | Not Applicable | Not Applicable | Not Applicable | |
| Develop policy for low carbon government | Not Applicable | Not Applicable | Not Applicable | Not Applicable |
Report on integrating sustainable development
During the 2018–19 reporting cycle, the Canadian Grain Commission had no proposals that required a Strategic Environmental Assessment and no public statements were produced.
Gender-based analysis plus
General information
The Canadian Grain Commission is a small science-based regulatory department of approximately 450 employees with many non-traditional and highly technical positions. The organization incorporates gender-based analysis plus (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 GBA+ implementation plan, it has a governance structure and planning process 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 periodically reviewed by the Canadian Grain Commission’s Executive Management Committee. Senior management at Canadian Grain Commission consults and collaborates with bargaining agents on diversity. In support of this, employment equity and diversity are 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 are reflected in its 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 this 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 are dedicated to applicable activities.
|
| Major initiatives: results achieved |
Not Applicable. The Canadian Grain Commission is committed to the following long-term employment equity and diversity outcomes:
|
| Reporting capacity and data | Not Applicable. |
Response to parliamentary committees
There were no parliamentary committee reports requiring a response in 2018–19.
Response to audits conducted by the Office of the Auditor General of Canada (including audits conducted by the Commissioner of the Environment and Sustainable Development)
Recommendations to the Comptroller General of Canada for distribution
A set of general recommendations stemming from the 2018 Audit of the Consolidated Financial Statements of the Government of Canada were included in a letter to the Comptroller General of Canada, Mr. Roch Huppé. These recommendations were to be distributed to those departments and agencies whose payroll is processed by the Phoenix pay system.
The Canadian Grain Commission agreed with the recommendations made in the letter and in all cases, except one, had established processes in place to address the recommendations. Where the recommendation was made that “…entities should exercise the same level of control and rigour when performing Section 34 approvals for payroll related payments as any other charges against appropriations. Processes should be put in place to monitor that employees performing Section 34 have the delegated authority to do so. Entities in collaboration with the Treasury Board Secretariat, should identify areas where guidance and training can be provided to improve financial reporting practices and strengthen internal controls”, the CGC took steps to ensure sufficient measures were in place to bring the department into compliance, but otherwise found there were no employees approving pay without the designated authority to do so.
Response to audits conducted by the Public Service Commission of Canada or the Office of the Commissioner of Official Languages
There were no audits in 2018–19 requiring a response.
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