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About the Commission

Role of the Public Service Commission

The role of the Public Service Commission in this province is closely related to the style of Parliamentary Democracy we have developed, and the type of public service we have chosen to serve it. Once a decision is made that a politically neutral, professional and permanent public service is the best way to provide support to elected government, a mechanism is needed to ensure that the values associated with this kind of organization are preserved and protected. In this Province, the Public Service Commission has served that role since the coming into force of the Public Service Commission Act in 1973.

The legislation charges the Commission with responsibility to protect the merit principle in appointment and promotion to permanent positions within the public service. While staffing operations will be provided by the Human Resource Secretariat, Strategic Staffing Division, the Commission will provide oversight of and policy for merit-based appointments and promotions within the Public Service of NL along with certification of Selection Board Chairs.

The preservation of the merit principle is a necessary but insufficient condition for a professional, non-partisan public service. The maintenance of "Good Public Administration" within the Province requires ensuring the adequacy of human resource policies and management programs. While other agents, such as departments or Treasury Board, may administer and deliver many of these policies/programs, the Public Service Commission serves a critical oversight role. As an independent voice, the Commission can examine issues from the perspective of "what is necessary" to ensure the continuance of excellent public service to serve elected officials and the public of the province.

In addition, the Commission has taken on specific services which are compatible with its role as arms-length protector of the values of the public service. As an "honest broker", the Commission is the ideal place from which to administer the Employee Assistance Program, and to examine broader areas of policy implementation which impact on individual employees. The Commission provides support to several adjudication panels designed to resolve certain conflicts within the organization, such as the Classification Appeal Board and the Management Grievance Process. Additionally the Commission houses an investigative unit with the capability of providing a full and comprehensive range of investigative services on behalf of government. As an advocate for the principles of merit, fairness, and respect, as well as good public administration, the Public Service Commission plays a vital leadership and support role for the broader organization.

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Our Vision

Public Service Excellence through merit, fairness and respect.

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Values

Core Values Strategic Value Action Statements
Fairness All employees conduct their work objectively and free from influence and bias and are supportive of the diversity of our clients.
Respect All employees treat clients in a just manner and accept responsibility for their work obligations and contributions.
Professionalism All employees strive towards service excellence and continuing professional development, utilizing their unique competencies to advance the vision of the organization.

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The Merit Principles

Merit is a rule of conduct that provides for the recommendation of candidates for a position on the basis of the best demonstration of bona fide levels of position related qualifications, knowledge, abilities and personal suitability.

Merit in staffing is achieved through practices that are seen to be fair, equitable and transparent.

Fairness means decisions are made objectively, free from bias, patronage or nepotism. Practices reflect the just treatment of all employees and applicants. Equity means equal access to employment opportunities. Practices are free from systemic and attitudinal barriers and duly consider "reasonable accommodations".

Transparency means open communication, without jeopardizing rational confidentiality, between managers and employees or applicants about staffing, its practices and decisions.

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