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Pap 3340 Exam Review.docx

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Department
Public Administration
Course Code
PAP3340
Professor
All

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Description
Pap 3340 Exam Review Module 3C1522DEFINING MERITMerit is defined in legislation Four things need to be taken into account in establishing merit Essential qualifications including official languages Current and future asset qualifications Current and future operational requirements and Current and future organizational needs Essential qualifications may include but are not limited to Experience Education Knowledge SkillsPersonal suitability Behavioural competencies and Competence in either or both official languages An asset qualification is a qualification that is not essential to perform the work but rather is one thatnow or in the futurewouldBenefit the organization orBe an enhancement in terms of the work to be performed Experience EducationWhat are current and future operational requirements Requirements deemed important for the operation of the work unit or the organization Attributes of the worknot the person travel working on weekendsWhat are current and future organizational needs Criteria that enable organizations to fulfil their mandates and address their needs Criteria that are more closely related to the organization than the positionplace affected staffModule 4A Employment EquityWhat is Employment EquityEmployment Equity is the term developed by Judge Rosalie Silberman Abella 1984 to describe a distinct Canadian process for achieving equality in all aspects of employmentTerm meant to distinguish the process from the primarily American Affirmative Action model as well as to move beyond the Equal Opportunity measures available in Canada at that timeRecognizing that systemic discrimination was responsible for most of the inequality found in employment the Commission outlined a systemic response and chose the term Employment Equity to describe the processOngoing planning process toidentify and eliminate barriers in an organizations employment procedures and policies put into place positive policies and practices to ensure the effects of systemic barriers are eliminated and ensure appropriate representation of designated group members throughout its workforceGoal of Employment Equity eliminate employment barriers for the four designated groups identified in the Employment Equity Actwomen persons with disabilities Aboriginal people members of visible minorities remedy past discrimination in employment opportunities and prevent future barriers improve access and distribution throughout all occupations and at all levels for members of the four designated groups foster a climate of equity in the organization Two Federal Employment Equity Programs Legislated Employment Equity Program LEEP Employers under federal jurisdiction are subject to the Employment Equity ActFederal Contractors Program FCP Under the FCP employers with 100 or more employees who have secured a federal goods or services contract of 1 million or more are required to sign a certificate of commitment to fulfill their mandated goal of implementing employment equity in their workplaceMain Provisions of the Employment Equity ActThe purpose of this Act is to achieve equality in the workplace so that no person shall be denied employment opportunities or benefits for reasons unrelated to ability In the fulfilment of that goal to correct the conditions of disadvantage in employment experienced by women aboriginal peoples persons with disabilities and members of visible minorities by giving effect to the principle that employment equity means more than treating persons in the same way but also requires special measures and the accommodation of differences 1CoverageA total of 544 private sector employers and 36 Crown corporations are covered by the ActCoverage includes all federal departments and agencies for which the Treasury Board is the employer and all separate agencies with 100 or more employees2Designated GroupsWomenAboriginal peoples Persons who are Indians Inui or MtisMembers of visible minorities
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