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Moving Forward - Statement from the Office of the Public Sector Integrity Commissioner of Canada

The Office of the Auditor General (OAG) recently tabled a performance audit report on the Office of the Public Sector Integrity Commissioner (PSIC). We would like to thank the Auditor General for her work and have noted her findings as we move forward.


  • While the audit report makes findings in relation to the former Commissioner, we are not in a position to provide any further comment or information regarding these findings.

  • The Office of the PSIC is in a period of development and forward planning. It is within this context that we are assessing our efforts to date and look forward to continuing to meet the challenges of our mandate. Recent accomplishments of note include:


    • Since the audit period ended in July 2009, we have continued to develop as an organization. Like many new organizations, we have made continuing progress in stabilizing our workforce, as demonstrated by our latest full-time employee turnover rate, which went from 43.8% in 2007-08 and 54.5% in 2008-09 to 26% in 2009-10 and 20% in this fiscal year.

    • Compared to our first two years of operation, the number of investigations has increased significantly. We have launched several investigations into allegations of wrongdoing and complaints of reprisal. Currently, we have 15 investigations underway across a variety of areas of activity in the federal public sector: 8 of these were commenced in the 2009-10 fiscal year, and 7 in the 2010-11 fiscal year. Some of these investigations involve multiple allegations of wrongdoing as well as complaints of reprisal. They will be reported on in accordance with the requirements of our Public Servants Disclosure Protection Act (the Act).

    • A number of reasons explain this increase, notably the fact that the Office is becoming better known as a result of our communication and liaison initiatives, and that an increasing number of the cases we are receiving are within our mandate.

  • We are continuing our work to put in place a solid foundation for our organization to succeed:


    • We have designed a new corporate structure aligned to support our core investigative mandate, including building a team of expert investigators to respond to our growing caseload;

    • We have developed processes, guidelines and procedures, based on best practices and informed by our own increasing experience;

    • We continue to reach out to public servants to increase their awareness of the Act and support their confidence in coming forward with disclosures of wrongdoing and complaints of reprisal;

    • We continue to support capacity-building within departments and agencies with a practical workshop on administrative investigations for departmental Senior Officers in October 2010, as well as with the development of a Senior Officers network to ensure that best practices in handling disclosures are identified, supported and shared; and,

    • We are currently finalizing guidance and support tools for investigators in the form of an Investigator’s Manual, which will consolidate information and documentation that has been produced, discussed and shared with our investigation team, as well as reflect our experience and expertise. Our guidelines and policies continue to evolve as our experience grows. We are also reviewing our file management processes to ensure that the efforts we take in managing our files are properly and fully documented and recorded.

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