Learning Support for Managers in the Canadian Federal Public Service

Abstract

In the Canadian Federal Public Service, workplace learning is used to teach managers about important topics related to their role. Access to these types of courses is critical as managers, in particular lower-level managers, have the largest number of direct reports. These managers’ decisions influence individuals, groups of employees and ultimately the department they work for. For example, in the case of a harassment or discrimination complaint, how a manager manages the situation can impact not only the mental health and wellbeing of the employees involved, but how the Canadian public views the department. Given the potential impacts a manager’s knowledge, and subsequent ability, has on both individuals and the public’s perception of their department, understanding how we can best support managers’ learning is instrumental in the effectiveness and efficiency of the organization in question. This research was conducted using survey research design and data were collected via an online questionnaire. The aim of this research was to investigate the attitudes and opinions of Managers in the Canadian Federal Public Service about the level of support received to complete mandatory and professional development courses. The primary theme that emerged from this research is that managers struggle to find the time to complete training. Time was mentioned by respondents when asked about mandatory training, developmental training, and support pre and post COVID-19. In every instance, time was identified as the most limiting factor. Findings imply that in order to support managers in the Canadian Federal Public Service, more efforts are needed to do more to provide managers with dedicated time to complete training. The pandemic has increased workloads, and added confounding factors for some, well trained managers are needed more than ever to assist employees navigate the new and highly virtual workplace that they find themselves in.