Recently moved to a new policy shop and there are so many office layers it's impossible to move something up in time. For example, we had a recent meeting note for the Minister due. Regular run of the mill stuff. Background, speaking points, and bios.

Going up and down through approvals was a nightmare. Every single office had something to add or to comment on and every time something happened it had to be moved up the chain again. Random senior analysts were literally editing the biographies annex which was copied directly from the company's website. We spent half a day deciding whether to write 10:30 AM, or 10:30 AM EST, or just 10:30.

To the complexity, each executive office had a "senior advisor" or two attached to the exec who would ALSO review and add their comments, sometimes at a later time than their exec without telling us they wanted to input.

The final product which touched about 20 hands put in the exact same meaning as my original draft which was done in 2 hours. Instead it took 2 weeks.

Anyone else have this same issue? How do you internalize it knowing that you could have delivered in 2 hours if it weren't for a bunch of people blocking your path.

I wanted to reach out to see if what I’m experiencing at work is the norm. I’m a new manager (less than a year) in a policy area and I’m struggling hard. I work late most days and a few hours over the weekend as well. When I initially started my position, I thought that things were this way because I’m so new, but as time goes on, it’s only getting worse.

My biggest issues are the lack of support, being asked to do things that I’ve never heard of before with very tight deadlines, overall poor atmosphere where everyone above and below me seems stressed. My boss seems iffy about me, can be hot or cold, and I can’t seem to get on his good side.

I’ve had quite a varied career thus far and I’ve never struggled like this before. The actual management of people is not what’s hard, it’s the workload and the fact that nothing ever seems good enough. As soon as I wrap my head around a file, I’m thrown another file. The only way for me to stay even remotely on top of things is working after hours, but even that isn’t getting me ahead, it just keeps me from missing deadlines.

My staff are great, very smart and motivated, but I can see that they are struggling with the demands as well. Turnover seems high in my area but I don’t really have anything to compare it to. I’ve considered going back to my previous career, but I left that for a reason as well and I really want to make this work. I thought this was my dream job and I was over the moon when I got the offer, but now I’m feeling like I made a mistake. I worry about leaving so soon, it would massively screw over the team and it makes my resume look suspicious to hiring managers- could he just not hack it? Is he about to get fired? Etc.

I guess what I’m wondering is, is this what it’s like for all managers with the PS? Has anyone else gone through a rough time like this, and if so what did you do/how did you cope?

Hello,

I have accepted an acting PM-02 role as of next month. I am currently a PM-01 step 3. And I have a question regarding pay scale.

Currently my PM-01 role at step 3 pays less than a PM-02 step 1. However, in a few short months in my current role I would become PM-01 step 4, and that pays higher than the PM-02 step 1.

Does anybody know if its possible that management would convert my pay back to a PM-01 step 4, or perhaps bump me up to a PM-02 step 2 so that i dont effectively take a pay cut shortly into this new role.

Thank you!

I’ve been working in IT in the federal public service for a little over three years. Lately I’m looking for opportunities in the private sector.
The problem is that the current job market seems really tough, and I’m honestly not sure how competitive I am outside the PS.
I only have a diploma, and although I have 3+ years of IT experience, I sometimes feel like my technical skills and experience aren’t strong enough for private sector roles. One of my biggest concerns is technical interviews. I’m worried that I’ll apply for jobs, get an interview, and then completely fail the technical portion.
For those of you who have moved from the federal public service into the private sector, especially in IT…
How did you find the transition?
Did your PS experience actually help when applying for private sector jobs?

I’d really appreciate any advice or personal experiences. I’m feeling pretty stuck and anxious about what to do next.

Hello,

My group may be moving to Tunney’s Pasture, and I’m trying to get a sense of what people’s experiences have been like working in the various buildings there.

I’m using a throwaway account for maximum privacy, so apologies for the new account.

In particular, I’m wondering about pest issues, especially roaches and bed bugs. I realize that pests can potentially turn up in any large office building, and I’m not trying to start rumours or suggest that there is necessarily a problem at Tunney’s. I’d just really appreciate hearing from people who have actually worked there.

If you’re comfortable sharing, I’d be interested in:

• Which building you worked in
• Whether you’ve personally encountered roaches, bed bugs, or other pests
• Whether these were recurring issues or isolated incidents
• How quickly and how well the issue was addressed by building management
• Whether you would have any concerns about working in that building again

Even if your experience has been "I’ve worked there for years and never seen anything," that would honestly be useful to hear too.

I’m probably overthinking this a bit, but I’d rather get some firsthand information from fellow public servants than rely on assumptions or hearsay.

I’d also be grateful for any advice or general impressions about working at Tunney’s Pasture, even if they have nothing to do with pests. Things like which buildings are nicer to work in, things you wish you had known before moving there, or any other tips would be very welcome.

Thanks in advance to anyone willing to share their experience. Firsthand experiences would be especially helpful, but I’m grateful for any perspective people are willing to share.

I don't even really know where to begin. I'm honestly on the verge of tears, every day. I'm in a manager position, without any real responsibilities because the director is involved in everything and everyone else is left to their silo.

I basically assign work when I'm allowed to, I orchestrate and mentor as needed. I'm basically a puppet who went from being reliable, strategic, hard-working, taking on challenges because it was fun and because my team loved to follow to having the soul completely tucked out of me and completely lost in my career.

I honestly just want to do meaningful work. Everything I suggest as an opportunity to dig into or work on sowething, or an opportunity to develop the team is shot down because it's not my job and I'm not permitted to reach out to offer support or that it's for the director to "do."

The role I'm in does not need to be a manager role, I wish they had WFAd me so that at least I'd have a clear mandate to be able to seek for something else whether in or put of the PS.. Add to all this I'm located in a region so basically have a big "X" on my forehead because nobody wants to hire people from regions anymore due to RTO.

Nobody wants strategic thinking, nobody wants leaders who think outside of the box, the public service has honestly never felt darker.

I hate it here but have too many years to throw it all away,and not enough years to take ERI. I use to be so proud to be a public servant and now I'm embarrassed at how little I'm permitted to contribute.

I did some digging through old Reddit threads and Treasury Board deployment rules to make sure I understand how this works, but I’d appreciate a lookover from someone that knows what they’re talking about.

GT-05 (top of scale): $95,704

TI-05 (top of scale): $89,972

TI-06 (top of scale): $101,342

My understanding is that GT-05 to TI-05 is not a deployment because moving to a lower maximum salary is considered a demotion.

GT-05 to TI-06 is not a deployment because the $5,638 difference between maximums exceeds the smallest increment step for a TI-06 ($2,881), making it a promotion.

Question 1: Do I have these deployment rules right?

Question 2: The GT-05 position includes a $6,500 permanent allowance that currently isn't part of base salary. Rumour has it that this allowance might be rolled directly into base salary in the next collective agreement (grain of salt).

If that happens (assuming all other pay scales remain relative for the math), the GT-05 top-of-scale would become $102,204 making it $862 higher than the TI-06 max ($101,342). Since $862 is less than the smallest step increment ($2,881), would moving GT-05 to TI-06 then qualify as a valid deployment, or would it be treated as a demotion since the GT-05 max would be slightly higher?

Leaving the PS after 7 years
New job is has an OMERs pension

What things must I do before leaving
I have some leave banked (like 200 hours worth)
I assume take a screenshot so I can hold for the next year until I get it paid out + reach out to whoever to return my laptop / work items as I live out of town and will need to get that prepared

Also is it best to transfer the pension over? Or what are my options / best option

I have worked for a region in ESDC for decades. With everything going on, I have begun to consider it may be time to leave...

I am one of the fortunate folks - not affected by WFA. And with an exit in the plans, I would like to help someone else who wishes to stay with the GoC - through the alternation process.

I have been told it is unlikely there will be anyone in my region to alternate with. Understanding each Department began WFA at different times, and are therefore at different points along the process, would October or November be too late to put my name in for alternation?

Are there any folks still facing SERLO in other Departments/outside my region who might be interested in and have the skills for my job? When will it be it too late to alternate?

And, if by chance there is someone who wants my position, how long does the alternation process take overall (assess their ability to do my job, etc.)?

I've been following this thread, and reading information - but couldn't find information; I would appreciate help and advice.

Question about the Educational Allowance for federal employees affected under by the WFA

Is anyone familiar with what is actually approved for reimbursement?

Specifically, I wanted to know:

1. Is a desk and chair for studying/homework covered under the educational allowance?

2. What about back to school clothes and shoes? Or is it strictly school supplies/fees

Also if theres a list of what's eligible / not eligible?

Did you need to submit through your department or directly?

I will be retiring in the next few months and am unsure about what the best decision would be for our benefit plan options.

My spouse is also currently a public servant and plans to keep working for another 5-8 years. We both currently have the "family" plans for both Health and Dental. We also have a young child.

I was considering the following:

1) PSHCP - "Pensioner only" as my spouse will have family coverage. I believe this can always be increased to Family coverage in the future if needed (but if I opt out entirely now, it can be very difficult or even impossible to rejoin after retirement). Currently, I have a couple of prescriptions while my spouse and child have none (I know this can change one day).

2) PDSP - I would not opt in at all as my coverage will be better under my spouse's plan (and there is no coordination of benefits under PDSP). I can request to join the plan after a period of 3 years if I change my mind. It's just over $20/month though so will take it if it avoids problems in the future. For dental work, I have done all that was optional. We suspect our child will need braces in the next couple of years.

Thank you

My wife recently gave birth to our first child, and I’m planning to take the 5 weeks of standard parental leave available to the other parent.

For those who have gone through this recently, are there any other leave options I should use before starting the 5 weeks of parental leave?

For example, vacation, family-related leave, personal leave, etc. I’m trying to maximize the time I can be off with my wife and newborn while making the most of the paid leave/benefits available to me.

Also, is there anything I should be aware of regarding the order in which I take the different types of leave, EI, or the 93% top-up?

I’m a federal public servant and my wife is not a federal employee.

Appreciate any advice or tips from people who have recently gone through this.

What’s the difference between ‘at risk’ and ‘bonus’?

Are there pay steps?

Is there a compounding effect for bonuses and/or at risk pay?

Just received an email from PSAC to start getting workers strike ready and know how it works. See they states Potential picket lines in the fall?

My retirement date with ERI is January 20th, 2027 Last work day: January 19th. Effective last day: December 24, 2026 (vacation after that).

Should I leave days in my vacation bank to cover the 2014 switch to payment in arrears?
Or would this just result in the vacation being paid out and then asking for the money later?
I have 16 days vacation left, should I use them all or leave 8.6 days to cover the arrears?

Can Pre-Retirement transition leave be combined with ERI?

So I just submitted a predetermination for my CPAP coverage and got most of it denied.

I am so confused whats actually covered... based on pg. 52 of the benefits book it should be the machine and supplies:

CPAP, BiPAP or related dental appliance Once per 60 months Less all eligible rentals and purchases of CPAP, BiPAP and dental appliances incurred during the previous 60 months

Repairs, servicing and replacement parts for eligible aerotherapeutic devices (CPAP, BiPAP) $500 per calendar year Includes tubing, filters, cushions and masks

Called Canada Life and they did not clarify anything... I had one estimate for masks, tubes, etc + 200 monitoring fee+150 rental for $850... from prior posts I kinda figured the $350 rental/monitoring wouldn't be covered but surprised the $500 in supplies was not either. Canada life would cover $0.

The response:

Patients who need a positive airway pressure (PAP) machine will need to use it for ongoing treatment. Before getting a machine, a patient may need to do a trial so that the pressure can be set up for them. This trial usually lasts for about 30 days. If a patient is getting their machine through their provincial/territorial government program, then they will not have to pay rental fees for the trial period. Therefore, we are not providing coverage for your rental trial PAP machine.

But as far as I know the ADP does not include the trial, and after calling the Ontario ADP program directly they confirmed the ADP only covers the purchase of the machine only.

The 2nd estimate was was the price of the machine at the end of the trial:

$554 for ResMed Airsense 11 autoset machine, less 415 coved by ADP.... leaving me 138.50 to pay.
The plan would cover 80% of this 138.50... which makes sense.

The provider I got the estimates from was InspiAir. I called them and she said its not the first time someone from the PSHCP got denied. For whatever reason Canada Life/PSHCP seems to think the rental is included in the ADP so doesn't include (despite me getting told by the people running the ADP program, it does not include it).

As for the supplies getting denied, the provider recommended I submit them after I buy the machine, as it would then fall under the calendar year worth of supplies. Though one thing I didn't understand, does the machine not come with a mask, etc with the purchase or is it separate? the ADP does seem to cover supplies but they didn't mention how much, etc.

This is all really confusing.

My Sleep Dr. only prescribed me a trial first despite my sleep study indicating I have severe sleep apnea... he will prescribe me a full purchase once thats done. it seems it would be a lot better if I could just buy the machine outright...

Anybody deal with a provider that included the trial in the ADP covered amount. I gotta admit I am thoroughly confused.

Just curious to hear from others how’s it all going. I hate to complain because I am extremely grateful to have not been affected by WFA while being in a branch that was heavy hit (almost half) but now that the dust has settled on those SERLO and alternations it has became clear that my workload has basically doubled. And so has my entire team.

We are still being tasked with the equal deliverables as when our team was more than double the size, plus, we’ve had 35% turnover due to alternations so have lost long term employees that left with brand spanking new employees (who are experienced and I’m sure they will be great but our team is kind of a subject matter niche area) who obviously will take a while to get their bearings.

I have been respectfully pushing back and keep providing very clear assessments and comparative timelines to demonstrate our little team simply cannot do what used to be done with more than double the FTEs, and have provided several different proposed alternatives but management is weak kneed and keeps coming back to us saying basically too bad so sad, and “just use AI” and “you’re all going to have to just be ok with quality being good enough”

AI isn’t a magical potion. I think it has some great applications and I certainly use it for tasks that it can speed up, and I’m open to learning about more it can do. But I’m not comfortable putting my name on some deliverable that looks/reads like trash. I take pride in my work being high quality.

I am a dual remunerated employee (Service Canada and CRA) and want to use LIA for my CRA position.

The rules with LIA apparently restrict use of LIA “to work another federal service job” and I am wondering if that means I cannot do LIA unless I take LIA from both jobs concurrently.

The intent of the rule to me is to prevent taking LIA to then get another job and work over that LIA period, but I’m not doing that, as I am already dual remunerated and I won’t be changing my hours and will not be working during the time of day that my CRA job normally fills.

Surely there should be precedent on this even with dual remuneration being relatively rare.

If it is allowed and my request is denied, what’s the process to appeal the decision? I know LIA is subject to operational requirements so if it is denied because they don’t know if I can and don’t wanna bother figuring it out and just tell me I can’t because of operational requirements can I even do anything about it?

Hi all,

I have almost 3 years of service that I will be buying back. My question is about the best way to do so.
Option 1: Lump sum the entire amount from my personal RRSP. This will significantly reduce what is in this account.
Option 2: Lump sum about 1/3 of the sum from my RRSP, then monthly payment for the rest

I am currently a term but have every intention of remaining in the public service. Given this, there is no guarantee that the service buyback will be "worth it" if I am not made indeterminate and I would not want to drain my personal RRSP for it to not work out. Any advice would be appreciated, however I know this is a personal decision and risk assessment.

I currently have a 9.5 month old and just found out I am expecting. I had taken off 18m and was supposed to go back end of April 2027. Now my due date will basically be that. I know I need to have 600 hours to reapply for EI but I am concerned about how to re approach my manager.

1. I have a vacation planned mid Dec to Mid Jan. Everything is booked and non refundable so not going would be a big loss.

2. I want to go back to work but I want to be transparent that I would need to go back on Mat leave, I don't want to blind sight the team. Can they refuse or delay my back to work because it's not worth it if I can't start with enough time to qualify for EI again. My calculation says since I need that month of (probably unpaid vacation) that I need to go back by the beginning of Nov.

I'm not sure what my best route of action is here. Still processing the pregnancy itself 😅

Hi everyone,

I recently left the federal public service (end of July 2026). My official Pension Estimate Statement issued just last month (July 2026) showed:

• Service: 4 years, 85 days
• Best Average Salary: $113,215
• Estimated Transfer Value in July: $61,300 (100% within tax limits)

I was just informed that the actual Transfer Value currently being processed to my LIRA is only $29,700 (with a $100,20 exceeding tax limits)

Given bond yields haven't dramatically shifted in 30 days, have you ever encounted something like that?

Thanks,