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According to the tenets of Public Service Renewal, "The development of public servants at all levels as leaders, managers, and empowered employees is central to a high performance institution." In an interview with Let's Talk, Diane Lacelle, Director General of the Human Resource Management Sector's Learning and Development Branch, says she is "very proud that her team has a key role to play in helping employees and managers get the training and learning they need to build rewarding, meaningful careers."

A key tool that Lacelle's team is putting in place in 2009-2010 is the CSC's first Corporate Learning and Development Plan. This comprehensive plan will encompass all the learning and development activities that CSC has identified as requirements to respond to organizational, operational and employee needs.

Lacelle says this is an important step and will be a major improvement for all employees. "For the first time, we will have a national plan that includes the training and development needs of both correctional and non-correctional groups across the country." She notes that the plan will be regularly adjusted, based on corporate priorities and available resources.

Lacelle says that, with this plan, it will continue to be important for employees and managers to work closely together to identify learning and development needs, which take into account both organizational and individual career goals. She noted that formal discussions between employees and managers must focus on the requirements of employees to achieve and maintain a high standard of performance in their work objectives, and, at the same time, to develop competencies for current and future roles.

The Corporate Learning and Development Plan will also address the training program that is being developed within CSC. To this end, the learning and development team is working in close collaboration with functional experts, both within and outside CSC. In fact, the team relies heavily on the expertise of CSC employees, who contribute to the development of correctional learning programs.

At the same time, Lacelle says, as part of CSC's overall renewal, there will be a review of the learning and development function in order to enhance both the services and programs provided to employees and managers. This review will examine the overall learning and development needs of the organization, including program development, delivery and evaluation. She says this review should better position the organization for the future.

"The process of renewal brings with it fresh ideas, creativity and innovation. For the learning and development team, we have an opportunity to strengthen our processes, systems and services to better meet the needs of CSC and its employees, both now and in the future. Our overall goal is to continue to deliver professional, high-quality, consistent services for the entire organization."

Another key achievement that is benefitting CSC and its employees is in the area of developmental programs. In addition to the programs administered by central agencies, such as the Career Assignment Program, the IM/IT Leadership Program and the Accelerated Executive Development Program, CSC recently launched its own leadership program for executive-level positions. Lacelle says this program is essential in meeting CSC's succession planning requirements in both operational and corporate functional areas.

"We are very proud to have launched CSC's first developmental program. We will continue to look at our long-term development needs and to recommend the development of similar programs in other priority areas."

Lacelle adds that organizational and Public Service Renewal has rejuvenated her team, pushing members to aim even higher and further.

"The people who work in learning and development are specialists who are dedicated to providing the best possible service to CSC and its employees. Although demands are increasing, this is fuelling our passion for excellence. By putting the right building blocks in place - from infrastructure and governance, to programs and tools - we are contributing to ensuring that CSC is an employer of choice."

Testimonials PACIFIC REGION Alain Charette Communications Manager, Pacific Region After 15 years in journalism and over seven years as a public relations officer for the Canadian Food Inspection Agency, I felt it was time to pursue new career challenges. That was when I was given the opportunity to join the Correctional Service of Canada (CSC) as Manager of Regional Communications for the Pacific. There were two things that convinced me that this was the right thing to do. A colleague who had spent a few years at CSC said something that got me thinking. She said, "A society is judged by the way it treats its citizens, especially its inmates." The second thing is that one of my relatives served a sentence for something he did on impulse, and he now teaches at a university. I believe that what CSC accomplishes is remarkable. And what I have seen and experienced since I started in January has been confirmation that I made the right decision.