2024–25 Departmental Results Report - Supplementary Information Tables
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Details on transfer payment programs
Transfer payment program or funding agreement: Office of the Public Sector Integrity Commissioner of Canada’s Contribution Program
| Start date | 2010–11 |
|---|---|
| End date | Ongoing |
| Type of transfer payment | Contribution |
| Type of appropriation | The program is appropriated annually through the Estimates. |
| Fiscal year for terms and conditions | 2010–11 |
| Link to departmental result(s) | Public sector disclosures of wrongdoing and complaints of reprisal are dealt with in a timely and effective manner. |
| Link to the department’s program inventory | Disclosure and Reprisal Management Program |
| Purpose and objectives of transfer payment program | The transfer payment program is pursuant to the Public Servants Disclosure Protection Act (the PSDPA) and supports the Core Responsibility of the Office of the Public Sector Integrity Commissioner of Canada. It provides access to legal advice in a timely and effective matter to qualified individuals and ensuring that the rights to procedural fairness and natural justice are upheld. |
| Results achieved | The transfer payment program provided qualified individuals with access to legal advice about their situation, rights, obligations and assistance in determining their best course of action. In 2024–25, the Office received 87 requests for funding for legal advice under the PSDPA and 32 of those requests were granted. |
| Findings of audits completed in 2024–25 | There were no audits completed during the 2024–25 reporting year. |
| Findings of evaluations completed in 2024–25 | There were no evaluations completed during the 2024–25 reporting year. |
| Engagement of applicants and recipients in 2024–25 | Consultations with applicants and recipients were completed through a survey during the 2018–19 transfer payment program evaluation to assess and receive feedback on the design, delivery, and results of the program. |
Financial information
| Type of transfer payment | 2022–23 actual spending | 2023–24 actual spending | 2024–25 planned spending | 2024–25 total authorities available for use | 2024–25 actual spending (authorities used) | Variance (2024–25 actual minus 2024–25 planned) |
|---|---|---|---|---|---|---|
| Total contributions | $45,565 | $21,574 | $50,000 | $50,000 | $27,302 | -$22,698 |
Explanation of variances
In 2024–25, actual expenditures totalled $27,302, which is $22,698 (45%) below planned spending of $50,000:
- Planned spending and actual spending vary significantly due to the functioning of the program. Although the Commissioner approves funding up to $1,500, or $3,000 under exceptional circumstances, in a single FY, a contract for services is set up only when the applicant has selected a law firm. In many cases, legal services are provided to the applicant over the span of two or more fiscal years.
Plans to address variance
The Office will continue outreach efforts to promote awareness of the program and ensure timely processing of applications to improve uptake and spending alignment with planned authorities in future years.
Gender-based Analysis Plus
Section 1: institutional GBA Plus governance and capacity
Governance
The mandate of the Office does not have specific goals, processes or outcomes related to gender identity or other diversity characteristics.
Due to the confidential nature of disclosures and complaints, demographic data about disclosers and complainants is not collected.
The Office takes disclosures of wrongdoing from any person and continues to accept disclosures and complaints in many formats to support individuals who may require accommodation for a disability (for example, taking a disclosure over the phone, instead of in writing).
Capacity
The mandate of the Office does not have specific goals, processes or outcomes related to gender identity or other diversity characteristics.
Due to the confidential nature of disclosures and complaints, demographic data about disclosers and complainants is not collected.
The Office takes disclosures of wrongdoing from any person and continues to accept disclosures and complaints in many formats to support individuals who may require accommodation for a disability (for example, taking a disclosure over the phone, instead of in writing).
Human resources (full-time equivalents) dedicated to GBA Plus
The Office does not have a dedicated FTE for GBA Plus analysis and implementation. A member of the management team plays the role of GBA Plus Champion for the organization and ensures proposals for funding and interactions with stakeholders do not negatively impact any specific groups.
Section 2: gender and diversity impacts, by program
Core responsibility
In order to meet its legislated mandate, the Office must maintain an adequate external whistleblowing regime for the federal public sector.
Program goals
The goal of the program is to handle disclosures of wrongdoing and complaints of reprisal in a timely manner.
The mandate of the Office does not have specific goals, processes or outcomes related to gender identity or other diversity characteristics.
Due to the confidential nature of disclosures and complaints, demographic data about disclosers and complainants is not collected.
The Office takes disclosures of wrongdoing from any person and continues to accept disclosures and complaints in many formats to support individuals who may require accommodation for a disability (for example, taking a disclosure over the phone, instead of in writing).
It is predicted that this proposal will not benefit specific group of individuals.
Target population
Any individual can make a disclosure of wrongdoing to the Office, and any public servant or former public servant can make a complaint of reprisal. The program serves the public interest, by shedding light on serious wrongdoing.
Specific demographic group(s) to be monitored
No specific group has been targeted. Confidentiality provisions in our enabling legislation make collection of demographic data impossible.
Key program impacts* on gender and diversity
Not available.
Key program impact statistics
Not available
Other key program impacts
Not available
Supplementary information sources
Not available
GBA Plus data collection plan
Not available
Scales
Gender scale
- First group: predominantly men (80% or more men)
- Second group: 60% to 79% men
- Third group: broadly gender-balanced
- Fourth group: 60% to 79% women
- Fifth group: predominantly women (80% or more women)
Income-level scale
- First group: strongly benefits low-income individuals (strongly progressive)
- Second group: somewhat benefits low-income individuals (somewhat progressive)
- Third group: no significant distributional impacts
- Fourth group: somewhat benefits high-income individuals (somewhat regressive)
- Fifth group: strongly benefits high-income individuals (strongly regressive)
Age-group scale
- First group: primarily benefits youth, children or future generations
- Second group: no significant intergenerational impacts or impacts on generations between youths and seniors
- Third group: primarily benefits seniors or the baby boom generation
Response to parliamentary committees and external audits
Response to parliamentary committees
There were no parliamentary committee reports in 2024–25 requiring a response.
Response to audits conducted by the Office of the Auditor General of Canada (including audits conducted by the Commissioner of the Environment and Sustainable Development)
There were no audits in 2024–25 requiring a response.
Response to audits conducted by the Public Service Commission of Canada or the Office of the Commissioner of Official Languages
There were no audits in 2024–25 requiring a response.