CD-001 - Missions, Values and Ethics Framework

<p>Maintaining a harassment-free organizational culture. (A)</p> Signup and view all the answers

<p>They are central to contributing positively to individuals' lives. (B)</p> Signup and view all the answers

<p>By treating others exactly as oneself would like to be treated. (A)</p> Signup and view all the answers

<p>Shared values guiding behaviour and decisions. (C)</p> Signup and view all the answers

<p>Treating others as one would like to be treated. (D)</p> Signup and view all the answers

<p>Provide direction and leadership for integrating values and ethics (D)</p> Signup and view all the answers

<p>A guidepost in behavior, decision-making, and discretionary judgment (D)</p> Signup and view all the answers

<p>Report it to their immediate supervisor or relevant authorities (C)</p> Signup and view all the answers

<p>To assist the organization in preventing and managing conflicts (C)</p> Signup and view all the answers

<p>National Advisory Committee on Ethics (C)</p> Signup and view all the answers

<p>By increasing awareness through consultations and activities (B)</p> Signup and view all the answers

<p>To ensure respect for diversity and inclusion (A)</p> Signup and view all the answers

<p>Protecting the identity of those involved in the disclosure process (B)</p> Signup and view all the answers

<p>The Office of the Public Sector Integrity Commissioner of Canada (C)</p> Signup and view all the answers

<p>The integration of the CSC Values Statement (A)</p> Signup and view all the answers

<p>To develop specialized knowledge for the public good (A)</p> Signup and view all the answers

<p>Proactively accommodating cultural and individual differences (B)</p> Signup and view all the answers

<p>The victims of crime (D)</p> Signup and view all the answers

<p>By justifying decisions to relevant stakeholders (C)</p> Signup and view all the answers

<p>Gender-Based Analysis Plus (A)</p> Signup and view all the answers

<p>Adherence to the expected behaviours outlined in the Values and Ethics Code (B)</p> Signup and view all the answers

<p>Assistant Commissioner, Policy (D)</p> Signup and view all the answers

<p>Providing opportunities to disclose wrongdoing (C)</p> Signup and view all the answers

<p>To ensure public safety is paramount while respecting diversity (D)</p> Signup and view all the answers

<p>By modeling values-based behaviour (C)</p> Signup and view all the answers

<p>Promote ethical decision making (B)</p> Signup and view all the answers

<p>They assist in supporting offenders with program delivery (B)</p> Signup and view all the answers

<p>Reduction of individual rights (D)</p> Signup and view all the answers

<p>Dedication to a strong and diverse workforce (B)</p> Signup and view all the answers

The Correctional Service of Canada's purpose is to contribute to public safety by actively encouraging and assisting offenders to become law-abiding citizens while ensuring their control is reasonable, safe, secure, and humane.

CSC employees and those working with them commit to achieving the mission within a framework of values, policies, and legislation.

Respectful behavior honors the dignity of individuals and their right to choose their paths within legal boundaries.

Balancing conflicting interests and demonstrating impartiality, objectivity, equality, and equity in relationships is essential for fairness.

The CSC Values Statement, including respect and fairness, guides behavior, decision-making, and discretionary judgment.

CSC employees are expected to demonstrate the shared values of respect and fairness in their interactions with offenders, colleagues, partners, stakeholders, and the public.

CSC works towards a harassment-free organizational culture that aligns with its values.

Recognizing the human capacity for positive change and building relationships are central to CSC's work.

The CSC Values Statement guides behavior, decision-making, and discretionary judgments for all individuals involved with CSC.

Employee concerns or complaints about values and ethics are first addressed by the employee's supervisor.

The Office of Conflict Management aims to prevent and resolve workplace conflicts, promoting a healthier environment. They offer services like conflict management coaching and mediation.

The Office of Internal Disclosure handles disclosures about wrongdoing within CSC. They investigate and protect whistleblowers while maintaining confidentiality.

The Performance Management and Evaluation programs assess employees' commitment to ethical conduct and the integration of CSC values in the workplace.

The National Advisory Committee on Ethics advises the Commissioner on organizational values and ethics, ensuring alignment with the Values and Ethics Framework.

The Office of Values and Ethics promotes a values-based workplace through awareness activities, consultations, and providing guidance on conflicts of interest and political activities.

Employees must bring forward instances of unethical behavior or wrongdoing, including by their supervisors, to either their supervisor, the Office of Internal Disclosure, or the Office of the Public Sector Integrity Commissioner of Canada.

The National Employment Equity and Diversity Committee ensures that policies, programs, and human resources practices are inclusive and promote a diverse workplace.

The commitment to act ethically, upholding high standards of conduct, and using specialized knowledge for the benefit of the public. It's about integrity, doing what is right even in challenging situations.

A commitment to embrace and learn from diverse perspectives, including cultural, spiritual, generational, individual challenges, and new ideas. It's about creating a welcoming environment for everyone.

Being responsible for one's actions and decisions. It involves being transparent, accountable, and providing necessary support and feedback.

CSC's commitment to creating a workforce that reflects the diversity of the Canadian society it serves. It aims to ensure inclusivity and value the strengths of all employees and partners.

CSC's commitment to fostering diversity and inclusiveness among volunteers and visitors who support offenders. It values their contributions in supporting offender reintegration.

CSC's commitment to ensuring that its policies, programs, and practices consider diversity within its complex offender population while upholding public safety as the paramount goal.

CSC's commitment to improving information sharing and awareness-building amongst victims of crime and the public. It aims to consider diversity when delivering victim services.

Executive Committee members are responsible for promoting ethical decision-making, modeling values-based behavior, supporting healthy workplaces, and implementing Gender-Based Analysis Plus.

Regional Management Committee members are responsible for promoting ethical decision-making, modeling ethical behavior, considering the ethical implications of decisions, and fostering an ethical organizational culture.

The Assistant Commissioner, Policy, is responsible for ensuring that CSC policies are consistent with the Values Statement and the Ethics Code, supporting diversity considerations, and promoting the Values and Ethics Framework throughout CSC.

The Assistant Commissioner, Human Resource Management, is responsible for ensuring that CSC's Code of Conduct aligns with ethical standards, providing training on values and ethics, and developing strategies to attract and retain a diverse workforce.

The Director General, Values, Integrity and Conflict Management, develops programs to promote ethical decision-making, supports a productive workplace environment, and is responsible for promoting integrity through the Office of Internal Disclosure.

Director Generals at National Headquarters and Assistant Deputy Commissioners support the Director General, Values, Integrity and Conflict Management by promoting ethical leadership and implementing programs to foster an ethical culture in their respective regions.