With regard to the decentralisation of the management of language training, the costs were transferred to the institutions. Some of them say they had to create language training management units to compensate for the withdrawal of the Canada Public Service School. However, other institutions report that they have terminated the services of language training counsellors due to budgetary constraints. According to the survey, half of the institutions currently have staff to manage language training and, for a quarter of these respondents, staff have been in service since before 2006. In most cases, this equates to a full-time equivalent or less. The Deputy Director publicly notes that the institution appreciates the respect and use of both official languages, both in communication with and with the public and in the language of labour rights. Since 2011, the number of institutions that have suffered budget cuts has increased as a result of the Canadian government`s strategic and operational review, including language training for workers` professional development. Although interest in this type of training is growing, resources remain largely linked to mandatory training, as it is a priority everywhere. The associated bilingual position directive makes mandatory staffing the norm and provides that, in exceptional cases, non-compulsory staff may be employed.
In addition, where an officer does not have mandatory staff, he or she must now provide written justification and obtain management approval. The administrator must also be able to demonstrate that the bilingual duties of the position are performed, while the incumbent undergoes language training until he meets the language requirements of the position. No no. To be excluded because of the right to an immediate pension, the person must be entitled to the pension within two years of the non-compulsory appointment. As a result, anyone at least 58 years of age at the time of appointment, aged 53 to 58, who has at least 28 years of pension at the time of appointment and who has an irrevocable resignation, is excluded from the application of the official language skills benefits. If, at the end of the two-year contract period, the person has not attained the level of language proficiency required for the bilingual position, he or she must be appointed or seconded to another position for which he or she is fulfilling the essential qualifications and which does not constitute a promotion or demotion. Appendix 2 of this directive stipulates that when the language profile of a position is changed in two languages, the holder is encouraged to take language training and the institution must offer that training. 1.2.2 As a first step, it is the responsibility of the services or agencies to verify the linguistic determination of the position against the actual requirements of the position and bilingual capacity of the work unit. 1.12.4 Specifically, with respect to the bilingual bonus, the Public Service Commission is responsible for exploratory interviews.