ARCHIVED - Audit of CFIA's Staffing Framework

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The Canadian Food Inspection Agency's (CFIA) internal audit function provides the President, senior officials and agency managers with an independent capability to perform audits of the resources, systems, processes, structures and operational tasks of the CFIA. It helps the CFIA accomplish its objectives by bringing a systematic, disciplined approach to assessing and improving the effectiveness of risk management, control and governance processes.

The internal audit function is accountable to the CFIA's Audit Committee, of which the President is a member. All internal audit findings and recommendations must be reported to the Audit Committee, and all audits must be carried out in accordance with federal policy and legislative requirements, including the 2012 Policy on Internal Audit and the 2006 Federal Accountability Act.

CFIA internal audit projects are selected based on highest significance during an annual agency planning process, which are then reflected in the Agency's Audit Plan for review by Audit Committee and approval of the President.


The Canadian Food Inspection Act provides the President of the Canadian Food Inspection Agency (CFIA or Agency) with the authority to appoint employees and to set terms and conditions of employment. This empowers the Agency with the flexibility and autonomy to design and develop its own human resources (HR) framework, policies and guidelines to meet its unique operational requirements.

The objective of the Audit of CFIA's Staffing Framework was to provide assurance regarding the extent to which the CFIA staffing framework is designed to support staffing processes that are aligned with the Agency's staffing values and implemented with appropriate and sufficient planning, oversight, monitoring, training, performance measurement, tools and communications.

Key Findings

The CFIA staffing framework is built on a balanced approach to values-based staffing with the involvement of HRB dependent on the staffing process type. More robust management controls are needed to support the integrity of staffing and to assist delegated managers as they take on more responsibilities for certain staffing processes. Agency HR Planning needs to be strengthened to ensure appropriate and adequate resources are in place to meet the Agency's strategic objectives and operational plans. In addition, a staffing performance measurement and reporting system needs to be developed and implemented. A stronger foundation in staffing would enhance a One Agency approach and facilitate values-based staffing.

Complete report

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