Parks Canada's 2024-25 Departmental results report

At a glance

This departmental results report details Parks Canada’s actual accomplishments against the plans, priorities and expected results outlined in its Departmental Plan for fiscal year 2024 to 2025. This report covers fiscal year 2024 to 2025. A fiscal year covers the period from April 1 to March 31.

Key priorities

Parks Canada identified the following key priorities this year:

A shield and a forest
  • effectively managing and expanding protection of natural environments
An archway
  • safeguarding the collection of archaeological and historical objects under the care of Parks Canada and advancing the review of designations
A tent
  • providing meaningful, inclusive experiences
Symbols of Métis, Inuit and First Nations
  • Indigenous Peoples’ stewardship is honoured and supported
A tree and an archway
  • pursuing long-term asset sustainability strategies and priorities and advancing alignment and organizational effectiveness
a handshake
  • building and fostering a capable and inclusive Parks Canada team

Highlights for Parks Canada this year

  • Total actual spending (including internal services): $1,368,745,848
  • Total full-time equivalent staff (including internal services): 6,097

For complete information on Parks Canada’s total spending and human resources, read the Spending and human resources section of its full departmental results report.

Summary of results

The following provides a summary of the results Parks Canada achieved this fiscal year under its main area of activity, called “core responsibility.”

For more information on Parks Canada’s core responsibility, Protecting and presenting Canada’s natural and cultural heritage, read the ‘Results – what we achieved” section of its departmental results report.

From the Minister

As the Minister responsible for Parks Canada, I am pleased to present Parks Canada’s Departmental Results Report for fiscal year 2024 to 2025. Throughout this past year, Parks Canada continued to act as a global leader in natural and cultural conservation and tourism while advancing our government’s ambitious goal to protect 30% of Canada’s lands and waters by 2030. Parks Canada-administered places represent the very best that Canada has to offer, uniting Canadians from coast to coast to coast and fostering a sense of pride for all.

The places Parks Canada has a role in administering are at the heart of our national identity. They support local economies across the country, helping to generate billions of dollars annually for the Canadian economy and employing tens of thousands of Canadians. They also play a crucial role in mitigating the impacts of climate change, support species at risk, and provide opportunities for our government to work in collaboration with Indigenous Peoples to establish and cooperatively manage a system of national historic sites, national parks, and national marine conservation areas that recognizes and honours the historic and contemporary contributions of Indigenous Peoples in Canada.

Parks Canada’s work contributes significantly to Canada’s environmental resilience through its establishment and stewardship of national parks and national marine conservation areas and by safeguarding ecosystems and supporting species at risk. This year Parks Canada and the Mi’kmaw Nation Government of Prince Edward Island reached an agreement to establish Pituamkek National Park Reserve on Prince Edward Island, which became Canada’s 48th national park. Parks Canada also continued to work establish a new national park reserve in the Okanagan-Similkameen in British Columbia and made significant progress on 10 new National Marine Conservation Areas.

Parks Canada acknowledges Indigenous Peoples' longstanding role in caring for their ancestral lands, and the deep historical and cultural connections Indigenous Peoples have to their traditional lands, waters, and ice. By working with Indigenous partners to incorporate Indigenous Knowledge and ways of life into national historic sites, national parks, and national marine conservation areas, these heritage places play an even greater role in shaping Canada's national identity and asserting its sovereignty. These areas reflect Canada's commitment to preserving the ecological, cultural, and strategic significance of Canada in a peaceful, inclusive, and sustainable way.

This year, in an important step in support of the Government of Canada’s commitment to implementing the United Nations Declaration on the Rights of Indigenous Peoples Act, Parks Canada released the new Indigenous Stewardship Policy. This policy, which was co-developed with Indigenous leaders and adopted in ceremony by the Indigenous Stewardship Circle in October 2024, recognizes and supports Indigenous stewardship in all places Parks Canada plays a role in administering and guides implementation of the UN Declaration.

The Jasper wildfire that began in July 2024 was a pivotal moment, prompting swift and coordinated action from responding agencies, including Parks Canada. In the aftermath, Parks Canada prioritized the safe return of residents to Jasper and the restoration of visitor services to bolster the local economy, which relies in large part on tourism. By spring 2025, thanks to tireless work by Parks Canada and its partners, most of Jasper National Park had been reopened, representing an immense amount of work completed in a short period of time. The Government of Canada is investing $160.1 million to support the recovery of Jasper National Park and the town of Jasper.

These are just a few of the accomplishments and milestones you’ll discover while reading this report. I invite you to explore further and learn how Parks Canada is safeguarding Canada’s natural and cultural treasures, helping to offset the impacts of climate change, and creating meaningful connections between Canadians and our collective histories, now and for future generations.

The Honourable Steven Guilbeault, P.C., M.P.
Minister of Canadian Identity and Culture and Minister responsible for Official Languages

From the President & Chief Executive Officer

I am proud to share this year’s Departmental Results Report and the many accomplishments of the Parks Canada team for this reporting period.

Since its inception in 1911 as the world’s first national parks service, Parks Canada has been entrusted with protecting and presenting the remarkable and unique cultural and natural heritage of Canada, reflecting the country’s rich diversity. I’m continually moved by the dedication, passion, and professionalism shown by Parks Canada team members as they bring the stories of these unique places to life for the more than 20 million visitors we welcome each year to the places Parks Canada administers.

This year brought both significant challenges and impressive achievements. One of the most powerful moments of 2024 was the devastating wildfire in Jasper. Working in close collaboration with the municipality and numerous other partners, the Parks Canada team’s commitment and care ensured the safe evacuation of more than 20,000 residents and visitors and protection of critical infrastructure. Since then, our efforts have focused on supporting the community’s recovery—bringing people home, restoring services, and welcoming visitors back to experience all that Jasper has to offer.

This year, as part of its priority to honour and support Indigenous stewardship, Parks Canada met an important target ahead of schedule. The number of Parks Canada administered places where Indigenous Peoples carry out traditional and contemporary cultural practices has increased to 77 this year, approximately one year ahead of schedule, helping to facilitate Indigenous-led connections and reconnections to lands, waters, ice, and cultures.

Another important milestone realized this year was the establishment of Pituamkek National Park Reserve, the 48th national park in Canada. Comprised of a chain of barrier islands in northwestern Prince Edward Island, the lands of Pituamkek (bee-DOO-um-gek) form one of the most ecologically significant coastal dune ecosystems in eastern Canada and hold great cultural and historical significance for the Epekwitnewaq Mi’kmaq, the Mi’kmaq of Epekwitk, and residents of Prince Edward Island.

This year also marked ten years since Parks Canada and Inuit partners identified the location of the wreck of HMS Erebus, one of the shipwrecks from Sir John Franklin’s legendary 1845 expedition. The confirmation of the wreck’s location was made possible by following Inuit guidance and traditional knowledge, which was passed down through generations over the 170 years after Inuit first observed the disastrous and tragic consequences of the Franklin expedition. The Wrecks of HMS Erebus and Terror National Historic Site is now co-managed by Inuit and Parks Canada.

During this fiscal year, Parks Canada continued to modernize its internal operations to enhance efficiency and ensure that resources are aligned with strategic priorities, reflecting a commitment to innovation, accountability and financial sustainability. In addition to these operational improvements, Parks Canada focused on fostering a more inclusive and supportive workplace by launching the Employment Equity Action Plan, advanced its Pay Equity Plan, and expanded mental health and wellness initiatives, underscoring Parks Canada's dedication to equity, safety, and well-being for its workforce.

I am deeply grateful for the strong support Canadians continue to show for our work. This trust inspires us to do more to safeguard our natural and cultural heritage, to increase access to green spaces for everyone, and to help Canadians and visitors from around the world experience and learn from the more than 450,000 km2 of protected places Parks Canada administers across the country.

I truly feel privileged to lead such an exceptional team and remain committed to advancing the meaningful work outlined in this report. By continuing to collaborate with Indigenous Peoples, partners, and stakeholders, Parks Canada will continue to safeguard national historic sites, national parks, and national marine conservation areas—ensuring they remain places for discovery, learning, and connection for generations to come.

Ron Hallman
President & Chief Executive Officer, Parks Canada

Results – what we achieved

Core responsibilities and internal services

Core responsibility: Protecting and presenting Canada’s natural and cultural heritage

Description

Establish national parks and national marine conservation areas; designate places, persons, and events of national historic significance; protect and conserve natural and cultural heritage guided by science and Indigenous knowledge; provide opportunities to visit, experience and enjoy Canada’s natural and cultural heritage; and work with the public, other federal departments, provinces, territories, Indigenous Peoples, and stakeholders to carry out these responsibilities.

Quality of life impacts

Parks Canada’s core responsibility contributes to several domains in the Quality of Life Framework for Canada. With its park expansion and establishment program for new national parks and national marine conservation areas, the designation of new national urban parks, and the protection and conservation of natural environments, Parks Canada contributes to the Environment domain. It also does this through the protection of ecosystems that provide services such as air and water quality, climate change adaptation, conserved areas, species-at-risk work, and conserving natural capital in terrestrial, marine, and coastal environments. Parks Canada has its own indicators related to ecological integrity and tracks the establishment of new heritage places for Departmental Result 1 below.

Parks Canada’s core responsibility also contributes to the Good Governance domain. The sphere of Indigenous self-determination is represented through work to protect and conserve natural and cultural heritage guided by science and Indigenous knowledge, through establishing co-operative management agreements with Indigenous partners for protected national historic sites, national parks, and national marine conservation areas, and through honouring and supporting Indigenous stewardship in natural and cultural heritage conservation. Parks Canada measures confidence in institutions through annual surveys of public support for its mandate. It also makes important contributions to international science, heritage networks and non-government organizations, contributing to Canada’s reputation and Canada’s place in the world. Results, indicators, and targets related to this domain can be seen in departmental results 1, 2, and 3 below.

Finally, through presentation of natural and cultural heritage, Parks Canada also contributes to Prosperity, Health, and Society domains. From its operations of heritage places coast to coast, Parks Canada directly contributes to Prosperity by providing employment, including youth employment, particularly in rural areas, and through rural spending. It also contributes to rural economies through direct and indirect tourism spending. The availability and accessibility of these places for Canadians also contributes to Health, as the benefits from participating in physical activities and being in nature have proven ties to physical and mental health. Those benefits are both at an individual and a societal level, contributing to reducing costs to Canada’s health care system.

At the Society level, the protected areas Parks Canada has a role in administering create a sense of pride, belonging, and community cohesion through Canadians participating in visitor activities offered by Parks Canada, both within places it administers and activities it hosts outside of them. Parks Canada also offers a wide range of volunteer opportunities and provides positive representation of Canadian diversity, and access/exposure to Indigenous languages. Result 3 outlines the number of visitors enjoying cultural and natural visitor experiences as well as the number of places where Indigenous Peoples use land and waters according to their traditional and modern practices. Measures for the other Quality of Life Framework implications are in currently in development.

With the emphasis upon the important relationship between social, environmental, and economic sustainability, Parks Canada’s 2023 to 2027 Departmental Sustainable Development Strategy provides a more comprehensive picture of Parks Canada’s span of work and how it contributes to social, environmental, and economic sustainability and improves the quality of life of all Canadians.

Progress on results

This section details Parks Canada’s performance against its targets for each departmental result under its core responsibility: Protecting and presenting Canada’s natural and cultural heritage.

Table 1: Departmental result 1: Canada’s natural heritage is protected for present and future generations

Summary of Table 1: Departmental result 1: Canada’s natural heritage is protected for present and future generations

Table 1 shows the target, the date to achieve the target and the actual result for each indicator under Canada’s natural heritage is protected for present and future generations in the last three fiscal years.

Row 1. Departmental result indicator: Percentage of terrestrial regions represented in the national park system
  • Target: At least 82%
  • Date to achieve target: March 2025
  • Actual result:
    • 2022–23: 79%
    • 2023–24: 79%
    • 2024–25: 79%
Row 2. Departmental result indicator: Percentage of marine regions represented in the national marine conservation area system
  • Target: At least 31%
  • Date to achieve target: March 2025
  • Actual result:
    • 2022–23: 21%
    • 2023–24: 21%
    • 2024–25: 21%
Row 3. Departmental result indicator: Percentage of national park ecosystems where ecological integrity is maintained or improved
  • Target: At least 92%
  • Date to achieve target: December 2025
  • Actual result:
    • 2022–23: 79%
    • 2023–24: 80%
    • 2024–25: 80%
Row 4. Departmental result indicator: Number of natural heritage places managed cooperatively with Indigenous Peoples
  • Target: At least 27
  • Date to achieve target: March 2026
  • Actual result:
    • 2022–23: 22
    • 2023–24: 23
    • 2024–25: 23

This is the end of the table 1 summary.

Table 2: Departmental result 2: Canada’s cultural heritage is protected for present and future generations

Summary of Table 2: Departmental result 2: Canada’s cultural heritage is protected for present and future generations

Table 2 shows the target, the date to achieve the target and actual result for each indicator under Canada’s cultural heritage is protected for present and future generations in the last three fiscal years.

Row 1. Number of persons, places and events of importance to Canadians that are formally recognized
  • Target: 3,955
  • Date to achieve target: March 2025
  • Actual result:
    • 2022–23: 3,934
    • 2023–24: 3,950
    • 2024–25: 3,965
Row 2. Percentage of the historical and archaeological collection, cultural landscapes and archaeological sites in Parks Canada’s care that are safeguarded
  • Target: At least 90%
  • Date to achieve target: March 2026
  • Actual result:
    • 2022–23: 68%
    • 2023–24: 68%
    • 2024–25: 68%
Row 3. Number of cultural heritage places managed cooperatively with Indigenous Peoples
  • Target: At least 15*
  • Date to achieve target: March 2026
  • Actual result:
    • 2022–23: 7
    • 2023–24: 8
    • 2024–25: 9
Row 4. Percentage of heritage assets in good or fair condition
  • Target: At least 62%
  • Date to achieve target: March 2025
  • Actual result:
    • 2022–23: 61%
    • 2023–24: 58%
    • 2024–25: 56%

This is the end of the table 2 summary.

Table 3: Departmental result 3: People connect to and experience Canada’s natural and cultural heritage in ways that are meaningful to them

Summary of Table 3: Departmental result 3: People connect to and experience Canada’s natural and cultural heritage in ways that are meaningful to them

Table 3 shows the target, the date to achieve the target and actual result for each indicator under People connect to and experience Canada’s natural and cultural heritage in ways that are meaningful to them in the last three fiscal years.

Row 1. Number of visitors experiencing Parks Canada places
  • Target: At least 23.7 million
  • Date to achieve target: March 2025
  • Actual result:
    • 2022–23: 22.5 million
    • 2023–24: 23.7 million
    • 2024–25: 23.2 million
Row 2. Percentage of Canadians that support the protection and presentation of Parks Canada places
  • Target: At least 78%
  • Date to achieve target: March 2025
  • Actual result:
    • 2022–23: 92%
    • 2023–24: 93%
    • 2024–25: 92%
Row 3. Number of places where Indigenous Peoples use land and waters according to their traditional and modern practices
  • Target: At least 42
  • Date to achieve target: March 2026
  • Actual result:
    • 2022–23: 39
    • 2023–24: 48
    • 2024–25: 77
Row 4. Percentage of contemporary assets in good or fair condition
  • Target: At least 79%
  • Date to achieve target: March 2025
  • Actual result:
    • 2022–23: 77%
    • 2023–24: 77%
    • 2024–25: 73%

This is the end of the table 3 summary.

The Results section of the Infographic for Parks Canada on GC Infobase page provides additional information on results and performance related to its program inventory.

Details on results

The following section describes the results for Protecting and presenting Canada’s natural and cultural heritage in fiscal year 2024 to 2025 compared with the planned results set out in Parks Canada’s departmental plan for the year.

Key risks

Environmental and climate resilience

Parks Canada continued efforts to mitigate environmental risks, particularly those driven by climate change, affecting its ability to deliver on its priorities and mandate. This year, it advanced climate change risk assessment work, deepening its understanding of impacts and identifying feasible adaptation measures across the sites it plays a role in administering. This included three adaptation planning exercises and six new climate summaries, which clearly outline how climate conditions are changing at Parks Canada locations, along with anticipated risks, impacts, and potential adaptation actions.

Parks Canada also continued to review its emergency management approaches, particularly to prepare for and respond to the challenges of wildfires, flooding, erosion, and other climate change-related natural disasters. It initiated the replacement of the Avalanche Forecasting System, a platform used to collect, analyze, and communicate avalanche risk information, with a system that will enhance real-time data integration, decision support capabilities and operational reliability in mountainous national parks. This is critical for managing public safety and the flow of traffic along the Trans-Canada Highway and CP Rail line, themselves components of Canada’s trade-enabling infrastructure. Advancements were also made to the Computer-Aided Dispatch system, a core component of Parks Canada’s emergency response infrastructure, that will improve response coordination, system integration, and overall public safety support.

Moreover, Parks Canada conducted 13 prescribed fires in seven administered places and implemented 37 initiatives to manage vegetation to reduce the risk of wildfire at 20 sites. It also continued collaboration with local Indigenous partners on a multi-year coastal erosion monitoring and assessment project at Gulf Islands National Park Reserve (British Columbia) and conducted 416 cultural resource impact assessments nationally to identify and mitigate potential impacts of activities on the heritage value of cultural resources.

Reconciliation and Indigenous partnership

Parks Canada continued to build relationships with Indigenous Peoples this year. It advanced projects, agreements, and mechanisms that facilitate Indigenous connections with traditionally used lands, waters, and ice, including Rights Reconciliation Agreements and Rights Implementation Agreements with Mi'gmaq of New Brunswick, Mi'kmaq of Prince Edward Island, and Mi'kmaq of Nova Scotia, establishing new cooperative management boards for national parks and national historic sites in these provinces.

In addition, Parks Canada reached a negotiator’s agreement with Lower Similkameen Indian Band and Osoyoos Indian Band, an important step in the process to establish a new national park in the South Okanagan – Similkameen region of British Columbia, which is currently an unrepresented natural region in Parks Canada’s national parks systems plan.

An important step to mitigating this risk was the coming into effect of the Indigenous Stewardship Policy. Created in collaboration with the Indigenous Stewardship Circle, the Policy recognizes and supports Indigenous stewardship in all places Parks Canada plays a role in administering, guides implementation of the UN Declaration, and supports capacity-building for team members to build and maintain effective relationships with Indigenous partners. A Sub-Circle of the Indigenous Stewardship Circle was created to provide input to gaps related to Parks Canada project processes and their impacts on Indigenous Communities.

This year Parks Canada collaborated with Indigenous Advisory groups when renewing criteria and guidelines that will improve public understanding of and better reflect Indigenous histories and values within the National Program of Historical Commemoration. It completed 28 Stories of Canada projects, which support place-based approaches to building relationships and formalizing collaborative partnerships that respect the unique cultures, rights, and responsibilities of Indigenous partners. It also held 15 meetings with Indigenous communities, elders, and survivor groups who have nominated or have shown interest in making nominations under the Program. Parks Canada reached new agreements with Indigenous communities to increase the number of places administered by Parks Canada where Indigenous Peoples use lands and waters according to their traditional and modern cultural practices to 77 places.

Workforce and organizational capacity

Within the last year, Parks Canada addressed its recruitment and retention risk by focusing on supporting its current team members and reaching new potential employees to build the future of the organization. It exceeded its Youth Employment and Skills Strategy (YESS) program targets, serving 1,358 youth with strong representation from equity-deserving groups.

Parks Canada also invested in initiatives such as the Sponsorship Program and the Indigenous Career Navigator Program to strengthen internal leadership readiness. The Indigenous Career Navigator directly supported more than 100 Indigenous employees and hiring managers across Parks Canada by offering tailored career advice and culturally informed support and served as a source of information for participants in the Indigenous Student Employment Opportunity program under the Indigenous Centre of Expertise. Equitable access to professional development was reinforced through initiatives such as the Indigenous Employee Training Fund.

To improve internal processes and policies, Parks Canada completed the review of its policy on the prevention and resolution of workplace harassment and violence, as well as a review of its service delivery model in the realm of harassment and violence prevention, leading to improved timelines for case resolution and appropriate action. It also conducted a methodology review of the HR-to-Pay process and completed initial design work for additional HR-to-pay features that will further enhance the system.

The Agency implemented internal measures to support its team members. It continued to implement the Mental Health Strategy, promoted wellness resources through the Wellness Ambassador Network and The Working Mind training, and collaborated with the Occupational Health and Safety community to ensure the inclusion of psychological safety in the updates to the Hazard Prevention Directive and Standard. It supported equity-deserving employees through targeted development programs like the Mosaic Leadership Development Program and the Mentorship Plus Program.

To identify future areas of focus and mitigation strategies, Parks Canada conducted a survey to assess employee perspectives on the implementation of the 2022 to 2025 Accessibility Action Plan. It also completed the review of its Duty to Accommodate service delivery model, focusing on a coordinated and integrated approach to accommodations for team members with disabilities, along with a centre of expertise, centralized funding and supply arrangement.

Digital and service modernization

To mitigate its service and digital risk, Parks Canada advanced its digital modernization agenda and strengthened the foundations of its digital service delivery, with key improvements in technology infrastructure, cybersecurity, service management, and data governance. Internal communication and collaboration were strengthened by improving network and telecommunications infrastructure. Foundational work began to align digital projects with organizational priorities through its Digital Investment Plan, focusing on organization-wide modernization, workflow automation, stability through digitization, and introducing the ethical and responsible use of artificial intelligence tools.

Visitation and relevance to Canadians

This year, as part of its efforts to mitigate its risk in the area of visitation and relevance to Canadians, Parks Canada targeted nationally identified markets and audiences to diversify and build visitation and to enhance public awareness and support, welcoming 23.2 million visitors from 100 places around the world. It facilitated memorable experiences through high-quality services and programming and continued to improve online tools and services to support an integrated client experience.

Parks Canada advanced promotional efforts over digital channels, including its website, mobile app, e-newsletter, and social media presence. It expanded its online presence in video and podcast formats and collaborated with the film, television, and multimedia industry in the production of content aligned with the Agency’s mandate. Relationships with journalists and outlets were fostered, resulting in broad domestic and international reach.

Finally, Parks Canada targeted specific audiences through special initiatives and outreach. It continued a multi-year project to improve information about accessibility on its website and leveraged key anniversaries to offer enhanced programming and special events, including hosting citizenship ceremonies and a collaboration with National Trust for Canada for Historic Places Days.

Financial and asset sustainability

As available funding to support its assets continued to decrease, Parks Canada prioritized investments in critical infrastructure, high-use visitor infrastructure, and nationally significant built heritage assets to prevent asset failure and ensure the delivery of public services and safety. It continued to analyze, plan, and forecast capital, operational, and maintenance needs to support its built assets. This work was supported by ongoing improvement of the asset management information system to increase data quality for portfolio analysis and evidence-based decision making, and to ensure complete information on the scope and condition of heritage properties and contemporary assets.

Parks Canada addressed its business innovation risk by advancing initiatives to modernize and integrate its asset, financial, investment, and project management regimes. It enhanced financial and resource management functions, strengthened internal controls, and implemented a robust integrated business and financial planning process. Resource allocations were aligned with strategic priorities with appropriate governance and oversight.

The Agency strengthened its expenditure control mechanism for managing multi-year investments and projects by implementing a modernized project management framework. It undertook initiatives to enhance financial integrity, compliance, and operational performance, including the renewal of the internal control framework, modernization of key financial standards and guides, strengthened accounting practices, and deployment of digital solutions to support decision-making. Significant progress was made on a revised Investment Management Framework to strengthen investment governance and align investments to advancing corporate priorities and results.

In addition, Parks Canada mitigated its workforce, equity, accessibility, inclusion and diversity, and well-being risk by focusing its work on long-term planning. It created the Employment Equity Action Plan outlining strategic objectives and measures to remove systemic barriers and improve workforce representation. Substantial progress was also made on its Pay Equity Plan, with the job evaluation process nearing completion.

Resources required to achieve results

Table 4: Snapshot of resources required for Protecting and presenting Canada’s natural and cultural heritage

Summary of Table 4: Snapshot of resources required for Protecting and presenting Canada’s natural and cultural heritage

Table 4 provides a summary of the planned and actual spending and full-time equivalents required to achieve results.

Row 1. Resource: Spending
  • Planned spending: $1,094,039,432
  • Actual spending: $1,192,453,379
Row 2. Resource: Full-time equivalents
  • Planned full-time equivalents: 4,885
  • Actual full-time equivalents: 4,947

This is the end of the table summary.

The Finances section of the Infographic for Parks Canada on GC Infobase page and the People section of the Infographic for Parks Canada on GC Infobase page provide complete financial and human resources information related to its program inventory.

Related government priorities

This section highlights government priorities that are being addressed through this core responsibility.

Gender-based Analysis Plus

As an operating agency of the Government of Canada, Parks Canada seeks to adopt an inclusive lens when developing policies and implementing programs to continuously improve its services to Canadians. Parks Canada strives to make inclusion and accessibility part of the fundamental principles in the development and delivery of visitor services and experiences and by eliminating barriers to the use and enjoyment of national historic sites, national parks, and national marine conservation areas. Parks Canada increasingly uses Gender-Based Analysis Plus (GBA Plus) concepts in its policy and programs by challenging assumptions, considering diverse recommendations during consultations and review steps, and identifying possible issues.

Parks Canada continued advancing GBA Plus commitments across the organization this year. Three GBA Plus Case Studies were completed, and an internal compressed Training Blitz was held to increase the completion rate of the Introduction to GBA Plus mandatory training. Throughout the year, Parks Canada continued to track the completion rate for the Introduction to GBA Plus mandatory training for executives and managers. It also provided, for the second year, small amounts of seed funding to three projects to support Parks Canada teams in breaking barriers and towards creating more inclusive interpretive plans and developing further GBA Plus skills competencies amongst employees.

As part of its Inclusion, Diversity, Equity, and Accessibility strategy, Parks Canada reviewed its staffing processes to reduce bias and remove barriers. Using a GBA Plus approach, Parks Canada introduced new tools, updated guidance, implemented mandatory training for hiring committee participants, revised forms and procedures, and required positive attestations for all hires. The goal was to foster a more inclusive, healthy, and representative workplace culture.

United Nations 2030 Agenda for Sustainable Development and the Sustainable Development Goals

Information on Parks Canada’s contributions to Canada’s Federal Implementation Plan on the 2030 Agenda and the Federal Sustainable Development Strategy can be found in its 2023 to 2027 Departmental Sustainable Development Strategy.

Program inventory

Parks Canada’s core responsibility: Protecting and presenting Canada’s natural and cultural heritage, is supported by the following programs:

  • Heritage places establishment
  • Heritage places conservation
  • Heritage place promotion and public support
  • Visitor experience
  • Heritage canals, highways and townsites management

Additional information related to the program inventory for Protecting and presenting Canada’s natural and cultural heritage is available on the Results page on GC InfoBase.

Internal services

Description

Internal services refer to the activities and resources that support a department in its work to meet its corporate obligations and deliver its programs. The 10 categories of internal services are:

  • Management and Oversight Services
  • Communications Services
  • Legal Services
  • Human Resources Management
  • Financial Management
  • Information Management
  • Information Technology
  • Real Property
  • Materiel
  • Acquisitions

Progress on results

This section presents details on how Parks Canada performed to achieve results and meet targets for internal services.

Management and oversight services

In June 2024, Parks Canada received approval from Treasury Board for the renewal of its delegated project management authorities and its fiscal year 2024 to 2025 to fiscal year 2028 to 2029 Investment Plan. Parks Canada also made significant progress on its revised Investment Management Framework. Commencement of an annual investment planning process aligned to Parks Canada’s integrated business planning is planned for implementation in autumn 2025.

Parks Canada also made substantial progress on the renewal of its Departmental Results Framework and Program Inventory, building stronger ties to performance measurement and results for Canadians. Work was completed for the Departmental Results and Program Inventory proposal. Finalization of Parks Canada’s Program Information Profiles was begun and will be completed in fiscal year 2025 to 2026. Parks Canada’s renewed Departmental Results Framework will come into effect for the 2026 to 2027 fiscal year and will frame the Departmental Plan for that year.

Human resources management services

This year, Parks Canada remained committed to advancing equity, inclusion, accessibility, reconciliation, and anti-racism. While broader integration across the organization continues to evolve, the organization took meaningful steps within available resources to address systemic barriers, confront racism, and foster a more inclusive and respectful workplace.

Parks Canada took a significant step forward this year with the creation of its Employment Equity Action Plan in December 2024. This document outlines strategic objectives and actionable measures to remove systemic barriers and improve workforce representation. The action plan was supported by strategic engagement efforts within target groups at Parks Canada. To engage the organization’s leadership, Parks Canada held presentations and engagement sessions with management committees to build awareness, support implementation, and strengthen inclusive leadership and reconciliation efforts. Parks Canada continued to explore and implement complementary actions—such as inclusive recruitment practices, training initiatives, and policy reviews—to sustain momentum in addressing racism and advancing reconciliation and accessibility, even within existing resource constraints.

To measure progress toward the goals outlined in the Employment Equity Action Plan and establish accountability across the organization, Parks Canada established representation objectives at the directorate level to address gaps and provide regular status updates on achievement of the action plan’s goals to senior management. It also implemented a performance tracking system with clear timelines and structured engagement to ensure accountability across all pillars of the plan. Parks Canada will continue to build on this progress by re-establishing multi-year goals with a focus on measurable, practical actions that reflect both organizational values and operational realities.

Parks Canada’s 2024 Accessibility Action Plan Progress Report highlighted steady progress across all key goals. At the same time, it underscored the need to strengthen efforts to ensure that accessibility initiatives more effectively reach and benefit employees with disabilities and visitors with accessibility needs. To support ongoing improvement, a survey was conducted to assess employee perspectives on the implementation of the 2022 to 2025 Accessibility Action Plan. While there has been meaningful progress under this pillar, the results reinforce the importance of ensuring that accessibility efforts are inclusive, impactful, and reaching those they are intended to support. Parks Canada remains committed to improving accessibility and will continue to adapt its approaches to better respond to the needs and experiences of persons with disabilities.

Following significant internal and external consultations, Parks Canada completed a review of its Duty to Accommodate service delivery model. The updated approach emphasizes coordination and integration, aiming to remove workplace barriers and provide solutions through a centre of expertise, centralized funding, and a streamlined supply arrangement.

A digital tracking software has been implemented for more efficient processing of accommodation requests while allowing for continuous improvement of accommodation services via tracking and monitoring of service requests. This year Parks Canada also adopted the Accessibility Passport and began to raise awareness of the tool through various departmental communication vehicles, including the human resources community of practice and in internal duty to accommodate training.

Parks Canada’s Inclusion, Diversity, Equity, and Accessibility (IDEA) council continued to play a key role in advancing organizational change at Parks Canada by bringing together leaders from across the organization to support alignment, accountability, and meaningful dialogue on IDEA priorities. Through regular meetings, the council helps embed these principles into all aspects of operations and workplace culture. During this fiscal year, discussions focused on the importance of Indigenous self-identification as a foundation for developing inclusive programs and practices, addressing systemic barriers faced by racialized employees, promoting psychological safety, and identifying emerging challenges and opportunities to further equity, diversity, and inclusion across the organization.

In December 2024, Parks Canada released its multi-year Employment Equity Action Plan to advance IDEA goals. A targeted communication strategy ensured that all team members, including those who work seasonally, were informed through accessible formats. A monitoring framework with clear milestones, timelines, and stakeholder roles was established to track progress across each plan pillar. Additionally, management engagement sessions were conducted to promote understanding and support implementation. Various management committees received guidance on integrating IDEA into team practices.

Parks Canada remained committed to advancing equity and inclusion in leadership this year by supporting equity-deserving employees through targeted development programs. The organization continued to provide full support to participants of the Mosaic Leadership Development Program and the Mentorship Plus Program. Parks Canada is also committed to the continued success of past participants by offering tailored guidance and support in securing appointments at the PCX-2 (executive) level. This commitment is reflected in the recent success of one participant, who was appointed to a PCX-2 position in March 2025—an encouraging milestone that highlights the impact of the organization’s sustained efforts.

To strengthen internal leadership readiness, Parks Canada continued to invest in initiatives such as the Sponsorship Program and the Indigenous Career Navigator Program. In March 2025, the organization welcomed its second cohort of the Sponsorship Program, pairing six protégés with executive sponsors. The program is designed to support career development by fostering a safe and inclusive environment, expanding access to professional networks, and helping protégés acquire the skills and visibility needed to access leadership opportunities.

These efforts—through mentorship, experiential assignments, and individualized guidance—aim to prepare more employees to meet the eligibility requirements for future leadership roles across the organization. Nominations for Executive Leadership Development Programs (ELDP) are based on talent management discussions and self-identification information from the talent management questionnaire maybe used for prioritization.

Parks Canada exceeded its Youth Employment and Skills Strategy (YESS) program targets this year, serving 1,358 youth with strong representation from equity-deserving groups: 17% Indigenous youth, 15% visible minorities, and 15% persons with disabilities. Through partnerships with organizations like Live Work Play and Wavemakers, and a focus on Indigenous communities, Parks Canada provided these youth with employment experience and supported their return to school or other employment with new skills. This work aligned with government priorities to support youth from equity-deserving communities and build a more inclusive workforce.

During the reporting year, Parks Canada took significant and strategic actions to break down barriers, support Indigenous employees, and advance reconciliation. The Indigenous Career Navigator, an Indigenous team member whose role it is to provide advice and guidance on recruitment, retention, and career advancement, directly supported more than 100 Indigenous employees and hiring managers across Parks Canada by offering tailored career advice, culturally informed support, and served as a source of information for participants in the Indigenous Student Employment Opportunity program under the Indigenous Centre of Expertise.

The Indigenous Career Navigator leads key initiatives to enhance Indigenous employee inclusion, including a project to support a policy discussion of official languages in the context of reconciliation and strategic advice on Indigenous housing challenges in collaboration with the National Housing Strategy Coordinator. Additionally, the navigator attended multiple Indigenous career fairs and community events across the country, actively promoting opportunities within Parks Canada and helping to build trust with Indigenous communities. The navigator continues to play a key leadership role in the advancement of Indigenous representation, increasing cultural competence, and serving as both a resource and an advocate within the organization.

Equitable access to professional development was reinforced through initiatives such as the Indigenous Employee Training Fund, an $86.5K learning fund that provides Indigenous employees with the opportunity to advance their professional development or cultural learning goals. Parks Canada supported 33 Indigenous employees on their learning journeys this year.

During the operational season, Parks Canada hosted a series of five Indigenous onboarding sessions aimed at cultivating a welcoming, inclusive, and culturally safe environment for Indigenous employees. In parallel, an Indigenous Cultural Competency Living and Learning Series is being co-developed under the framework of the Indigenous Stewardship Policy. These efforts are designed to advance reconciliation by deepening awareness of Indigenous histories, cultures, and worldviews, while supporting identity reclamation and fostering meaningful inclusion. Collectively, these initiatives demonstrate Parks Canada’s ongoing commitment to equity, reconciliation, and transformative organizational change through culturally grounded engagement and learning.

This year, Parks Canada launched the Youth Employee Network, the Parks Canada Managers’ Community, and the Jewish Employee Network as part of its ongoing efforts to build a more inclusive and supportive workplace. With these additions, Parks Canada now supports 11 employee networks, each contributing to a stronger, more inclusive workplace by creating community, amplifying diverse voices, and encouraging dialogue and learning across the organization.

Mental Health Champions were onboarded and provided executive leadership to the wellness ambassador network this year. The champions helped promote The Working Mind (TWM) training across the organization and launched a wellness group called the Bold Beaver, which promotes physical activity on the Strava platform and now has 266 members.

Important progress was made this year to advance the implementation and reinforcement of compliance with the modernized Official Languages Act. Building on foundational efforts, including clarification of Parks Canada’s obligations and central agency requirements, discussions with senior management, and the establishment of an official languages task team, the official languages program finalized Parks Canada’s multi-year Official Languages (OL) Action Plan, which is now in its final phase of governance approval. This year, Parks Canada also adopted and implemented the Treasury Board Secretariat’s new CBC language requirements for supervisory positions in bilingual regions, as well as completed the Official Languages Review and Reporting Exercise.

Parks Canada has secured an extension from the Office of the Pay Equity Commissioner for its Pay Equity Plan, now due in February 2026. Substantial progress was made this year on the most time-consuming step of the project: the job evaluation process to determine the value of work. Work will continue toward the new deadline.

Following a detailed position-by-position analysis, Parks Canada assigned a work profile to each role to assess its suitability for telework. The review concluded that 65% of positions require employees to be onsite at least three days per week. To support its hybrid work model, Parks Canada launched the My Work Arrangement application, which was promoted organization-wide with 81% of eligible team members registering a hybrid work arrangement through the app. To ensure compliance with health and safety standards in the hybrid work model, Parks Canada also implemented a first aid strategy that incorporates the consideration that not all employees may be in the office on any given day. First aid attendants were identified, trained, and their responsibilities were clearly communicated across national and satellite offices.

To continue the emphasis on harassment and violence prevention, Parks Canada completed the review of its policy on the prevention and resolution of workplace harassment and violence this year. A standard to strengthen the policy and address prevention of harassment and violence, including sexual harassment, in all aspects of work related to Parks Canada was also developed. In addition, Parks Canada reviewed its service delivery model in the realm of harassment and violence prevention, leading to improved timelines for case resolution and appropriate action. Parks Canada also tabled its first ‘Years in review’ to showcase ongoing efforts of the Centre of Expertise in Harassment and Violence (CEHV) to support a healthy, respectful working environment free of harassment and violence at Parks Canada. The CEHV held an intensive in-person training tour attended by over 2,000 team members, and two awareness campaigns were conducted to emphasize anti-bullying and the importance of peaceful conflict resolution.

These efforts are aligned with the Parks Canada Mental Health Strategy and played a significant role in fostering a culture of respect. In addition, there was a focus on both the promotion of wellness resources through the Wellness Ambassador Network and The Working Mind training, as well as collaborative work with the Occupational Health and Safety (OHS) community to ensure the inclusion of psychological safety in the updates to the Hazard Prevention Directive and Standard.

Parks Canada advanced its OHS Accountability Framework implementation, focusing on its foundational programs. Significant efforts were put toward the OHS dashboard, resulting in improved mandatory training completion. Following this change, uptake of mandatory OHS training by all team members increased by 13%, by supervisors increased by 21%, and by OHS committee members/representatives training by 8%.

Following the revitalization of its values and ethics code in 2023, Parks Canada began delivering new mandatory values and ethics training for all employees in 2024. The Living our Values workshop is interactive and incorporates scenarios to which Parks Canada employees can easily relate. Participants have reported that this approach makes the learning experience more meaningful and instills a real sense of what it means to live by the values and ethics code in everyday actions and decisions. Employee participation and engagement is high, with more than 2,900 employees having completed the training. Training for indeterminate employees is planned to be completed by the end of the 2025 to 2026 fiscal year, with ongoing delivery planned for new and seasonal staff. These efforts support a respectful, inclusive, and healthy workplace and align with the Clerk of the Privy Council’s prioritization of a renewed dialogue on values and ethics within the Public Service.

Parks Canada completed actions to finalize the Human Resources (HR) Regime Review 2015-2020 commitments, including the assessment of risks in the Compliance and Monitoring Framework and the development of an implementation plan. Parks Canada addressed roles and responsibilities by embedding clear accountabilities and leads in its action plans and frameworks and the development and delivery of high-quality online content related to HR and services where authorities are clearly indicated.

In the second year of the HR Modernization Strategy, Parks Canada focused on enhancing the quality of HR services while introducing new service channels and automation. It expanded use of the JIRA system tracking system for online submission and approval, so it now covers official languages, accommodations, departures, learning & development, and staffing requests. It also completed a methodology review of the HR-to-Pay process, with recommendations to further streamline HR practices. This year Parks Canada also mapped over 30,000 HR online assets across digital platforms, enabling teams to archive or redesign outdated or duplicate content and developed a digital HR product management framework, including defined roles, responsibilities, and guidelines for managing online resources.

Parks Canada successfully launched a centralized staffing portal that directly connects to the pay system, processing over 14,000 transactions in its first year. The portal incorporates new national staffing procedures and service standards, offering stakeholders a single point of access for all HR-to-pay processes. Initial design work was also completed for additional HR-to-pay features that will further enhance the system. This modernization streamlined staffing operations, improved organizational efficiency, and enabled better tracking of HR-to-pay transaction timeliness. By raising awareness of its role in pay stabilization, Parks Canada improved its timeliness performance by 11% this year, achieving a 12-month average of 83%.

Financial management services

This year Parks Canada worked to further enhance its financial and resource management functions, thereby strengthening its internal controls and its program and business management framework by implementing a robust integrated business and financial planning process. This approach enables effective resource allocation aligned with strategic priorities, with appropriate governance and oversight that ensures funds are directed to where they are most needed. Through improved budget management, including comprehensive forecasting and timely reporting, Parks Canada strengthened its ability to anticipate financial needs within the organization and respond proactively to changes. These measures have collectively reinforced the internal control framework that governs financial activities, promoting transparency and compliance within the federal government’s financial management regime.

By implementing an updated, modernized project management framework, Parks Canada strengthened its expenditure control mechanism for managing multi-year investments and projects, thereby ensuring a process is in place to demonstrate value for money in the organization’s investments and projects.

Parks Canada also began reviewing and better aligning its financial recording/accounting structure with the renewal of its Departmental Results Framework. This process will be completed in fiscal year 2025 to 2026 with the implementation of an enhanced program inventory that reflects current operations, mandate and priorities. This implementation will position Parks Canada to provide enhanced financial accounting and reporting on resource and budget allocation, and effective spending against its approved programs and priorities.

Parks Canada also undertook a series of strategic initiatives to enhance financial integrity, compliance, and operational performance. Key achievements include the renewal of its internal control framework, modernization of key financial standards and guides, strengthened accounting practices, and the deployment of digital solutions to support decision-making and service delivery. Critical functions were improved, and concrete measures were implemented in response to recommendations from central agencies and oversight bodies, such as Parks Canada’s external audit committee, reinforcing accountability and continuous improvement.

Information management and technology services

This year, Parks Canada made measurable progress toward enhancing digital collaboration with and consultation of partners, stakeholders, and Canadians. Upgrades included enhanced bandwidth, improved platform interoperability, and accessibility features such as real-time captioning. These improvements supported virtual engagement sessions and consultations on key initiatives, such as park management plans, Indigenous cooperative agreements, and visitor experience enhancements, increasing options for participation and reducing geographic barriers to engagement.

During the reporting year, Parks Canada also advanced its efforts to enable a flexible and mobile workforce by expanding digital infrastructure and deploying secure, cloud-based tools tailored to the needs of a hybrid workforce and the unique regional and operational diversity of the work it does. Given that much of Parks Canada’s work takes place outside of traditional office settings, these initiatives were essential to supporting frontline staff, field operations, and remote collaboration. Implementation of SharePoint Online as Parks Canada’s enterprise information management system continued, as well as the rollout of Microsoft 365 applications, providing staff with mobile-enabled tools and supporting real-time collaboration across locations with improved access to files and communications on the go. Access to internal systems on mobile devices was expanded, improving productivity and reducing barriers for employees working in remote or field locations. Some key achievements undertaken this year included:

  • enhanced network and telecommunications infrastructure, upgraded network connectivity at 28 remote sites, modernized phone systems at 7 locations, and deployed enhanced video conferencing systems to over 12 sites across the country
    • these improvements strengthened internal communication and collaboration while enhancing digitally enabled services for Canadians
  • preliminary work began for the transition from legacy phone systems to modern cloud-based voice solutions, with the aim of improving reliability, mobility, and integration with collaboration tools
  • improved network connectivity in high-priority remote areas and enabled better access to online services, collaboration tools, and internal systems for employees working in national parks, historic sites, and marine conservation areas
  • enhanced video conferencing capabilities across desktop and mobile platforms, enabling more consistent, high-quality virtual communication for internal collaboration and external stakeholder engagement and contributing to greater productivity and a reduced need for travel
  • strengthened its cybersecurity and mobile device management through multi-factor authentication and conditional access policies, helping to safeguard data and systems while enabling remote access
  • transitioned mobile email from built-in mobile email apps to the Outlook mobile application with improved features and a secure communication experience
  • deployed secure and adaptable communications tools, ensuring business continuity and supporting Parks Canada’s increasingly hybrid and distributed work environment

Through these efforts, Parks Canada has reinforced its ability to maintain operational continuity, foster collaboration, and support team members in delivering their mandates, regardless of work location. These improvements also align with the broader goals of the Government of Canada’s Digital Ambition by fostering seamless, secure, and modern communications across all levels of the organization.

During this fiscal year, Parks Canada advanced its digital modernization agenda in alignment with the Government of Canada’s Digital Ambition. Its focus this year was strengthening the foundations of its digital service delivery, with key improvements in technology infrastructure, cybersecurity, service management, and data governance. This year, Parks Canada initiated the replacement of the Avalanche Forecasting System, a platform used to collect, analyze, and communicate avalanche risk information that is critical to managing public safety and the flow of traffic along the Trans-Canada Highway and CP Rail line, critical components of Canada’s trade-enabling infrastructure. The new system will enhance real-time data integration, decision support capabilities, and operational reliability in mountainous national parks. There were also advancements towards the modernization of the Computer-Aided Dispatch system, a core component of Parks Canada’s emergency response infrastructure. The upgraded system will improve response coordination, system integration, and overall public safety support.

This year, by focusing on organization–wide modernization, workflow automation, and stability through digitization and promoting the ethical and responsible use of artificial intelligence tools, Parks Canada began to lay the foundational work to align its digital projects with organizational priorities through its Digital Investment Plan.

Real property management services

Parks Canada is steward of one of the largest and most diverse portfolios of built heritage and contemporary assets in Canada, with a current replacement value of $32.7 billion (in 2024 dollars). During this fiscal year, Parks Canada prioritized investments in its critical infrastructure, high-use and high-profile visitor infrastructure, and nationally significant built heritage assets, contributing to the safety of local community members, visitors and other users, and to prevent asset failure or impact to delivery of services and programs to the public. Parks Canada has also been improving its operational support facilities, including staff housing, and increasing its capacity to advance portfolio sustainability and facilitate asset rationalization, where needed.

As Parks Canada undertakes renewal of its Departmental Results Framework, asset segments that have direct links to program outcomes and are foundational to service delivery to Canadians will be reflected in the results sections of future departmental plans. It is important that the role and criticality of these segments is profiled distinctly from the asset and real property identified as Internal Services

In all projects, Parks Canada seeks to protect cultural heritage value, reduce carbon footprint, increase accessibility and inclusiveness of assets and sites, and enhance climate change resilience. Budget 2024 provided $545.1 million over four years in new temporary funding for capital investments in Canada’s national historic sites, national parks, and national marine conservation areas to deliver priority work through to fiscal year 2027 to 2028. Parks Canada also continues to analyze, plan, and forecast capital, operational, and maintenance needs to support built assets and the responsible management of the real property portfolio under its stewardship. During the fiscal year, improvement of its asset management information system continued, increasing the data quality to support portfolio analysis and evidence-based decision making.

Parks Canada has a land acquisition strategy to guide the priority acquisition of real property in support of the establishment and expansion of protected areas. A new suite of technical standards that apply to realty transactions (e.g. acquisitions, disposals, leases, licences of occupation) is nearing completion. These standards facilitate national consistency and compliance with applicable policies, legislation, regulations and other legal requirements regarding how realty transactions are executed.

Parks Canada also continues its leadership in adopting innovative approaches to land management within existing legislation in support of the United Nations Declaration on the Rights of Indigenous Peoples Act (UNDA) Action Plan commitments. For example, transfers and other real property transactions with Indigenous governments and communities can be important actions to support Indigenous economic opportunities, access to land, and diverse shared governance arrangements. Collaborative efforts among Parks Canada’s community of functional experts have resulted in the development of an internal land transfers toolkit to guide and support work in this area, as it relates to National Historic Site land transfers.

In fiscal year 2024-2025, Parks Canada completed the transfer of the Red Feather Saloon and Former Territorial Courthouse National Historic Site, part of the Klondike National Historic Sites located in Dawson City, to the Government of Yukon. While not central to delivery of Parks Canada’s mandate, these properties will continue to be conserved, appreciated and enjoyed as they support delivery of territorial services and visitor programming.

Restoring stewardship of Tsikatsinakwahere (Cairn Island) to Akwesasne

Tsikatsinakwahere, known in English as Cairn Island, is a small, acre-sized island nestled in the St. Lawrence River in Ontario. It lies within the traditional territory of the Mohawks of Akwesasne, and its original name—Tsikatsinakwahere—evokes the image of a bird’s nest, reflecting the island’s unique shape and deep cultural resonance.

In 1842, a monument was erected on the island to commemorate service in the Upper Canada Rebellion. This led to its designation as a national historic site in the 1920s, and in 1922, the island was expropriated. Over the decades, Cairn Island became a place visited by generations of locals and tourists alike, under the stewardship of Parks Canada.

However, in the 1990s, a meaningful shift occurred. In recognition of the island’s cultural and spiritual significance to the Mohawks of Akwesasne, and out of respect for their enduring connection to the land, the island was closed to visitors. This marked an important step toward honoring Indigenous heritage and stewardship.

The journey came full circle in August 2024, when Tsikatsinakwahere was formally returned to the Mohawks of Akwesasne. This historic transfer was the result of a collaborative partnership between the Mohawks of Akwesasne, Indigenous Services Canada, and Parks Canada, using the Additions to Reserve process. The return included both the land and the Glengarry Cairn National Historic Site.

Today, the Township of South Glengarry, Akwesasne, and Parks Canada continue to work together to develop thoughtful and inclusive interpretation for the broader public—sharing the rich and layered history of Tsikatsinakwahere, and honoring the stories of both Indigenous and settler communities.

Despite extensive efforts to prioritize investment and rationalize the asset portfolio, current funding levels are insufficient to keep pace with the accelerating rate of asset depreciation. The situation is further exacerbated by the growing impacts of climate change, which increasingly affect infrastructure in ways that far exceed, or occur much faster than, traditional cycles of maintenance, deterioration, and recapitalization. These pressures are no longer theoretical; they are manifesting in real and costly ways.

For example, the wildfire that occurred in Jasper in July 2024 had a significant impact on the critical assets in Jasper National Park, with approximately 25% needing to be replaced entirely. The Government of Canada provided over $160 million to address immediate needs in Jasper during this fiscal year and subsequently announced $187 million over 2 years to continue to repair and rebuild infrastructure in the national park. This underscores the urgent need for resilient infrastructure and sustained investment to mitigate future risks.

Rebuilding Jasper

The Jasper Wildfire that started in July 2024 destroyed 358 structures in Jasper, resulting in the loss of many homes and staff accommodations. In recognition of the importance of bringing displaced residents home, and of the foundational role of housing in supporting Jasper’s economic recovery, Parks Canada provided interim housing units for more than 500 residents.

As the community starts to rebuild, Parks Canada is seeing an exponential increase in planning permit applications from residents and businesses. Where normally the permitting team would review 150 permit applications in a year, team members approved more than 500 permits since August.

To help Jasper residents return home safely and quickly, Parks Canada worked with the Municipality of Jasper to streamline the permitting process. As a result, average timelines for permit issuance have gone down. Parks Canada also added 20 staff to support planning and development review. Working with partners, the focus remains on returning residents to safe, permanent homes as quickly as possible.

The National Parks of Canada Land Use Planning Regulations (SOR/2024-230) were successfully published in the Canada Gazette Part II and came into force on December 4, 2024. This new regulation modernizes and consolidates all land use planning and development authorities under the Canada National Parks Act into one place, whereas previously these authorities existed across several 1960s-era regulations under the Act.

Materiel management services

Parks Canada manages a large and diverse portfolio of materiel assets distributed across its extensive network of national historic sites, national parks, national marine conservation areas, and one national urban park. It includes cultural heritage resources, such as historical objects and artifacts, contemporary materiel, such as fleet (land and marine) and specialized materiel, which enables law enforcement, wildlife immobilization, avalanche control, visitor safety, and search and rescue. Parks Canada’s portfolio of materiel is key to the delivery of its mandate for Canadians.

Parks Canada is continuing to make progress on shifting its light-duty fleet to zero-emission vehicles a Government of Canada commitment in the Greening Government Strategy. As a result, 77% of new light-duty purchases this fiscal year were Hybrid (HEV) or Zero-Emission Vehicles (ZEV). Furthermore, as of March 31, 2025, 19% of Parks Canada’s total light-duty fleet is ZEV (compared to 12% in fiscal year 2023 to 2024), which includes 286 ZEVs (158 Battery Electric Vehicles and 128 Plug-in Hybrids).

Acquisition management services

This year Parks Canada continued work to mature its procurement function and make connections with potential suppliers to build capacity among equity-deserving groups. Throughout the fiscal year, Parks Canada attended several summits and networking events dedicated to networking with Indigenous vendors across various regions of Canada, including the Canadian Council for Aboriginal Business Networking Event and the Rouge National Urban Park Indigenous Advisory circle engagement, in support of the Rouge Beach Reclamation project. Parks Canada collaborates with Indigenous associations and councils, Procurement Assistance Canada, other federal government departments, and different levels of government.

Parks Canada also participated in several trade shows for small and medium businesses, including Indigenous businesses, hosted by Public Services and Procurement Canada that took place in Western and Eastern Canada. These trade shows helped to inform participants of anticipated Parks Canada procurement needs in the regions and supported participants in learning how to do business with the Government of Canada.

Parks Canada remains committed to maximizing opportunities for Indigenous businesses by implementing various procurement strategies, under the Procurement Strategy for Indigenous Business, including Indigenous Procurement Plans, and Indigenous streams on procurement tools. These strategies are promoted across Parks Canada, through Indigenous procurement training sessions, delivered to professional buyers as well as to program and operational staff. This year, Parks Canada organized a learning session on Indigenous procurement for construction with its Highway Engineering Services team, which aimed to explore solutions for enhancing federal business opportunities with Indigenous-owned enterprises operating in this field of expertise. In June 2024, to share its growing expertise in contracting with Indigenous businesses, Parks Canada also delivered a session entitled Indigenous Participation Plans for Construction Services – Practical Examples and Best Practices at the 2024 National Workshop of the Canadian Institute for Procurement and Materiel management. This session was attended by procurement professionals across Government of Canada organizations.

Parks Canada also fosters positive interdepartmental relationships and information exchanges through participation in socially responsible networking groups, such as the Greening Government Assistant Deputy Minister Steering Committee, the Green Procurement Working Group, Agents of Change for Accessible Procurement, and the Director General Interdepartmental Indigenous 5% Procurement Working Group. Through these groups, Parks Canada can both share its own successes in these areas as well as learn from the experiences of others.

Resources required to achieve results

Table 5: Resources required to achieve results for internal services this year

Summary of Table 5: Resources required to achieve results for internal services this year

Table 5 provides a summary of the planned and actual spending and full-time equivalents required to achieve results.

Row 1. Resource: Spending
  • Planned spending: $135,167,536
  • Actual spending: $1,192,453,379
Row 2. Resource: Full-time equivalents
  • Planned full-time equivalents: 1,129
  • Actual full-time equivalents: 1,150

This is the end of the table summary.

The Finances section of the Infographic for Parks Canada on GC Infobase and the People section of the Infographic for Parks Canada on GC Infobase provide complete financial and human resources information related to its program inventory.

Contracts awarded to Indigenous businesses

Government of Canada departments are required to award at least 5% of the total value of contracts to Indigenous businesses every year.

Parks Canada results for 2024 to 2025

Table 6: Total value of contracts awarded to Indigenous businesses Footnote 3

Summary of Table 6: Total value of contracts awarded to Indigenous businesses

As shown in Table 6, Parks Canada awarded 4.79% of the total value of all contracts to Indigenous businesses for the fiscal year.

Row 1. Contracting performance indicators: Total value of contracts awarded to Indigenous businesses Footnote 4 (A)
  • 2024-25 results: $19,755,065.51
Row 2. Contracting performance indicators: Total value of contracts awarded to Indigenous and non‑Indigenous businesses Footnote 4 (B)
  • 2024-25 results: $433,466,568.82
Row 3. Contracting performance indicators: Value of exceptions approved by deputy head (C)
  • 2024-25 results: $20,786,032.10
Row 4. Contracting performance indicators: Proportion of contracts awarded to Indigenous businesses [A / (B−C) × 100]

This is the end of the table summary.

In its 2025 to 2026 Departmental Plan, Parks Canada estimated that it would award 5% of the total value of its contracts to Indigenous businesses by the end of fiscal year 2024 to 2025. This year, Parks Canada awarded 4.79% of its contracts to Indigenous businesses according to the Indigenous Services Canada definition. Instances where contracts were awarded to Indigenous-owned business that were not yet registered on the Indigenous Business Directory, either at the time of contract award or by the end of the fiscal year were also tracked.

During the reporting year 60 contracts, totaling approximately $8.9 million, were with Indigenous businesses not yet listed on the directory. Widening the definition of Indigenous business in the calculation of the minimum 5% target to include Indigenous-owned businesses that are not yet registered on the Indigenous Business Directory, Parks Canada’s total for contracting with Indigenous businesses was 6.93%. Of note, due to the expedited nature of emergency contracting valued at $22.2M for the 2024 Jasper Wildfire, Indigenous considerations were not incorporated into the procurement process for those contracts.

Most of the contracts awarded to Indigenous-led or Indigenous-owned enterprises during the reporting year were in the construction and services sectors. Parks Canada remains committed to integrating Indigenous considerations, particularly in long-term, multi-year service, and construction contracts, aiming to strengthen and build capacity within Indigenous communities.

Parks Canada functional specialists continue to compile and share lists of Indigenous businesses across Parks Canada with various business units and promote the availability of these businesses to meet Parks Canada’s program and operational needs during monthly national meetings. It also made updates to the internal procurement reporting system to enhance data accuracy and capture the value of subcontracts awarded to Indigenous businesses.

Parks Canada continues to participate in collaborative networks (ex. Director General Interdepartmental 5% Working Group, Article 24 Network related to the Nunavut Agreement and the United Nations Declaration on the Rights of Indigenous Peoples Act (UNDA) Action Plan network with Environment and Climate Change Canada, etc.) sharing knowledge and leveraging the success of other departments.

Complementing its strong procurement metrics with Indigenous-owned businesses, Parks Canada has also successfully promoted Indigenous procurement approaches and supported socioeconomic benefits to Indigenous communities through other means such as:

  • grants and contributions with Indigenous recipients, with 307 signed agreements totalling $33.3M
  • realty agreement for the Tunnel Toe Wildfire Risk Reduction project within the Shuswap Band’s traditional territory which provided business opportunities, partnering, and capacity building valued at $4.85 million directly to Kenpesq’t Territorial Operations, a 100% Indigenous owed business

Spending and human resources

Spending

This section presents an overview of Parks Canada's actual and planned expenditures from fiscal year 2022 to 2023 to fiscal year 2027 to 2028.

It is important to note that Parks Canada's planned spending for future years may evolve following the publication of this plan. Changes can result from new government priorities, the reallocation of resources, time-limited funding for special initiatives, unforeseen circumstances addressed through supplementary estimates, or longer-term funding requests to support government priorities and ensure program integrity. As part of the federal government's ongoing financial cycle, Parks Canada's operations and services to Canadians often rely on funding that is time-bound and subject to change.

Refocusing Government Spending

In Budget 2023, the government committed to reducing spending by $14.1 billion over five years, starting in fiscal year 2023 to 2024, and by $4.1 billion annually after that.

As part of meeting this commitment, Parks Canada identified the following spending reductions.

  • 2024 to 2025: $23,694,000
  • 2025 to 2026: $26,834,000
  • 2026 to 2027 and after: $34,555,000

During this fiscal year, Parks Canada worked to realize these reductions through the following measures:

Internal efficiencies

In support of the Government of Canada’s objective to make the best use of taxpayer dollars and direct spending toward key priorities for Canadians and continuing to work toward Parks Canada’s long-term asset sustainability objectives, savings were realized from targeted internal services and infrastructure program administration efficiencies as well as cost reductions in areas such as professional services, travel, and information technology. These reductions, internal to Parks Canada, did not impact Canadians.

Heritage places establishment and conservation

While maintaining the Government’s direction and contributing to its commitments for conservation and reconciliation, savings were achieved through strategic reductions and efficiencies across the Enhanced Nature Legacy programming portfolio as well as the refocusing of cultural resource management services supporting Parks Canada. Targeted reductions had limited impact on Canadians.

Heritage places promotion and public support

While continuing to ensure that histories communicated at Parks Canada heritage places are reflective of the diversity of Canada, savings were realized by modernizing approaches to commemoration. Targeted reductions had limited impact on Canadians.

Visitor experience

While ensuring a smooth transition to long-term asset sustainability, savings were realized from targeted reductions from efficiencies to the administration of the infrastructure investment program.

Budgetary performance summary

Table 7: Actual three-year spending on core responsibility and internal services (dollars)

Summary of Table 7: Actual three-year spending on core responsibility and internal services (dollars)

Table 7 shows the money that Parks Canada spent in each of the past three years on its core responsibility and on internal services.

Row 1. Core responsibility and internal services: Protecting and presenting Canada’s natural and cultural heritage
  • 2024–25 Main Estimates: $1,094,039,432
  • 2024–25 total authorities available for use: $1,361,648,783
  • Actual spending over three years (authorities used):
    • 2022–23: $1,004,574,706
    • 2023–24: $1,270,388,410
    • 2024–25: $1,192,453,379
Row 2. Core responsibility and internal services: Internal services
  • 2024–25 Main Estimates: $135,167,536
  • 2024–25 total authorities available for use: $148,762,039
  • Actual spending over three years (authorities used):
    • 2022–23: $152,034,335
    • 2023–24: $182,160,023
    • 2024–25: $176,292,469
Row 3. Core responsibility and internal services: Total
  • 2024–25 Main Estimates: $1,229,206,968
  • 2024–25 total authorities available for use: $1,510,410,822
  • Actual spending over three years (authorities used):
    • 2022–23: $1,156,609,041
    • 2023–24: $1,452,548,433
    • 2024–25: $1,368,745,848

This is the end of the table 7 summary.

Table 8: Planned three-year spending on core responsibility and internal services (dollars)

Summary of Table 8: Planned three-year spending on core responsibility and internal services (dollars)

Table 8 shows Parks Canada’s planned spending for each of the next three years on its core responsibility and on internal services.

Row 1. Core responsibility and internal services: Protecting and presenting Canada’s natural and cultural heritage
  • 2025–26 planned spending: $1,112,091,542
  • 2026–27 planned spending: $1,022,538,480
  • 2027–28 planned spending: $800,502,952
Row 2. Core responsibility and internal services: Internal services
  • 2025–26 planned spending: $155,804,428
  • 2026–27 planned spending: $141,352,684
  • 2027–28 planned spending: $122,959,050
Row 3. Core responsibility and internal services: Total
  • 2025–26 planned spending: $1,267,895,970
  • 2026–27 planned spending: $1,163,891,164
  • 2027–28 planned spending: $923,462,002

This is the end of the table 8 summary.

Funding

This section provides an overview of Parks Canada's voted and statutory funding for its core responsibility and for internal services. Consult the Government of Canada budgets and expenditures for further information on funding authorities.

Graph 1: Approved funding (statutory and voted) over a six-year period

Graph 1 summarizes the Parks Canada's approved voted and statutory funding from 2022-23 to 2027-28.

Graph 1: Approved funding (statutory and voted) over a six-year period. Text version below:

Financial statement highlights

Parks Canada’s financial statements (unaudited) for the year ended March 31, 2025, are available online.

Table 9: Condensed Statement of Operations (unaudited) for the year ended March 31, 2025 (dollars)

Summary of Table 9: Condensed Statement of Operations (unaudited) for the year ended March 31, 2025 (dollars)

Table 9 summarizes the expenses and revenues for fiscal year 2024 to 2025 which which together determine the net cost of operations prior to applying government funding and transfers.

Row 1. Financial information: Total expenses
  • 2024–25 actual results: $1,409,848,000
  • 2024–25 planned results: $1,221,785,000
  • Difference (actual results minus planned): $188,063,000
Row 2. Financial information: Total revenues
  • 2024–25 actual results: $225,008,000
  • 2024–25 planned results: $209,942,000
  • Difference (actual results minus planned): $15,066,000
Row 3. Financial information: Net cost of operations before government funding and transfers
  • 2024–25 actual results: $1,184,840,000
  • 2024–25 planned results: $1,011,843,000
  • Difference (actual results minus planned): $172,997,000

This is the end of the table 9 summary.

Table 10: Condensed Statement of Operations (unaudited) for fiscal year 2023 to 2024 and 2024 to 2025 (dollars)

Summary of Table 10: Condensed Statement of Operations (unaudited) for fiscal year 2023 to 2024 and 2024 to 2025 (dollars)

Table 10 summarizes actual expenses and revenues and shows the net cost of operations before government funding and transfers.

Row 1. Financial information: Total expenses
  • 2024–25 actual results: $1,409,848,000
  • 2023–24 actual results: $1,479,306,000
  • Difference (2024-25 minus 2023-24): $(69,458,000)
Row 2. Financial information: Total revenues
  • 2024–25 actual results: $225,008,000
  • 2023–24 actual results: $213,844,000
  • Difference (2024-25 minus 2023-24): $11,164,000
Row 3. Financial information: Net cost of operations before government funding and transfers
  • 2024–25 actual results: $1,184,840,000
  • 2023–24 actual results: $1,265,462,000
  • Difference (2024-25 minus 2023-24): $(80,622,000)

This is the end of the table 10 summary.

Table 11: Condensed Statement of Financial Position (unaudited) as at March 31, 2025 (dollars)

Summary of Table 11: Condensed Statement of Financial Position (unaudited) as at March 31, 2025 (dollars)

Table 11 provides a brief snapshot of the amounts Parks Canada owes or must spend (liabilities) and its available resources (assets), which helps to indicate its ability to carry out programs and services.

Row 1. Financial information: Total net liabilities
  • Actual fiscal year (2024–25): $539,418,000
  • Previous fiscal year (2023–24): $541,439,000
  • Difference (2024-25 minus 2023-24): $(2,021,000)
Row 2. Financial information: Total net financial assets
  • Actual fiscal year (2024–25): $280,692,000
  • Previous fiscal year (2023–24): $277,262,000
  • Difference (2024-25 minus 2023-24): $3,430,000
Row 3. Financial information: Departmental net debt
  • Actual fiscal year (2024–25): $258,726,000
  • Previous fiscal year (2023–24): $264,177,000
  • Difference (2024-25 minus 2023-24): $(5,451,000)
Row 4. Total non-financial assets
  • Actual fiscal year (2024–25): $4,740,765,000
  • Previous fiscal year (2023–24): $4,719,045,000
  • Difference (2024-25 minus 2023-24): $21,720,000
Row 5. Departmental net financial position
  • Actual fiscal year (2024–25): $4,482,039,000
  • Previous fiscal year (2023–24): $4,454,868,000
  • Difference (2024-25 minus 2023-24): $27,171,000

This is the end of the table 11 summary.

Human resources

This section presents an overview of Parks Canada’s actual and planned human resources from fiscal year 2022 to 2023 to fiscal year 2027 to 2028.

Table 12: Actual human resources for core responsibility and internal services

Summary of Table 12: Actual human resources for core responsibility and internal services

Table 12 shows a summary in full-time equivalents of human resources for Parks Canada’s core responsibility and for its internal services for the previous three fiscal years.

Row 1. Core responsibility and internal services: Protecting and presenting Canada’s natural and cultural heritage
  • 2022–23 actual full-time equivalents: 4,834
  • 2023–24 actual full-time equivalents: 4,977
  • 2024–25 actual full-time equivalents : 4,947
Row 2. Core responsibility and internal services: Internal services
  • 2022–23 actual full-time equivalents: 1,067
  • 2023–24 actual full-time equivalents:1,160
  • 2024–25 actual full-time equivalents : 1,150
Row 3. Core responsibility and internal services: Total
  • 2022–23 actual full-time equivalents: 5,901
  • 2023–24 actual full-time equivalents: 6,138
  • 2024–25 actual full-time equivalents : 6,097

This is the end of the table 12 summary.

Table 13: Human resources planning summary for core responsibility and internal services

Summary of Table 13: Human resources planning summary for core responsibility and internal services

Table 13 shows the planned full-time equivalents for Parks Canada’s core responsibility and for its internal services for the next three years. Human resources for the current fiscal year are forecast based on year to date.

Row 1. Core responsibility and internal services: Protecting and presenting Canada’s natural and cultural heritage
  • 2025–26 planned full-time equivalents: 4,897
  • 2026–27 planned full-time equivalents: 4,425
  • 2027–28 planned full-time equivalents: 4,300
Row 2. Core responsibility and internal services: Internal services
  • 2025–26 planned full-time equivalents: 1,133
  • 2026–27 planned full-time equivalents:1,031
  • 2027–28 planned full-time equivalents: 985
Row 3. Core responsibility and internal services: Total
  • 2025–26 planned full-time equivalents: 6,030
  • 2026–27 planned full-time equivalents: 5,456
  • 2027–28 planned full-time equivalents: 5,285

This is the end of the table 13 summary.

Supplementary information tables

The following supplementary information tables are available on Parks Canada’s website:

Federal tax expenditures

The tax system can be used to achieve public policy objectives through the application of special measures such as low tax rates, exemptions, deductions, deferrals and credits. The Department of Finance Canada publishes cost estimates and projections for these measures each year in the Report on Federal Tax Expenditures. This report also provides detailed background information on tax expenditures, including descriptions, objectives, historical information and references to related federal spending programs as well as evaluations and GBA Plus of tax expenditures.

Corporate information

Definitions

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