Important Organizational Update – Entering a Period of Workforce Adjustment

Hello all,

In my previous update on Parks Canada’s Transformation work, I shared the steps we are taking to modernise how we deliver our programs so they bring the greatest value to Canadians. I also talked about how we are reshaping our service delivery models and programs to ensure Parks Canada’s long-term sustainability and to meet financial reduction targets set by the Government of Canada.

Through this work, some activities will be adjusted, scaled back or discontinued, and the number of positions required to deliver certain programs and services will be reduced. Given the scale of the required savings, I have been clear that attrition alone will not be enough to meet our targets.

In this context, I want to inform you that Parks Canada is entering a period of Workforce Adjustment (WFA). This is the first phase of WFA for Parks Canada, which responds specifically to reductions identified in the Government of Canada’s Responsible Government Spending initiative. As our transformation work progresses, we expect additional workforce adjustment announcements related to savings targets identified in the Government of Canada’s Comprehensive Expenditure Review will take place later this year.

Please note that employees whose positions are directly impacted by the decisions being implemented during this phase of WFA have already been informed.

I recognize that this is not easy news. This kind of change can affect both people and teams, as well as the work we care deeply about. To access personal support, I encourage you to make use of the Employee and Family Assistance Program (EFAP), which is available 24/7 to employees and their families at 1-800-268-7708. This confidential service is available to you at any time.

Parks Canada, like other federal organizations, has also identified opportunities to reduce its executive footprint over time. The Agency remains committed to managing position reductions, whether within executive or other groups, to the greatest extent possible, through natural attrition, reassignment, and voluntary departures.

At the same time, we will continue staffing critical positions as operationally required and prioritize the placement and retention of existing talent, while aligning staffing decisions with the organization’s future needs and priorities.

WFA Toolkit on Parks Campus

We understand that the WFA process may raise questions or concerns. A WFA Toolkit has been published on Parks Campus and is the primary source of information for employees about WFA. Available through ParksNet and Parks(EXTRA)Net, it can be accessed from the workplace or remotely. The toolkit explains the WFA process in plain language, including key steps, available options, and supporting resources.

Alternation

Effective today, we are also launching the alternation process. This option allows employees who may be considering leaving the organization to voluntarily exchange positions with colleagues whose roles are being eliminated. It is designed to support continued employment for those who wish to remain, while offering a voluntary departure option for others in accordance with Appendix K of the Collective Agreement. Employees interested in exploring this option, whether or not they are affected by this initial phase, are encouraged to review the details and indicate their interest through the alternation process tool, available in the WFA toolkit.

As the broader Parks Canada transformation continues to advance, we remain committed to keeping you informed in a timely manner, as decisions are made. I encourage you to consult the Transformation page on ParksNet for the latest updates, including a Frequently Asked Questions document related to today’s announcement.

Thank you for your professionalism and for supporting one another during this period of change.

Andrew Campbell

Interim President & CEO

Parks Canada