The Members of the Agency are responsible for issuing quasi-judicial decisions and orders related to complaints or applications, as well as addressing other issues within the national transportation system. Five full-time Members are appointed by the Governor in Council, including the Chair (who is also the Chief Executive Officer) and the Vice-Chair.
In 2008-09, Agency Members made decisions resulting in over 2,600 rulings.
The Agency fulfills its legislative mandate through the work of more than 250 employees.
They are a diverse group of transportation experts, lawyers, program or environmental analysts, engineers, economists, mediators and support staff who bring a wealth of experience and a broad range of skills to the work of the Agency.
The relatively small size of the Agency provides a work environment that fosters close links among employees and creates a strong sense of belonging.
Meeting the demographic challenge
Like other federal government departments, the Agency faces a demographic challenge posed by the retirement of a significant portion of its staff.
The Agency fully embraces the principle that employees are the greatest asset of any organization. It also recognizes that to attract and retain highly skilled individuals, they must be provided with a working environment that fosters innovation, develops talent and creates opportunities for employee development.
Knowledge management strategy implemented during 2008-2011
Generic competencies have been updated for all positions
Pilot projects on knowledge management conducted in 2008-09 to identify best practices
Integrity. We act with honesty, fairness and transparency.
People. We treat people with fairness, courtesy and respect, and foster a cooperative, rewarding working environment.
Quality Service. We provide the highest quality services through expertise, professionalism and responsiveness.
Communications. We promote the constructive and timely exchange of views and information.
Innovation. We commit to creative thinking as the driving force to achieve continuous improvement.
Accountability. We take full responsibility for our obligations and commitments.
Recruitment strategy implemented during 2008-2011
Agency Student Employment Program launched in March 2009
Pools of qualified candidates created through selection processes in 2008-09 used to fill vacancies
Approach for proactive use of resourcing pools to be developed in 2009
Succession plan in place by 2008
Gap analysis and identification of key positions and Agency vulnerabilities completed in 2008
Ensure that recruitment strategy and knowledge management activities address vulnerabilities in 2009-10
To prepare for the retirement of a significant portion of staff, pools of qualified candidates are being created, and maintained, as part of the Agency's anticipatory staffing strategy.
To continue providing the same consistently high level of service to Canadians, and to guarantee that knowledge and expertise remain within the Agency, initiatives such as succession planning, continuous learning programs and in-house language training have been put into place.