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Part of Workforce development and recognition directives

Alberta Interchange directive

This directive covers the temporary exchange of Alberta Public Service managers and senior professionals with other organizations.

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Workforce development and recognition directives

Objectives

​​Alberta Interchange encourages the temporary exchange of managers and senior professionals between the Alberta government and other organizations to foster stronger partnerships and strengthen professional development.

The objectives of Alberta Interchange are to:

  • emphasize Alberta's commitment to improving the relationship among the private sector, other public sectors and government through employee exchanges
  • enable participants in an exchange to develop a better understanding of the vital relationships among sectors
  • provide employees from participating organizations and the Alberta government with the opportunity to work in different environments, enhance their own professional development, and provide an avenue for the exchange of ideas and sharing of experience
  • encourage new co-operative approaches to problem-solving in and between participating organizations

Benefits

Participants:

  • gain an understanding of the administrative/decision-making process of the other jurisdiction
  • develop a broader perspective in their function.
  • strengthen skills and competencies
  • demonstrate their potential in a new environment

The participating organizations:

  • use the experience and contacts in future dealings with the other sector
  • obtain a qualified employee on a short-term or project basis
  • provide expanded opportunities for development to its employees

Participation guidelines

Participation in the program is open to:

  • private industry
  • federal, municipal and local levels of government
  • academic institutions
  • other provincial governments
  • Crown boards and agencies
  • non-profit organizations

Interested individuals may through their contacts become aware of opportunities and advise their supervisor and human resources business partner of their interest in an exchange.

Reciprocal interchanges may be considered.

Executive Search of Public Service Commission (PSC) is available to act as a resource to departments on the interchange process and agreement content.

Agreements involving employees at the Executive Manager level are coordinated by Executive Search. These agreements require the signature of both the department deputy head and the Public Service Commissioner.

Agreements being considered for bargaining unit employees or bargaining unit positions require advance consultation with Labour Relations, PSC.

Agreement negotiation

All parties involved (for example, host organization, home organization and the secondee) should be part of the negotiation of the administrative details of the Interchange Agreement. The financial administration areas within each organization should also be involved in the final discussions to ensure that salary recovery documents are processed efficiently.

Should any changes occur during the assignment, amendments may need to be prepared to address the situation. (for example, salary increase/decrease/time extension).

  • Duration of assignment

    Interchange​​ assignments are usually fro​​m six months to two years in duration.

  • Employee status

    Participants on assignment rem​​ain the employees of their home organization. At the end of the assignment, the secondee returns to their home organization.

  • Responsibilities of the assignment

    Participants are expected to fulfil all of the normal duties and responsibilities of the assigned position. The assignment ma​​y be a regular ongoing position in the host organization, or it may be a special project or a temporary assignment.

  • Developmental objectives

    Qualified manag​​ement and senior professional level employees are considered for the program. Their skills and abilities should be suited to the opportunity with the host organization and the experience they gain should contribute to their professional development.

  • Salary and benefits

    The seconded employee will continue to receive all normal salary and benefits from their home organization. The home organization will recover costs incurred from the host organization.

    For a secondee to the GoA working in an Executive Management position and participating as a senior decision maker on a department's executive team, the Interchange Agreement includes a salary and benefits disclosure clause (3.3). This disclosure clause advises participants that the amount invoiced for salary and benefits may be disclosed in the host department's annual financial statements.

  • Vacation

    The seconded employee's v​​​acation entitlement during the term is calculated and accrued in accordance with the home organization's policy. The employee and host organization use reasonable efforts to ensure that vacation leave is scheduled and taken during the assignment, consistent with the home organization's policies. Record of leave is provided to the home organization on a quarterly basis.

  • Conflict of interest/confidentiality

    The Alberta Code of Conduct and Ethics applies to Alberta Government participants. Incoming participants are expected to perform​ their duties so as to respect the principles and intent of the Code of Conduct and Ethics. Potential conflicts of interest are addressed on an individual basis.

  • Relocation costs

    Employee reloc​​ation costs are subject to negotiation between participating organizations.

  • Performance review

    The host organization agrees to provide the home organization with an evaluation of performance on an annual basis.​​

Related information

Fact sheet regarding Alberta Interchanges.   

Please contact Executive Search for the Alberta Interchange Secondment Agreement template.

About this directive

Effective Date:September 1, 2003 (updated August 2017)
Contact:Alberta Public Service Commission:
Strategic Services and Public Agency Secretariat; Executive Search
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