Canadian Space Agency Organizational Values and Ethics Code

1.1 Our mandate

As its mandate, the Canadian Space Agency (CSA) promotes the peaceful use and development of space, advances the knowledge of space through science, and ensures that space science and technology provides social and economic benefits for Canadians.

Working at the CSA makes it possible to discover a fascinating world of space science and technology. In partnership with universities, the space industry, research centres and other government agencies across Canada and around the world, the CSA helps to secure Canada's position in this rapidly developing sector.

We are at the dawn of a new era of space exploration. Over the past 20 years, with the International Space Station, we have learned to live in space and develop technologies that work in space. Earth's orbit is becoming more commercial, and we are now aiming for deep space.

The CSA carries out its mandate within a complex legal and regulatory context that requires the understanding and compliance with numerous regulations and the need to exercise vigilance and good judgment. CSA employees must understand and respect their responsibilities in terms of values and ethics.

1.2 Roles and responsibilities of employees

1.3 Compliance with the Code

Because we must adhere to the VECPS and the current CSA Code in our actions and behaviours, compliance with the VECPS, the CSA Code and the Directive on Conflict of Interest is a condition of employment for all CSA employees, regardless of their level or position. At the CSA, we can all expect to be treated in accordance with these values. A breach of this Code may result in disciplinary measures, up to and including, termination of employment.

2.1 Respect for democracy

The system of Canadian parliamentary democracy and its institutions are fundamental to serving the public interest. Public servants recognize that elected officials are accountable to Parliament and, ultimately, to the Canadian people, and that a non-partisan public sector is essential to our democratic system.

Public servants shall uphold Canadian parliamentary democracy and its institutions by:

• Respecting the rule of law and carrying out our duties according to the applicable legislation, policies and directives, in a non-partisan and impartial manner.
• Loyally carrying out the lawful decisions of our leaders and supporting ministers in our accountability to Parliament and Canadians.
• Providing decision makers with all the information, analysis and advice they need, always striving to be open, candid and impartial.

At the CSA, we ensure that the decisions of our leaders are faithfully implemented. CSA employees are professional, objective and impartial, qualities that are vital to our democratic system.

At the CSA, respecting democracy includes:

• Complying with legislation, policies and directives and acting accordingly.
• Helping to maintain and enhance the CSA's image and reputation. We are subject to the duty of loyalty and must exercise caution and restraint to ensure that we do not threaten the impartiality, integrity or neutrality of the public service while carrying out our duties.
• For the managers of the organization, making decisions with the interests of the organization in mind, preferably while striving to reach a consensus and providing appropriate strategic direction.

Failing to respect democracy includes:

• Failing to help our leaders make decisions by providing incomplete and biased advice.
• Refusing to respect the decisions made by authority figures.

2.2 Respect for people

Treating all people with respect, dignity and fairness is fundamental to our relationship with the Canadian public and contributes to a safe and healthy work environment that promotes engagement, openness and transparency. The diversity of our people and the ideas they generate are the source of our innovation.

Public servants shall respect human dignity and the value of every person by:

• Treating every person with respect and fairness.
• Valuing diversity and the benefit of combining the unique qualities and strengths inherent in a diverse workforce.
• Helping to create and maintain a safe and healthy workplace that is free from harassment and discrimination.
• Working with others in a spirit of openness, honesty and transparency that encourages engagement, collaboration and respectful communication.

Respect for people is a public sector value that is reflected at the CSA in many ways. Treating people with respect, dignity and fairness is fundamental to our employees' relationships with colleagues, managers, partners, Canadian citizens and other individuals. The CSA employees are expected to show civility, courtesy and decorum. The CSA does not tolerate discrimination, as defined in the Canadian Charter of Rights and Freedoms, harassment or violence between employees (any group and level) or toward third parties. In that regard, our organization has a Policy on Workplace Harassment and Violence Prevention in addition to formal and informal complaint resolution procedures.

At the CSA, showing respect towards people includes:

• Seeking out, valuing and being open to the diversity of each person's talents and points of view and treating others with fairness and dignity even in their absence.
• Striving for consensus in decision-making, while respecting each person's role and responsibilities, as well as all applicable laws and policies, while recognizing that inclusion is essential to achieving our goals with excellence.
• Demonstrating courtesy, kindness, diligence, attentiveness and professionalism.
• Using respectful language when communicating orally and in writing.
• Fulfilling our responsibilities and obligations with respect to health and safety.
• Helping to create and maintain a healthy, welcoming, respectful and trusting work environment.

Failing to show respect for people includes:

• Abusing power and using authority or status to intimidate or threaten someone.
• Causing harm to individuals or groups by employing disrespectful words or actions that denigrate or discredit colleagues or collaborators, present or absent, in work meetings or any other work setting.
• Displaying or circulating suggestive material that could be interpreted as offensive to others.
• Talking about people rather than ideas and spreading gossip.

2.3 Integrity

Integrity is the cornerstone of good governance and democracy. By upholding the highest ethical standards, public servants maintain and strengthen public trust in the honesty, fairness and impartiality of the federal public sector.

Public servants shall serve the public interest by:

• Always demonstrating integrity and acting in a manner that will bear the closest public scrutiny, an obligation that may not be fully satisfied by simply acting within the law.
• Never using our official roles to gain advantage for ourselves or others or to place others at a disadvantage.
• Taking all possible steps to prevent or resolve any real, apparent or potential conflict of interest between our official responsibilities and our private affairs in favour of the public interest.
• Acting in such a way as to maintain our employer's trust.

CSA employees must be able to account for their daily actions and decisions while carrying out their duties in accordance with the applicable laws, policies, directives and codes.

In addition, as CSA employees, we are engaged in fostering a culture of scientific excellence and integrity, two goals which are at the heart of our organization's mandate and activities. A positive culture of scientific integrity strengthens the trust of employees and stakeholders in the credibility and reliability of our scientific activities. It also enhances the contribution of science to evidence-informed decision making and the development of government policy and advice. The CSA's Scientific Integrity Policy refers to several values and expected behaviours found in the CSA Code and should be consulted in parallel as situations and needs arise.

At the CSA, demonstrating integrity includes:

• Managing files and projects with attentiveness while ensuring their integrity.
• Handling sensitive information (protected or classified) with care, so as to protect it.
• Being impartial and fair when choosing scientific and technical projects that align with our mandate and mission and being mindful that these projects are to be managed responsibly.
• Avoiding all forms of real, potential or apparent conflicts of interest between external partners and suppliers and employees who have a contractual, scientific or technical authority at the CSA.

Failing to demonstrate integrity includes:

• Knowingly participating in unauthorized^{Footnote 4} or illegal activities.
• Using CSA property or resources for personal ends.
• Claiming inappropriate, wasteful or falsified expenditures.
• Using confidential or privileged information to gain advantage for ourselves or for any other person or entity.
• Refusing to take responsibility of our words and actions.

2.4 Stewardship

Federal public servants are entrusted with the responsible use and care of public resources, for both the short term and the long term.

Public servants shall use resources responsibly by:

• Effectively and efficiently using the public money, property and resources they manage.
• Considering the short and long-term effects of our actions on people and the environment.
• Acquiring, preserving and sharing knowledge and information, as appropriate.

At the CSA, demonstrating stewardship includes:

• Complying with the policies and directives on the use of public funds, particularly for purchases, rentals, hospitality, travel, conferences and training.
• Behaving responsibly with respect to health and safety in our work environment and that of our colleagues.
• Using work resources, property and time wisely, in accordance with the applicable collective agreements or the conditions of employment established by the employer.
• Complying with policies, laws, regulations and directives relating to the management, creation, disclosure, transfer and protection of scientific and non-scientific intellectual property.
• Ensuring proper information management (documents and data).
• Adopting behaviour that protects our environment for current and future generations, which means minimizing our consumption of energy, office supplies (especially paper), cleaning products and drinking water at work and when travelling and disposing of waste and electronic waste in a responsible manner.

Failing to demonstrate stewardship includes:

• Making illegal or unacceptable use of tangible or intangible government property^{Footnote 5} and inappropriately using public money.
• Assigning Crown copyright to a third party.
• Using a third party's intellectual property without permission.

2.5 Excellence

Excellence in the design and delivery of public sector policy, programs and services is beneficial to every aspect of Canadian life. Engagement, collaboration, effective teamwork and professional development are all essential to a high-performance organization.

Public servants shall demonstrate professional excellence by:

• Providing fair, timely, efficient and effective services that respect Canada's official languages.
• Continually improving the quality of policies, programs and services we provide.
• Fostering a work environment that promotes teamwork, learning and innovativeness.

At the CSA, excellence is reflected, among other things, by innovativeness - a key component of the CSA's mission. The objective of innovativeness is to be at the forefront of the development and application of space knowledge for the benefit of Canadians. While respecting all applicable laws, policies and directives, demonstrating excellence and innovativeness is the ability to use our knowledge, understanding, creativity, flexibility and critical thinking to develop new applications, procedures, processes and technology in all activities that help the CSA fulfill its mandate.

At the CSA, acting with excellence includes:

• Performing well by demonstrating competence and professionalism.
• Encouraging, supporting and promoting ongoing professional development and learning.
• Maintaining a professional image and wearing appropriate attire in the workplace.
• Identifying needs and opportunities for collaboration between sectors or external partners, while applying our competencies, knowledge, talents and abilities and aligning our actions with common CSA-specific interests and ensuring that the interests of Canadians are served.
• Recognizing all contributions, both formally and informally.
• Fostering an open environment by encouraging our colleagues and partners to share new ideas, and evaluating these objectively, based on their applicability and effectiveness to the CSA's mandate.
• Promoting creative thinking while emphasizing innovativeness and expected outcomes.

Failing to act with excellence includes:

• Circumventing the laws, policies and directives of the CSA and central agencies.
• Not seeking to increase our knowledge of new trends, tools and methods in the context of our activities.
• Not providing service in both official languages when our position requires it.
• Not following CSA communication management protocols (media relations, spokesperson responsibilities, corporate identity, etc.).
• Knowingly withholding relevant information that could help colleagues, managers and partners do their work more effectively and meet their organizational objectives.
• Not listening to new ideas presented by peers, employees and collaborators, which could allow things to be done more efficiently.

2.6 Consequences

All employees who do not comply with the requirements set out in this Code may be subject to disciplinary measures, up to and including termination of employment.

3.1 Definitions

Conflict of interest: A situation in which the public servant has private interests that could improperly influence the performance of their official duties and responsibilities or in which the public servant uses their office for personal gain. This also applies to situations where the public servant uses their office in ways that benefit family members, friends or associates, past, present or future.

To uphold the values and ethics of the public sector and faithfully serve the public interest, employees and public servants need to recognize the different types of conflicts of interest and minimize the associated risks:

• A real conflict of interest exists at the present time. It involves a direct conflict between a public servant's current duties and responsibilities and their existing private interests.
• A potential conflict of interest arises where a public servant has private interests that could reasonably conflict with their official duties in the foreseeable future.
• A perceived or apparent conflict of interest exists where it could be perceived, or appears, that a public servant's private interests could improperly influence the performance of their duties – whether or not this is in fact the case.

Conflict of duties: A conflict, whether real, apparent, or potential, that arises not because of the personal interests of a person employed in the core public administration, but as a result of one or more concurrent and competing official responsibilities.

For example, these roles could include their primary public service employment and their responsibilities in an outside role that forms part of their official duties, such as an appointment to a board of directors, or other outside function.

3.2 Preventing conflicts of interest

As CSA employees, we are subject to rigorous ethical standards in order to maintain public confidence in the objectivity of the public service. Indeed, it is our responsibility to ensure that the public service is impartial and consistently perceived as such.

Conflict of interest does not relate exclusively to matters concerning financial transactions and the transfer of economic benefit. While financial activity is important, conflicts of interest in any area of activity can negatively impact the perceived objectivity and impartiality of the public service. With the permanent and pervasive nature of information technology, we should be particularly sensitive to conflicts of interest that may arise from messages and information transmitted via the Internet and other media.

We can prevent conflicts from arising between our public duties and private interests by:

1. Taking all reasonable steps to recognize, prevent, report and resolve any real, apparent or potential conflicts of interest between our official responsibilities and our private affairs.
2. Refraining from having private interests that could be affected by government decisions and actions in which we participate or of which we have knowledge.
3. Not knowingly taking advantage of or benefiting from information that is obtained in the course of our official duties and is not available to the public.
4. Refraining from the direct or indirect use of, or allowing the direct or indirect use of, federal government property or resources, including property leased to the government, for anything other than officially approved activities or in order to obtain personal gain, including performing outside activities during work hours.
5. Not assisting private entities or persons in their dealings with the government, where this would result in preferential treatment of the entities or persons, including those within the space sector.
6. Not interfering in business relationships between private entities or individuals and the government in order to improperly influence outcomes.
7. Maintaining the impartiality of the public service and not engaging in political or outside activity that impairs or could be seen to impair our ability to perform our duties in an objective manner.
8. Applying the same criteria and good judgement to social media use as would be applied to any other conflict of interest area.

Please note that decisions concerning situations of real, apparent or potential conflicts of interest are made in favour of the public interest.

It is impossible to foresee every situation that could give rise to a conflict of interest. When in doubt, we should refer to the requirements set out in this Code, in the VECPS and in the Directive on Conflict of Interest to guide appropriate action. We can also seek guidance from our manager who will work with the CSA's Values and Ethics team.

3.3 Requirements for preventing and managing conflict of interest situations during employment

Persons employed at the CSA are required to submit a confidential report describing all outside employment or activities, as well as assets and liabilities that must be declared according to the list on the first page of the confidential report form.

This declaration must be submitted within 60 days of an initial or subsequent appointment, transfer or deployment and every time there is a significant change in our personal affairs or official duties. If applicable, please send a completed confidential report to the following mailbox: valeursetethique-valuesandethics@asc-csa.gc.ca.

For example, conflicts of interest may arise in relation to the following:

• Owning assets
• Having an outside employment or participating in outside activities
• Partaking in political activities
• Receiving gifts, hospitality and other benefits
• Organizing fundraising activities or solicitation
• Handling situations of preferential treatment (including family, friends or other persons or entities)

Please note that this is not an exhaustive list and that Article 121 of the Criminal Code includes infractions relating to inappropriate behavior on the part of public servants.

3.4 Requirements for preventing post-employment conflict of interest situations before and after leaving office

All public servants have the responsibility to minimize the possibility of a real, apparent or potential conflict of interest between their most recent responsibilities within the federal public service and their subsequent employment outside the public service.

3.5 Consequences

All employees who do not comply with the requirements set out in this Code may be subject to disciplinary measures, up to and including termination of employment.

List of available resources

CSA Values and Ethics Team

They are responsible for planning, preparing, coordinating, implementing and communicating values and ethics activities, policies and guidelines at the CSA. The team prepares reports and action plans and provides advice and guidance on values and ethics, conflict of interest and post-employment issues.

Senior Official for Preventing and Resolving Conflicts of Interest

The Senior Official has the responsibility and delegated authority to prevent and resolve situations involving a conflict of interest or a conflict of duties. At the CSA, this mandate is entrusted to the VP, Corporate Strategy and Innovation, and Chief Financial Officer (CFO).

Senior Officer for Disclosure of Wrongdoing

The Senior Officer for Disclosure of Wrongdoing is responsible for receiving information on alleged acts in the workplace, conducting related investigations and making recommendations to the President on actions to be taken. At the CSA, this mandate is entrusted to the Chief Audit and Evaluation Executive.

Designated recipient responsible for the prevention of harassment and violence in the workplace

As part of the Work Place Harassment and Violence Prevention Regulations, the CSA is putting in place several tools and resources to prevent harassment and violence in the workplace and is appointing a designated recipient responsible for coordinating the Notice of Occurrence process.

CSA Designated Political Activities Representative

The Designated Political Activities Representative is responsible for providing advice and guidance on political activities and for acting as a liaison between the CSA and the PSC responsible for administering the political activities regime. At the CSA, this mandate is entrusted to the Senior Advisor in Values and Ethics.

Health and safety committees

Health and safety committees play a key role in preventing work-related injuries and diseases. You can find more information on their role and mandate on the Committees and Representatives intranet page.

Intellectual property

You can find more information on effective intellectual property management on the IPMTT intranet web page, along with tools, forms and other resources such as the Procedure for Scientific and Technical Information Publications and the Procedure for Invention Disclosure.

References

The following is a list of documents that identify expected behaviors relating to the various themes addressed in this Code. It is not exhaustive but includes the most relevant documents.