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Reskilling (OPS)

Contents

Introduction

Reskilling

How matches are identified

If your Employer finds a reskilling opportunity for you

If you accept the reskilling opportunity

If you decline the reskilling opportunity

More about the Reskilling Agreement

If you have questions or need assistance

AMAPCEO Workplace Representatives

Employee and Family Assistance Program (EFAP)


Introduction

The Ontario Public Service (OPS) is always changing, and along with it, the needs of the workforce.

That’s why AMAPCEO has recently negotiated the addition of reskilling—a new option that enhances your job security by increasing redeployment, retention, and mobility opportunities for members across the OPS. It is over and above the strong measures in your Collective Agreement, all designed to make layoffs an absolute last resort.

These measures and provisions, and one-on-one assistance along the way, are important advantages of being a unionized professional.

As always, if you are experiencing medical or emotional distress, please connect with your medical practitioner or with the Employee and Family Assistance Program (EFAP).


Reskilling

If your position will be surplussed as a result of a transformation within the OPS, your Employer will search for a job match to a vacant AMAPCEO-represented position before undertaking any other job security processes.

You can be matched to any position that may be a suitable fit. Your Employer will offer reskilling, training, and development activities to you so you can perform the work of the vacant position.

If required, this can include:

  • on-the-job training;
  • course-based training;
  • job shadowing;
  • temporary assignment to a position; and/or
  • any other learning activity that your Employer deems appropriate.

You are not guaranteed a match under the reskilling program, and matches are not subject to the dispute resolution process.

How matches are identified

Matches to other vacant AMAPCEO-represented positions are identified by your Employer, although the matching program is overseen by the Joint Transition and Reskilling Committee.

This Committee, comprised of representatives from the union and your Employer, consults with subject-matter experts, including AMAPCEO-Ministry Employee Relations Committee (AMERCs), on transition and reskilling opportunities.


If your Employer finds a reskilling opportunity for you

1. Your Employer will notify you of the potential organizational transformation and propose a new assignment along with any reskilling, training or development activities that may assist you with it.

2. Consider asking an AMAPCEO Workplace Representative for help.

3. You will have six working days to decide if you would like to:

Details on each option are available below.

If you accept the reskilling opportunity

1. You will have a three-month assessment period to determine your qualifications and suitability for the new assignment.

2. You may undertake reskilling and training activities before or during your three-month assessment period.

3. At the end of the three-month assessment period, your Employer will assess if you are qualified for the new assignment.

  • If you are, the new assignment will be your new home position in the OPS.
  • If not, the issue will be referred to the Joint Transition and Reskilling Committee for additional discussion and recommendations. If the Committee is not able to resolve the situation, you are entitled to your other job security and redeployment rights.

If you accept a reskilling opportunity that is more than 40 km away from your current home address, you will not be entitled to be reimbursed for relocation expenses.

If you decline the reskilling opportunity

Your position will go through the surplussing process.

You are entitled to your other job security and redeployment rights, including:

For more information, please see our fact sheet on Surplus Notice Alerts and Notices of Layoff.


More about the Reskilling Agreement

AMAPCEO negotiated the Joint Transition and Reskilling Memorandum of Agreement (MoA) with your Employer as a proactive measure to enhance your job security by increasing redeployment, retention, and mobility opportunities for members across the OPS.

The MoA does not mean that AMAPCEO is anticipating layoffs in the OPS at this time.

The MoA took effect on July 13, 2020 and will be reviewed after six months.

If AMAPCEO and your Employer agree to continue with the program after the review, the MoA will continue until:

  • the expiry of your current Collective Agreement (March 31, 2022); or
  • upon six months’ notice of termination by either the union or your Employer.

If you have questions or need assistance

AMAPCEO Workplace Representatives

Please contact an AMAPCEO Workplace Representative in your District. They do not have to be in your Ministry.

Workplace Representatives are trained union members who have volunteered to confidentially assist members like you in the workplace. They should be your first point of contact in seeking information and representation with an issue at work.

Your Workplace Representative may ask you to use the union’s secure web-based system, RADAR, to provide details about your situation. RADAR will help you and your Workplace Representative keep track of things without the privacy concerns that could come from using the Employer’s email system.

Employee and Family Assistance Program (EFAP)

EFAP is a free and confidential service available to you and your family 24 hours a day. EFAP offers immediate assistance, including professional counselling, career coaching, financial planning services, and more.

You can access EFAP by:

Fact Sheet

Bargaining Unit: Ontario Public Service (OPS)

First Published: December 3, 2020

Last Updated: December 7, 2020

Contact a Workplace Representative

See more Ontario Public Service Fact Sheets