The plan was designed as an experiment in talent mobility for new public servants, but it proved an ideal model for all of us.
In the four years before I retired, in 2020, I was lucky to be one of the firstsponsored by Natural Resources Canada. Now in its seventh year of operation, this program is trying to address the biggest obstacles to improving services for Canadians, namely the arcane processes that govern hiring, training, mobility, promotion and retention, which all need to be updated to reflect the reality of the world of work in 2023.
The Free Agent Program was designed as an experiment in talent mobility for new public servants, but it proved an ideal model for all public servants, including someone like me at the end of her career. At its inception, the focus of the Free Agent Program was on the new technologies and new skills the public service would need in an increasingly digital world, so the program included opportunities for its Free Agents to network, attend conferences to learn about emerging trends, take training, “learn by doing” and even travel — something that is also not typical for public servants who want to keep their skills fresh and relevant.
Despite not having “recent or significant experience” in policy or information technologies or human resources, as a Free Agent I was able to apply my 30+ years of experience in new and different ways and work on projects to reimagine the policies surrounding the Social Insurance Number to reflect the digital age; propose a new geo-location-based platform for use by the federal government for public and stakeholder consultation; and help redesign talent management and create a data strategy for...
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