Audit of the Immigration Program
Canadian Consulate General – Seattle
8.0 Human resource management
The objective of this section was to examine the human resource management practices at the Mission to ensure that LES members met the qualifications and security requirements, and to ensure that staff appraisals were completed appropriately. We expected to find that the IPM was adhering to the guidance provided in the Immigration Manager’s Guide for Locally Engaged Positions and Employees regarding staffing of positions, code of conduct and conflict of interest requirements, and performance appraisals.
Overall, the Mission has competent staff, with low turnover among all LES with the exception of the cashier’s position. The turnover in this position increases the demands on permanent staff members who train the new cashiers and fill in when the position is vacant. As discussed above, the introduction of formal operating procedures would reduce the amount of training required each time a new cashier is hired, if this trend persists.
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