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HOME / FRENCH LANGUAGE TRAINING /

French Proficiency Evaluation Policy

Source:
Human Resource Policy & Procedures Manual, PEI Public Service Commission

1. PURPOSE

1.01 The purpose of this policy is to provide information on the Evaluation of French Language competencies required by the Province to comply with the French Language Services Act.

2. APPLICATION

2.01 This policy applies to all employees who are in designated bilingual positions or entering into designated bilingual positions.

3. POLICY (Bilingual Positions)

3.01 Employees in designated bilingual positions are required to maintain an advanced level of speaking proficiency or higher based on the language proficiency scale adopted from the Province of New Brunswick. The Language Training Centre is responsible for maintaining current information on the proficiency levels of all evaluated employees. The information is available to human resource managers on the Provincial Human Resource Management System (HRMS).

3.02 Employees coming into designated bilingual positions through competition will be referred by the staffing process to language testing to ensure they have the required levels prior to being offered a bilingual position.

3.03 Employees achieving Advanced plus level are granted an exemption excluding them from the future testing. Advanced level employees will be called for re testing every two years. On rare occasions where an employee is operating in a bilingual position with an Intermediate level, testing will be annual with the expectation that this employee achieve an Advanced level within two years.

POLICY ( Bilingual Employees)

3.04 To be considered able to provide backup function to a bilingual position and listed as a bilingual resource for the province, an employee must maintain an Intermediate level in spoken French. To maintain this standing, the Language Training Centre will invite employees to an interview every two years as close as possible to the anniversary date of their last interview.

3.05 Bilingual employees are rated by the same system as for designated positions. Interviews range in duration from 20 to 30 minutes. The process is voluntary.

3.06 Bilingual employees wanting to be tested should contact the French Services or Human Resource person for their department who will in turn make arrangements with the Language Training Centre. The employee will be called with a time and a place for the interview. The department and the employee will receive a written report noting the date of the interview, the level, comments and recommendations. Ratings will be entered on HRMS.

3.07 An audio recording is made of each interview and kept at the Centre for one month. In the event of disagreement with the rating, the tape will be reviewed by another qualified interviewer for an independent decision. On rare occasions where the interviewers do not agree the candidate may be requested to do another interview.

3.08 Assessment of speaking proficiency is also available to provincial government employees enrolled in French courses for purposes of career and personal development. Annually, the Centre will invite these employees for voluntary evaluation of their spoken French. No approval is required.

3.09 If an employee has taken concrete steps to improve his or her French, he/she may ask for a re-evaluation within 6 months of their last evaluation.