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Helpful Places

Government of Canada – DTPR AI Register

AI-Assisted HR Management for Airport Security Staff

Employment & Work · Eligibility & Public Benefits

What it collects that can identify you

Sensitive personal information
Identifiable data
  • Employee records including position data, employment history, and personal identifiers for CATSA staff. Personal information is confirmed present.
Sensitive personal information
Identifiable data
  • Pay equity data may include compensation details and potentially protected characteristics relevant to equity analysis (e.g., gender, disability status) as required by pay equity legislation.

Also collects operational data, which is anonymized data.

Run by
Canadian Air Transport Security Authority (CATSA)
Where
No fixed location
Kept
Retained Not specified
Shared with
Accountable organization, Vendor
Your copy
You cannot see the data it holds about you. What you can do

What it is for

Employment & WorkEligibility & Public Benefits

The Canadian Air Transport Security Authority (CATSA) is developing an AI-enabled Human Resources Management System to automate and streamline HR tasks such as position management, pay equity analysis, succession planning, and recruitment. The system processes personal employment data about CATSA employees. It is currently in development and has not yet been deployed in production.

What it collects and what happens to it

Data taken in

Sensitive personal information
Identifiable data
  • Employee records including position data, employment history, and personal identifiers for CATSA staff. Personal information is confirmed present.
Sensitive personal information
Identifiable data
  • Pay equity data may include compensation details and potentially protected characteristics relevant to equity analysis (e.g., gender, disability status) as required by pay equity legislation.
Operational data
Anonymized data
  • Organizational structure data, position inventories, historical HR records, and workforce planning data used to support system functions.

Processing

Classification & Prediction
  • Machine learning or statistical models classify employees, positions, and pay bands to support pay equity determinations, succession scoring, and recruitment screening.
Optimization
  • Optimization techniques may be used to allocate positions, recommend succession candidates, and match recruitment candidates to roles under organizational constraints.

What it does

Deciding (Analytical AI)
Human decides
  • The system predicts, classifies, and scores HR data to support decisions about position management, pay equity, succession, and recruitment. HR professionals retain decision-making authority.
Acting (Agentic AI)
Human executes
  • The system automates manual HR processes and tasks such as data tracking and workflow steps, reducing the need for manual human execution while HR staff oversee outcomes.

Outputs

A recommendation or prediction
Identifiable data
  • The system produces recommendations for pay equity adjustments, succession candidates, and recruitment shortlists. These are advisory outputs reviewed by HR professionals.
Operational data
Anonymized data
  • Position management records, historical HR tracking data, and workforce analytics reports produced for organizational planning.

Run by

Canadian Air Transport Security Authority (CATSA)
  • CATSA is the federal Crown corporation accountable for deploying this HR Management System to manage its own workforce.

HR Systems Modernization — AI Register Entry

Built by

Third-Party HRMS Vendor
  • The system is being developed by an external vendor. The specific vendor has not been named in the public register entry.

HR Systems Modernization — AI Register Entry

Kept for

Retained Not specified
  • The register entry confirms historical HR data is tracked and retained, but does not specify the retention period. Retention is likely governed by Treasury Board and applicable employment records policies.
  • Duration: Not specified

Shared with

Available to the accountable organization
  • CATSA HR staff and management have access to system outputs for workforce planning and decision-making purposes.
Available to vendor
  • The external HRMS vendor may have access to system data for development, maintenance, and support purposes. The extent of vendor data access is not specified in the register entry.
Not available to me
  • Individual employees do not appear to have self-service access to their own data in the system based on available information, though this is not explicitly confirmed in the register entry.

Stored

Stored on 3rd Party Cloud
  • As an HRMS procured from a vendor, data is likely stored on vendor-managed infrastructure or cloud services. The specific storage arrangement is not detailed in the register entry.
  • Duration: Not specified
How to read the colours

Can it identify you?

Anonymized data
Data about people with the link to who is broken. Stripped of identifiers, blurred, aggregated, or noised so this system can’t reasonably tie a record back to an individual.
Pseudonymous data
Each person’s data is tied to a token (hash, ID, template) that lets this system recognise the same person across events, but the token itself doesn’t reveal a name. Reidentification is possible with extra information.
Identifiable data
The data either contains a direct identifier (name, address, account name, recognisable face or voice, plate number) or carries a token this system uses to look up legal identity during processing.

Who completes the loop?

Human decides
This mode suggests; a person decides what to do next. The AI is always advisory — a human is in the loop on every decision. Example: a triage tool ranks cases for a clinician who chooses which to see first.
Human executes
This mode decides; a person carries out the result. Example: an optimizer plans the day’s trash-collection routes, and drivers run them.
Autonomous
This mode decides and acts on its own. No person reviews each decision or carries out the resulting action.

Definitions from the DTPR standard. Amber is about your data, violet about who decides. The fuller the shape and the deeper the colour, the more identifying the data or the less a person is involved.

What you can do

Ask about this system

Questions go to the Helpful Places, not the vendor.

Your rights

  • Right to AccessCATSA employees have rights to access personal information held about them under the Privacy Act (Canada) and applicable employment law. The register entry does not specify a dedicated access request mechanism for this system.
  • Right to Correct Your DataEmployees have the right to request correction of inaccurate personal information under the Privacy Act (Canada). As HR data directly affects pay and employment, accuracy is critical; a correction mechanism should be available through CATSA HR or privacy channels.
  • Right to Algorithmic TransparencyGC employees affected by this system have the right to be informed, in plain language, about how AI tools are used in HR processes that affect them. The register entry is publicly available; however, no specific transparency disclosure mechanism for affected employees is described.

Risks and safeguards

  • Civil liberties harmAI-driven pay equity, succession, and recruitment tools may introduce or perpetuate bias against protected groups (gender, disability, ethnicity) in employment decisions.Safeguard: Pay equity is a stated core capability, suggesting built-in equity analysis; however, the register entry does not describe bias auditing, fairness testing, or human review safeguards for automated employment recommendations.