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AI-Assisted Psychometric and Leadership Assessment for Public Servants

Education & Learning · Employment & Work

What it collects that can identify you

Sensitive personal information
Identifiable data
  • Learner assessment responses submitted by Government of Canada employees as part of psychometric and leadership development exercises. Responses are tied to individual participants.
Run by
Canada School of Public Service (CSPS)
Where
No fixed location
Kept
Not stated by the Helpful Places.
Shared with
Accountable organization, Me, Vendor

What it is for

Education & LearningEmployment & Work

This system provides AI-driven psychometric and leadership profiling for Government of Canada employees participating in development programs at the Canada School of Public Service. It analyzes learner responses to assessments and generates personality and leadership insights. The use of AI in this system is disclosed to participants. Outputs are used to support individual professional development, not for hiring or performance evaluation decisions.

What it collects and what happens to it

Data taken in

Sensitive personal information
Identifiable data
  • Learner assessment responses submitted by Government of Canada employees as part of psychometric and leadership development exercises. Responses are tied to individual participants.

Processing

Classification & Prediction
  • AI-driven classification of psychometric and leadership profiles from structured learner assessment responses, assigning personality and leadership style labels or scores.

What it does

Deciding (Analytical AI)
Human decides
  • The system scores and profiles learners based on their assessment responses, generating leadership and personality insights. Human facilitators and participants use these outputs to guide development decisions.

Outputs

Sensitive personal information
Identifiable data
  • Psychometric and leadership profile reports generated for individual Government of Canada employees, including personality insights and leadership style assessments.
A recommendation or prediction
Identifiable data
  • Leadership and personality assessment insights provided to participants and program facilitators to support individual development planning.

Run by

Canada School of Public Service (CSPS)
  • The Canada School of Public Service deploys this psychometric testing system as part of its leadership development programs for Government of Canada employees.

Government of Canada AI Registry — Psychometric Testing (G.L.A.)

Built by

Global Leadership Associates
  • Global Leadership Associates (G.L.A.) is the vendor that developed and supplies the AI-driven psychometric and leadership profiling system used by the Canada School of Public Service.

Government of Canada AI Registry — Psychometric Testing (G.L.A.)

Kept for

Not stated by the Helpful Places.

Shared with

Available to the accountable organization
  • Assessment outputs and profile insights are available to the Canada School of Public Service and program facilitators who administer the development programs.
Available to me
  • Participants (Government of Canada employees) receive their own psychometric and leadership assessment results as part of the development program.
Available to vendor
  • Global Leadership Associates, as the system vendor, has access to assessment data processed through their platform to deliver the psychometric profiling service.

Stored

Not stated by the Helpful Places.

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 Be Informed of AI UseGovernment of Canada employees are informed that AI is used in this psychometric testing system before participating. The register confirms that AI use is disclosed to users.
  • Right to Algorithmic TransparencyParticipants have a right to understand in plain language how the AI-driven psychometric profiling system works and what types of assessments and processing are used to generate leadership and personality insights. The extent of technical transparency provided by Global Leadership Associates is not detailed in the register.
  • Right to a Human ReviewParticipants should be able to have a human facilitator review and contextualize AI-generated assessment insights rather than relying solely on automated outputs. The register does not specify a formal right to human review or a mechanism to request it; this right is inferred from the developmental (non-decisional) framing of the system.

Risks and safeguards

  • Psychological harmPsychometric profiling can cause distress if participants receive unexpected or stigmatizing personality labels, or if they fear results will influence career decisions beyond development purposes. The system is disclosed as AI-assisted to users. Mitigation relies on restricting use to development contexts (not hiring or performance management), ensuring facilitator support is available to help participants interpret results, and disclosing AI use upfront. The register does not specify an explicit opt-out mechanism or formal human review process for disputed profiles.
  • Reputational harmAI-generated personality and leadership labels could follow employees across contexts or be used beyond their intended development purpose, potentially stigmatizing individuals. Mitigation depends on purpose limitation to development programs and non-use for formal employment decisions. The register does not detail data-sharing restrictions with other government departments or controls preventing profile data from being used in performance or promotion contexts.