The Commission de la fonction publique de Montréal (CFPM) is an independent and neutral municipal organization reporting directly to the city council. As such, it is governed by the Charter of Ville de Montréal, metropolis of Québec (sections 57.2 to 57.8) and acts in accordance with the By-law concerning the Commission de la fonction publique de Montréal.


By virtue of the Charter of Ville de Montréal, the Commission "must ascertain the impartiality and fairness of staffing rules to fill positions established by the city council under section 49.1 and the impartiality and fairness of the other workforce management policies established by the city. " (Division VI.1, art. 57.4 of the Charter of Ville de Montréal, metropolis of Québec)

Roles and powers

The Commission essentially plays three roles and has been given certain powers to exercise them. Its main mandates are to treat, as it sees fit, complaints of candidates, conduct audits and to issue opinions and recommendations to the appropriate authorities.

Deal with complaints

Complaint handling involves the reception and analysis of any objection related to the assessment of competencies whether during eligibility, a test or an interview. If the Commission considers the complaint to be admissible, it will investigate. The purpose of the investigation is to verify if individuals subjected to the same staffing procedure were evaluated impartially and fairly, but also with transparency.

During its investigation into the matter, the Commission may collect from the persons concerned by the process all the information, reports and evidence it deems necessary to determine the validity of the complaint.

Issue opinions and recommendations

When it deems it appropriate, whether for the purpose of correction or continuous improvement of staffing practices, the Commission may make recommendations to the responsible administrative unit.

Subsequently, the Commission regularly monitors what measures have been or will be taken in a near future. In addition, the CFPM reports on the follow-up of its recommendations in its annual report.

Effectuer des audits

La CFPM a le pouvoir de réaliser des audits sur tout sujet relevant de son champ de compétences. Ces mandats visent l’assurance de l’impartialité, de la transparence et de l’équité dans les pratiques de dotation et de gestion de la main-d’oeuvre. Ceux-ci visent également à s’assurer que les activités entourant les processus de dotation en place sont réalisées dans le respect des règles fixées par le Conseil municipal afin de doter la Ville de Montréal d’une main-d’oeuvre compétente répondant aux besoins des citoyennes et citoyens.


The Commission has evolved significantly since its inception in 1944.

Discover its evolution below.


The Conseil de la Cité de Montréal (the present-day city council) creates the Civil Service Commission of Montreal as part of the Personnel department (now the Human Resources department). It is tasked with supervising the working conditions of public servants, creating job classifications, setting salary scales, organizing exams and establishing eligibility lists. It is also operating a job placement service and a pension centre.


The Commission's role is revised following an amendement to its by-law. It is spun off from the Personnel Department and loses most of its former duties, except the management of eligibility lists. However, it is now responsible for preparing, administering and reviewing employment tests.


The Civil Service Commission of Montreal is renamed as the ''Commission de la fonction publique de Montréal'', while still maintaining its powers.


All the municipalities on the island of Montreal merge with the Ville de Montréal.


In accordance with the Act to amend the Charter of Ville de Montréal (S.C. 2003, c. 28), the CFPM becomes a neutral and independant entity reporting to the city council. The city now relies on the skills and expertise of the boroughs and the corporate services to handle all staffing activities. The Commission's autority, which will be specified by by-law in 2004, is then exercised over all boroughs and corporate services.


The By-law concerning the Commission de la fonction publique de Montréal (04-061) is adopted, and accordingly, the city council makes the CFPM responsible for auditing staffing processes, for certifying employment tests, for dealing with disputes (complaints) and for issuing recommendations. To that end, it must introduce and enforce regulations that will ensure that the newly integrated city's staffing process is fair and impartial.


The boroughs' and corporate services' staffing activities are consolidated in the Human Capital department (now known as the Human Resources department). The CFPM's functions remain unchanged, and its authority is mostly exercised over this new department.


The By-law concerning the Commission de la fonction publique de Montréal is amended (04-061-1) so that the Commission's core mandate becomes the handling of staffing complaints. It loses its auditing and certification duties; however it retains its ability to issue recommendations.


Following a recommendation to City Council by an external advisory committee, complaints related to harassment, discrimination and systemic discrimination are transferred to the Commission.

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