Quebec Overhauls Tribunal Appointments and Pay

Summary#

• This bill sets one clear, public process to pick, appoint, pay, and renew the terms of people who make decisions in Quebec’s administrative bodies (tribunals and boards).

• Its goal is to protect independence, fairness, and integrity, and to reduce political influence.

• Creates an independent Secretary, chosen by a two‑thirds vote of the National Assembly for one 10‑year term, to run all competitions, appointments, and renewals.

• Requires future decision‑makers to have 10 years of relevant experience and to pass a competition with a written test and an interview by a selection committee.

• Sets five‑year terms, yearly performance reviews, and clear renewal rules (including automatic renewal if the minister does not decide on time, unless the president recommends against).

• Establishes a pay committee that reviews and recommends pay and benefits every four years using objective factors.

• Applies one ethics code and conflict‑of‑interest rules to all decision‑makers, with complaints and discipline handled by the Council of Administrative Justice.

• Updates many laws so the same process applies across key bodies (for example: housing, labor, energy, transport, police ethics, access to information, and others).

What it means for you#

• General public and users of tribunals (tenants, landlords, workers, employers, farmers, businesses, municipalities, consumers)

  • More consistent, transparent hiring of decision‑makers who meet set standards.
  • Clearer leadership inside tribunals, which may help with training, consistency, and timelines for decisions.
  • One ethics code and oversight body for complaints about decision‑makers’ conduct.
  • The selection process is confidential (names and reports are not public).

• Future candidates for decision‑maker roles

  • Need 10 years of relevant experience.
  • Must pass a written exam and an interview by a selection committee that includes tribunal leaders, a ministry representative, members of the public, and a lawyer or notary.
  • If declared qualified, your name goes on a register for up to 24 months; the minister can only recommend appointments from that list.
  • Five‑year terms; annual performance evaluations; clear renewal process with timelines.

• Current members, commissioners, and board “régisseurs”

  • Your current term ends at the earlier of your original end date or five years after the law takes effect.
  • Your first renewal under the new law requires passing the written test and getting a favorable committee recommendation.
  • Existing pay and benefits continue until the new pay system is in place (you keep the higher amount during the transition).

• Presidents and vice‑presidents of tribunals

  • Must be lawyers or notaries, work full‑time, and handle administration, training, work assignment, and yearly evaluations.
  • Can be removed from their administrative role after an inquiry if they fail in administrative duties.

Expenses#

No publicly available information.

Proponents' View#

• Sets a single, fair, merit‑based process across many bodies, limiting patronage and political pressure.
• Strong independence: an arms‑length Secretary chosen by a broad two‑thirds vote and a public, competitive selection process.
• Better quality and consistency through clear qualifications, exams, and yearly evaluations.
• A unified ethics code and common oversight make standards clearer for the public and easier to enforce.
• Regular pay reviews based on objective, public criteria help attract and keep qualified people.
• Automatic renewal when the minister is late avoids undue pressure on decision‑makers.

Opponents' View#

• The 10‑year experience rule may shut out capable younger or more diverse applicants and narrow the talent pool.
• Confidential selection records and exemptions from access‑to‑information rules may limit transparency.
• Centralizing control could add bureaucracy and slow hiring during urgent backlogs.
• Ministers still recommend appointments, so some political influence may remain.
• Annual performance targets could push speed over quality, and automatic renewal after a missed deadline could keep underperformers.
• Requiring presidents and vice‑presidents to be lawyers or notaries may over‑privilege legal backgrounds.