Looking to the future, CAS is embarking on an ambitious multi-year transformative agenda to respond effectively to upcoming challenges and enable continued access to justice for all Canadians. This will be led, in large part, by the transition to digital courts to enable the digitization and electronic management of court business. Steps will be taken to enhance the Courts' ability to serve the public with the continued expansion of digital capacity by introducing a new CRMS and making available more broad-based filing and electronic services. Some initiatives will also facilitate more widespread use of electronic proceedings, provide the public and the media with electronic access to non-confidential court records, and increase web-based video conferencing. The move to a digital environment will also necessitate modifications to business processes, revisions to programs and services, changes to facilities and updates to key competencies and experience.

To support the transition toward increased use of electronic services, Court facilities must be designed with allowance for the integration of emerging technology and flexible configurations to accommodate evolving court requirements. They must also be designed to take into account new standards and best practices for workplace design. Guided by the NASP, CAS will consider these requirements as it identifies, plans, and constructs Court accommodations.

As the Courts and CAS transition over this period, it will be crucial to preserve and maintain its most valuable asset—the intellectual capital of its workforce. CAS's human resources bring significant value to its business operations and are essential and critical partners in the formulation and development of the organization's corporate culture. To develop a workforce for the future, CAS will collaborate with the Courts to explore and implement modern approaches to human resources management to attract employees possessing the skills necessary to meet the evolving requirements of the Courts’ and the work environment.

During this period of transformation and substantial change, it will also be essential to have the right tools to facilitate this transition. That is why change management will be at the forefront. Through an effective change management strategy, change is embraced and objectives are understood and supported by members of the Courts, employees and stakeholders resulting in lasting benefits.

Along with the above, CAS will also need to adapt to the new realities of the COVID-19 pandemic. The challenge will be to effectively respond to this new normal while contending with the uncertainty of the pandemic's long-term impacts on the operations of the Courts and the workplace.