1. 1 CAREER PATHWAYS Welcome to…. Module 8 Preparing for Appointment Process

2. 2 CAREER PATHWAYS Module 8 in a series of 10 independent modules

3. 3 Objectives Of Career Pathways Program Make career planning part of the culture Use modules for flexibility, affordability Create a ‘common language’

4. 4 Overview Of Career Pathways 5 Core modules: 1.Career Planning 2.Testing & Assessment 3.Skills Assessment 4.Personal Learning Plans 5.Career Portfolios 2 Supporting modules for managers 6.Performance Management 7.Career Coaching 3 Mobility modules 8.Appointment Process 9.Resumes 10.Interviews

5. 5 Learning Objective Explain - Legal authorities, Staffing values and options available Explain - the appointment process advertisement and SOM Provide information on various tools used to assess applicants Offer suggestions for your resume and application

6. 6 Values in Staffing PSEA defines merit PSEA states that the core values of merit and non-partisanship are independently safeguarded The core values are applied through these guiding values: fairness, access, representativeness and transparency

7. 7 Legal Authorities for Staffing Staffing Authority, Public Service Employment Act (PSEA) PSEA legal authority

8. 8 Appointment Options www.psc-cfp.gc.ca – search “staffing options” www.psc-cfp.gc.ca Advertised Appointment Internal Advertised External Advertised Non-Advertised Appointment Internal Non-Advertised External Non-Advertised

9. 9 Appointment Options (cont.) Appointment Options without an appointment process u Promotion within an Approved Apprenticeship/Professional Training Program u Non-Advertised Appointment u Casual u Student Programs/Interchange Canada u Temporary Employment Agencies u Contract Employment

10. 10 Appointment Process Review advertisement carefully and ask yourself… Am I interested in this job? Am I eligible to participate in the process? Do I possess the qualifications required? Can I meet the conditions of employment? How do I submit my application? What do I submit? When is the process deadline? How do I package my qualifications and experience to ensure consideration at the screening stage and beyond?

11. 11 APPLICATION TIPS Demonstrate how you meet the statement of merit criteria through application form/resume and cover letter References available upon request Spell out abbreviations Omit from resume: race, religion, gender, age, height, salary requirement, health status, reason for leaving job, marital status, photo, weight Application must be received by date specified

12. 12 What is a Statement of Merit Criteria The statement of merit criteria is a written list of qualifications against which all candidates are assessed The essential qualifications, asset qualifications, operational requirements and organizational needs form the basis for the assessment of merit These are collectively referred to as the “Merit Criteria”

13. 13 Examining a Statement of Merit Criteria - Statement of Merit Criteria -Essential Qualifications -Official Language Proficiency -Asset Qualifications -Operational Requirements -Conditions of Employment

14. 14 SCREENING The assessment board may choose to assess the qualifications in any order Candidates who do not meet any or all of the merit criteria and are eliminated from consideration for appointment are given the opportunity to request informal discussion (ID)

15. 15 BEFORE THE ASSESSMENT Be prepared Do your homework Acquire all relevant information: 4statement of merit criteria 4job description 4organization charts 4annual reports and departmental literature 4mandates, acts/regulations/policies 4study package, if available

16. 16 BEFORE THE ASSESSMENT (cont.) Contact the manager Contact someone who is not a board member, Develop your own questions

17. 17 ASSESSMENT The selection board can choose from several types of selection methods to assess qualifications A qualification may be assessed using more than one assessment method Several qualifications can be assessed using the same assessment method

18. 18 ASSESSMENT METHODS Interview Written Tests Simulation/Situational Exercise through Assessment Centre (PPC) www.psc-cfp.gc.cawww.psc-cfp.gc.ca – search ‘assessment tools’ Review of Past Accomplishments and experience Samples of Previous Work

19. 19 BEHAVIOR BASED QUESTIONS (BBQ’S) ….more in MOD 10 Uses information drawn from a candidate’s history to predict how she/he might be expected to perform in the future Candidates are asked how they carried out some activity in the past to assess how they would carry out similar activity in the future.(give us an example of how….) BBQ’s allow candidates to discuss past performance and achievements.

20. 20 Informal Discussion throughout the Appointment Process Informal Discussion (ID) is a concept introduced in the Public Service Employment Act (PSEA) ID provides an opportunity to share information so that the person responsible can explain the decision and the person eliminated can better understand those reasons Use feedback obtained to assist with Career Planning and Development: 4Develop and follow through with learning plans. Modify as required.

21. 21 Information Discussion throughout the Appointment Process (cont.) 4 Explore department and PS developmental opportunities: 4 Assignments/Secondments 4 Interchange 4 Developmental Programs 4 Consider additional University/Community College Education

22. 22 RECOURSE The Public Service Staffing Tribunal (PSST) PSST is a new independent administrative tribunal which has been established under the Public Service Employment Act to deal with complaints related to internal appointments and lay-offs. Its role is to provide employers and employees with a fair, efficient and independent resolution of employee complaints PSST information: http://www.psc-cfp.gc.ca or http://www.psst-tdfp.gc.cahttp://www.psc-cfp.gc.cahttp://www.psst-tdfp.gc.ca