1 CAREER PATHWAYS Welcome to…. Module 8 Preparing for Competitions

2 CAREER PATHWAYS Sponsored by the Joint Career Transition Committee Module 8 in a series of 10 independent modules

3 Objectives Of Career Pathways Program Save $ by creating 1 interdepartmental program Make career planning part of the culture Use modules for flexibility, affordability Create a ‘common language’

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.Competitions, 9.Resumes 10.Interviews

5 Learning Objective Explain - Legal authorities, Staffing values and options available Explain - the competition poster and S of Q Provide information on various tools used to assess applicants Offer suggestions for your resume and application

6 Legal Authorities for Staffing Staffing Authority,Public Service Employment Act and Regulations PSEA legal authority, PSER how to apply the PSEA Appointments based on merit, per PSEA Sec 10(1) & 10(2) PSER Section 5 governs when appointments under PSEA can be made

7 Legal Authority (cont’d) PSEA 10(1)-Authority to select the manner in which a position is filled PSEA 10(1)-Appointment based on Relative merit; best qualified appointed PSEA 10(2)- Appointment based on individual merit PSEA 10(2)-can only be used in circumstances prescribed in SEC 5 of the PSER

8 Values in Staffing “Rules” to ensure values of merit, fairness,equity & transparency are respected Merit - the over-arching principle in staffing,guided by defined Public Service Values Managers with staffing authority apply these values in their staffing decisions Managers must strive to balance the 6 values and 2 management principles when making staffing decisions

9 Staffing Values – go to ‘search’ at top of page & type ‘values in staffing’ press Enter Results Values : Competency Representativeness Non-Partisanship Process Values : Fairness Equity Transparency Management Principles : Flexibility Affordability/Efficiency

10 Staffing Options – search “staffing options” Competition - Departmental/Interdepartmental Open Competition - term / indeterminate Staffing Options without Competition Deployment Appointment - existing List/Acting Appointment Assignments / Secondments Term Reappointment Reclassification

11 Staffing Options (cont.) Staffing Options without Competition u Promotion within an Approved Apprenticeship/Professional Training Program u Promotion without competition u Casual u Student Programs/Interchange Canada u Temporary Employment Agencies u Contract Employment

12 Applying for a Competition Review poster carefully and ask yourself… Am I interested in this job? Am I eligible to apply? 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 application deadline? How do I package my qualifications to ensure consideration at the screening stage and beyond?

13 APPLICATION TIPS Demonstrate how you meet the screening 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

14 What is a Statement of Qualifications The statement of qualifications is a written list of qualifications against which all candidates are assessed The manager determines what qualifications will be required on the basis of the duties of the position All of the qualifications listed must be assessed in the selection process

15 Examining an S of Q: Core Components Education Official Language Proficiency Occupational Certification Experience Aptitudes Knowledge Abilities/Skills Personal Suitability Conditions of Appointment 4 Medical 4 Security/reliability

16 Non-Compensatory/Key Elements These are factors that cannot be compensated for by strengths in other areas. Candidates must achieve a minimum mark on EACH qualification identified as a key element.

17 SCREENING Applicants must meet certain criteria before the selection board can consider other qualifications Applicants are screened against the eligibility criteria and/or qualifications. Candidates who are eliminated at the screening stage will be given the right of appeal at the end of a closed competition

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

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

20 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

21 ASSESSMENT METHODS Interview Written Tests Simulation/Situational Exercise through Assessment Centre (PPC) – search ‘assessment tools’ Review of Past Accomplishments and experience Samples of Previous Work

22 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.

23 ELIGIBILITY LISTS An eligibility list is a list of the names of qualified candidates ranked in order of merit Not all the names of the qualified candidates have to be placed on the eligible list. Only the names of qualified candidates proposed for appointment during the list’s validity period will appear on the eligibility list The validity period of the eligibility list varies from one day up to a maximum period of two years, including extensions

24 AFTER THE INTERVIEW Request a post-board interview Use feedback to assist with Career Planning and Development: 4 Develop and follow through with learning plans. Modify as required

25 AFTER THE INTERVIEW (cont.) 4 Explore department and PS developmental opportunities: 4 Assignments/Secondments 4 Career Opportunities System (COS) – 4 Interchange 4 Developmental Programs (e.g. CAP, MTP) 4 Consider additional University/Community College Education

26 APPEALS All unsuccessful candidates in a closed competition have the right to appeal the appointment of persons on the eligibility list The appeal process gives the appellant and the department the opportunity to be heard before an objective third party The PSC Appeals Chairperson will determine if the appointments or proposed appointments are meritorious

27 APPEALS (cont.) For more information on appeal process visit the PSC web site on Recourse at :