Director Engagement and Indigenous Relations

Important messages

Headquartered in Calgary, the National Energy Board is an independent federal regulator established in 1959 to promote safety and security, environmental protection and economic efficiency in the Canadian public interest within the mandate set by Parliament for the regulation of pipelines, energy development and trade. The Board reports to Parliament through the Minister of Natural Resources.

The National Energy Board is recognized as one of Canada's Top 100 Employers. This is an annual competition that recognizes the country's best places to work by Mediacorp Canada.

Duties

Reporting to the Vice President, Communications and Engagement, the Director, Engagement is accountable for the development and implementation of strategies, plans, programs projects, tools, data and reports to implement the NEB’s core responsibility area of engagement as defined by the Departmental Results Framework. The position is accountable for building, leading and managing effective, responsive and meaningful Stakeholder Engagement and Indigenous Engagement programs as well as aligning engagement activities undertaken by other parts of the organization. The Director is also responsible for providing strategic advice to the EVP Transparency and Strategic Engagement, the VP Communications and Engagement, senior executives and management related to engagement and indigenous engagement issues. The Director participates as part of the Communications and Engagement Business Unit Leadership Team and contributes to the overall management of this Business Unit.

The Director is accountable for the success of a Team and for the performance of these individuals. The Director ensures that Team Members are aligned with and work toward the strategic vision of the Business Unit and the NEB as a whole. The Director ensures that internal measures of quality are met and performance measures are tracked and reported. He/she achieves team excellence through communicating, measuring and discussing team and individual performance expectations, service standards and competency requirements; personal coaching and guiding of Team Members; encouraging Team cohesion, fostering Team development and morale, building partnerships with other teams within and beyond the Business Unit, and by encouraging communication with all levels in the organization. The Director facilitates processes, solves problems, recommends changes in policy, procedures and guidelines affecting how work is done; and continuously reviews processes for potential improvements.

The Director manages financial resources to accomplish Team results and manages the human resources activities of the Team including recruitment, development, managing team schedules and workload priorities, and external contracts.

Intent of the process

A pool of candidates may be created. Qualified candidates may be used to staff other similar positions at an equivalent or lower level on a term, indeterminate or acting basis. Appointment of qualified candidates will be based on the assessment results of the essential or essential and asset qualifications and with regard to breadth and depth of experience. This pool may be used to staff similar positions in the Montreal and Vancouver Regional Offices.

Positions to be filled: 1

Information you must provide

Your résumé.

A covering letter in 1,000 words (maximum)

You must meet all essential qualifications in order to be appointed to the position. Other qualifications may be a deciding factor in choosing the person to be appointed. Some essential and other qualifications will be assessed through your application. It is your responsibility to provide appropriate examples that illustrate how you meet each qualification. Failing to do so could result in your application being rejected.

In order to be considered, your application must clearly explain how you meet the following (essential qualifications)

Successful completion of a bachelor degree from a recognized university in a related field.

Degree equivalency

Experience:

E1 Recent experience developing and executing comprehensive stakeholder engagement strategies and plans

E2 Significant experience leading projects and building new programs in a large, complex organization

E3 Experience working with First Nations, Metis, or Indigenous Canadians

E4 Significant Experience in building and leading teams that collaborate effectively to consistently achieve high levels of performance

Significant experience is defined as the depth and breadth of experience normally acquired with having performed a broad range of various, complex related activities acquired over a period of approximately (5) five years or more.

Recent experience is defined as experience acquired within approximately the last (3) three years.

Organization-wide and Business Competencies:

OC1 Verbal Communication: (Guide level)
• Communicates clearly, concisely and effectively verbally.

OC2 Written Communication: (Guide level)
• Communicates clearly, concisely and effectively in writing
• Interprets complex and possibly contradictory messages and optimizes communications to achieve desired results.
• Clearly articulates technical matters to senior level audiences in writing.

LC1 Management Excellence (Apply/Guide level)
• Takes the necessary action to attract, retain, and develop staff to ensure the work unit has the capacity to fulfil its mandate.
• Budgets resources according to team priorities, goals, and objectives, consistent with business plans, and monitors expenditures.
• Identifies and acts on opportunities for improvement to systems, procedures, and policies.

LC 2 Strategic Thinking (Apply/Guide level)
• Understands internal and external environmental factors which may impact the organization’s future direction.
• Anticipates immediate and longer-term issues and opportunities, resolves problems/issues as they arise, and acts on opportunities.

LC3 Engagement (Apply/Guide level)
• Builds relationships within the team, across the organization, and with associated external stakeholders.
• Translates input from stakeholders into recommendations and decisions
• Ensures team members and other NEB staff understand who the stakeholders are and how they fit in with processes

LC 4 Valuing People (Apply/Guide level)
• Models and expects others to model the NEB values
• Listens, shares information, and provides regular feedback to team members
• Creates opportunities for employee development (coaching, mentoring, formal learning, etc.).

Competency Level Definitions

Apply is defined as demonstrating sound understanding of the competency and ability to apply and contribute.
Guide is defined as thorough knowledge and capability of the competency. Able to influence and guide others in its application.

The following will be applied / assessed at a later date (essential for the job)

English essential

Information on language requirements

The following may be applied / assessed at a later date (may be needed for the job)

AQ1 Experience managing budgets and contracting services
AQ2 Experience developing performance indicators and managing and reporting data to demonstrate program results

Conditions of employment

1) Willingness to undergo, successfully pass and maintain a Reliability Status Check
2) Compliance with the National Energy Board’s Code of Conduct is required.
Note: It is strongly recommended that potential applicants read and consider the NEB’s Code of Conduct prior to applying. This document is available on the NEB Website http://www.neb-one.gc.ca/code-of-conduct.
3) Must be willing and able to travel and to work overtime when required.
4) Must be willing to move within and between business units and teams, based on operational requirements and/or as individual development needs are identified.

Other information

1. The National Energy Board has a classification system that differs from the greater public service. This NEB-12 position is similar to a EX-01 for staffing purposes. This position is subject to NEB’s Professional Institute of the Public Service of Canada Collective Agreement.

2. Application Requirements: Applicants must submit, by the closing date, a resume and cover letter clearly demonstrating how they meet the essential qualifications of education and experience. Applicants are strongly encouraged to demonstrate how they also meet the asset qualifications. Failure to provide sufficient information will result in applicants being screened out.

PLEASE NOTE: Applicants who apply to this selection process must include in their application a valid e-mail address and make sure this address is functional at all times and accepts messages from unknown users. Our intention is to communicate with applicants by e mail for assessment purposes including sending invitations for written tests, interviews and issuing selection process results.

3. Assessment: You may be assessed using one or more of the following tools: written examination, oral presentation, interview(s), reference checks and interactions with internal staff during the process and personal knowledge. Top down selection may be used during any stage of the selection process.

4. Appointment Requirements: Candidates must meet each essential qualification and the conditions of employment to be appointed to the position. A person may be appointed to the position even though he/she does not meet any or all of the asset qualifications, organizational needs or operational requirements; however, meeting these criteria is desirable and may be a deciding factor in choosing right fit for appointment.

5. Salary: Effective 1/Nov/2013 NEB-12, $104,526 to $127,174 (under review)
The National Energy Board has the following forms of additional compensation that are separate from base salary, the eligibility for which is determined, in accordance with the provisions in the collective agreement or terms and conditions of employment for the duration period specified:
• a Calgary Allowance in the amount of 4.95% of base salary, paid on a bi-weekly payroll basis
• annual performance pay which includes elements of individual performance (60% of payout) and corporate performance (40% of payout)
• The Collective Agreement between the NEB and PIPSC expired on 1 November 2014. Please note that in the absence of a new Collective Agreement, all provisions – including the allowances remain in place until a new agreement has been signed.


6. Terms of Employment: This position has been allocated and apply to the bargaining unit represented by the NEB Professional Institute of the Public Service of Canada.

7. Proof of Education: Proof of education is required prior to appointment. If you were educated outside of Canada, you must have your certificates and/or diplomas assessed against Canadian education standards. Please contact the Canadian Information Centre for International Credentials (CICIC) for more information www.cicic.ca.
Equivalencies granted by the Canadian provincial authorities with respect to Applied (Bachelor's) Degrees by colleges and technical institutes (i.e. in Ontario, British-Columbia, Alberta & Manitoba) must always be accepted as equivalent to Bachelor Degrees granted by universities in the provinces concerned.

8. Organization Future Needs: The National Energy Board is committed to having a skilled and diversified workforce representative of the population we serve. In support of our strategy to achieve our employment equity goals, selection may be limited to candidates self-identifying as belonging to one of the following Employment Equity groups: Women, Aboriginal Persons, Visible Minorities and Persons with Disability.

9. Head Office Location – Calgary, AB: 517, 10th Avenue SW

The Public Service of Canada is committed to building a skilled, diverse workforce reflective of Canadian society. As a result, it promotes employment equity and encourages candidates to indicate voluntarily on their application if they are a woman, an Aboriginal person, a person with a disability or a member of a visible minority group.

The Public Service of Canada is also committed to developing inclusive, barrier-free selection processes and work environments. If contacted in relation to a job opportunity or testing, you should advise the Public Service Commission or the departmental official in a timely fashion of the accommodation measures which must be taken to enable you to be assessed in a fair and equitable manner. Information received relating to accommodation measures will be addressed confidentially.

Preference

Preference will be given to veterans and to Canadian citizens, in that order.

Information on the preference to veterans

We thank all those who apply. Only those selected for further consideration will be contacted.