Academic Director, Royal Military College Saint-Jean

Duties

The Academic Director is responsible for the corporate leadership, development and execution of the strategic concepts, planning and executive management necessary to maintain academic excellence at the Royal Military College Saint-Jean.

Work environment

The Department of National Defence and the Canadian Armed Forces make up the largest federal government department. Under Canada’s defence policy, the Defence Team will grow to over 125,000 personnel, including:
•71,500 Regular Force members (from 68,000)
•30,000 Reserve Force members (from 27,000)
•25,000 civilian employees (from 24,000)

Championing lifelong learning and promoting the professional development of members of the Canadian Armed Forces, the Canadian Defence Academy is seeking a seasoned executive to lead the restoration of the Royal Military College St-Jean as a full degree-granting institution and help prepare the next generation of Canadian Armed Forces leaders.

Intent of the process

The intent of this process is to staff the position of Academic Director, Royal Military College Saint-Jean. A pool of qualified candidates may be established and may be used to staff similar positions within National Defence as well as other government departments within the core public administration, with the approval of the delegated manager and in consultation with DND Executive Services.

Positions to be filled: 1

Information you must provide

Your résumé.

A covering letter in 4,000 words (maximum) "VERY IMPORTANT NOTE: In addition to a résumé, you must clearly demonstrate in your covering letter how you meet the essential qualifications (Ed1, Exp1, Exp2, Exp3, and Exp4) as well as other asset qualifications (AEd1, AExp1, AExp2, AExp3, AExp4, and AExp5). Please describe in sufficient detail and with concrete examples, how you meet the experience and education sought. Your cover letter will be used by the Board to determine your future consideration in this process, as well as to assess your ability to communicate effectively in writing. Please ensure to provide sufficient information to permit the Board to make this determination."

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)

Education:

Ed1. Graduation with a Master’s degree from a recognized post-secondary institution.

Degree equivalency

Experience:

Exp1. Experience* in leading the development, management or implementation of large-scale/national strategies, programs or projects, in a senior leadership role**.

Exp2. Experience* building and sustaining relationships and strategic partnerships with a variety of stakeholders, such as, academia, various levels of government, and board of directors or equivalent governing body.

Exp3. Experience* in the management of financial resources*** in a senior leadership role**.

Exp4. Experience* in managing human resources**** in a senior leadership role**.

NOTES:

* Experience is defined as the depth, breadth and complexity of experience that is normally acquired by performing the functions for a minimum period of three (3) consecutive years.

** Senior leadership role is defined as holding the position of director, dean, or level above.

*** Management of financial resources is defined as having primary accountability, including having delegated authorities, having conducted financial planning, budget allocation, reporting and forecasting. Applicants must also indicate the size of the budget for which they had direct responsibility.

**** Managing human resources may include the following activities: supervising staff, establishing vision, priorities, establishing work plans or performance objectives, conducting performance assessments and feedback, and approving training. Applicants must also indicate the number of staff they have supervised.

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

Bilingual - Imperative (CBC/CBC)

Information on language requirements

Knowledge:

K1. Knowledge of principles, concepts and theories pertaining to provincial educational standards.

K2. Knowledge of the unique character and role of the Royal Military College (RMC) Saint-Jean within DND.

K3. Knowledge of Canadian defence priorities and strategic issues related to the Canadian Military Colleges.

KEY LEADERSHIP COMPETENCIES

KLC1: Uphold integrity and respect.
KLC2: Achieve results.
KLC3: Create vision and strategy.
KLC4: Mobilize people.
KLC5: Promote innovation and guide change.
KLC6: Collaborate with partners and stakeholders.

Ability:

A1. Ability to communicate effectively orally.

A2. Ability to communicate effectively in writing.

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

Education (Asset):

AEd1. Graduation with a PhD from a recognized post-graduate institution.

Degree equivalency

EXPERIENCE (Asset) :

AExp1. Experience in working in an educational role in an academic OR linguistic training institution.

AExp2. Experience in liaising with external stakeholders on a provincial, national AND/OR international context.

AExp3. Experience representing the interests and concerns of a post-secondary academic institution in its relations with external organizations such as a provincial education ministry or an accrediting body.

AExp4. Experience with the design, development and delivery of curricula at an undergraduate level.

AExp5. Experience in leadership and organizational management at the postsecondary level.

KNOWLEDGE (Asset):

AK1. Knowledge of the design, development and funding of basic and applied research across a broad range of disciplines of interest to the Canadian Armed Forces.

Selection may be limited to members of the following Employment Equity groups: Aboriginal persons, persons with disabilities, visible minorities, women

Information on employment equity

Conditions of employment

Secret security clearance - There is a need to work overtime, often on short notice.
There is a need to travel.

Other information

COMMUNICATION:
For this selection process, it is our intention to communicate with candidates via email for screening and assessment purposes. This will include communication of assessment invitations and results. To that end, candidates must include a valid email address in their application. It is the candidate’s responsibility to ensure that this address is functional and that it accepts messages from unknown users (some email systems block these types of email). It is also the candidate’s responsibility to ensure accurate information is provided and updated as required.

ACCOMMODATION:
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.

ASSESSMENT:
We ask that all candidates make themselves available for each step of the process and provide requested information promptly.

Re-scheduling of assessments will ONLY be granted in emergency cases with appropriate supporting documentation (i.e. medical certificate to certify illness, proof of international travel etc).

Various assessment tools may be used in this selection process (such as, written examination, standardized test, work samples, interview, references, etc) to assess the qualifications.

Recent and past performance evaluations may be used as part of the assessment. Accordingly, you may be required to submit a copy of your last two Performance Ratings/Evaluations as part of this selection process. Please be prepared to provide such documentation should it be requested from the selection board.

Indeterminate incumbents of EX-01 level positions as of January 1, 2016 are deemed to meet the minimum EX Group Qualification Standard for deployment. As part of this advertised process, management may re-assess some or all of the Key Leadership Competencies comprising the EX Group Qualification Standard.

Those selected for an interview should be prepared to provide the names of their references. Some or all of these individuals may be contacted. References must have worked with candidates for at least one (1) year within the last five (5) years.

The Assessment Committee reserves the right to contact references other than those provided by the candidates (those currently employed in the Federal Public Service only), if found necessary, in order to adequately assess the candidates. All the information collected during the selection process, from the time of application until the end of the process, will be used to assess the candidates.

The Simulations for the Selection of Executives (SELEX) may be administered.

RANDOM SELECTION:
In order to manage the number of applications in this selection process, random selection may be used at any time during the process to identify which applicants will be further considered.

TOP DOWN APPROACH:
Selection decisions may be based on the level, breadth or degree of qualifications achieved in one or more qualifications; for example, preference may be given to the candidate that has scored highest on a specific qualification or combination of qualifications.

A cut-off score screening approach may be undertaken. Applicants who meet the essential experience criteria may be ranked according to the depth and breadth of experience they possess. Only the top ranking applicants may be invited to the next phase of assessment. Asset criteria and/or organizational needs may also be applied at the screening stage.

EDUCATION:
Candidates should be prepared to provide proof of education and citizenship or permanent resident status. If you have obtained education outside Canada, you will be required to submit proof of evaluation of Canadian equivalency.

For the purpose of personnel selection, the federal Public Service will accept any international education credentials which are recognized by a Canadian educational institution. For information on how to obtain an assessment of such an educational, professional and/or occupational credentials, consult the Canadian Information Centre for International Credentials at https://www.cicdi.ca/927/Identify-the-organization-responsible-for-recognition.canada

You will be required to provide proof of your credentials.

GENERAL INFORMATION:
Acknowledgment of receipt of applications will not be sent. Only candidates selected for further assessment will be contacted.

Please indicate in your application the reason for which you are entitled to work in Canada: Canadian citizenship, permanent resident status or work permit.

If you are a person employed in the Federal Public Service, please identify clearly your substantive group and level, your employment status and your PRI on your resume and/or application form.

Candidates who are entitled to a priority for appointment are encouraged to indicate this, along with their priority type, in their covering letter, résumé and/or application.

Candidates may/will be required to meet the asset qualifications or the organizational needs, depending on the requirements of the specific position being staffed.

Persons are entitled to participate in the appointment process in the official language of their choice, and thus are asked to indicate their preferred official language in their application.

Candidates from outside the Federal Public Service may be required to pay for travel and relocation costs associated with this selection process.

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.