Senior Program Officer (Supervisor), Program Delivery

Important messages

Please be advised this process will be used to staff positions in the new Department of Indigenous Services Canada. The creation of the Department of Indigenous Services Canada is an important development in our renewed relationship with Indigenous peoples. These structural changes will allow our government to work more effectively with Indigenous partners to provide services that improve people’s day-to-day quality of life.

Intent of the process

- A pool of qualified candidates will be established and may be used to staff similar, term and/or permanent positions, acting, assignments/secondments, or deployments.
- The intent is to staff via the Aboriginal Peoples Employment Program, which aims to strategically increase Aboriginal representation within First Nations and Inuit Health Branch. As such, Organizational Needs may be applied and first consideration may be given to candidates self-identifying as belonging to Aboriginal peoples.

Positions to be filled: Number to be determined

Information you must provide

Your résumé.

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:
A secondary school diploma or employer-approved alternatives

Degree equivalency

Experience:
- Significant experience* in the delivery of social or health benefit programs OR significant experience* overseeing the delivery of services to a client group
- Significant experience* in developing and maintaining partnerships/relationships with internal and external stakeholders/clients
- Experience leading a work group** OR coaching/mentoring others
- Experience providing recommendations to leadership on policy, program, or client-service related issues
- Experience working effectively with First Nations, Inuit, or Metis.

(*Significant experience is defined as having the depth and breadth of experience that would normally be acquired over a period of 1 year or more)

(**Please note that experience leading a work group may be gained through showing leadership in a variety of settings, including but not limited to: participation in a project team, a volunteer-work setting, a committee, or school/university group assignments)

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

English essential

Information on language requirements

Behavioral Competencies:
- Respectful of Diversity
- Aboriginal Cultural Competency

Core Competencies :
- Communication (oral)
- Communication (written)
- Dependability

Behavioral Competencies:
- Adaptability
- Conflict Management
- Initiative
- Judgement
- Results Management
- Team Leadership

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

Experience:
- Experience in conducting meetings or information sessions
- Experience working with contribution agreements
- Experience preparing written documents such as proposals, briefing notes or business plans

Organizational Need:
In alignment with the APEP in support of strategically increasing Aboriginal representation in areas having the most impact on program delivery and health outcomes of FNIHB’s target population, selection may be limited to candidates self-identifying as belonging to Aboriginal peoples. Aboriginal candidates must use the Affirmation of Aboriginal Affiliation Form (AAAF).

Conditions of employment

Conditions of Employment:
- Security Clearance: Reliability
- Mobility usually associated with a Class V drivers license
- Willingness and ability for travel is required. Varying requirements for travel depending on the position being staffed.
- Willingness and ability to work over-time, sometimes on short notice

Other information

- Please note, the definition of Aboriginal Cultural Competency* is: The term Aboriginal cultural competency includes knowledge of Aboriginal peoples and refers to the ability to work effectively with Aboriginal peoples from different cultural backgrounds, or in settings where several cultures coexist. It includes the ability to communicate and understand the culture, and behaviours of other individuals and groups, and to make appropriate recommendations.
o Behavioural Indicators:
 Demonstrates awareness about the history of colonization and its impact on current health and social status of Aboriginal peoples;
 Demonstrates awareness of Aboriginal culture such as spiritual relationships, relationships with the natural environment and the sustainable use of natural resources, and relationships between people – particularly the cultures of Aboriginal groups within their communities
 Demonstrates cultural self-awareness, the ability to evaluate one’s individual cultural values, beliefs and perceptions and how that may impact on the dynamics inherent when Aboriginal and non-Aboriginal cultures interact.
 Demonstrate the value of a diversity by modeling respect and inclusion for diverse groups including Aboriginal people
 Demonstrate flexibility in order to adapt programs and policies to address needs or concerns of Aboriginal People communities
 Demonstrate effective interaction with people of diverse backgrounds, including Aboriginal People, to build relationships

- Please ensure that your email address is on your application for correspondence. Communication for this process will be sent via email. It is the responsibility of the candidate to ensure accurate contact information is provided and updated as required. Candidates who apply to this selection process should include an email address that accepts email from unknown users (some email systems block these types of email.)

- All communication relating to this process, including email correspondence and telephone conversations, may be used in the assessment of qualifications.

- Candidates may be assessed using one or more of the following tools: standardized tests, written exam, interview, simulation exercise and reference checks.

- Candidates must ensure that they are available for any testing or interviews required. Candidates from outside the federal public service who are invited to written exams and/or interviews will be responsible for travel and accommodation expenses.

- Proof of education will be required. Candidates with foreign credentials must provide proof of Canadian equivalency. Consult the Canadian Information Centre for International Credentials for further information at http://www.cicic.ca.

- Persons are entitled to participate in the appointment process in the official language of their choice. Applicants are asked to indicate their preferred official language in their application.

- A top down approach may be used to assess and/or appoint candidates.

- Candidates will be asked to provide proof of Canadian citizenship

- Depending on the requirements of the position(s) being staffed from this process, for current or future vacancies, any or all of the asset qualifications, operational requirements, and organizational needs may be applied at the time of staffing.

- Candidates may be contacted and assessed against these criteria at any time during this process.

- An assignment/secondment or an acting appointment is a temporary resourcing option. The approval of your substantive supervisor may/will be required before an offer can be made.

- Successful candidate(s) must meet and maintain the Conditions of Employment throughout their employment.

- Should you be an employee of the public service, please identify clearly your substantive group and level, your employment status and your Personal Record Identifier (PRI) on your resume and/or application form.

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.