Directors

Important messages

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Information on accommodation for persons with disabilities

Position Titles:
Director, Analysis and Planning Division
Director, Crop Sector Policy Division

The masculine form is used in documents for the sole purpose of simplification. It is not discriminatory in any way.

Duties

Director, Analysis and Planning Division:

The Director is accountable for: designing and establishing an integrated program administrative policy and operational planning, performance evaluation and accountability framework for the Department's farm income and disaster assistance programs delivered directly, in partnership, or through third parties; leading the design, development and implementation of program administrative policy frameworks for a full range of farm income programs; maintaining the Directorate's liaison with provincial/territorial governments, other federal departments and the agricultural sector; developing and implementing new program delivery models which support and accommodate major fluctuations (increases/decreases) in resource needs (from a business readiness and employee impact perspective); and, for developing and recommending business polices, systems and practices to ensure optimum operation of farm financial programs.

Director, Crop Sector Policy:

The Director is accountable for developing policies and providing advice to senior departmental officials and the Minister on crop sector policy issues. The incumbent is expected to conceive and articulate policy directions, interpret the results of policy and legal research and analysis, and ensure that the policy advice is aligned with the strategic objectives of AAFC and the Government. Thus the position has, as its primary purpose, responsibility for providing authoritative advice and recommendations on the development of significant policies and their impacts.

Work environment

As one of Canada’s Best Diversity Employers, AAFC is proud to celebrate our achievement in creating a diverse, respectful, and positive workplace where all employees are valued and recognized for their unique qualities, ideas, voices and perspectives.

Intent of the process

A pool of qualified candidates may be created to staff similar positions within the Public Service.

Positions to be filled: 2

Information you must provide

Your résumé.

A covering letter in 3,000 words (maximum) "You must clearly demonstrate, in your covering letter, how you meet the essential education and experience qualifications as well as the asset qualifications listed below. You should use the experience, education and asset factors as a header and then write concrete examples (2 to 3 paragraphs) demonstrating how you meet each one. Résumés can be used to validate the experience, education and asset listed in the covering letter. Failure to provide sufficient information in the covering letter may result in the candidate being screened out."

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

Education:
Graduation with a degree* from a recognized post-secondary institution**.

*Degree: Unless it is otherwise specified (e.g., Master's degree), the term "degree" refers to a baccalaureate as established by educational authorities.

**Recognized post-secondary institution: Public or private institution that has been given authority to grant degrees, diplomas, and other credentials by a public or private act of a provincial/territorial legislature or through a government-mandated quality assurance mechanism. For greater certainty, also included are institutions authorized to grant specific academic credentials for specific academic programs.

Degree equivalency

Experience:
• Significant* experience briefing senior executives on complex high profile issues.
• Significant* experience working in a policy or program analysis environment.
• Significant* experience working with various levels of government and industry stakeholders.
• Significant* experience managing the delivery of Grants and Contributions and /or designing or administering program investments.
• Significant* experience managing financial and human resources.

Significant experience* refers to the breadth and depth experience normally associated with having performed a range of various complex related activities acquired over a period of at least 2 years.

If you possess any of the following, your application must also clearly explain how you meet it (other qualifications)

Asset Qualifications

Experience:
• Experience managing organizational change initiatives, including leading adoption of new technologies, business processes or organizational structures.
• Experience managing large-scale program delivery.
• Experience managing IT projects.
• Experience developing/drafting program authorities and/or intergovernmental agreements.
• Experience developing performance and service measurement criteria to assess program delivery effectiveness and results.

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

Bilingual - Imperative (CBC/CBC)

Information on language requirements

Knowledge:
• Knowledge of Federal Government priorities and how they impact the goals and objectives of Agriculture and Agri-food Canada.
• Knowledge of the agricultural industry in Canada, including key sectors, emerging trends and business practices.

Competencies:
• Uphold Integrity and Respect
• Create Vision and Strategy
• Collaborate with Partners and Stakeholders
• Mobilize People
• Promote Innovation and Guide Change
• Achieve Results

Conditions of employment

Conditions of Employment (must be maintained during employment):
• Security: Secret
• Ability and willingness to work long hours.

Other information

The Public Service of Canada is committed to building a skilled and diverse workforce that reflects the Canadians we serve. We promote employment equity and encourage you to indicate if you belong to one of the targeted groups when you apply.

Information on employment equity

Candidates are encouraged to submit their application online at www.jobs-emplois.gc.ca through the Public Service Resourcing System (PSRS).

Other sources of information (such as performance agreements, work samples, board member knowledge, etc.) may be used to assess the criteria identified on the Statement of Merit Criteria.

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, EX-02 or EX-03 level positions as of January 1, 2016, are deemed to meet the minimum EX Group Qualification Standard for appointment or deployment to EX-01, EX-02 and EX-03 level positions. As part of this advertised process, management may re-assess some or all of the Key Leadership Competencies and experience comprising the EX Group Qualification Standard.

Various assessment tools may be used in this selection process. Reference checks may be done; candidates may have to bring a list of references to the interview (2 supervisors, 2 colleagues and 2 subordinates).

The Assessment Committee reserves the right to contact references other that the ones submitted by the candidates (only within the Public Service), if found necessary, in order to make a suitable assessment of 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.

Depending on the number of applicants, AAFC's needs and/or AAFC Human Resources plans, volume management strategies such as, top-down approach and/or establishing cut-off scores to determine who will continue in the staffing process, MAY BE USED for the purpose of managing applications. Please note that although you may attain the established pass mark on any of the assessments used in this staffing process, management may decide to use a higher cut off score.

For this selection process, our intention is to communicate with applicants by e-mail. This includes: information requests, invitations, provision of assessment results, etc. APPLICANTS MUST INCLUDE IN THEIR APPLICATION A VALID E-MAIL ADDRESS THAT IS FUNCTIONAL AT ALL TIMES AND ACCEPTS MESSAGES FROM UNKNOWN USERS. SOME E-MAIL SYSTEMS BLOCK THESE TYPES OF E-MAILS. ENSURE TO CHECK/VIEW YOUR SPAM FOLDER REGULARLY. Applicants MUST check their e-mail accounts frequently as there may be a deadline for responses. Responses provided after the indicated deadline WILL NOT be accepted.

Applicants with disabilities: If you require special accommodation at any stage in the selection process, including technical aid or an alternative method of assessment to ensure an equitable assessment of your qualifications, please inform us.

Acknowledgment of receipt of applications will not be sent; we will contact candidates when the screening process is completed.

Candidates are entitled to participate in the appointment process in the official language of their choice (English or French). Candidates are asked to indicate their preferred official language in their application profile.

Please identify clearly your substantive group and level and your employment status on your resume and/or application form.

Please ensure that your Personal Record Identifier (PRI) is included in your application.

For information on Public Service Key Leadership Competencies, please visit
http://www.tbs-sct.gc.ca/psm-fpfm/learning-apprentissage/pdps-ppfp/klc-ccl/klcp-pccl-eng.asp.

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.