Head, Information Management

Important messages

We are committed to providing an inclusive and barrier-free work environment, starting with the hiring process. If you need to be accommodated during any phase of the evaluation process, please use the Contact information below to request special accommodation. All information received in relation to accommodation will be kept confidential.

Information on accommodation for persons with disabilities

Intent of the process

ANTICIPATORY STAFFING. A pool of qualified candidates will be established from this process and may be used to fill identical or similar positions in the Saskatchewan Region with various tenures in the future.

Pool could be used for acting appointments under exceptional circumstances to protect employee's indeterminate status.

Positions to be filled: 1

Information you must provide

Your résumé.

A covering letter in 5,000 words (maximum) "~VERY IMPORTANT NOTICE~ It is your responsibility as a candidate to submit a cover letter, which clearly outlines how you meet each of the screening qualifications (i.e. Education and Experience Qualifications, both Essential and Assets) as well as a CV which is linked to the information in your cover letter. Please note that it is not sufficient to only state that you meet the qualifications or to provide a listing of current or past task descriptions. Rather you must provide concrete examples, which illustrate how you meet each qualification. One suitable approach is to use each screening qualification as a heading, and provide a detailed description on how that qualification is met. Failure to provide an appropriate cover letter may result in your application being rejected from the process. Candidates must clearly indicate the length of their work experiences, by providing detailed information."

Contact information for 3 references.

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:
-Experience in managing paper or electronic records throughout the information life cycle.
-Experience in developing or applying guidelines, procedures or standards and providing advice and recommendations related to information management.
-Experience in the use of an Electronic Document and Records Management System, such as but not limited to GCDOCS, CIDM, iRIMS, CCM Mercury.
-Experience in the supervision of staff, including monitoring performance, assigning work, coaching and training.

Knowledge:
-Knowledge of the Information Management Life Cycle.
-Knowledge of the Treasury Board Secretariat Information Management Policy, including its directives and standards.

Abilities:
-Ability to effectively communicate orally
-Ability to effectively communicate in writing.
-Ability to multi-task and work in an environment with shifting priorities.
-Ability to identify and analyze issues and make recommendations.
-Ability to manage projects.

Personal Suitability:
-Effective Interpersonal Skills
-Flexibility
-Judgement
-Dependability
-Initiative
-Leadership

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)

Asset Qualifications:

Education:
The following education criteria may be required. Candidates should indicate clearly in their application if they possess this education credential:
-Training or education received from a recognized institution geared towards a functional specialist in Information Management.

Degree equivalency

Experience:
The following experience criteria may be applied/assessed. Candidates should indicate clearly in their application if they possess this experience:
-Experience in coordinating and providing training or information sessions to an adult audience.
-Experience in the provision of mail and messenger services.
-Experience in leading project teams or working groups on information management related initiatives or projects.
-Experience in the development and delivery of IM communication and training material.

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

Information on employment equity

Operational Requirements:
The following Operational Requirements may be required. Candidates should indicate clearly in their application if they are willing and able to:
- Work overtime occasionally
- Work weekends occasionally
- Frequently lift up to 25 kg
- Occasionally travel for work related business
- Possess a valid driver’s license

Conditions of employment

Secret security clearance

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

1. Candidates must meet the essential qualifications to be appointed to a position.

2. Applicants 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 form.

3. The essential qualifications that are listed in the statement of merit criteria are mandatory. A pass mark will be established for each. Applicants must meet each essential qualification to be appointed to the position. An applicant may be appointed to the position even though he/she does not meet any or all of the asset qualifications. However, meeting these criteria is desirable and may be a deciding factor in choosing the person to be appointed. In the event that there are as many applicants who meet the essential qualifications as there are vacancies, the manager may decide not to assess some or all of the asset qualifications.

4. FAILURE TO CLEARLY DEMONSTRATE HOW YOU MEET THE ESSENTIAL CRITERIA (Education and Experience) WILL RESULT IN THE REJECTION OF YOUR APPLICATION. APPLICANTS WILL NOT BE SOLICITED FOR INCOMPLETE OR POSSIBLE MISSING INFORMATION.

5. Candidates invited to an interview will be required to bring proof of their education credentials, in the form of a diploma or official transcript (original documents only).

6. Candidates must provide three supervisory references, one of which must be your current supervisor.

7. For this selection process, it is our intention to communicate with candidates VIA E-MAIL and/or PSRS for screening and assessment purposes; this will include communication of screening results and invitations to written tests and interviews. To that end, candidates must include a valid e-mail 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 e-mail systems block these types of e-mail). IT IS ALSO THE CANDIDATE'S RESPONSIBILITY TO ENSURE ACCURATE CONTACT INFORMATION IS PROVIDED AND UPDATED AS REQUIRED.

8. All communication relating to this process, including email correspondence and telephone conversations, may be used in the assessment of qualifications. It is the responsibility of the candidate to ensure accurate contact information is provided and updated as required.

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

10. 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.

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

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

13. Written examination may be administered.

14. Interview will be administered.

15. Reference checks will be sought.

16. Achieving a representative workforce has been identified as an organizational need in the merit criteria, and may be applied in this appointment process.

17. Preference in appointment may be given to employees who have been, or will be, impacted by work force adjustment and/or realignment of work.

18. The Public Service of Canada recognizes that the diversity of its employees' population contributes to its strength and integrity. We are committed to achieving employment equity and developing a highly capable workforce that is representative of Canadian Society. We therefore encourage women (especially in non-traditional occupations), Aboriginal peoples, persons with disabilities, and members of visible minority groups to apply and declare themselves as part of one or more of the above mentioned Employment Equity Designated Groups.

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.