Director, Executive Office

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 specialized accommodation. All information received in relation to accommodation will be kept confidential.

Assessment accommodation

We encourage Aboriginal persons to self-identify as preference may be given to this Employment Equity Group. An Aboriginal person is a North American Indian or a member of a First Nation, Métis or Inuit. North American Indians or members of a First Nation include treaty, status or registered Indians, as well as non-status and non-registered Indians. Please note that you will be required to complete an Affirmation of Aboriginal Affiliation Form.

The Canada Energy Regulator works to keep energy moving safely across the country. We review energy development projects and share energy information, all while enforcing some of the strictest safety and environmental standards in the world. Headquartered in Calgary, Alberta with regional offices in Montréal, Vancouver and Yellowknife, the CER has approximately 500 employees.

The CER is recognized as one of Canada's Top 100 Employers in a national competition to determine which employers lead their industries in offering exceptional workplaces for their employees.

Duties

Reporting to the Chief of Staff, the Director is committed to assisting the CER in meeting its mandate through the activities of the Executive Office.

The Director is accountable for the success of the Executive Office team and for the performance and development of each individual on that team. Duties of the Executive Office include but are not limited to providing strategic support to the CEO and Senior Management Committee, providing ‘one-window’ governance support to the Board of Directors, managing all non-adjudicative CER correspondence, and leading the CER’s Portfolio Affairs function, which includes liaison with Natural Resources Canada and other Government of Canada officials, and carrying out work in the area of Parliamentary affairs. The Director may act for the Chief of Staff in his or her absence.

The Director ensures that their team is aligned with and advancing the CER’s strategic priorities. The Director provides strategic policy, communications, engagement, governance, and issues management advice and recommendations to senior management, the CEO and the Board of Directors. The Director thrives in a high-paced environment and is adaptable to changing priorities. The Director facilitates processes, solves problems, recommends changes in policy and approaches affecting how work is done, and continuously seeks potential improvements.

The Director manages financial resources effectively and in accordance with their delegated authority to accomplish results and manages the human resources activities for the team including recruitment, development, managing team schedules and workload priorities, and external contracts. The Director achieves team excellence through communicating, measuring and discussing team and individual performance expectations, personal coaching, encouraging team cohesion, fostering team development and morale, and building partnerships with other teams across the CER.

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.

Positions to be filled: 1

Information you must provide

Your résumé.

A covering letter in 1,200 words (maximum)

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

Education:

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

Degree equivalency

Experience:

E1. Significant and recent experience in regulatory, business or policy issues in the energy sector
E2. Significant and recent experience in providing strategic advice, briefings and recommendations to senior management (e.g., Director or above) or a Board of Directors
E3. Experience in the management of complex projects or work units involving the efforts of several people
E4. Experience managing human, financial or material resources

Note: For the purpose of this process, ‘significant’ experience is defined as the depth and breadth of experience normally acquired over several years of substantively more progressive and complex responsibilities. ‘Recent’ is defined as having recent enough experience that the candidate is familiar with the latest practices and developments and is competent to take on the role with very little direction, typically but not necessarily acquired within the last 1-5 years.

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

Bilingual - Non Imperative (BBB/BBB)

Information on language requirements

Second Language Writing Skills Self-Assessment
In order to help you decide if you should apply to a bilingual position, an optional self-assessment of your writing skills in your second official language is available for you to take before completing your application.

For more information, please consult:
Unsupervised Internet Test of Second Language Writing Skills

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

Leadership Competencies:

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 fulfill 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

LC2 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 CER and with external stakeholders
• Ensures feedback provided through engagement activities informs decisions and work

LC4 Valuing People (Apply/Guide level)
• Models and expects others to model CER Values and Guiding Principles
• 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 may be applied / assessed at a later date (may be needed for the job)

Asset Qualifications

The following asset qualifications may be used and may be a determining factor in the selection of candidates for any written assessment and interviews. Accordingly, please ensure your application clearly indicates whether and how you meet these criteria.

AQ1 Experience leading new initiatives
AQ2 Experience in stakeholder or government relations or Parliamentary affairs
AQ3 Experience in research, analysis, and provision of policy advice and recommendations on energy matters
AQ4 Experience in corporate or regulatory governance
AQ5 Experience in strategic communications or issues management

Conditions of employment

1) Willingness to undergo, successfully pass and maintain a reliability status security clearance (some positions may require a secret security clearance, which future incumbents will be required to undergo, successfully pass and maintain).
2) Compliance with the CER’s Code of Conduct is required.
Note: It is strongly recommended that potential applicants read and consider the CER’s Code of Conduct prior to applying. This document is available on the CER Website http://www.cer-rec.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

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 designated groups when you apply.

Information on employment equity

1. The CER has a classification system that differs from the greater public service. This NEB-12 position is similar to a EX-01 in terms of salary range only. The benefits offered, including relocation assistance, may be significantly different than those offered in the greater public service. This position is subject to CER’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. Asset qualification(s) may be used at any point in the selection process (screening and/or assessment). 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: your application, 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 November 2019 NEB-12, $116,589 to $141,851

The CER 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 may be 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)

6. Terms of Employment: This position has been allocated and applies to the bargaining unit represented by the CER 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 CER 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: Aboriginal Persons, Visible Minorities.

We encourage Aboriginal persons to self-identify as preference may be given to this Employment Equity Group.

9. Head Office Location – Calgary, AB: 210, 517 10th Avenue SW

Preference

Preference will be given to veterans and to Canadian citizens, in that order, with the exception of a job located in Nunavut, where Nunavut Inuit will be appointed first.

Information on the preference to veterans

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