Enforcement Officer (Wildlife) - Development Program

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

Candidates must clearly demonstrate in the screening questions how they meet the education and experience criteria listed in the essential qualifications, and asset qualifications (if applicable). Please note that stating that the requirement has been met, and/or listing past or current responsibilities, does not represent adequate substantiation. Rather, you must provide concrete examples that clearly illustrate how you meet the requirement. Résumés may be used as a secondary source to validate the qualifications described; comments such as "refer to my attached resume" will not be accepted and may result in your application being rejected. Failure to provide this information in the requested format may result in your application being rejected.

Please pay careful attention to the screening and text questions in your application. Candidates will not be contacted for missing or incomplete information.

When completing the screening and text questions, remember that the assessment committee cannot make assumptions about your experience. It is insufficient to say that you have the required qualifications or to list your current or past duties. Rather, candidates must demonstrate how they meet the education and experience criteria listed in the job opportunity advertisement by providing clear and concrete examples.

Clear and concrete examples are defined as illustrations in which you fully explain the actions, considerations and steps you completed in order to gain the experience you are describing. This detailed contextual information will be used by the assessment committee members reviewing your submission to assess whether you have sufficient experience in a relevant field to complete the tasks which will be assigned to you should you be considered further.

* NOTE: Inuit enrolled under the Nunavut Agreement [e.g. beneficiaries of the Nunavut Land Claims Agreement] will be considered first for the position located in Iqaluit. Candidates applying from outside of Iqaluit, Nunavut, must be willing to relocate. Relocation assistance is available.

Depending on location of work, isolated post allowance may apply.

Duties

Enforcement Officers are hired in either of two Directorates; Wildlife Enforcement or Environmental Enforcement. Wildlife Officers enforce the Wild Animal and Plant Protection and International and International Trade Act, the Species at Risk Act, the Migratory Birds Convention Act and the Canada Wildlife Act. Environmental Enforcement Officers enforce the Canadian Environmental Protection Act and the pollution provisions of the Fisheries Act. All Enforcement Officers are designated and trained Peace Officers for their respective Acts and their duties include:

• Conducting inspections to ensure compliance with federal environmental laws: Inspections will take place in a variety of circumstances depending on the Act being enforced and the location of the officer, and can vary from an office or lab environment to remote locations involving access by plane, helicopter or All Terrain Vehicle;
• Conducting investigations into alleged violations of federal environmental laws, including taking statements from witness or subjects, preparing and executing search warrants, reviewing and assessing evidence, and writing reports to Crown Counsel.
• Working with regulatory partners, the Public Prosecution Service of Canada, and various law enforcement agencies when conducting enforcement activities.

Work environment

Enforcement Officers must be skilled communicators capable of working effectively with partners and clients, sometimes in stressful situations. They must be capable of gathering and synthesizing information quickly and using sound judgement to make and communicate clear decisions. Officers often work in outdoor environments in all climates and must be comfortable with taking environmental samples, and transition to office environments when conducting data analysis or evidence review. They must sometimes take rapid, decisive action and must be able to facilitate behaviour change in a fair, transparent and respectable manner, particularly when issuing an enforcement action. Officers must also be prepared to protect themselves or others in the course of their duties, and are afforded Peace Officer powers and a variety of tools and training in order to deal with hostility. In the course of ensuring that laws and regulations are respected, Enforcement Officers carry significant responsibility and accountability, their decisions have a direct impact on the health and diversity of the Canadian environment and indirectly the safety of Canadians.

Intent of the process

The intent of this selection process is to permanently staff GT-04 positions as a part of the Enforcement Officer Development Program in various locations across Canada.

A pool of qualified candidates may be created and may be used to staff identical or similar positions at Environment and Climate Change Canada (ECCC) with various linguistic profiles and requirements (English essential, French essential, English or French essential, bilingual imperative BBB/BBB or CBC/CBC) in various locations across Canada.

Upon successful completion of the development program, hired officers are promoted to the GT-05 level with a salary range of $70,2013 to $79,832 (under review). Link to the Collective Agreement: https://www.tbs-sct.gc.ca/agreements-conventions/view-visualiser-fra.aspx?id=25#rates-gi

Positions to be filled: 1

Information you must provide

Your résumé.

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

EDUCATION
Successful completion of post-secondary school diploma (includes community college, CEGEP, technical college, or university) related to the duties of the position (e.g. chemistry, biology, environmental studies, police sciences, law, natural resource law enforcement, criminology).

Degree equivalency

EXP1 - Experience in planning and conducting inspections or investigations in environmental, natural resources, or regulatory* compliance fields.
* Regulatory means under the auspices of a law enforcement or regulatory program.

EXP2 - Experience collecting and/or interpreting environmental, natural resources or regulatory compliance field data**.
** Field data includes samples, measurements, recordings, or evidence.

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

ASSET EDUCATION
Graduation with a degree from a recognized post-secondary institution, with acceptable specialization in natural resource law enforcement, environmental, chemistry or other degree relevant to the position.

Degree equivalency

ASSET EXPERIENCE

AEX1 - Experience in environmental (pollution) law enforcement.

AEX2 – Experience in natural resources law enforcement.

AEX3 - Experience in environmental (water, soil, air) or biological sampling techniques.

AEX4 - Experience working in remote locations and in extreme northern environments.

AEX5 - Experience working with Indigenous communities.

AEX6 - Experience working in an industrial setting.

AEX7 - Experience in investigative techniques such as interviewing, statement taking, preparing of search warrants and court briefs, or surveillance.

AEX8 - Experience collaborating with various internal or external partners, agencies, or other stakeholders.

AEX9 - Experience in investigating criminal or regulatory infractions.

AEX10 - Experience in planning, leading and/or managing complex* investigations including those that may involve other departments or external agencies.
*A complex investigation is defined as a file that involves use of complex legislation or multiple pieces of legislation including the collection and storage of large volume of evidence and court brief organization. Investigations involve the use of judicial authorities to obtain evidence including warrants or production orders. A complex investigation may include joint investigations with partner agencies, inter-regional or international investigations. Complex investigations include assessment of due diligence or exclusion of due diligence and may include sensitive or large environmental impact incidents and high profile incidents.

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

Various language requirements

Information on language requirements

KNOWLEDGE

K1 - Knowledge of the mandate of Enforcement Branch and the roles, responsibilities of a Wildlife Officer at ECCC.

K2 - Knowledge of inspection and investigation techniques and procedures.

K3 - Knowledge of occupational safety and health procedures associated with the tasks of a wildlife officer.

K4 - Knowledge of the Migratory Birds Convention Act, 1994, the Wild Animal and Plant Protection and Regulation of International and Interprovincial Trade Act, the Species at Risk Act and the Canada Wildlife Act and their regulations.

K5 - Knowledge of enforcement responses to non-compliance of the Migratory Birds Convention Act, 1994, the Wild Animal and Plant Protection and Regulation of International and Interprovincial Trade Act, the Species at Risk Act and the Canada Wildlife Act.

COMPETENCIES

COMP1 - Initiative

COMP2 - Result Orientation

COMP3 - Teamwork

COMP4 - Analytical Thinking

COMP5 – Integrity

ABILITIES

AB1 - Ability to communicate effectively orally.

AB2 - Ability to communicate effectively in writing.

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

Environment Canada is committed to having a skilled and diversified workforce representative of the population we serve. In support of our Engagement Strategy to achieve employment equity goals, selection may be limited to candidates self-identifying as belonging to one of the following Employment Equity groups: Aboriginal peoples, Persons with a Disability, Visible Minorities and Women.

Conditions of employment

CONDITIONS OF EMPLOYMENT
1. Must obtain and maintain Secret security clearance
2. Must successfully complete all stages of designation training, which may require being away from home for several weeks at a time.
3. Must be willing to complete necessary training to maintain and upgrade knowledge, skills, and abilities required for position):
Wildlife Enforcement Officers are required to carry a sidearm and must be able to pass initial training and recertification (successful completion of a use of force recertification training every year and re-qualification on the use of the firearms every year).
4. Must participate in the Officer Development Program of ECCC Enforcement Branch *
* NOTE: The Enforcement Officer Development Program and required training are held during the GT-04 employment period. The successful completion of the program and the training is a preliminary condition of employment to be promoted at the GT-05 level. For candidates hired from outside of the federal government, the probationary period ends when the candidate achieves promotion at the GT-05 level.
5. Must successfully complete initial and annual Occupational Health and Safety training
6. Must be willing to obtain and maintain First-Aid and cardiopulmonary resuscitation (CPR) training
7. Must obtain and maintain a valid driver’s licence for operating emergency vehicles in the province of employment.
8. Must successfully complete and maintain an occupational health assessment, including both physical and psychological evaluations.
9. Must be willing to wear departmental uniform, body armour, and officer safety equipment, including a use of force tools (wildlife officers carry a firearm: pistol).
10. Must be willing to travel by small vessel, aircraft, off-road vehicle, and travel over rough terrain and water.
11. May be required to be on call, work weekends, and/or statutory holidays and provincial/territorial holidays, irregular hours, shift work, and overtime as required and must be available to do so.
12. Must provide a full set of fingerprints.
13. Must submit to systematic checks of criminal record.
14. Must be willing and able to travel and be away from home for extended periods.

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

Asset qualifications may be used in the screening process. Therefore candidates must clearly demonstrate in their application which of the asset criteria for education and experience they possess.

Our intention is to communicate with candidates via email. Candidates who apply on this selection process must include in their application a valid e-mail address and make sure that this address is functional at all times and accepts messages from unknown users (some email systems block these types of email). It is the candidate's responsibility to provide any changes to their personal information to the contact indicated on this job advertisement.

Acknowledgment of receipt of applications will not be sent.

If you are an employee of the public service, please identify clearly your substantive group and level and your employment status on your resume and/or application form.

If you are an employee of the public service, please ensure that your Personal Record Identifier (PRI) is included in your application.

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.

Amongst other tools, candidates may be assessed using of the following tools: written exam, interview and reference check.

A pass mark will be established for each qualification. However, achieving the pass mark is not guarantee of an appointment or that candidates will be put through the next stages of the assessment process. A cutoff score and a top-down approach may be used at any step if there is a sufficient number of candidates to meet immediate and anticipated staffing needs.

Candidates are expected to make a reasonable effort to make themselves available for assessments as scheduled. Rescheduling will only be permitted for accommodation measures or for other exceptional/extenuating circumstances, to be determined on a case-by-case basis.

Candidates invited to the assessment stage will be required to provide ORIGINAL proof of their education credentials, i.e., their degree or official transcript. Failure to do so may result in you not being considered further in the selection process.

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, 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.