Vice President - Multiple Positions

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

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.

The Canada Energy Regulator 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 and Persons with Disability.

Duties

As a Vice President and member of the CER’s Executive Team, the VP is committed to the mission, vision, mandate, and strategic priorities of the CER. The primary function of a CER Vice-President is to be responsible for demonstrating executive leadership as the head of an assigned business unit and leadership team or function, and for participating as a member of the executive team. This includes responsibility for delivering results, managing financial and human resources, working with internal and external partners and stakeholders, and delivering responsibilities from an enterprise-first perspective.

Vice-Presidents are responsible to lead programs that are critical to ensuring the CER delivers on its mandate and four strategic priorities: fostering trust and confidence in the CER, transforming the way we work with Indigenous Peoples, creating a data and digital innovation culture, and enhancing Canada’s global competitiveness.


Vice-President, Energy Information (Permanent)

The VP of Energy Information is accountable for leading significant key initiatives and the CER’s two energy information programs: Energy Systems Information, which provides information and analysis on energy markets, energy commodities and energy futures; and the Pipeline Information Program, which provides Canadians with information on pipeline profiles and an interactive pipeline map. This team is also responsible for the CER’s flagship energy information report: Energy Futures https://www.cer-rec.gc.ca/en/data-analysis/canada-energy-future/2020/index.html.

The CER’s energy information strategy must reflect both the CER’s role as an energy regulator, and as part of a whole-of-government approach to providing Canadians with energy information. The CER’s energy information programs and services play an important role in Canada’s energy dialogue, and ensuring information and analysis is timely and relevant is critical to enable meaningful participation in energy decisions, informed decision-making, and Canada’s transition to a low-carbon economy.

Vice President, Communications and Engagement (Term)

The VP Communications & Engagement is accountable for leading the Communications Program and Stakeholder Engagement Program. More specifically, the VP leads communications teams that provide internal and external communication, media relations, web, print and graphics and translation service provision to the CER. In addition, the VP leads regional and Calgary-based engagement teams that coordinate the CER’s engagement presence across the country and ensure that the intelligence and input gathered through the CER’s engagement activities directly address issues and influence improvements to all programs across the organization.

The CER’s communications and engagement strategies are intended to foster trust and confidence of Canadians in the organization by being robust, transparent, collaborative and inclusive. They are also intended to build respectful relationships with Indigenous peoples of Canada and foster an engaged and empowered workforce.

Vice-President, Data and Information Management (Anticipatory)

The VP of Data and Information Management is responsible to lead the CER’s data and digital innovation agenda. This VP will drive our efforts to create a data and digital innovation culture and systems that enable the effective delivery of the CER’s mandate; allow for improved public access, use and analysis of accurate data and energy information for meaning participation and informed decision-making; and enhance opportunities for digital engagement. This position is also responsible for the CER’s data and information management program, which includes information management and architecture, as well as access to information and privacy activities.

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: 2

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: Graduation with a degree from a recognized university in a related field relevant to the duties of the position (e.g. business, economics, finance or public administration).

Degree equivalency

Experience*:

EQ1 Significant and recent experience in leading the development and implementation of performance strategy and results, including plans, reports, and processes.

EQ2 Significant and recent experience in leading people and teams, including managing human resources and financial assets, preferably, but not necessarily exclusively, in the public (federal or provincial) sector.

EQ3 Experience at a senior level developing and maintaining positive and collaborative working relationships internally (organization-wide) and externally with government, industry, Indigenous Peoples and/or stakeholders.

EQ4 Experience in leading significant change management and culture transformation initiatives.

EQ5 Significant and recent experience leading regulatory and/or policy development initiatives.

EQ6 Significant and recent experience with developing and delivering senior executive and board of director-level briefings, public presentations, and/or media outreach and engagement.

*For the purposes of this assessment, “significant” experience is defined to include a time period of approximately three years, and “recent” is approximately within the last two years.

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

Various language requirements
Bilingual Imperative (CBC/CBC)
Bilingual Imperative (BBB/BBB)
English Essential

Two of the current vacancies have a (CBC/CBC) language profile and one has a (BBB/BBB) profile; however, this process may be used to staff other Vice President positions in the organization. The language requirements for these positions will depend upon the Business Unit and duties required.

Note: In the event that no qualified bilingual candidates are identified, we may consider a bilingual non imperative appointment for candidates who will be required to commit to achieving the bilingual levels within two years.

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:

OC 1 Written Communication
• Communicates clearly, concisely, and effectively in writing.

OC 2 Verbal Communication
• Communicates clearly, concisely, and effectively verbally.

Leadership Competencies: All at the Guide/Shape level

LC1 Management Excellence
• Leads the creation and communication of organizational strategies and policies that have organization-wide impact
• Encourages continual improvement, with strong change management skills
• Abides by legislation, policies and authorities governing financial, human, and material management and ensures the same for leaders reporting to them
• Coaches leaders in the unit in management excellence

LC2 Strategic Thinking
• Conducts strategic analysis of current trends within their area of responsibility, the organization and external environment
• Understands internal and external environmental factors which may impact the organization’s future direction
• Links programs and services to CER policies and mandate
• Frames questions and analysis with a thorough understanding of legislation
• Seeks government, national, regional and technical perspectives on issues
• Encourages constructive questioning of policies
• Develops innovative solutions to non-traditional problems (including encouraging and supporting diverse innovative and technological approaches to problem-solving)
• Makes quality decisions on recommendations and critical matters, and provides quality policy advice
• Positions their area of responsibility to respond to current political, economic and industrial situations
• Helps staff understand the reasons for decisions and directions

LC3 Engagement
• Builds strong and positive relationships across the organization and with external stakeholders
• Creates safe and positive environment to stimulate open discussion
• Actively gathers input from internal and external stakeholders
• Ensures stakeholder input is incorporated into recommendations and decisions
• Communicates and supports corporate decisions
• Communicates with, and encourages, respect, honesty and clarity
• Influences outcomes by negotiating win-win solutions and compromises, and resolves conflict
• Provides communication links up, down, and throughout their area of responsibility
• Listens and responds to staff input and ideas – embracing a shared leadership model, engaging others (internal and external) in strategy development and business planning

LC4 Valuing People
• Models and expects others to model CER and public service values
• Demonstrates and elicits trust by seeking and providing honest and constructive feedback (e.g., a “macro-manager”)
• Builds and promotes a workplace that is safe, healthy, respectful, and free from harassment and discrimination
• Promotes recognition, learning and development
• Builds a culture of risk-taking and learning from mistakes
• Builds a culture of continuous learning through coaching, mentoring, formal learning and development opportunities
• Ensures policies and practices support open communication, recognition, respect, work-life balance, risk-taking and continuous learning

LC5 CER’s Unique Regulatory Context
• Provides appropriate guidance on matters related to CER mandate with respect to assigned area of responsibility, including the interpretation and application of legislation, regulations, and standards.
• May help develop new guidelines and standards.
• Initiates action to address emerging issues.
• Anticipates and communicates how external trends and issues impact CER business decisions and provides options for action.
• Represents the CER in external discussions on initiatives that may lead to changes in regulations and legislation.


Competency Level Definitions

Guide Thorough knowledge and capability of the competency. Able to influence and guide others in its application
Shape Recognized as an expert. Shapes direction of the CER with regards to the competency

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

Asset Qualifications:
AQ1 Experience with, and knowledge of, the Canadian energy industry including land matters, community and Indigenous relations, reconciliation, and regulatory affairs.

AQ2 Experience leading multi-function and geographically dispersed teams.

Vice President Energy Information only:
AQ3 Experience with, and knowledge of, Canadian and global energy systems, including energy market analysis and forecasting, energy transitions, and energy research and analysis.

Vice President Communications & Engagement only:
AQ4 Experience leading and managing teams engaged in organization-wide engagement, communications (internal and external), and/or media relations activities.

Vice President Data & Information Management only:
AQ5 Experience with, and knowledge of, the federal government’s priorities and operating context with respect to information technology, information management, data and digital innovation.

AQ6 Experience in providing strategic advice and recommendations with respect to demonstrating the business value of data and information management products or services to senior officials.

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

Information on employment equity

Conditions of employment

1) Willingness to undergo, successfully pass and maintain a Secret status security clearance.
2) Compliance with the Canada Energy Regulator’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 Canada Energy Regulator (formerly National Energy Board, or NEB) has a classification system that differs from the greater public service. This NEB-14 position is similar to an EX -03 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 Executive Terms and Conditions.

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 issuing screening results for internal advertised processes only, 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: written examination, oral presentation, interview(s), role play scenarios, performance appraisals, 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/July/2017) NEB-14, $136,500 - $170,600 (under review)
Members of the Executive Group are currently eligible to receive a lump sum performance award as a percentage of base salary and may also be eligible to receive an annual retention bonus.

6. Terms of Employment: This position has been allocated and apply to the CER Terms and Conditions of Employment for Executives.

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-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, Women, Visible Minorities and Persons with Disability.Columbia, Alberta & Manitoba) must always be accepted as equivalent to Bachelor Degrees granted by universities in the provinces concerned.

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

*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.

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.