Director General, Conflict Prevention and Resolution

Update: An amendment has been made to the essential education qualification in order to correct an administrative error.

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

Diverse perspectives and approaches contribute to better programs and stronger policies for the benefit of all Canadians. Given Canada’s demographics, National Defence (DND), as an employer of choice, cannot afford to overlook the strategic opportunity provided by a diverse workforce. As such, DND is committed to achieving representation, while championing diversity and inclusion in all areas of the organization, including the executive cadre. Therefore, consideration may first be given to candidates who self-identify as belonging to one of the following employment equity groups: Aboriginal People, People with Disabilities, Visible Minorities and Women.
A top down approach may be based on the level, breadth or degree of qualifications achieved in one or more qualifications; for example, preference may be given to the candidates that score the highest on a specific qualification or combination of qualifications. Asset criteria and/or organizational needs may also be applied.

Duties

The Director General is responsible for the effectiveness and the efficiency of the informal (interest-based) and formal (right-based) complaint systems including services related to Alternate Dispute Resolution, Workplace Harassment and Violence Prevention, the military Grievance system, and the management of Human Rights complaints. The Conflict Prevention Resolution program includes a robust outreach, triage, and service support through 16 regional centers across the nation. The Director General is accountable to develop and maintain modern and integrated approach focused on service excellence and timeliness.

Work environment

Together, DND/CAF create the largest, and most complex organization in Canada. DND's role is to provide services and support to the CAF in their operations and missions at home and abroad. DND and the CAF work side-by-side to fulfill the Government of Canada’s mission to defend Canada and Canadians and contribute to international peace, security and stability efforts. In all areas of our business, each one of us has a role in supporting the CAF in operations and contributing towards the successful delivery of the Defence Policy: Strong, Secure, Engaged. If you are a versatile and strategic leader looking for an opportunity to be part of a team of executives contributing to Canada’s Defence Team, we look forward to receiving your candidacy.

The Public Service Employment Act (PSEA) states: "Canada will continue to gain from a public service that strives for excellence, that is representative of Canada's diversity and that is able to serve the public with integrity and in their official language of choice." Diverse perspectives and approaches contribute to better programs and stronger policy advice for the benefit of all Canadians. The public service, as an employer, cannot afford to overlook the strategic opportunity provided by a diverse labor pool. Given the demographics, the next decade is an opportunity for the public service to renew itself.

Looking ahead – under the BEYOND2020 Public Service renewal framework, we will adopt mindsets and behaviors that will meet the changing expectations of Canadians. The desired outcome is a Public Service that is more AGILE, more INCLUSIVE, and better EQUIPPED. We will continue to move ahead with purpose and intention, making decisions that reflect our values and that position our organization and all those who belong in it—for a successful future.

Intent of the process

The immediate intent of this process is to staff the position of Director General, Conflict Prevention and Resolution, within the Chief, Professional Conduct and Culture organization, on an indeterminate (permanent) basis.

A pool of qualified candidates may be established to staff similar positions with various tenures and security requirements within DND as well as other government departments within the Public Service, with the approval of the delegated manager and in consultation with Executive Services.

We value you as a candidate and commit to be as clear and transparent as possible with you throughout the selection process.

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
Graduation with a degree from a recognized post-secondary institution.

Degree equivalency

STEP 1 - TELL US
We believe that you are talented and skillful and can help us make a positive difference for Canadians across the country. So tell us about you! We want to know who you are as a leader and how you would contribute to leading others. Be sure to include examples that demonstrate the breadth, depth and scope of your experience and don’t shy away from work that you have done within the scope of your community and personal life. This is not limited to your professional roles and may include experience acquired via volunteer or community involvement.

EXP1: Significant* experience in providing strategic advice and recommendations to senior management on complex* policy, program or service delivery issues.
EXP2: Experience building and maintaining strategic alliances or partnerships with diverse stakeholders.
EXP3: Experience leading service delivery initiatives
EXP4: Experience in managing human* and financial* resources.

*Significant Experience is defined in terms of the depth, breadth and scope of experience normally acquired by having performed a broad range of activities related to this task, usually over a period of approximately two (2) years.
*Complex issues are issues with at least two (2) of the following characteristics: multidimensional, sensitive, confidential, affecting many stakeholders, precedent setting, having a major impact on the department or having potential for significant media coverage. Candidates must clearly demonstrate the complexity of the issues.
* Management of financial resources is defined as management and accountability for a budget, including responsibility for sound financial planning, forecasting and reporting. Applicants must also indicate the size of the budget they managed directly.
*Management of human resources includes leading a team and being accountable for a broad range of activities related to human resources management, such as performance management, staffing. Candidates must indicate the number of subordinate staff and the duration of time they managed them.

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

Bilingual - Imperative (CBC/CBC)

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

STEP 2 – SHOW US
If your application is retained for further consideration, we will then be inviting you to show us your competencies via an innovative assessment process. This will be your chance to present who you are to us and demonstrate your abilities:

• Creating vision and strategy: You engage others to translate implementation strategies into concrete objectives.

• Mobilizing people: You create a sense of common purpose and direction in the organization or community.

• Upholding integrity and respect: You hold self and the organization to the highest ethical and professional standards.

• Collaborating with partners and stakeholders: You build and nurture effective and collaborative networks and relationships with communities of practice, colleagues and stakeholders/community members.

• Promoting innovation and guiding change: You identify opportunities for and barriers to innovation and proposes creative approaches.

• Achieving results: You align people, work and systems to achieve program and policy efficiencies and results.

*Note: the ability to communicate effectively in writing & orally will be assessed throughout the process.

KNOWLEDGE
K1: Understanding of the Canadian Armed Forces (CAF) and Public Service’s diversity and inclusion priorities.

PERSONAL SUITABILITY:
STEP 3 – MEET US
Lastly, if your candidacy is retained, we will contact you to meet us in person or virtually so we can have the pleasure of getting to know you better and determine which opportunities are most suitable for you.

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

TELL US MORE:
We want to know a little more about you: tell us about your other experiences. Your response should help us determine which area you may fit into. Be sure to include examples that establish the scope, breadth and depth of your experience in the selected areas:

Asset experience:
AEXP1: Experience working directly in harassment prevention, complaint management; or alternative dispute resolution.
AEXP2: Experience working in a Military context.
AEXP3: Experience leading harassment prevention, complaint management; or alternative dispute resolution efforts.

Conditions of employment

Secret security clearance

All employees of the core public administration are required to be fully vaccinated against COVID-19, unless accommodated based on a medical contraindication, religion, or another prohibited ground for discrimination as defined under the Canadian Human Rights Act and attest to their vaccination status.

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

On October 6, 2021, the Government of Canada announced details of its plans to require vaccination across the federal public service.

As per the new Policy on COVID-19 Vaccination for the Core Public Administration Including the Royal Canadian Mounted Police federal public servants in the Core Public Administration and members of the RCMP must attest to their vaccination status. The requirement for employees to be fully vaccinated applies whether they are teleworking, working remotely or working on-site. This is a condition of employment and it applies to indeterminate (permanent), determinate (term), casual, and student hiring. Should you reach the point in the selection process where it is necessary to verify terms and conditions of employment then the hiring manager or a human resources representative will contact you in order to complete an attestation.

In support of Strong, Secure, Engaged (SSE) initiative #24, consideration may be given to the spouses or common-law partners of Canadian Armed Forces (CAF) members.

Preference

Preference will be given to veterans first and then to Canadian citizens and permanent residents, 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.