Director General (various 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

To avoid situations of conflict of interest and conflict of duties with the goal of upholding the values and ethics of the public sector and the public interest, applicants providing immigration consulting services (both registered and unregistered, paid and/or unpaid), would be required to recuse themselves from these duties for the duration of their employment, should they be appointed to a position within Immigration, Refugees and Citizenship Canada (IRCC). Moreover, prospective appointees who are Regulated Canadian Immigration Consultants (RCICs) would be required to resign from the College of Immigration and Citizenship Consultants. Of note, a “leave of absence” from the College does not meet IRCC’s requirement in the matter.

Immigration, Refugees and Citizenship Canada (IRCC) changes people's lives in Canada and around the world every day. The decisions we make today will reverberate in Canada for generations to come. (As Canada changes), we recognize that building the best policies and programs for our collective future means having an inclusive workforce with a diversity of experiences, perspectives and backgrounds that reflects Canada's now and in the future. We also recognize our responsibility and are fully committed to reconciliation with Indigenous Peoples, and finding and eliminating racism as well as systemic and structural barriers in our people management, policy and programs. In order to achieve this goal, we strongly encourage you to tell us if you belong to one or more of the following groups: (Indigenous, Black and other racialized minorities, Persons with a Disability, Women and LGBTQ2+).

✋Are you a member of one or more of the following groups: Indigenous Peoples, Black and other Racialized People (also referred to Visible Minority in the Employment Equity Act which is under review), Persons with a disability, Women or LGBTQ2+? Do you have strong leadership skills that would benefit the Public Service? Are you looking for increasing opportunities for advancement and to lead? If you answered “yes” to these questions, working at IRCC could be a great fit for you.✋

NOTE: We understand that the phrasing, Black, Indigenous and/or Racialized People, is not a perfect definition, just as the terminology of "Black, Indigenous and People of Colour (BIPOC)" doesn't show the individual attention that each group deserves. As we focus on the big picture of addressing racism, we are currently following the language used by the Federal Anti-Racism Secretariat. To read more: www.canada.ca/en/canadian-heritage/campaigns/anti-racismengagement/anti-racism-strategy.html

Work environment

WHO ARE WE?

The Digital Strategy, Services and Innovation (DSSI) sector designs and delivers IRCC’s digital vision and strategy, connects information and technology with policy design, program design and operations, and is responsible for leading and implementing digital change, both short and long-term, including major project delivery. The sector collaborates concertedly with Policy, Operations and Settlement and Integration Sector counterparts, corporate enablers, and key OGD and external partners. Among its core mandate, the DSSI sector leads the Digital Platform Modernization (DPM) programme which consists of stabilizing and standardizing the current IT platform as well as enhancing and enabling the business transformation of the immigration program and service delivery – an opportunity to re-invent ourselves and the way we work, supported through an enterprise-wide platform. The programme will make IRCC a truly digital organization with the target “to become the world leader in migration in order to maximize the benefits of our programs for our clients and for Canadians”.

This process may be used to staff other anticipatory Director General positions, whose responsibilities may include; application development, IM/Data and cyber security, and sector wide strategic services and integration, etc.

WHAT DO WE HAVE TO OFFER?

Immigration, Refugees and Citizenship Canada (IRCC) is committed to building a skilled and diverse workforce that reflects the Canadians we serve. Our employees work with people in Canada and around the world to help build an inclusive and diverse society that is at the core of our Canadian identity. Our work has global reach and human impact.

WHY WORK WITH US?

Come join a team of people who are dedicated to building a stronger, better and more inclusive Canada. Our work helps to reunite families and protect displaced and persecuted people, while attracting top talent from across the globe to contribute to our social and economic prosperity. Both concepts are important - maximizing the social and economic benefits of managed migration is one of our main objectives. Whether we are working on temporary entry, permanent residency, citizenship, passports, or the many internal services that enable our work, we are helping to shape the welcoming, diverse, inclusive and prosperous country we want to be.

What’s in it for you:
👍 Various locations across Canada
👍 Many active diversity, equity and inclusion groups (Black Employee Network (BEN), Anti-Racism Task Force, Pride@IRCC, Indigenous Peoples Circle, Racialized Employee Network, IRCC Champions, Persons with Disabilities, Network for Asian Federal Employees and more!)
👍 Career Development in the Department
👍 One of Canada’s Best Employers (Forbes 2021)

If you share our vision for a strong and inclusive Canada, come be a part of the IRCC Team!

Intent of the process

This selection process will be used to staff current and future positions at the EX-03 group and level at Immigration, Refugees and Citizenship Canada (IRCC).

A pool of qualified and/or partially-qualified candidates may be created to staff various positions with various security clearance requirements (Secret or Top Secret) and various tenures (indeterminate, deployment, acting, assignment or secondment, Interchange Canada) at the EX-03 group and level at Immigration, Refugees and Citizenship Canada.

Positions to be filled: Number to be determined

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 bachelor’s degree from a recognized post-secondary institution* OR;

An acceptable combination of education, training and/or experience.

*Recognized post-secondary institution: Public or private institution that has been given authority to grant degrees, diplomas, and other credentials by a public or private act of a provincial/territorial legislature or through a government-mandated quality assurance mechanism. For greater certainty, also included are institutions authorized to grant specific academic credentials for specific academic programs.

Degree equivalency

EXPERIENCE:

EX1) Recent (1) and significant (2) experience in setting strategic direction and providing leadership in operational service delivery or program management or project management.

EX2) Significant experience in providing strategic advice and making recommendations to the Assistant Deputy Minister (or equivalent) or Deputy Minister on complex (3) issues and in briefing senior management on Digital services, program management or operations.

EX3) Recent (1) experience in developing and maintaining partnerships and negotiating program priorities and/or client service strategies with other government departments and/or central agencies.

EX4) Significant (1) experience in managing human (3) and financial (5) resources.

Definitions:
1 - Recent experience is understood as experience acquired in the last three (3) years.

2 - Significant experience is considered significant in terms of degree of depth, scope, complexity, and duration (at least 2 years). Candidates must have developed significant experience at the executive level or equivalent.

3 - "Complex issues" are issues with at least three (3) of the following characteristics: multidimensional, sensitive, affecting many partners or stakeholders, precedent setting, having a major impact on the public service.

4 - For Human Resources Management: Applicants must clearly demonstrate that they have managed human resources. Human resources may include implementing HR strategies to ensure workforce capacity to meet operational needs, establishing vision, priorities, work plans, establishing work objectives and performance indicators to measure results; conducting performance management through provision of feedback, conducting performance assessments and management of non-performers; determining training and development needs to support talent management. You must indicate the number of subordinates you supervised.

5 - For Financial Management: Applicants must show evidence of managing and being accountable for a budget. Some examples of managing financial resources may include full delegation of a budget for two (2) complete fiscal cycles, resource management and forecasting, planning, budget allocation, tracking expenditures, reporting, etc. You must indicate the size of the budget you managed directly managed the project/program within budget.

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

Bilingual - Imperative (CBC/CBC)

Information on language requirements

KEY LEADERSHIP COMPETENCIES

Candidates will be evaluated against the key leadership competencies at the Director General level.

1) Create Vision and Strategy
2) Mobilize People
3) Uphold Integrity and Respect
4) Collaborate with Partners and Stakeholders
5) Promote Innovation and Guide Change
6) Achieve Results

Learn more about the key leadership competencies:
https://www.canada.ca/en/treasury-board-secretariat/services/professional-development/key-leadership-competency-profile/examples-effective-ineffective-behaviours.html.

ABILITIES

A1) Ability to communicate effectively orally.
A2) Ability to communicate effectively in writing.

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

ASSET EDUCATION:

AE1) Enterprise Architecture certification.

AE2) Professional Certification in: Project Management Professional (PMP) designation or PRINCE2 Practitioner.

AE3) ITIL certification. Professional certification from any of the following organizations: (ISC)2, CompTIA, ISACA, GIAC, or EC-Council.

AE4) IT Certifications (AWS, Azure, MCSE, CCNP or equivalent).

Degree equivalency

ASSET EXPERIENCE:

AEX1) Recent (1) experience in leading the design and implementation of projects through digital (4) solutions and managing organizational change.

AEX2) Experience in managing large scale client operations and in leading the provision of a broad range (5) of technological services to clients.

AEX3) Experience in developing and implementing IM, IT or service governance frameworks (e.g., policy, standards, guidelines and(or) directives), either from a departmental or central agency perspective.

AEX4) Significant (2) experience in a DevOps capacity, working within a fast-paced and fast-evolving environment to deliver agile business solutions.

AEX5) Experience in delivering strategic planning services, including developing strategies and plans in a large complex organization.

AEX6) Recent (1) experience in providing strategic and investment advice to senior management (3) for the efficient and effective use of technology.

AEX7) Experience in preparing and/or providing analysis and advice on policy or program proposals for Cabinet, Budget or Treasury Board consideration.

AEX8) Significant (2) experience in providing financial, human resource and strategic advice to senior management (3) on a wide range of resource matters and on the development of briefing materials to senior management (3).

AEX9) Recent (1) experience in the planning, delivery and management of IT security programs, services, or projects, including in cybersecurity.

AEX10) Significant (2) experience in providing leadership and direction in the development and implementation of initiatives using modern approaches in the areas of information management, data development and business risk management.

Definitions:
1 - Recent is defined as experience normally acquired within the last three (3) years.

2 - Significant experience is understood to mean the depth and breadth of the experience normally associated with having performed a broad range of various, complex related activities at the executive level over a period of two (2) years.

3 - Senior Management would be ADM or equivalent or Deputy Minister.

4 - Digital is defined as: applying the culture, processes, and technologies of today to respond to business needs. This could include but is not limited to the use of data and technology to transform business processes and deliver on results.

5 – Broad range of technological services to clients includes IT network administration, enterprise IT service desk management, hardware and software provisioning/management and support for a large international enterprise, IT engineering services, IT asset management, major incident management coordination, could enablement services, IT service catalogue management and partnership / vendor management.

ORGANIZATIONAL NEEDS:

IRCC is committed to having a Diverse and Inclusive workforce. As such, Preference may be given to under-represented Employment Equity Groups :

• Indigenous People*
• Persons with disabilities, and
• Racialized persons**
• Women

*referred as Aboriginal peoples in Employment Equity Act
** referred as Members of Visible minorities in Employment Equity Act

OPERATIONAL REQUIREMENTS

Candidates must be willing and able to:

1) Travel
2) Work after hours and on weekends*

*Please note that executives are not entitled to overtime pay.

Conditions of employment

Secret or Top Secret security clearance

Consent to being deployed*

*Effective April 1, 2022, Executive (EX) Group employees are subject to the Directive on Terms and Conditions of Employment for Executives which includes Agreement to being deployed as a condition of employment under Part 1, A.II.16 in Appendix A. The Directive may be viewed at the following website: https://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=32625&section=html#secA.II.16

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

At IRCC we believe that our diversity is our strength!

Through our staffing processes we are taking clear action to build a skilled and diverse workforce that reflects the diverse perspectives of the Canadian population that we serve.

If you identify as Indigenous*, Racialized**, Person with a Disability or a Woman please let us know by filling out the self-declaration section in your application.

*referred as Aboriginal peoples in Employment Equity Act
** referred as Members of Visible minorities in Employment Equity Act

We ask that all candidates make themselves available for each step of the process and provide requested information promptly.

Only on-line applications will be accepted. All job applications must therefore be submitted through the Public Service Resourcing System (PSRS). Persons with disabilities preventing them from applying on-line are asked to contact the Public Service Commission at 1-800-645-5605.

Candidates must meet each essential qualification to be appointed to a position. Some positions within IRCC may have different asset qualifications, operational requirements, or organizational needs. Consequently, if a person is appointed to a position, he/she will only be required to meet the asset qualifications, operational requirements, or organizational needs associated with that specific position. Meeting these criteria is nonetheless desirable and may be a deciding factor for the staffing of some positions.

♦♦ASSESSMENT DETAILS♦♦

At level substantive EX-03 employees (or equivalent) and qualified candidates in an EX-03 pool may be invited for a formal or informal assessment. Indeterminate employees who are substantively at the EX-03 group and level may be considered for deployment.

Reference checks will be conducted. Please be ready to provide the names, titles, and contact information of your referees (current supervisor, previous supervisor, colleague, and subordinate).

Interviews will be conducted and may use traditional interviews or innovative methods.

A written exam may be administered.

Various assessment tools may be used in this selection process, such as interview(s), written examination, standardized assessment, reference checks.

*Reference contacts are not restricted to the list of names given by the candidate. The Selection Committee reserves the right to request additional references.

Recent and past performance evaluations and talent management placement information may be used as part of the assessment process. You will be required to submit a copy of 2020/2021 and 2021/2022 performance agreements as part of this selection process.

Random Selection, Top-down approach or cut-off score at various points in the process may be used to determine the number of qualified candidates who will be considered further in the process.

Candidates will be asked to provide proof of their education credentials at the assessment stage of this process. Candidates with foreign credentials must provide proof of Canadian equivalency. Please contact the Canadian Information Centre for International Credentials for further information at http://www.cicic.ca/. Failure to provide proof of education credentials in the form of a diploma or official transcript may result in your application not being considered further in the selection process.

**Based on the hiring needs, additional essential qualifications, asset qualifications, organizational needs, operational requirements and/or conditions of employment may be identified and applied during the assessment and/or selection of candidates.

COMMUNICATIONS

Our intention is to communicate with candidates via email. Applicants should check their email account regularly as there may be new communication regarding this inventory or a timeline for responses. Candidates who apply on this process must include in their application a valid email 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).

Details regarding the assessment approach will be communicated to candidates who are screened into the selection process.

Acknowledgement of receipt of applications will not be sent.

Persons are entitled to participate in the appointment process in the official language of their choice (English or French).

IDENTIFICATION

We request that you clearly identify your substantive group and level as well as your employment status on your resume and/or application form. In addition, please ensure that your Personal Record Identifier (PRI) is included in your resume and/or application form.

We thank all those who apply.

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.