Regional Manager, Community Relations and training

Update: This poster will now close on November 27, 2022. There will be no further extensions.

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 want you to succeed! The Parole Board of Canada (PBC) is committed to providing an inclusive and barrier-free work environment, starting with the hiring process. Our goal is to find qualified candidates by fairly evaluating their skills. Accommodations (such as a different test format, an adaptive technology, or additional time) during assessments are meant to remove obstacles without changing the criteria being evaluated so that all candidates can fully showcase their capabilities.

If you have a limitation that may impact how you perform at any step of the assessment process (such as during the application process, during a written test or an interview), you may request a specific accommodation by using the email address listed in the Contact information. We keep all information we receive about accommodations confidential.

The PBC is dedicated to creating an inclusive, diverse, respectful, and competent workplace that reflects and represents Canada’s current and evolving population.

We encourage you to self-declare if you belong to an Employment Equity designated group (Indigenous peoples, and members of visible minorities, persons with disabilities, and/or women as identified by the Employment Equity Act). The most important part is answering the screening/text questions for essential and asset.

IMPORTANT NOTES FOR ANSWERING SCREENING/TEXT QUESTIONS
→ You are responsible for explaining how you meet the qualifications by giving clear and concrete examples in your answers to each question.

→ It is NOT enough to only state that you meet the criterion by listing responsibilities or activities, by answering in point form, by “copy & pasting” from your résumé or by simply saying “refer to my résumé/ previous answer(s)”. If you do not provide enough information, we may screen you out of the selection process.

→ For each question, you MUST clearly show and support that you meet the qualification by writing 1 – 2 paragraphs to tell us:

WHERE – name(s) of department(s) or organization(s) and position(s)/title(s) where you gained the experience.

WHEN – specific period(s) of time/ dates during which you did these tasks (you may use a MM-YYYY to MM-YYYY format)

HOW – describe the situation(s)/task(s)/project(s) in clear, specific and concrete details. Show us how you gained the experience by including: what you did; how you did it; what your role was in the situation; and what the outcome was and/or what you learned. Your example(s) must relate directly to the qualification in question and include enough background and details for us to understand the level and the scope of your experience.

→ When evaluating your answers, we cannot make any guesses about your experience.

→ We will not contact you to get more information or to clarify your answers during the screening phase.

→ We will only use your résumé as a secondary source to confirm what you wrote in your answers. Please include dates, departments/organizations, and position titles for each job listed.

We will carefully review your application package. And, if we screen you in because you meet all the essential criteria, we may contact you for further information or for other assessments.

Duties

The Regional Manager Community Relations and Training (RMCRT) is responsible for the provision of Board Member and staff training necessary to ensure quality and professionalism in decision-making; the provision of information to victims and interested parties within the community; and dissemination of information related to conditional release to the public.

The RMCRT supervises a team of Regional Communication Officers who provide services to victims, their representatives, advocacy groups, media, criminal justice partners and the public. They accompany observers including registered victims to provincial and federal institutions, respond to media and public enquiries, and manage a program of public education by delivering information sessions to criminal justice partners, stakeholders, and the general public.

Work environment

The Parole Board of Canada (PBC) is an independent administrative tribunal that, as part of the Canadian criminal justice system, makes quality conditional release and record suspension decisions, and clemency recommendations.

The PBC contributes to the protection of society by facilitating, as appropriate, the timely reintegration of offenders as law-abiding citizens. Public safety is the primary consideration in all PBC decisions.

Our staff prides themselves in their work and accomplishments making the PBC an employer of choice as we strive to support the Government of Canada's goal of a safe and secure Canada.

The PBC supports a hybrid work model. Please note the incumbent of the position is expected to work at least two days per week in the office because this is a management role. The Edmonton office is located at Canada Place, 720-9700 Jasper Avenue NW. The incumbent will equally have to travel to Saskatoon on a regular basis.

Intent of the process

The results of this process will be used to fill the above-mentioned position on a temporary basis in Edmonton. As a result of this process, a pool of candidates may be created for potential future appointment opportunities with different tenures (indeterminate, deployment, acting, specified period appointment, assignment or secondment) at the Parole Board of Canada in the Edmonton area.

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

ED1. A secondary school diploma or employer-approved alternatives.

Notes:
1.The employer-approved alternatives to a secondary school diploma are:

- A satisfactory score on the Public Service Commission test approved as an alternative to a secondary school diploma; or
- An acceptable combination of education, training and/or experience.

Degree equivalency

EXPERIENCE

E1: Significant* experience in building partnerships with internal and external stakeholders such as, but not limited to (Federal public service, provincial/territorial governments, non-governmental organization, etc.)

E2. Significant* experience in synthesizing complex information, analyzing issues and providing advice and recommendations to senior management ** verbally and in writing;

E3. Experience in managing human resources, such as but not limited to supervision of staff, training, assignment of duties, applying collective agreement or performance management;

E4: Significant* experience in the fields of public safety, criminal justice or correctional systems or Parole.

Notes:
* Significant experience refers to the breadth and depth of experience and is defined as a combination of time spent doing the activity, as well as type (range, scope, and complexity) of work handled related to the experience criteria. A minimum of two (2) years total is required, and preferably through an entire fiscal year. Candidates are to provide clear and concrete and specific examples of how the meet the experiences in their cover letter.

** Senior management is defined as Director (or equivalent) at the EX-01 level and above.

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

English essential

Information on language requirements

KNOWLEDGE

K1. Knowledge of Government of Canada priorities as they relate to the Parole Board Canada;
K2. Knowledge of the Parole Board of Canada’s legislative framework specifically Part II of the Corrections and Conditional Release Act (CCRA) and the Parole Board of Canada Decision-Making Policy Manual for Board Members.

KEY LEADERSHIP COMPETENCIES

KLC1. Create Vision and Strategy;
KLC2. Mobilize People;
KLC3. Uphold Integrity and Respect;
KLC4. Collaborate with Partners and Stakeholders;
KLC5. Promote Innovation and Guide Change;
KLC6. Achieve Results.

ABILITIES

A1. Ability to communicate effectively verbally;
A2. Ability to communicate effectively in writing**.

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

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

The following qualifications were identified as “nice to have” for the position.

They are not required for you to qualify or to be appointed. But, because these could be a benefit for the role, we may use them to select candidates for further assessment, or to select candidates to appoint them.

ASSET EDUCATION

AED. Diploma from a recognized post-secondary institution (ie. community college, CEGEP or university) specialization in criminology, sociology, social work, psychology, media relations, education or in another field relevant to the position.

Degree equivalency

ASSET EXPERIENCE

AE1.Experience in managing financial resources;
AE2.Experience with victim issues;
AE3.Experience in communications and media relations.

OPERATIONAL REQUIREMENTS

OP REQ1. Availability to work extended hours;
OP REQ2. Must be willing to travel on short notice and overnight.

Conditions of employment

Reliability Status security clearance

COND EMPL2. Willingness and ability to travel;
COND EMPL3. Possession and retention of a valid driver's licence.

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

COMMUNICATION
- We will contact you by email throughout the selection process.

- You are entirely responsible for entering a current and valid e-mail address in the GC Jobs profile (that accepts e-mail from unknown users) and updating us with changes at all times.

- You should check your email (including junk/spam folders) and your GC Jobs account regularly because we may send you important information about the selection process that often have tight deadlines. We may not accept your response after the cut-off time, which could result in your elimination from the process.

EVALUATION
- We may evaluate you using all the information you send us, from the time you applied to the end of the selection process. This includes your overall conduct and communications including e-mail correspondence, telephone conversations, etc.

- You must meet all essential qualifications for us to screen you in and to appoint you to the position.

- Depending on what the position(s) we are filling requires, we may consider any or all of the asset qualifications, operational requirements and/or our organization’s needs at any time during this process. These criteria may be a deciding factor in choosing people we appoint.

- We may evaluate you for the essential and asset qualifications listed above using many assessment tools such as but not only written exams, interviews, reference checks, etc. throughout the selection process.

- You must get the pass mark needed for each qualification to go onto the next stage of the selection process.

- Depending on how many candidates apply, we may use strategies to manage applications we receive at any stage. These include evaluating asset criteria, top-down approach, cut-off scores, random selection and/or assessment to manage applications. We will let you know if they affect your application.

- We may consider candidates at the same group and level or equivalent first for a deployment, an assignment or a secondment opportunity.

OFFICIAL LANGUAGES
- You are entitled to participate in the staffing process in whichever official language (English or French) you choose.

- We may use any communication we receive during this process, including screening/text question answers, your resume, and/or any other written correspondence, to assess your proficiency in your first official language.

INFORMATION NEEDED LATER
We will ask for the following information later in the selection process. If you do not have them, we may eliminate you from the process:

- Proof of education: we will ask for your original proof of education related to the education (essential and/or asset) qualification requirement(s). If your name is not the same as your current photo ID, you must also provide proof of name change. If you have a diploma and/or certificate from outside Canada, you must have them assessed against Canadian education standards. To get proof of Canadian equivalency, you may contact the Canadian Information Centre for International Credentials at https://www.cicic.ca/1120/contact_information.canada to start the evaluation process. You are responsible for any fees related to this process.

- Performance assessment: Copies of the last two(2) years of your performance agreement OR two(2) reference (management, supervisor) contact information (name, email, telephone number).

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.