Director

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

This is an opportunity to be part of a talented and committed leadership team, in an organization that has a key and exciting role to play in Canada’s energy system and the energy transition. The Canada Energy Regulator (CER) is evolving to meet the changing needs of Canadians and the energy sector, while holding those it regulates to the highest standards related to safety and environmental protection. The CER is also deeply committed to transforming how it works with Indigenous Peoples, and to implementing the United Nations Declaration on the Rights of Indigenous Peoples. As part of the leadership team at the CER, successful candidates will have an opportunity to make a real difference on issues that are top of mind for Canadians.

Top-down selection may be used during any stage of the selection process. Please note that achieving a pass mark on any of the assessments used does not mean you will move forward in the selection process. The selection board may decide to use a cut-off score that is higher than the pass mark on any evaluation used throughout the process.

The Federal Public Service is stronger and most effective when we reflect the diversity of the Canadian population we serve. The Canada Energy Regulator (CER) is dedicated to building and promoting a diverse, equitable and inclusive workforce, representative of all Canadians regardless of race, ethnicity, sex, age, disability, sexual orientation, gender expression, socio-economic background or lived experience.

Achieving a representative and diverse workforce has been identified as an organizational need for CER and may be applied at any time during this appointment process. If this criterion is used, only those who have indicated that they are members of the specified designated group(s) will be considered. As such, first consideration for an appointment may be given to candidates who self-declare as belonging to one of the four designated employment equity groups (Persons with a disability, Indigenous Peoples*, Members of a Visible Minority, or Women).

* Indigenous Peoples are people who are First Nation, Inuit or Métis.

In order to self-declare, please ensure to check off the appropriate box within the online application under the Employment Equity section. To learn more about self-declaring, we encourage you to consult the following two links to learn more about employment equity and self declaration:

https://www.canada.ca/en/services/jobs/opportunities/government/self-declaring-because-we-care.html

https://www.canada.ca/en/public-service-commission/jobs/services/gc-jobs/employment-equity.html

Duties

The Director is accountable for the success of their team and for the performance of everyone on that team. The Director ensures that their team is aligned with and advances the CER’s strategic priorities. The Director ensures that their team delivers effective and efficient programs and services in accordance with the CER’s mandate. The Director provides regulatory, policy and issues management advice and recommendations to senior management, the CEO, the Commission, and the Board of Directors. The Director ensures that internal quality measures are met.

The Director manages financial resources effectively and in accordance with their delegated authority to accomplish results and manages the human resources activities for their team including recruitment, development, managing team schedules and workload priorities, and external contracts. The Director achieves team excellence through communicating, measuring, and discussing team and individual performance expectations, personal coaching, encouraging team cohesion, fostering team development and morale, and building partnerships with other teams across the CER.

The Director thrives in a high-paced environment and is adaptable to changing priorities. The Director facilitates processes, solves problems, recommends changes in policy and approaches affecting how work is done, and continuously seeks potential improvements.

The Director may act for the Vice President in their absence.

Work environment

The CER is responsible for regulating infrastructure to ensure safe and efficient delivery of energy to Canada and the world, protecting the environment, recognizing and respecting the rights of the Indigenous People of Canada, and providing timely and relevant energy information and analysis. Please see: Who we are and what we do - Our Strategic Plan www.cer-rec.gc.ca/en/about/who-we-are-what-we-do/strategic-plan/index.html.

For more information on the CER’s governance structure, please see: www.cer-rec.gc.ca/en/about/who-we-are-what-we-do/governance/index.html.

For more information about the CER’s organization and structure, please see: www.cer-rec.gc.ca/en/about/who-we-are-what-we-do/organization-structure/index.html.

The CER is headquartered in Calgary, Alberta, with regional offices in Montréal, Vancouver, and Yellowknife. The CER has approximately 600 employees. There is a flexible and hybrid work environment, with options to be able to work both in the office and at home, subject to CER hybrid work guidelines.

The CER is recognized as one of Canada's Top 100 Employers, as awarded in a national and external assessment of work environments and employee benefits.

The CER is an organization where it is possible to get to know your colleagues across many disciplines and take full advantage of the many opportunities available to connect with people who have similar interests, aptitudes, and aspirations. It is a great place to work.

Intent of the process

This process is being conducted to staff multiple Director vacancies.

A pool of fully or partially qualified candidates may be established because of this process, which may be used to staff other similar positions at an equivalent or lower level. Appointments from pool could be for different tenures (deployment, permanent, acting, term) depending on the positions to be filled.

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: A university degree from a recognized university in a related field relevant to the duties of the position, or a combination of post-secondary education and/or experience equivalent to a university degree.

Degree equivalency

**Your application and responses to screening questions may be used to assess written communications.

Experience:

E1 Diverse* experience in building and leading teams that collaborate effectively to achieve high levels of performance.

E2 Experience in managing human and financial resources.

E3 Significant** experience providing strategic advice and recommendations to executives and internal clients/partners on complex regulatory, policy, business, or public affairs matters.

E4 Experience defining and obtaining desired outcomes through effective and efficient work planning and resource allocation.

*Diverse is defined by leading teams in multiple geographic locations and/or experience managing people in a hybrid working environment, as well as leading teams through organizational changes

** Significant experience is defined as the depth and breadth of experience normally acquired with having performed a broad range of various, multidimensional, and demonstrably impactful activities acquired over a period of approximately (7) seven years or more.

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

Asset Qualifications – All Positions

AQ1 Experience solving complex problems at a team level and mentoring and coaching others to resolve problems.
AQ2 Experience in financial management in one or more of the following areas:
• Managing budgets and contracts
• Contracting and procurement
AQ3 Experience in the federal government.

Director, Communications (Indeterminate)

AQ4 Experience in media relations including responding to media enquiries and acting as a spokesperson.
AQ5 Experience in issues management and crisis communications.
AQ6 Experience in internal communications.

Director, Pacific Region (Indeterminate)

AQ7 Experience working in a regulatory agency, government department or energy company in British Columbia.
AQ8 Experience developing relationships with stakeholders and First Nations, Inuit, and Métis communities and organizations.

Director, Indigenous Cultural Competency (Term)

AQ 9 Experience in Canadian Indigenous cultures, history, contemporary issues, worldviews, protocols and practices.

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

Various language requirements
Official Language Proficiency: Various Language Proficiencies: English Essential; Bilingual Imperative (BBB/BBB); or Bilingual Imperative (CBC/CBC).

Information on language requirements

Organization-wide and Business Competencies:

OC1 Verbal Communication Proficiency level: Guide
• Communicates clearly, concisely, and effectively verbally.

OC2 Written Communication Proficiency level: Guide
• Communicates clearly, concisely, and effectively in writing.
• Understands the underlying needs, interests, and issues of others.

Leadership Competencies:

LC1 Create Vision and Strategy Proficiency level: Apply
• Informs analysis with a thorough understanding of the environment
• Translates implementation strategies, objectives, and direction into concrete activities.

LC2 Mobilize People Proficiency level: Apply
• Creates a sense of common purpose and direction in the organization and among colleagues.
• Engages employees to gather ideas and input to build cohesive teams.

LC3 Achieve Results: Apply
• Demonstrates and promotes stewardship of financial and organizational resources.

Competency Level Definitions

Apply is defined as demonstrating sound understanding of the competency and ability to apply and contribute.

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

Organizational Needs: The CER is committed to building a diverse workforce reflective of Canadian society. Preference may be given to qualified candidates who self-identify from the following Employment Equity Groups: Indigenous Peoples, Visible Minorities, Persons with Disabilities and/or Women. We encourage you to indicate if you belong to one or more of the designated groups by completing the EE section in your application.

Conditions of employment

1) Willingness to undergo, successfully pass and maintain a reliability status security clearance.
2) Compliance with the CER’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 CER has a classification system that differs from the greater public service. This NEB 12 position is similar to an EX-01 in terms of salary range only. The benefits offered, including relocation assistance, may be significantly different than those offered in the greater public service. These positions are subject to CER’s Professional Institute of the Public Service of Canada Collective Agreement OR Excluded Terms and Conditions.

2. Salary: Effective 1 November 2021 NEB (12), $120,113 to $146,139 (subject to revision)

The CER has the following forms of additional compensation that are separate from base salary, the eligibility for which is determined, in accordance with the provisions in the collective agreement or terms and conditions of employment for the duration period specified:
• a Calgary Allowance in the amount of 4.95% of base salary may be paid on a bi-weekly payroll basis for employees who reside within the daily commuting distance of Calgary (150 km)

• annual performance pay which includes elements of individual performance (60% of payout) and corporate performance (40% of payout)

3. Application Requirements: Applicants must submit, by the closing date, a resume and respond to the application screening questions clearly demonstrating how they meet the essential qualifications related to their education and experience. Applicants will also be asked to respond to questions related to the various 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.

Applicants must provide a valid e-mail address which is functional at all times and accepts messages from unknown users (some email systems block these types of email). We intend to communicate with applicants by e-mail for assessment purposes including sending invitations for written tests, and interviews and issuing selection process results.

Throughout the selection process, it is your responsibility to make yourself available for all assessment dates for which you are invited. If you fail to attend any of the scheduled assessments without a justifiable reason, we will not be able to assess your qualifications which may result in your elimination from this process. This also applies to responding to invitations within the allotted timeframe.

Candidates will need to provide proof of their education prior to appointment. Candidates with foreign credentials must provide proof of Canadian equivalency. Consult the Canadian Information Centre for International Credentials for further information at https://www.cicic.ca.

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

Regional Office address(es):
• Montréal, Québec : 1130 Sherbrooke West, Suite 804
• Vancouver, British Columbia: 800 Burrard Street
• Yellowknife, Northwest Territories, 5101 50th Avenue, Suite 115

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.