Cook

PROCESS INTENT:
The intent of this appointment process is to staff one position on a term basis.

A pool of qualified candidates will be established and may be used to staff similar positions of various tenures (indeterminate, specified period, deployment, acting, casual, secondment or assignment).

When you apply to this selection process, you are not applying for a specific job, but to an inventory for future vacancies. As positions become available, applicants who meet the qualifications may be contacted for further assessment.

How Does an Inventory Work?

Step 1:
Your application and resume (no cover letter required) is randomly selected from the inventory. Initial screening decisions are made based on depth and breadth of your experience. For all experience factors, ensure you answer the screening questions with sufficient details to allow hiring managers to fully understand the scope of your experience. It is NOT sufficient to only state that the qualifications are met or to provide a listing of current or past responsibilities. Rather you must clearly demonstrate HOW, WHEN, and WHERE the qualification was met through substantiation by examples. Information provided in the screening questions should be supported by your resume.

Step 2:
Hiring managers will be screening resumes and selecting candidates to move on to the assessment phase. If you have been screened in, you will be notified via email and contacted for the assessment. The assessments will assess the essential qualifications as applicable to the position (for example: abilities, personal suitabilities, competencies). During this time, you will have an opportunity to ask any questions you may have about the position.

Step 3:
All candidates that move through to the interview phase will be advised of their final results in the process via email.

Step 4:
If you are the selected candidate, you will be contacted to complete the Security screening and other forms as required. Once completed, a letter of offer will be provided.

NOTE: Appointments are made on an on-going basis as requirements arise. Qualified candidates will be placed in a pool and appointments may occur over the next few months based on the results of this process.

IMPORTANT MESSAGE:
Applicants must apply on-line at https://emploisfp-psjobs.cfp-psc.gc.ca/psrs-srfp/applicant/page1800?pos…. All job applications must therefore be submitted through GC Jobs.

Following are some of the benefits associated with applying on-line.
- Applicants can create a profile and a resume that can be used when applying for other processes without having to recreate a new application each time.
- Applicants can modify their application/resume at any time BEFORE the closing date indicated on the job advertisement.
- Applicants can verify the status of their applications, at any time.
- Applicants can be notified electronically of tests or interviews and results.

For some jobs, applicants will find important information, namely the job questionnaire and a complete statement of merit criteria that are only available when applying on-line. To submit an application on-line, please select the "Apply Online" button below.
Applicants who are entitled to a priority for appointment are encouraged to indicate this, along with their priority type, in their covering letter, résumé and/or application form.

Please clearly identify your substantive group and level and your employment status on your resume and/or application form.

Please ensure that your Personal Record Identifier (PRI) is included in your application.

Indeterminate employees at the same group and level or equivalent may be considered for deployment. If no deployment is made, applicants from other groups and levels will be considered in the advertised appointment process.

Candidates must meet each essential qualification to be appointed to a position, however, a person may be appointed to a position even though he/she does not meet any or all of the asset qualifications, operational requirements or organizational needs. Meeting these criteria is nonetheless desirable and may be a deciding factor for the staffing of some positions.

Management may choose to use one or more Asset Qualifications at the pre-screening stage to determine the number of applicants who will advance to the following stage of the selection process.

FAILURE TO CLEARLY DEMONSTRATE HOW YOU MEET THE ESSENTIAL CRITERIA WILL RESULT IN THE REJECTION OF YOUR APPLICATION. APPLICANTS WILL NOT BE SOLICITED FOR INCOMPLETE OR POSSIBLE MISSING INFORMATION.

For this selection process, it is our intention to communicate with candidates VIA E-MAIL and/or GC Jobs for screening and assessment purposes; this will include communication of screening results and invitations to written tests and interviews. To that end, candidates must include a valid e-mail address in their application. IT IS THE CANDIDATE'S RESPONSIBILITY TO ENSURE THAT THIS ADDRESS IS FUNCTIONAL AND THAT IT ACCEPTS MESSAGES FROM UNKNOWN USERS (some e-mail systems block these types of e-mail). IT IS ALSO THE CANDIDATE'S RESPONSIBILITY TO ENSURE ACCURATE CONTACT INFORMATION IS PROVIDED AND UPDATED AS REQUIRED.

Acknowledgment of receipt of applications will not be sent; we will contact candidates when the screening process is completed.

All communication relating to this process, including email correspondence and telephone conversations, may be used in the assessment of qualifications. It is the responsibility of the candidate to ensure accurate contact information is provided and updated as required.

A written exam may be administered.

An interview may be administered.

Reference checks may be sought.

Proof of occupational certification must be submitted at the interview. Failure to do so may result in you not being considered further in the selection process.

Persons are entitled to participate in the appointment process in the official language of their choice. Applicants are asked to indicate their preferred official language in their application.

You must indicate on your application if you require a technical aid for testing or an alternative method of assessment.

A random and/or top down selection of candidates may be used in the determination of those to be given further consideration in the assessment process.

Our intention is to communicate with the candidates by email. Candidates who apply to this selection 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).

Successful candidate(s) must meet and maintain the Conditions of Employment throughout their employment.

PLEASE ENSURE YOU READ THE POSTER THOROUGHLY AS THE INSTRUCTIONS CONTAIN IMPORTANT INFORMATION THAT WILL BE REQUIRED IN THE APPLICATION PROCESS. FAILURE TO READ THE NOTES AND FOLLOW THE INSTRUCTIONS COULD RESULT IN YOUR APPLICATION MISSING CRITICAL INFORMATION THUS PROVIDING FOR INSUFFICIENT INFORMATION FOR THE ASSESSMENT BOARD TO COMPLETE YOUR ASSESSMENT AND RESULTING IN YOUR ELIMINATION FROM THE PROCESS.

The Public Service of Canada is also committed to developing inclusive, barrier-free selection processes and work environments. If contacted in relation to a job opportunity or testing, you should advise the Public Service Commission or the departmental official in a timely fashion of the accommodation measures which must be taken to enable you to be assessed in a fair and equitable manner. Information received relating to accommodation measures will be addressed confidentially.