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PolyWogg’s (Completely Informal and Totally Unofficial) Guide to Competing for Jobs in the Canadian Federal Government
Chapter 2 — Understanding the HR process in the Canadian Federal Government
Before you start reading about how to prepare for individual parts of a competition, it is good to understand the whole process. I know what you’re thinking – what’s to understand? Somebody has a job, I need a job, let’s go! Not so fast…
The process has a lot of steps, some of which involve you and most of which don’t. Plus, it is very different from the private-sector advice you will find on most websites. Need a quick example? How about cover letters – lots of websites will tell you to keep them to a single page, which if you do for a government job, you’ll pretty much ensure that you get screened OUT (you’ll see why later).
So, the better you understand the whole process from beginning to end, the better chance you will have of succeeding. Don’t worry, this is just an introduction, most of the relevant details come later, stage by stage.
Government competitions are governed by legislation
The biggest difference between the private-sector and the public sector is that most government competitions at any level are governed by legislation. This is true for the Canadian federal government, and the legislation is far-ranging and broad to encompass a whole host of human resources issues in the huge entity known as the Government of Canada. It also goes into detailed guidance on process, well beyond what a private-sector company has to do to comply with labour law legislation.
While many HR people can debate eloquently about the subtle differences between government staffing and private-sector staffing, there is one singular difference that changes the nature of the process from beginning to end:
While both the private-sector and the public sector argue that hiring is always based on merit, the Canadian government has legislation that defines precisely what merit means for all competitions. Which means a manager must be able to document and substantiate HOW that person demonstrates merit and WHY they are the right person.
Put differently, it is not enough to find the right someone to do the job (fact), but to be able to document the assessment criteria beforehand and to prove the person meets it (fact + perception). After all, that person is going to be paid by the taxpayer. And Parliamentarians, on behalf of taxpayers, want to know that merit is being demonstrated for all hiring.
Considering what merit means in layman’s terms
Before going further, stop and think about the merit requirement from a personal perspective. Suppose you went to university or college. You probably thought hard about which one to apply to, which area to study. How would you demonstrate to someone that you picked the “right” program for you?
Or suppose you bought a house. Lots of variables, lots of options to consider. How would you demonstrate to someone that it was the “one right house”?
The short answer is that in both circumstances you probably can’t. Not definitively, at least.
Instead, you could demonstrate that you:
- considered a broad range of options;
- identified a few factors that you thought were appropriate; and,
- ranked a few universities or colleges or houses based on those factors.
But, in the end, you are not really demonstrating the “one right choice” so much as that you had a reasonable, logical approach to your decision. Instead of showing the right decision, you show that your “process” was sound and thus led to a “right” decision. This is basically how government processes prove merit too.
Merit prior to 2003
Up until 2003, the “proof” process was one of the biggest problems with government hiring. When the manager reached the end of a competition, there were numerous appeals where they had to demonstrate the “right” decision, or in some cases the “perfect” decision, and they couldn’t have anyone start the work until all the appeals were cleared. Managers felt constrained, employees felt it was too bureaucratic, and overall everything took forever.
Let’s walk through a general example of how this worked prior to 2003, and then a specific example to make it more concrete (don’t fuss too much about the terminology at this point, I’ll come back to it later).
Managers ran competitions for positions. They set up a list of criteria, they tested everyone on those criteria, and when it was done, the scores were totaled up and a global score was assigned to each candidate. Then, each candidate was placed on an eligibility list in order of their global score (called a reverse order of merit, but that’s not usually important anymore). A cut-off score, established earlier, was used to determine who made the list and who didn’t – if you were above the cutoff score, you made it; if you were below the cutoff, you didn’t. Sometimes there were five people on a list, or a hundred, and other times, just one. This was called a “competition” or a “competitive process” to create an eligibility list. Once the list was established, and all appeals had been heard / addressed, a manager could hire off the list. But s/he had to do it in order – the person who ranked first got the first offer, the second person got the second offer, etc.
That’s a pretty straightforward process, and is familiar to most people as it looks a lot like academic testing. Whoever gets the most answers right gets the highest mark. And gets the job. A typical process of testing “merit”.
Now suppose you are a manager needing to hire a computer support person and you test just three things – software knowledge, hardware knowledge and interpersonal skills:
- Person A gets 10/10 on software and 8/10 on hardware, but their interpersonal skills are terrible, and they only get a 5/10 on the last one. Overall score is 23/30.
- Meanwhile, Person B isn’t as strong on software (2/10), but aces hardware (10/10), and interpersonal (10/10). End result is 22/30.
So Person A beats Person B by one mark, and gets the job. Except the manager is worried – customer service is a key part of the job, as is hardware. So Person B who is great with people, and even better at hardware, might be a better fit for the team than someone whose strength is mainly software. Under the old system, the manager had no choice – whoever came first on the scoring was the one who got the offer.
Even if you ignore the above example, we all know people who are great at certain skills or areas but lousy at taking tests. Equally, we all know people who are great at taking tests, but you wouldn’t want to work with them on a daily basis. Having global scores doesn’t ensure that the person who gets the best score on a series of tests is necessarily the best person for doing the work or for fitting into an existing team.
As a result, under the old system, many managers were frustrated – they would have someone who would rank first on a competition, but be a potentially disastrous fit. Meanwhile, sitting at number 2 on the list was a stellar candidate who missed by one or two marks. In the above example, it was one or two marks out of 30, but a competition might have tested multiple areas with larger scores. For example, on one competition under this system, I was tested on 10 or 12 areas, and beat the second-place candidate by two marks out of five hundred. I got the job. Was there really any difference between her and I on the results, if I beat her by two marks out of five hundred? She could have easily done the job too, but the manager didn’t get to choose which of us was the “better fit”, because I had a higher score. The second-place candidate was offered a different job, so she still received an offer, but she would rather have had a chance at my position.
Yet, as with the above example, a manager had no flexibility once the scores were tallied. Ideally, if the manager was planning properly, they would have weighted factors differently. So, in the computer support person example, they would have assigned 50 marks to interpersonal skills, 30 marks to hardware knowledge, and only 10 marks for the software side. But often, during appeals, those weightings were hard to justify – why is the interpersonal “5x” the software weight? Why not only “2x”? Or equal? Equal weightings are always easy to justify, and many managers defaulted to it. In fact, many HR people advised them to do so because it was easy to manage and easy to defend.
There are numerous academic articles about how bad HR processes were in the government at that time, as well as a couple of official government reports. All of them came to the same conclusion – too bureaucratic, too slow, too inflexible.
Merit after 2003
The Canadian government listened to the complaints and passed new legislation to govern human resources management. Called the Public Service Modernization Act (PSMA), it was passed in 2003 and came into effect throughout 2003, 2004 and 2005. Under the PSMA, there are four new or amended acts that encompass the web of rules pertaining to human resources:
- The Public Service Employment Act (PSEA), which covers employment, staffing, and political activities;
- The Financial Administration Act (FAA), which covers accountability;
- The Canada School of Public Service Act (CSPSA), which covers development and learning; and,
- The Public Service Labour Relations Act, which covers collective bargaining, disputes and labour relations.
The first two are the main ones because they affect how competitions are created and who can compete in them. They also changed the way merit would be assessed. According to the PSEA, an appointment is deemed to be based on merit when:
- The Public Service Commission (PSC) is satisfied the appointee meets all essential qualifications including language proficiency; and,
- Taking into account, potentially, any extra qualifications that might be helpful (but not essential) or operational requirements or organizational needs.
In other words, if the resulting appointee meets all the qualifications, they can be appointed WITHOUT having to rank first in all the essential elements, and the manager may consider some additional skills, needs, requirements that a candidate might meet (like other related experiences, educational training, etc.).
As a result of this change in definition of merit, under the new system (i.e. after 2003), “competitions” have been replaced by “selection processes” and “eligibility lists” have been replaced by “pools”. The difference is twofold:
- Each of the elements being tested must be passed individually. If you are strong in one area, but weak in another, you can’t compensate through a global score – each element is marked separately and a cutoff score assigned for each. Using the computer support person example from above, a manager might set the cutoff for “interpersonal skills” as a minimum of “6/10”, in which case Person A wouldn’t have made it even though their global score was the highest. Fail one element, and you are “out” – because you failed to demonstrate you are qualified for all the elements.
- When the process is over, instead of a ranked list of successful candidates, you have a “group” of people who are all considered “equally qualified”. In other words, they all have demonstrated that they meet the essential elements of each of the criteria being tested. Or, in even shorter terms, they can do the job. They have the skills. But since they are all “qualified”, a manager can now choose whichever one of them is the “best fit” for the existing team. Suppose, for example, that you were the computer support manager mentioned above and you had four people already on your team with one vacancy. Perhaps, too, the four people are all really strong with software, but not as experienced in hardware trouble-shooting. After the pool is done, a manager can now look at the “pool” of candidates and may want to choose one that is strong in hardware to complement his existing team.
As a result, you now have “selection processes” to determine the qualified person(s), and “best fit” to choose which of the qualified people will meet your current needs the best. The goals of this change in legislation were increased flexibility for the manager, a more streamlined process for appeals (due to some other changes discussed later), and a shorter overall timeframe for the processes. While there is some evidence of the first two, timeframes have not shrunk significantly since before 2003. An average process still lasts approximately six months from job posting to the person starting the job, and there is wide variation in the range.
Note that while the formal HR system now refers to “selection processes”, the layman term of “competition” is still used by most employees. As such, I will still use the term competition throughout the book for simplicity’s sake. However, for all current processes, it is technically a “selection process”.
The four legislative acts come into play more when we get to specific areas of the HR process, and I’ll address them where they are relevant in future chapters rather than going into any additional depth here.
Understanding The Selection Process / Competition
In a full selection process, there are seven phases and the candidate may only participate in two of them. While many of them are “short”, and some of them may even be inapplicable in a situation, a variation on them happens in most competitions. Here is the full list:
- Managers identify a “need”
- Managers formally advertise their needs
- Applicants apply and are screened in / out
- Candidates are tested for essential (and potentially asset) qualifications
- Managers select best fit candidate
- Managers formally state intention to hire specific applicant(s)
- Managers (with others) address appeals
Let’s look at those steps in a bit more detail and see why you might care about all seven phases, even though it looks like you only participate in two of them.
Phase 1: Managers identify a “need”
Often, the need has been identified because someone has left the division and they want to replace them; other times, the unit’s workload has been growing and they need another body; and still other times, they have a growing or new need for a specialized skill that they don’t already have on the team. But managers have choices in how they meet their needs:
- WORKLOAD: They could eliminate less “pressing” files;
- PRIORITIES: They could postpone this work until someone else can do it;
- TEMPORARY HELP: They can use temporary help to cover off on a short-term basis;
- CONTRACTS: They can engage professional contractors on a short- to medium-term basis to provide specific deliverables; or,
- COMPETITION: They can hire someone on a determinate (specified period) or indeterminate (permanent) basis.
Assuming that we are talking about the last one, the manager has to do a full job description and a list of duties to get a position “classified”. The classification process establishes two things – first, the stream of work (i.e. a Project Management Officer or an Information Officer or a Policy Analyst) and the level of work (01, 02, 03, etc.). The stream generally matches what type of work you will be doing and affects which union you will join, while the level determines the size of your paycheque.
Classification is relatively easy if the manager is just replacing someone who left, as the position and its classification already exist; if not, and it is a “new position”, classification can take anywhere from 3 to 24 months. (Note: That is not a joke – classification has to be done by the HR branch, as it must be consistently applied across government to ensure pay equity. Unfortunately, there is a significant government-wide shortage of classification experts. As such, some departments are faced with really long waits.) Given that possible delay, many managers will instead try to find existing positions that are sitting empty, and “re-purpose” them for a competition (i.e. borrow a Project Manager position from another work unit that it sitting empty). Alternatively, some may use positions that exist but with the wrong classification (i.e. some managers, preferring expediency over form, have hired people into PM boxes knowing that they were going to be doing Analyst work – and reclassified them afterwards). This is not a recommended practice for managers, and can be painful for the candidates too (by having them apply for positions that do not match their career goals, for example).
One “trick” that has sped up classification has been the development of “generic” job descriptions. For example, at HRSDC, there are generic job descriptions for what a Policy Analyst, Level 3 (EC-03) generally does. On the positive side, a manager can create a new position, use the EC-03 generic job description, and classification is near-instantaneous. On the negative side, the job description is generic and may give little to no information to candidates about what they would actually be doing in that position once hired (Social policy? Labour market policy? Learning policy?).
There will also usually be some form of internal approval process whereby a manager will talk to their boss, and get approval (APPROVAL #1) to go ahead with staffing a position. This may be part of an overall HR planning process, or it could be a one-off approval. Either way, the manager will frequently draft a general list of duties that the new position would handle as part of explaining to the boss why the staff is required.
Why do you care about this “needs” phase if you are an applicant?
- If the manager is replacing someone who left, they may be looking for someone very similar to the person who left (i.e. a narrow-minded approach to staffing); however, if the manager is looking to cover new or expanding work, the manager may be more flexible on the profile of the successful candidate (i.e. open-minded). Knowing which is the case could tell you how much flexibility you have in how you tailor your application, resume and interview approach.
- Knowing that there are other options for hiring besides a competition opens up other ways to work for government. Some people have very enjoyable careers doing “government work” without ever actually being a government employee.
- Candidates can and do ask for a copy of the “job description” during the process, but they are often surprised when it doesn’t really specify exactly what they’ll be doing. The SMART candidate will also ask if there is a list of duties available too – HR and/or the manager may not share it, but sometimes they will. And you can then tailor your answers better in the interview towards the REAL job, not the generic job description! The closer you come to showing you can do the actual duties, the better off you are as a candidate.
- Classifications tend to reflect the type of work you do and it is not always easy to move between classifications, particularly outside of the National Capital Region. Let’s suppose, for example, you want to be a policy analyst. While lots of private sector people will tell you to take any job to “get your foot in the door”, difficulty switching between job classifications means you may be better off sometimes waiting to get into the stream you want rather than a risk getting stuck in another stream altogether.
Phase 2: Managers formally advertise their needs
The Manager starts by writing up a Statement of Merit Criteria (SOMC). This is what most people think of as the “job description”, as it is what is posted online to advertise the job. However, the SoMC (which most HR people will pronounce as SAHM-SEE) is not the job description but the list of areas on which the manager will test you.
Once the SOMC is written, Manager submits it to HR to get approval (APPROVAL #2) to post the advertisement. Managers are not HR experts, nor am I. The true experts are the HR people who will review the SOMC and job description to ensure that everything is clear, and, to put it bluntly, to make sure the manager has valid, testable criteria that make sense for the job. No sense in posting analyst functions for what looks like a project manager position. They also serve as gatekeepers to the Public Service Commission website for posting jobs.
Once HR approves, they’ll send the SoMC to the PSC for posting. Most departments don’t do the processing of applications themselves. Nor do they handle “advertising” it (except for large scale recruitments like post-secondary recruitments, for example). Instead, they use the Public Service Commission to administer the advertising process and receipt of advertisements.
When the PSC gets the SoMC, they look at the classification and level, and look in their internal database of “priority candidates”. In general terms, these are people who were laid off earlier by the government, or who relocated because their spouse moved, etc. The unions have negotiated with the federal government to give these former employees priority when positions become available at a similar group and level. So, if you post a PM-03 (project manager, level 03) job, the PSC will check to see if there are any PM-03s in your geographical area who are on a priority list for future PM-03 jobs. The list is a little more dynamic than that, but you get the general approach. The PSC can give managers a list of priorities at two different periods of time – now, when the manager is first asking to post, or later, when the competition is done and the manager is looking to staff someone. Usually it is at the later stage unless there are a large number of candidates to begin with, rendering fairly remote the need to run a competition at all.
There is one last step to all of this, some HR professionals will quibble that it is a step at all. The PSC will post the notice. HR wants to quibble, as each department has access to the PSC websites and can “post” the notices themselves. However, before the notices go “live”, PSC personnel do review the post and approve it going on their site. As such, it is easier to think of it as the PSC posting the notice.
Why do you care about this “advertising” phase if you are an applicant?
- Because knowing this is the list of testable items makes you focus on what is important and avoid wasting time on things that won’t be tested.
- Because it is one of the first big “checks and balances” to ensure that the manager is going to run a fair and transparent process that makes sense.
- Because this helps you immensely in knowing where to look for jobs! Rather than having to look at every department separately to see if they have jobs available, you can (generally) do one-stop shopping at the PSC websites (one for internal competitions, one for external competitions). It also adds a high degree of consistency across application processes and streamlines the application process. It also presents some challenges, but those will be discussed later. However, the notice doesn’t have “click here for questions” links – instead, it gives you two contact information points per competition (a general enquiries person and an HR contact). This can be enormously helpful when following up on an element in a poster, or even just tracking the progress of the process. NOTE: These are NOT people you want to annoy with a multitude of questions, or call them every day. They are there to help when you have a real problem, not hold your hand.
- Because managers have to “assess” priority candidates against the SoMC to see if they have the requisite experience. If the candidates do, the selection process may stop here – the manager will offer them the job, and if they accept, you may never even see the notice. However, the lists are pretty generic and often the priority candidates aren’t an exact match to what the manager was looking for; in these cases, the manager may be open-minded and look to hire one of them anyway, or proceed with the original notice. This is not a simple “checkbox” to be ticked – the manager MUST assess each interested referral. Only when the manager has demonstrated they have assessed the priority candidates will the PSC give a clearance number to proceed with posting the notice.
Phase 3: Applicants apply and are screened in / out
Finally, the masses of interested people send in their cover letters and resumes!
Then the PSC and/or HR screens applicants for eligibility. The PSC will do a quick computer-based check of your information that you enter to make sure you’re eligible (some positions are restricted to internal candidates, or by geography, or to a single department, etc.) and HR often does an additional check on certain elements.
Once the HR gurus have done the basic tests, the manager will screen applications for experience and education. This is the first big hurdle for you as an applicant. The relevant legislation that controls the process for all competitions / selection processes requires that YOU prove you meet the requirements. Administratively, this means you will show in your cover letter, with the resume as backup evidence, how you meet each of the experience and education requirements. It is NOT sufficient for you just to say you meet that element, you have to show how.
If a manager has 100 applicants for a position, it may be that they screen out the majority of them. For those who are screened out, they have the “right” to ask for an informal discussion. While I will discuss this in more detail later under “rights of appeal”, technically this isn’t an appeal. It’s a chance for a manager and an applicant to correct an administrative error. Suppose, for example, that the manager reads your cover letter, determines you didn’t explain how you met criteria 2, and screens you out. However, you request an informal and it is discovered that for some reason there was a second page to your cover letter that was missing from the printout. The manager can say, “oops”, reconsider your application and perhaps screen you in. This is NOT a way for you to say, “here’s more info I didn’t give you previously” – you can’t add anything to your cover letter or resume that wasn’t in your application. However, other times, it may be that the manager misunderstood part of your cover letter for differences in terminology and therefore screened you out. This is rare, as is missed information, but it does occasionally happen. To avoid the candidate appealing the competition later, this is a chance to quickly fix a simple error, if there was one, and proceed with the rest of the competition.
Why do you care about this “application and screening” phase if you are an applicant?
- Because this is where you get to DO something – you know, apply!
- Because if you screw up your application and put in the wrong information, the HR people will screen you out, and the hiring manager will never even see your resume. Or, if you’re not eligible, don’t try to “fake” your way past it – all this info is verified, and once your application is found to be invalid, you’re out. All you’ll do is waste your time and theirs.
- Because if you are screened out, an informal can be a great way to get feedback on why! If you had limited budget experience, for example, and that was one of the requirements for a position, but you applied anyway (I’ll explain later why you might do that), then you know why you were screened out. However, if you did financial forecasting for a year, financial administration for 3 years, etc., and you were still screened out, it’s worth it to ask what they were looking for from candidates. Perhaps they’ll tell you the minimum was five years; or they may tell you that it was too “administrative” processing work and they were looking for more “strategic management” budgeting. Either way, you know either how to word it next time OR what experience you need to try and get in order to be screened in for these types of jobs in the future.
Phase 4: Candidates are tested for essential (and potentially asset) qualifications
Now that the real process is underway for you as an applicant, managers will now assess the candidates knowledge, abilities, and personal suitabilities. This is the phase where you will be tested on every element in the SOMC. If it said you had to have knowledge of the current trends and issues in reproductive health, they will ask you about the current trends and issues in reproductive health. The manager will use a variety of tools (discussed later) to assess knowledge, abilities and personal suitabilities. And if you fail an element, you’re screened out (and usually don’t proceed any further in the process). At that point, the manager will offer informal consultations to screened out candidates to explain where they went wrong. It is POSSIBLE (but not probable) that the scoring was done wrong, and you did pass an element. So, like with the application, an informal could correct an administrative error and allow you to reinsert yourself in the process. Officially, that is why the “informals” exist at these stages, but generally they are used for providing feedback.
In addition to the knowledge / ability / personal suitability tests done by the manager, there will also be assessments of any special eligibility requirements like language proficiency by HR or the PSC. For most departments, the PSC is the organization responsible for assessing your ability in your second language. Each position will have a language profile requirement attached to it (specified in the original poster). Near the end of the process, you will be given an opportunity to be tested at the PSC to see if you meet the required levels (your results are good for five years, so if you already have a profile that meets the requirements on file, you won’t be retested; if you have no profile, or if your current profile is less than the requirements, you will be tested).
Why do you care about this “testing” phase if you are an applicant?
- Because if it is in the SoMC, they WILL ask you or your references about it. Somewhere, sometime, somehow. Guaranteed. And here’s the fun part – if it’s NOT in the SoMC, they won’t test you on it. They can’t – they have to test what is in the SoMC and ONLY what is in the SoMC. And, if you screw up somewhere, the informal is a great way to find out what you did wrong (spoke too fast, not enough content, drooled on the carpet, missed a question, too much content / not enough synthesis of your content, etc.).
- Because you can’t fake your way past this requirement. If you have no chance of making it i.e. you have little to no french but the requirement is full fluency (CCC), you’re going to go through a lot of work likely for nothing, only to be excluded at the end. There are some SMALL exceptions to this situation, and it will be discussed later, but caveat candidatus – let the candidate beware!
Phase 5: Managers select best fit candidate
Once all the testing is done, the manager selects the “best fit” candidate. This doesn’t mean that the candidate with the best smile or the best scores is the one chosen. Once all the “successful” candidates (i.e. all those who pass every element) are considered together, the manager will decide which one is the best fit for the job, work unit, team dynamics, etc.
The manager will then get approval from their boss to select candidate. Once the manager has chosen someone, they will likely show your resume to their boss to say “this is the person I intend to hire.” They’ll explain how you did in the process, etc, but often they’ll circulate the resume as an intro to their boss. Some managers won’t bother with this step if it is a relatively junior position, but if you are applying for more senior positions that will regularly deal with more senior people, the managers will generally show their boss something before formally selecting you. This is also an opportunity for the manager to confirm with the boss that the management situation is still the same as when they started, and to avoid suddenly being caught by surprise if the boss says, “Oops, our budget was reduced and we no longer have the money to hire someone.”
The manager also has to get approval (again) from the PSC to select candidate (including assessing priority referrals, if necessary). Way back when the posting notice first went to the PSC, managers had to “clear priorities” (if any) before proceeding. Now that the manager is at the end of the process, they may have to clear priorities (again, or more likely, for the first time). Generally these are “new” candidates who were added to the priority list after your initial request, but not always.
Why do you care about this “best fit” phase if you are an applicant?
- Because it means that you can come first on just about every element, and not “win” the job. Why? The manager may be looking for someone who is a strong extrovert to balance out an introverted team, plus a strong oral communicator to give presentations, and someone with superior language skills. Maybe he was also looking for judgement, interpersonal skills, written communication, initiative, etc., where you excelled, but another candidate has a strong background in making presentations in French as part of outreach programs and is an strong extrovert (as reflected in their communication ability and interpersonal skills). As such, the manager may select the one that “best fits” the job and team. It may be you, it may not be. But you need to know this before you start – it means you are NOT trying to convince the manager that you are the best candidate, but rather the best candidate for a specific job. The more you can find out about the team and the job, the better placed you are to show how you would fit in.
- Because while your first intro to the hiring manager was your cover letter – it’s what they used to screen you in or out – the first intro to their boss is likely to be your resume. Both have to be ready for primetime – no skimping on one or the other in your application process.
- Because if someone is appointed as a priority candidate, you have almost no right of appeal. They are not considered “part” of the process, and departments may “cancel” the competition and appoint the person from the priority list. It’s as if the competition never happened, because the priority candidates are “outside” the process. Put another way, the course of true love never runs smooth, and neither does HR. Things change, and it may suck to be “leading the pack” only to have a priority candidate seem to jump the queue. Foreign Affairs staff have a saying – “Don’t assume you have the job until you have been doing it for a week, and maybe not even then!”. Good advice to remember – it’s not over until you’re appointed, no matter how well things seem to be going.
Phase 6: Managers formally state intention to hire specific applicant(s)
Okay, the manager has selected someone. And they post a “notice of consideration” that says, “This is the person we intend to hire.” Once a week has passed (usually a week is the duration), a “notice of appointment” is posted – this is the formal notice that not only was the person “considered”, they are now being appointed to the position.
If you were the person, the hiring department will issue you a “letter of offer” that you and your manager’s boss have to sign, and you’re generally “good to go”. However, note that the appeals process mentioned earlier is not instantaneous. While the department will move ahead, appoint you and have you start, it is theoretically possible that an appeal could be launched, and if successful, your appointment revoked. This rarely happens, and usually would mean that the hiring manager really screwed something up in the process.
Why do you care about this “notice” phase if you are an applicant?
- Two reasons – if you aren’t the one chosen, this may be the first time you find out the process has ended and you aren’t the “winning” candidate. You should get a notice from HR earlier to say you were found qualified, but at that point, communication from the department may stop, leaving you scratching your head and wondering, “Now what?”. This tells you that for you, the answer is potentially “nothing.” The second reason is that it also is the first time your formal right to appeal kicks in … while there are limited “rights of appeal” (you don’t get to appeal just because you felt you did better), there are formal appeal processes available if you think the hiring manager failed to do things properly.
- Because these notices formalize the appeal process, if you are considering appealing. Alternatively, it is also the mechanism for formally announcing that you are the winning candidate if you are the one being selected.
- The most important part for you as the winning candidate is not the appeals process, but the letter of offer. While this includes a whole host of language about values and ethics, etc., it also includes more immediate information for you – your title in the new position, which division you are assigned to (if it wasn’t clear previously, this could be exciting to learn), what your classification will be (this shouldn’t be a surprise, since you applied for a specific job), and what your level will be (which also equates to a specific pay scale!).
Phase 7: Managers (with others) address appeals
Most appeals don’t proceed very far in the formal appeal process for one of two reasons. First, if the appellant’s reasons are sound, and it appears the hiring manager was in error, the department will likely correct the problem themselves long before it gets to a tribunal stage. This may involve screening the appellant into the competition and assessing them from the stage where they were screened out, or giving them a test that they missed for what was determined to be sufficient grounds to grant an extension.
Second, if the appellant is completely out to lunch, the union will advise them that they have no valid grounds to pursue. They may complain, but they’ll likely let the matter drop once they get into a formal situation of filing briefs for a tribunal, responding to filings by the Department, etc. Some people view appeals as a waste of time – like buses, there will be another competition coming along any minute – and suggest that you just move on. However, sometimes there are grey areas where the appellant and the department do not agree on what was the right approach to take in a given situation (such as a person being tested for language early on in the process, rather than at the end, and getting screened out). In these rare cases, the appeal may go all the way to a tribunal who will decide first if the scope of the complaint is a valid grounds for complaining, and second if the appellant’s complaints prove the grounds of the complaint.
Why do you care about this “appeal” phase if you are an applicant?
- A whole separate volume could address why candidates should care about tribunal decisions, but at this point, note that tribunal decisions help constrain what is appropriate in future competitions and what is not. Knowing what to expect, and what is “out of bounds”, will help you focus on what really matters.