The Library of Parliament is a non-partisan employer proving stimulating and rewarding work. We recognize that our employees are our most important asset; for that reason, we offer excellent benefits, four weeks’ vacation leave, learning opportunities to support professional and career development, competitive salaries and more.

Our Information and Document Resource Service (IDRS) provides high-quality, substantive and timely information and documentation to Parliament and its staff by building, managing, preserving and optimizing access to the Library’s information assets. 

We are currently seeking candidates to staff the following position: Manager, Preservation.

The Manager, Preservation is responsible for the preservation of the Library of Parliament’s collections, including the circulating collection, and for providing access to and information about the Library’s art and artefacts and heritage collections, as well as to historical parliamentary publications and a rich data collection covering the history of the Parliament of Canada.


Manager, Preservation

Collection Access and Preservation
Information and Document Resource Service

Indeterminate Position

MPA-6* ($89,911–$110,600)
Bilingual staffing - imperative (CBC/CBC)

For the purposes of this selection process, the competencies listed in the attached Competency Profile will be evaluated.

*Job description currently under review

NOTE: This selection process will also be used to establish a pool of prequalified candidates that could be used to staff determinate and indeterminate positions at the Library of Parliament that require similar knowledge or competencies.

 

The following knowledge criteria will also be evaluated:

  • Understanding of the functioning of the Parliament of Canada, including parliamentary processes and publications
  • Knowledge of the principles, national and international standards, and best practices associated with digital and print preservation
  • Comprehensive knowledge of the theories, principles and practices of library and information science

To be considered, candidates must have:

  • A master’s degree in Information Sciences or Library Sciences from an accredited university, or an equivalent combination of education and experience
  • Experience in a leadership role
  • Experience in collaborating and managing partnerships with clients, and internal and external partners

Assets:

  • Experience in developing and implementing policies and guidelines
  • Experience in managing information or library assets and resources in an information system, such as a database, electronic records management system or integrated library system
  • Experience in preserving, curating or managing collections of rare or fragile books or documents, or art and artefacts
  • Experience in coordinating or managing projects, including seeing a project through from start to finish as a project lead, champion or manager
  • Experience in communicating change management

Candidates selected through this process will be required to obtain:

  • A successful second language evaluation (Bilingual staffing- imperative: CBC/CBC)
  • A successful pre-employment screening

Additional information:

  • This selection process is open to the public and to employees of the Library of Parliament, the Senate, the House of Commons, the Office of the Senate Ethics Officer, the Office of the Conflict of Interest and Ethics Commissioner, the Parliamentary Protective Service, and the Office of the Parliamentary Budget Officer.
  • This selection process will include a second-language evaluation and an interview and may include a written qualifying exam. The interview will consist of behavioural, situational and knowledge-based questions and may also include a presentation. Candidates will be required to pass each stage in order to move to the next stage of the selection process.
  • Education and experience requirements will be used to determine which candidates will be asked to participate in the next stage of the selection process.
  • Satisfactory references and proof of education are essential conditions of appointment.
  • Travel and relocation expenses are the responsibility of the candidates.
  • The Library of Parliament is committed to employment equity.
  • Preference will be given to Canadian citizens and to permanent residents who are legally able to work in Canada. Applicants who have a valid work permit may also be considered.

Apply no later than  September 22, 2019 11:59 PM  Eastern Time.

To apply, please send us your curriculum vitae, along with a covering letter indicating how you meet each of the education and experience requirements of the position. Please quote Staffing Process 19-LOP-251 in your documents and, if you apply by email, in the subject line of your email. 

Send us your application:

By email:     LOPCareers-CarrieresBDP@parl.gc.ca

By fax:         613-995-9582

By mail:       50 O’Connor Street
                      Library of Parliament
                      Human Resources Directorate
                      Ottawa, ON K1A 0A9

Questions? Contact Human Resources at 613-797-9238 or LOPCareers-CarrieresBDP@parl.gc.ca

We thank all those who apply. Please note that only those selected for further consideration will be contacted.

 

Competency Profile for Management – Manager

ADAPTABILITY

Adapting in order to work effectively in ambiguous or changing situations, and with diverse individuals and groups

Level 4: Adapts plans and goals.

  • Adapts organizational or project plans to meet new demands and priorities.
  • Revises project goals when circumstances demand it.
  • Responds quickly to shifting opportunities and risks.

CLIENT FOCUS

Providing service excellence to internal and/or external clients, addressing immediate and evolving client needs

Level 4: Provides seasoned advice.

  • Acts as a seasoned advisor, providing independent opinion on complex client problems and novel initiatives, and assisting with decision-making.
  • Encourages clients to consider difficult issues when it is in their best interests.
  • Advocates on behalf of clients to more senior management, identifying approaches that meet clients’ needs as well as those of the organization.

EXEMPLIFYING INTEGRITY

Treating others fairly, honestly and respectfully, furthering the integrity of the organization and its relationships of trust within the work environment and in the broader community

Level 3: Proactively identifies and balances ethical issues across teams and functions.

  • Promotes the discussion of practical and relevant ethical dilemmas within the work environment and appropriate behaviours to deal with them.
  • Maintains the status of ethics as compulsory in the organization by holding everyone accountable.
  • Develops metrics to track initiatives related to the Library’s Values and Ethics Code.
  • Monitors the work environment to identify and address ethical issues that could negatively affect the organization or stakeholders.


MANAGING PEOPLE

Managing others to ensure their work contributes to organizational goals by developing individuals, building teams, resolving conflicts and applying workplace policies

Level 3: Builds and manages teams, implementing people management strategies.

  • Balances the needs of employees and the interests of the organization.
  • Supports employees’ career plans and learning opportunities.
  • Applies company policies and procedures in managing direct reports’ performance.
  • Shares own knowledge and experience to support others in achieving their personal and business objectives.
  • Coaches colleagues in technical areas, identifying training and development needs to support professional growth.

DECISION-MAKING

Applying critical thinking, good business sense and organizational values to make decisions involving varying levels of risk and ambiguity

Level 3: Makes decisions in unclear situations.

  • Applies guidelines and procedures that leave considerable room for discretion and interpretation.
  • Makes decisions based on partially defined factors and incomplete information.
  • Involves the right people in the decision-making process, when applicable.
  • Foresees longer-term implications of decisions that are not readily apparent.
  • Selects new information to share with key stakeholders to enhance their understanding and help with decision-making.
  • Considers emerging opportunities and risks to construct defensible options.

ACHEIVEMENT ORIENTATION

Focusing efforts on achieving high-quality results consistent with the organization’s standards

Level 4: Improves organizational performance.

  • Sets highly challenging, but attainable, goals for own organizational area.
  • Assesses group performance against goals to identify areas for improvement.
  • Improves inefficient or ineffective work processes.
  • Adopts positive motivational approaches, tailored to diverse individuals and groups, to help staff improve performance and maximize results achieved.
  • Encourages responsible risk-taking to achieve high-quality results

COMMUNICATION

Communicating clearly and respectfully with different audiences, both orally and in writing

Level 3: Adapts communication.

  • Tailors communication (e.g., content, style, tone and medium) to diverse audiences and readerships.
  • Reads cues from diverse audiences to assess when and how to change planned communication approach to deliver message effectively.
  • Communicates with varying organizational levels, sometimes on the spot.
  • Recognizes others’ complex or underlying needs, motivations or concerns, communicating effectively despite the sensitivity of the situation.
  • Conveys important nuances and context to facilitate understanding of the message or material.

ORGANIZATIONAL AWARENESS

Understanding the workings, structure, culture and distribution of power within and beyond the organization and for Parliament as a whole, and applying this understanding to solve problems and achieve desired outcomes

Level 3: Understands and applies organizational culture, climate and power dynamics.

  • Achieves satisfactory solutions based on an understanding of issues and culture in own and other organizations.
  • Recognizes what is and is not acceptable or possible at certain times given the organizational culture, climate and power dynamics.
  • Anticipates outcomes based on an understanding of organizational culture and power dynamics.
  • Explains how organizational decisions are made and who makes and influences them.
  • Applies an understanding of the roles people play in the organization to form alliances and achieve results.

RESILIENCE

Staying energized, productive and focused in the face of challenges, ambiguity, change or strenuous demands, and creating a supportive environment that helps others become more resilient and productive

Level 4: Proactively assists others in dealing with strenuous work demands.

  • Provides advice and guidance to others to assist them in coping with difficult or demanding situations.
  • Creates a work environment in which wellness and balance are valued.
  • Helps others retain a balanced perspective and remain energized, in the face of ongoing or frequent situations involving high-level stress.