The Library of Parliament is a non-partisan organization providing stimulating and rewarding work. We recognize that our employees are our most important asset and, as such, we offer excellent benefits, 4 weeks’ vacation leave, learning opportunities to support professional and career development, competitive salaries and more!
The Public Education Programs (PEP) section delivers the Library’s public, educational and visitor programs, which help to educate and inform Canadians about Parliament and its institutions with a variety of tools and resources, including guided tours, exhibits, and print and web resources.
The PEP section includes the Parliamentary Guide Program, which involves the delivery and facilitation of a variety of services for parliamentarians as well as on-site programs for the public on behalf of Parliament.
We are currently looking for candidates to staff the following position: Interpretation Officer.
Interpretation officers work in a dynamic team environment and serve as the public face of Parliament. They are responsible for conceiving and delivering high-quality guided tours of the Canadian Parliament; for recruiting, training, mentoring, managing and evaluating the work of a team of parliamentary guides; and for coordinating daily tour schedules.
Please note that applications to this job process are accepted on a on-going basis.
Parliamentary Tour Program
Public Education Programs
Parliamentary Information and Research Service
Determinate Positions / Anticipatory Staffing
Bilingual staffing – imperative (CBC/CBC)
For the purposes of this selection process, the competencies listed in the attached Competency Profile will be evaluated.
Note: When you apply to this staffing process, you are not applying for a specific job, but to a pool for future vacancies. As positions become available, qualified applicants may be contacted for futher assessment
The following knowledge criteria will also be evaluated:
- Best practices in visitor services
- Theories, methods and techniques of heritage interpretation and their practical application
- How the Canadian Parliament works, of its history, activities, and the art and architecture of the Parliament buildings
- Methods, techniques and practices of developing and delivering training sessions
To be considered, candidates must have:
- Successful completion of post-secondary education in a field related to the duties of the position, or an acceptable combination of relevant education, training and experience
- Experience in the delivery of historical and/or cultural interpretive programs
- Experience in supervision in a cultural or educational milieu, or in a recreational or visitor service environment
- Experience in dealing with a diverse clientele
Candidates retained in this selection process will be required to obtain:
- A successful second-language evaluation (Bilingual staffing – imperative: CBC/CBC)
- A successful pre-employment screening
- 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, a written qualifying exam, and an interview. The interview will consist of behavioural, situational and knowledge-based questions. Candidates will be required to pass each stage in order to move to the next stage of the selection process.
- Qualified candidates from this selection process may be considered for determinate or indeterminate positions at the Library of Parliament that require similar knowledge and/or competencies.
- 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.
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-359 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 – Supervisor
Adapting in order to work effectively in ambiguous or changing situations, and with diverse individuals and groups.
Level 3: Adapts to widely varying needs.
- Adapts to new ideas and initiatives across a wide variety of issues or situations.
- Supports major changes that challenge traditional ways of operating.
- Adapts interpersonal style to highly diverse individuals and groups in a range of situations.
- Adapts own plans and priorities in anticipation of change.
Providing service excellence to internal and/or external clients, addressing immediate and evolving client needs.
Level 2: Maintains client contact.
- Follows up with clients during and after delivery of services to ensure that their needs have been met.
- Keeps clients up to date on the progress of the service they are receiving and changes that affect them.
- Maintains service to clients during critical periods.
- Addresses clients’ issues in order of priority.
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 2: Handles ethical dilemmas effectively within teams.
- Sets clear expectations for employees of ethical behaviours to be demonstrated in the workplace.
- Initiates discussion of ethical dimensions of different situations.
- Identifies ethical dilemmas and takes action to avoid and prevent them.
- Checks all decisions to ensure that they are in accordance with overall organizational values before they are implemented.
- Encourages team members to come forward when they observe ethical lapses.
- Recognizes behaviour that supports transparency and honesty.
Managing others to ensure their work contributes to organizational goals by developing individuals, building teams, resolving conflicts and applying workplace policies.
Level 2: Manages a small team and implements people management practices.
- Chairs working groups to lead information-gathering processes.
- Plans team members’ work based on the team’s objectives.
- Evaluates individual performance based on fair criteria, taking diversity into account.
- Addresses human rights complaints (e.g., harassment, discrimination) immediately after incidents are reported.
- Resolves interpersonal or personal problems that are affecting performance.
- Follows human resources policy and processes for issue escalation.
Applying critical thinking, good business sense and organizational values to make decisions involving varying levels of risk and ambiguity.
Level 2: Makes decisions by interpreting guidelines and policies.
- Applies guidelines and procedures that require some interpretation in dealing with exceptions.
- Makes straightforward decisions based on information that is generally adequate.
- Compares the importance of various factors on specific aspects of an issue.
- Recognizes when analysis is sufficient to proceed with making a good decision.
- Identifies potential implications of own decision.
Focusing efforts on achieving high-quality results consistent with the organization’s standards
Level 3: Helps others consistently meet standards.
- Assists others to improve efficiency.
- Coaches others to follow own example of excellence.
- Contributes ideas for improvements in work methods and outcomes.
TECHNICAL AND FUNCTIONAL CAPABILITY
Understanding and applying technical and functional knowledge and skills to accomplish work objectives, while keeping up to date with new developments in the subject area and continuing to enhance skills
Level 4: Demonstrates advanced knowledge and ability
- Deals with new or complex issues in the technical or functional area.
- Adapts approaches in novel situations.
- Explains advanced or complex concepts and methods.
- Guides others in the technical or functional area.
- Makes recommendations on the best course of action in complex situations.
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.
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 2: Understands and applies informal organizational structures and processes.
- Identifies the unwritten, informal structures, culture, rules, power dynamics and decision- making processes.
- Builds an informal network of relationships to facilitate progress toward objectives.
- Positions arguments based on an understanding of informal communities of shared interest.
- Recognizes unspoken organizational constraints – what is and is not possible at certain times or at certain levels.
- Applies both formal and informal channels or networks for acquiring information and assistance and for accomplishing work goals.