The Library of Parliament is a non-partisan organization providing stimulating and rewarding work in support of Canadian parliamentary democracy. We recognize that our employees are our most important asset and, as such, we offer excellent benefits, a minimum of 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 looking for candidates to staff the following position: Director, Collection Strategy and Development (CSD).

IDRS provides an unparalleled opportunity for you to contribute your knowledge and skills to a dynamic team of information and library professionals. The position of Director, CSD, is an opportunity to contribute to the leadership of a key function at the Library of Parliament and in service of the Parliament of Canada. The Director, CSD will bring dynamic leadership, sound knowledge and a collaborative spirit to this important and evolving role.


DIRECTOR, COLLECTION STRATEGY AND DEVELOPMENT

INFORMATION AND DOCUMENT RESOURCE SERVICE

Indeterminate Position

LEX-1 ($112,300–$132,100*)
Bilingual staffing – imperative: (CBC/CBC)

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

*Rates of pay include economic increases up to 2017; Eligible for performance pay

NOTE: This selection process may 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:

• In-depth knowledge of strategies, trends and issues related to collection development, including evidence-based approaches and collection assessment
• In-depth knowledge of issues related to electronic resource management, licensing, vendor relationship management, and contracting and procurement policies 
• In-depth knowledge of legislation and policies related to the acquisition, dissemination and use of information resources including copyrighted materials
• In-depth knowledge of trends and issues in media monitoring

To be considered, candidates must have:

• A Master of Library Science degree or a Master of Library and Information Science degree from a recognized university
• Experience leading and managing change related to the shift from traditional to emerging information formats
• Experience dealing with media inquiries and public-facing functions
• Recent** experience managing acquisition budgets and negotiating and managing complex licensing agreements
• Recent** experience successfully collaborating and managing relationships with vendors, clients, and other stakeholders
• Recent** experience in leading and building a high-performing team of professionals, and implementing human resources strategies
• Experience providing advice and recommendations to senior executives within the areas of accountability relating to Collection Strategy and Development

Assets:

• Recent** experience developing and implementing procedures and performance indicators
• Recent** experience leading projects, initiatives and teams through significant change, including business process change

**Recent experience is defined as experience acquired within the last five (5) years.

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

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, an interview and may also include a written qualifying exam. 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 believes that the excellence for which it is known is enhanced by nurturing an inclusive workplace that embraces diversity, values differences and supports the full participation of all employees. The Library is committed to creating and maintaining a diverse workforce reflecting the communities we live in and work in, the clients we work with, and Canadian society at large.
• 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  November 6, 2020 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 20-LOP-193 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 343-542-4836 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 Executive Leadership - Director

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 5:  Ensures continued service excellence.
• Formulates strategies and processes to evaluate emerging and longer-term opportunities and threats to meeting clients’ needs.
• Determines strategic business direction to best meet clients’ evolving needs.
• Evaluates the client service model and service standards to identify areas for improvement.

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 4:  Identifies and handles strategic issues.
• Develops policies and measures to integrate ethics within the organization.
• Implements standards and safeguards to protect the organization’s integrity.
• Integrates ethics into every action of the organization – everything people do, touch or influence.
• Develops risk assessment processes to identify and mitigate ethical risks.
• Implements initiatives to enhance understanding of and commitment to ethics and integrity.
 
THINKING STRATEGICALLY

Seeing and synthesizing different aspects of an issue, examining the full range of options and outcomes, and building frameworks to guide analysis and action

Level 3:  Identifies and handles strategic issues.
• Foresees longer-term implications of proposed positions, options and approaches that are not readily apparent.
• Exercises sound judgment in new situations in the absence of specific guidance.
• Evaluates emerging opportunities and risks when articulating astute and defensible options and recommendations.
• Selects new information to share with key stakeholders to influence their understanding and decisions.
• Identifies the organizational context and priorities, how they interact, and how they affect issues.

INSPIRING OTHERS

Energizing and inspiring others to strive for excellence and commit to common goals and purposes, creating a sense of self-efficacy, resilience and persistence in followers

Level 3:  Fosters engagement across different teams.
• Resolves conflict across teams fairly and sensitively.
• Translates the mission of cross-functional collaborations into terms relevant to each team’s work, generating excitement and commitment.
• Seeks to understand and address concerns and resistance in cross-team collaborations.
• Recognizes individual and group achievements and talents across functions.
• Facilitates teams to understand and align their objectives with cross-functional goals.

DECISION MAKING

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

Level 4:  Makes complex decisions in the face of ambiguity.
• Makes complex decisions for which there is no set procedure.
• Considers a multiplicity of interrelated factors for which there is incomplete and contradictory information.
• Balances competing priorities in reaching decisions.
• Takes crucial details into consideration, while maintaining a strategic perspective.
• Analyzes explicit and implicit dynamics and agendas of key stakeholders.

PARTNERING

Seeking and building alliances, both within and beyond the organization, that further the organization’s objectives

Level 3:  Seeks partnership opportunities.
• Identifies existing opportunities to partner and seeks out new partnership opportunities.
• Identifies potential partners to achieve short-term and long-term goals of the organization.
• Initiates partnerships and alliances that promote organizational objectives.

PLANNING AND ORGANIZING

Making and following plans and allocating resources effectively to reach goals that are central to organizational success

Level 5:  Plans and organizes at a strategic level.
• Identifies objectives, priorities and strategies that provide direction for the organization.
• Implements strategies to monitor programs, tracking progress and optimal resource utilization and making adjustments as needed.
• Secures program or project resources in line with strategic direction.

VISIONING AND ALIGNMENT

Actively shaping and communicating the organizational vision and values to ensure understanding and alignment throughout the organization

Level 4:  Aligns strategic support.
• Sets strategic goals and approaches in line with the organization’s vision and values.
• Scans external and internal environments to identify and assess emerging trends, opportunities and threats that may influence future directions.
• Responds to emerging trends with initiatives that are aligned with the organization’s vision and values.
• Promotes a shared understanding of the organization’s vision and implications for organizational direction.

LEADING CHANGE

Recognizing the need for change, being open to new ideas and methods, and championing transformational change within the organization and beyond

Level 3:  Orchestrates changes initiatives that involve multiple teams and functions.
• Explores different teams’ reasons behind resistance to change.
• Guides teams in adjusting priorities and reallocating resources to effect change.
• Tracks the impact of change on multiple teams and functions, making adjustments as needed.
• Partners with change leaders and managers in planning, implementing and evaluating interventions to improve organizational performance.
• Enlists a guiding coalition group with strong formal and informal influence to lead change.
• Aligns multiple change initiatives as one unified effort and ensures the integration of plans, resources and pace.