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, a minimum of four weeks’ vacation leave, learning opportunities to support professional and career development, competitive salaries, and more!
Corporate Services (CS) provides support and services to the Library of Parliament in the areas of human resources, finance and materiel management, corporate planning, information technology, and publishing, editing and creative services.
We are currently looking for candidates to staff the following position: Director, Finance and Administration.
The Director, Finance and Administration is responsible for developing, delivering, and integrating a suite of corporate functions and enterprise-wide services in the areas of financial planning, accounting and reporting; corporate planning and reporting; procurement and contracting; material management; security; facilities and accommodation services; and a variety of other administrative functions and related projects and initiatives. The Director, Finance and Administration also provides strategic advice and subject matter expertise, develops strategies and makes recommendations to the Director General, Corporate Services, the Parliamentary Librarian and the Library’s Executive Committee.
DIRECTOR, FINANCE AND ADMINISTRATION (UPDATED)
FINANCE AND ADMINISTRATION
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
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:
• Knowledge of Generally Accepted Accounting Principles, Public Sector Accounting Board, Treasury Board Accounting Standards, principles and best practices relating to the comptrollership function, financial management, financial audit, internal controls, financial corporate systems and financial accounting and administration.
• Knowledge of legislation, regulations and policies pertaining to the suite of functions and services for which the Director is accountable
• Knowledge of the roles and responsibilities of parliamentary partners and lead federal organizations and agencies involved in finance, contracting, security and accommodations
• Knowledge of the principles and practices of policy development; trends and needs analysis; cost benefit analysis; risk analysis; statistical sampling; internal controls; cost recovery and revenue generation
• Knowledge of project management theories, principles, techniques, methods and practices
• Knowledge of the Library of Parliament’s structure, mandate, priorities, programs, roles and responsibilities and its partners
To be considered, candidates must have:
• A Bachelor’s degree from a recognized university in the field of accounting, finance, commerce, or related field, or an acceptable combination of education, training and experience directly related to the position
• A recognized professional accounting designation (CA, CPA, CGA, CMA)
• Recent* and significant** experience in providing strategic advice and making recommendations to senior management on financial management, and procurement and contracting services within the federal public service (Updated)
• Experience in providing strategic advice and making recommendations to senior management on one or more of the following services or functions: corporate planning, accessibility, material management, security, real property/facilities and accommodations, and administrative functions, and related projects, initiatives and issues (Updated)
• Recent* and significant** experience in leading the development and implementation of corporate frameworks and policies, and strategic directions in an organization
• Recent* and significant** experience in leading committees and working groups with senior management
• Recent* and significant** experience in leadership and developing diversified multidisciplinary teams involved in the conduct of ongoing activities and complex projects.
*Recent experience is defined as experience acquired within the last five (5) years.
**Significant experience is understood to mean three (3) or more years carrying out these functions.
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.
Apply no later than April 11, 2021 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-380 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
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.
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.
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.
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.
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.
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.
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.
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.