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,flexible work schedule options, a 35-hour work week, learning opportunities to support professional and career development, competitive salaries, and more!

The Library 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.

Research and Education provides high-quality, substantive and timely information, research and analysis to parliamentary committees, individual senators and members of the House of Commons, and parliamentary associations and delegations.

We are currently looking for candidates to staff Senior Manager, Research position and create a pool of qualified candidates for future vacancies.

If you want to contribute to parliamentary work in a dynamic and multidisciplinary environment, then Research and Education provides an unparalleled opportunity for you to apply your education and knowledge in a wide range of public-policy areas. Senior Managers lead a multidisciplinary team of research staff who respond to individual requests from parliamentarians, as well as provide support to Senate and House of Commons committees, the Speakers of the Senate and the House of Commons, and interparliamentary associations.

SENIOR MANAGER, RESEARCH

RESEARCH AND EDUCATION

Determinate Position / Acting Position / Assignment Position / Secondment / Anticipatory Staffing

MPA-7 ($110,351 – $129,587*)
Bilingual staffing – imperative (CBC/CBC)

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

* May be eligible for performance pay

** The salary scale is based on 2021 rates

NOTE: While this position is eligible for part-time telework, regular on-site presence is required at Library of Parliament workplaces located in the National Capital Region.

The following knowledge criteria will also be evaluated:
•Knowledge of the Parliament of Canada and the federal government, and an understanding of the interests and concerns of parliamentarians 
•Knowledge of federal policies, programs, laws and regulations related to one or more of the areas covered by the research divisions (i.e., economics, government operations, transport, environment, resources, agriculture, international affairs, defense, social and indigenous affairs and constitutional and parliamentary affairs 

To be considered, candidates must have:
•A Master’s degree from a recognized university in a field related to the position OR a Bachelor’s degree in a field related to the position combined with a Bachelor of Law / Juris Doctor degree or membership in good standing in a provincial or territorial law society.
•Significant* experience with in-depth policy analysis and research in one or more areas covered by the research divisions
•Experience working with and leading multidisciplinary teams and projects 
•Experience working in close collaboration with internal and external stakeholders 
•Experience managing human and financial resources 
*Significant experience means three or more years of experience 
Assets:
•Knowledge of the principles of research methodologies, service delivery and effective communications strategies in a digital age
•Knowledge of the data that are used to support federal public policy making in one or more of the areas covered by the research divisions
•Knowledge of, or experience in, applying Gender-based Analysis Plus (GBA Plus)
•Experience developing and implementing projects/initiatives, preferably in a parliamentary or government context 
•Experience leading teams through change

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, 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.
  • On 20 June 2022, the vaccination requirement for employees of the Library of Parliament established by the Policy on COVID-19 Vaccination was suspended. The Library of Parliament will continue to follow the situation closely, and should the epidemiological conditions change, we will assess whether there is a need to reinstate the vaccination policy and the associated essential condition of employment applicable to indeterminate, determinate, student and intern hiring.
  • Education and experience requirements will be used to determine which candidates are invited to do the written qualifying exam.
  • Satisfactory references and proof of education are essential conditions of appointment.
  • Travel and relocation expenses are the responsibility of successful candidates.
  • Successful candidates must be legally allowed to work in Canada.

Apply no later than  October 22, 2023 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 23-LOP-314 in your documents and, in the subject line of your email.

Send us your application:

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


Questions? Contact Human Resources at 613-617-0943 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.

ACHIEVEMENT 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.