Employment opportunities at the Library of Parliament

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

_{Note: This position is not eligible for regular telework. The location of work is on-site at Library of Parliament workplaces located in the National Capital Region.}

The following knowledge criteria will also be evaluated:

•Knowledge of best practices in visitor services 
•Knowledge of theories, methods and techniques of heritage interpretation and their practical application 
•Knowledge of how Canadian Parliament works, of its history, activities, and the art and architecture of the Parliament buildings 
•Knowledge of 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 providing client service and dealing with time sensitive requests or issues
•Experience in the delivery of historical or cultural interpretive programs 
•Experience in supervising, coaching or mentoring individuals in a cultural or educational milieu, or in a recreational or visitor service environment 

Asset: 

•Experience in evaluating employee performance and providing feedback 
•Experience in delivering training to new employees 

Candidates retained in this selection process will be required to obtain successfully:

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

Additional Information:

•This selection process is open to the public.
•This selection process may 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.
•We are committed to providing an inclusive and barrier-free work environment, starting with the staffing process. If you require accommodations during any phase of the evaluation process, please contact us at LOPCareers-CarrieresBDP@parl.gc.ca.
•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.
•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 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.
•Only those legally permitted to work in Canada can participate in this selection process.

Apply no later than  July 23, 2023 11:59 PM  Eastern Time.

By applying on this job posting, you understand that this position requires frequent weekend work and occasional evening work. 

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 “LAST NAME, FIRST NAME - Staffing Process 23-LOP-54” 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 you for your interest. Please note that only those selected for further consideration will be contacted.

Competency Profile for Management – Supervisor

ADAPTABILITY

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.

CLIENT FOCUS

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.

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 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 PEOPLE

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.

DECISION-MAKING

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 dealingwith 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 decisions.

ACHIEVEMENT ORIENTATION

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.

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 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.