COMMISSIONER'S DIRECTIVE

CSC Standardized Selection Process

Policy Bulletin 168

POLICY OBJECTIVE

1. To ensure that CSC implements a staffing process that promotes the achievement of its Mandate and that respects Public Service Values and Ethics and the Corrections and Conditional Release Act.

AUTHORITIES

2. Public Service Employment Act;
Public Service Employment Regulations.

CROSS-REFERENCES

3. Staffing Delegation and Accountability Agreement;
Commissioner's Directive 068 - Delegation of Authorities in Human Resource Management;
List of positions targeted by the standardized selection process.
http://infonet/csp/documents/Positions_102003_e.doc

DEFINITION

4. The standardized selection process (SSP) is a systematic approach of determining departmental qualification standards for identified positions and measuring the competency level of employees against these standards.

PRINCIPLES

5. All appointments within CSC, including those which are part of the SSP will be guided by the Public Service staffing values and management principles (http://infonet/infonet/regions/HR/staf_accountability_agreement_e.htm - Annex B). Appointments will be based on merit and selection decisions will be fair, equitable and transparent thus contributing to a Public Service that is competent, representative and non-partisan.

6. Staffing values will be balanced with the management principles to afford flexibility to managers in meeting operational objectives in an effective and efficient manner.

ROLES AND RESPONSIBILITIES

7. The Executive Committee shall approve national statements of qualifications and the extent of the SSP as required.

8. NHQ Sector Head shall:

1. determine, in consultation with the regional managers, whether national selection tools are required and, if so, identify which tools or parts thereof will be standardized;
2. recommend national statements of qualifications and the extent of the SSP for approval by the Executive Committee; and
3. identify the office of primary interest to develop and maintain selection tools to evaluate knowledge, abilities and personal suitability.

9. Regional Deputy Commissioners/Sector Heads shall allocate appropriate resources to support the development and implementation of activities related to the SSP.

10. The Assistant Commissioner, Human Resource Management shall:

1. develop and maintain guidelines related to the SSP;
2. coordinate the development and maintenance of selection tools related to the SSP;
3. monitor and report on the application of the SSP; and
4. provide advice and expertise on matters related to the SSP.

11. Managers/supervisors are responsible to assist employees in achieving their career aspirations by identifying developmental activities/opportunities, providing feedback on performance, as well as on-the-job coaching, developmental coaching and career counseling.

12. Employees are responsible for the management of their career and the pursuit of developmental activities or opportunities that support their aspirations and personal growth.

Commissioner,

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