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Leadership Development

IT Leadership Continuum

Applying to IT EDP

Self-Assessment 
Tested Quantifiable
Assessed Experience
Career Achievement Record (Competency-Based)
Assessment 
Application Form
Departmental Coordinators List

Program Application Details

Applying to IT EDP

Applicants interested in applying for the IT EDP should contact their Personnel Office to determine if their department/agency is participating in the Program this year.

IT executives, including CS-05 or equivalent, EX-01 and EX-02, who aspire to EX-02 or EX-03 positions are invited to consider if they have the education, experience, knowledge and senior management potential to merit their effort in applying. Department/agency may conduct an assessment process to determine which applicant they are willing to sponsor onto the IT Executive Development Program.

Applicants should then complete the application process as indicated by their department. A sample application form can be found on the ORO website: http://publiservice.solutions.gc.ca/oro-bgc/it/continu/edp/edp04_e.asp#app.

Self-Assessment

The self-assessment tool is a web-based tool to track and report competency strengths and weaknesses. Using the tool located on the TBS/ORO website: http://publiservice.solutions.gc.ca/oro-bgc/comp/login_e.asp candidates are asked to self-assess against the 14 La Relève Leadership Competencies. Results of the self assessment can assist candidates in deciding whether they are ready to apply for the Program.

Departmental Screening Criteria

Tested Quantifiable

Education:

Must meet CS-05 Education Standard minimum 2 years post-secondary education (either university or college) in Computer Science or other acceptable specialization. Department/agency may choose to give preference to participants with university degrees.

Language Requirements:

Candidates must have valid SLE results at the CBC level.

Security Clearance

Enhanced reliability or higher is recommended.

Assessed Experience

Experience

Experienced CS-05/EX-01 at the Director level who have managed multiple teams, managed through subordinates and managed a budget.

Experience in:

• Developing Information Management/Information Technology visions, plans, standards and policies.
• Providing effective strategic advice to senior management.
• Contract administration, finance and human resource management.
• Developing long and short-range informatics strategies, plans and policies.
• Managing computer systems operations.
• Managing a systems development organization multi-disciplinary team consisting of in-house and contracted system developers.
• The field of Data Administration or Data Management.
• Developing and delivering Enterprise IM and IT frameworks and solutions to meet user requirements, and in managing client expectations.
• Development of Business Process Models, Information Models, Workflow models.
• Negotiation and management of contractual agreements and partnerships.
• Negotiating and establishing internal and external partnerships and complex requirements for IT services with provincial department/agency and service delivery agencies.
• Relating business requirements to GOC plans and priorities in the area of e-government, and translating related business needs into systems requirements.

Sponsorship Letter from DG or ADM

A letter of sponsorship from their DG or ADM must be provided that indicates support for the candidate over the tenure of the Program and clearly indicates an understanding of the financial obligations.

Career Achievement Record (Competency-Based)

The applicant will be asked to describe what they have done that is an indicator that they have performed the Behavioural Indicator (BI). While they may have actually performed the specified indicator, they could also have performed complementary activities. This is to determine their potential ability to perform at the EX-02/03 level. They have to bring this ability or potential to the process, the EDP does not expect to provide the "learning" for those skills. It will expand, enhance or modify this ability but the candidate must have already demonstrated an ability.

Visioning

The work of the Public Service is guided by its vision, IT executives work with others to articulate the vision of their department/agency and the Public Service. They discern ways in which IT can enable the vision, strategies and goals of their department/agency and of the Public Service, and they actively promote enthusiasm and commitment to the vision.

The following Visioning behaviours are demonstrated by IT ADMs and DGs:

• works with others (e.g. program and policy personnel) to define the business vision of the department/agency.
• seeks alignment of the department/agency's business vision with the broader vision of the Public Service.
• generates belief in and commitment to the vision of the Public Service and IT initiatives that enable the vision.
• contributes to shaping the vision of the federal Public Service.

Behavioural Flexibility

IT executives function effectively in a broad range of situations and with varied people. As work contexts and roles change, they constantly demonstrate adaptability. Behavioural Flexibility allows IT executives to remain productive amidst continuous change, ambiguity and uncertainty that characterize the IT sector.

The following behaviours related to Behavioural Flexibility are demonstrated by IT ADMs and DGs:

• adjusts own organization's direction, priorities, structures, and processes to meet evolving needs.
• responds effectively to shifting, and at times seemingly contradictory, demands and pressures from various sources inside and outside the department/agency.
• responds quickly to shifting opportunities and risks.
• adapts interpersonal style with varied individuals and groups, dealing adroitly with volatile, changing relationships.

Candidates must be successful in each of the assessed areas before moving on to the next step.

Instructions to Applicants

Demonstrate Your Competence

For the Career Achievement Record, you are being evaluated on 2 competencies based on the La Relève Leadership Competencies. For each of these competencies, you are asked to provide one example to illustrate your competence.

Each competency has a Definition and Behavioural Indicators. The definition is a broad statement of what the competency is when demonstrated at the Director level of proficiency. The Indicators are generic descriptions of the behaviours an individual may demonstrate when proficient in the given competency.

When choosing and writing up examples, be sure that you consider both the definition and the individual indicators.

How Competencies are Evaluated

Your demonstrated competence will be evaluated globally. The Assessment Board will consider what indicators you have demonstrated, the degree of sophistication with which you have demonstrated them, and whether the total picture represents the general level of competencies reflected in the definition.

Role of your Validators

For each competency, there is a section in the Application Form for contact information for each validator. A validator is an individual who saw you demonstrate the competency. The validator's role is not to evaluate you against the competency. This individual should be able to confirm that the example you have provided is characteristic of your ongoing performance and appropriate in the context of your roles, responsibilities and work environment at the time.

You should discuss your example with the validator and ensure that they are willing to be contacted as a part of this process.

Describing Examples

Included in these instructions are four SAMPLES of competency assessments to assist you with the completion of the Career Achievement Record.

Important Guidelines and Tips:

• Your descriptions should focus almost exclusively on you; what you did, your role in events, etc.
• Avoid phrases such as "we decided to...", "we organized a...", "we felt that...".
• Discuss other people and what they did only as part of the description of the context in which you took your actions.
• Describe actual, specific events, and describe them in the past tense. Avoid statements like "I work well with teams" or "I always meet client expectations".
• You are encouraged to make each example as recent and specific as possible.
• The key is to demonstrate that you are proficient in the given competency. Use situations, examples, supporting information, whatever you feel is necessary to give an unfamiliar person a complete understanding of how the competency was demonstrated.
• You should choose the examples from your experience that you feel best demonstrate your proficiency in the competency.
• It is not necessary to provide more than one example for a given competency. Provide at least one, but as many examples as are necessary to provide an overall picture of how you have shown the competency in your own work.
• For each competency, candidates are encouraged to provide recent, specific examples.

Assessment

Interview 1

The first interview is a board interview that will assess the management competencies. The management competencies have been clustered (see list below) and one interview question will be asked per cluster with a few probes. Feedback will be available to candidates.

Assessed against:

• Cognitive Capacity/Communications
• Stamina/Stress Resistance/Teamwork
• Organizational Awareness/Action Management/Ethics and Values

Knowledge of:

• Their organization's issues, business lines, processes and structure.
• Corporate and department/agency policies that govern department/agency activities.
• Trends and developments in the IT industry.

Interview 2

The second interview will assess the leadership competencies. The leadership competencies have been clustered (see list below) and one interview question will be asked per cluster with a probing dialogue. Feedback will be available to applicants.

Assessed against:

• Behavioural Flexibility/Creativity
• Self Confidence/Personality
• Interpersonal Relations/Ethics and Values
• Visioning/Partnering

Application Form

An RTF version is also downloadable for use

Departmental Coordinators List

To print the list of Coordinators