Canada Revenue Agency SP–07, Excise Technical Advisor, LPRAB, Eastern Quebec TSO, Quebec site and Montreal site (Open to CRA employees and eligible veterans and members of the Canadian Forces) Temporary in Montréal, QC

Overview

Canada Revenue Agency SP–07, Excise Technical Advisor, LPRAB, Eastern Quebec TSO, Quebec site and Montreal site (Open to CRA employees and eligible veterans and members of the Canadian Forces) Temporary in Montréal, QC

Canada Revenue Agency

Branch Montréal QC CA

Position:
SP–07, Excise Technical Advisor, LPRAB, Eastern Quebec TSO, Quebec site and Montreal site (Open to CRA employees and eligible veterans and members of the Canadian Forces)
Location:
Montréal, QC

Technical advisor experience in excise duty and/or softwood lumber. Please note that the technical exam (LPP) will take place on June 7th….

Researches, analyses, interprets and provides advice on the application of statutes (Excise Act and Excise Act, 2001, the Importation of Intoxicating Liquors Act, Softwood Lumber Products Export Charge Act, 2006) and other related legislation administered by the program to internal and external clients.

For more information, please consult the following work description: SP0470 Staffing Requirements to apply You must clearly demonstrate on your online application how you meet the essential staffing requirements to apply.

Education – Essential requirement

A secondary school diploma; or CRA-approved alternatives; and
Successful completion of Introductory Accounting, or Introductory Financial Accounting, or Financial Accounting 1 (FA1); and

Successful completion of Intermediate Accounting I or Intermediate Financial Accounting I or Financial Accounting 2 (FA2); and

Successful completion of Intermediate Accounting II or Intermediate Financial Accounting II or Financial Accounting 3 (FA3).

Acquired rights

As of November 1, 2011, permanent incumbents of Excise Duty Officer SP0458 (SP-06) and Excise Technical Advisor SP0470 (SP-07) jobs, are deemed to meet the Intermediate Accounting requirements for Group II. These acquired rights also apply to employees appointed permanent or laterally moved on a permanent basis as a result of a staffing action started before November 1, 2011.

You must attach in your Candidate profile your proof of education or any relevant documents.

Experience –Essential

Possess a recent and significant* work experience as an Excise Duties officer at an SP-06 or higher level (Softwood Lumber included).

*A recent and significant experience is defined as an experience of at least 24 months normally acquired in the last 3 years.

Eligible veterans and members of the Canadian Forces:

Members and honourably released former members of the Canadian forces who have some experiences in respect to those tasks, or with similar tasks, could be considered.

For your information, you will find below the SP-06 agent’s principal activities:

• Conducts systems-based compliance audits of excise duty licensees and reconciles these accounts. Through audit and compliance review activities, the incumbent ensures that licensees, registrants and others persons governed under the Acts comply with the provisions of the Acts, their regulations and guidelines.

• Conducts license application investigations on individuals, partnerships or corporations who meet the requirements of the Acts to manufacture, possess and/or distribute tobacco or alcohol, and ensures that they are in compliance with such requirements as stated under these Acts.

Competencies – Essential requirement

You must possess, in Employee Self-Service (ESS) or in hand, assessment results for the following competencies by the closing date and time indicated on this notice of job opportunity.

• Effective Interactive Communication (EIC) – Level (2)
• Service Excellence (SE) – Level (2)

Members and honourably released former members of the Canadian forces who do not possess the required competency levels for Service Excellence (SE) and Effective Interactive Communication (EIC) at the screening for prerequisite stage will be given the opportunity to be assessed on these two competencies as part of the assessment stage of this staffing process, as long as all other staffing requirements for the prerequisite stage are met.

Performance level –Essential Languages Requirements Bilingual imperative: B/B/B Staffing requirements to be assessed/applied Any essential staffing requirements indicated below will be assessed/applied at a later date. Any discretionary staffing requirements indicated below may be applied/assessed at a later date.

ASSESSMENT

Qualifications/Competencies

Legislation, politics and procedures (LPP)
Pass mark : 60%
Tool type : Locally developed assessment tool
Assessment method : Written exam
Staffing requirement: Essential

Please note that the technical exam (LPP) will take place on June 7th.

Training capacity
Pass mark : 60%
Tool type : Locally developed assessment tool
Assessment method : Interview
Staffing requirement: Essential

Results from locally developed assessment tools are not portable to other staffing processes.

Additional Staffing Requirements

Essential requirements

• Reliability/Security – Reliability Status

• Performance

The required performance levels for appointments from this staffing process are:

For temporary or permanent lateral moves or appointments to a lower level

Candidates must have achieved a performance level of « Results mostly meet expectations » or « Level 3 » or higher on the most recent finalized performance report.

For acting or permanent promotions

Candidates must have achieved a performance level of « Results meet expectations » or « Level 3 » or higher on the most recent finalized performance report.

If a candidate is a member or a former member of the Canadian Forces or a member of the Canadian Forces released for medical reasons attributable to service, he must meet the expectations of his current employment.

If a candidate doesn’t have the required performance level, the candidate will not proceed further in the staffing process.

Requirements constituting an asset

• Budget considerations

• Duration of appointment

• Start date

• Technical advisor experience in excise duty and/or softwood lumber

• Minimize business disruption

• Employment Equity

Conditions of employment

• Requirement to work at the clients or representatives’ workplace.

• Requirement to travel

• Valid driver’s license or personal mobility corresponding to what would normally be expected from a driver’s license owner

• Doing overtime hours may be required General information For information on how to apply, communication during the staffing process, foreign credentials, employment equity, accommodations during assessment, security status or clearance, and our code and conflict of interest requirements refer to the general information page http://www.cra-arc.gc.ca/crrs/srch/tps-eng.html .

CRA employees are dedicated to serving in the public interest and have worked hard to earn the trust of Canadians. The Code of integrity and professional conduct and the Directive on conflict of interest, gifts and hospitality, and post-employment are important documents that outline the expected standards of conduct for CRA employees. We strongly recommend that you take the time to review these documents before you consider an employment opportunity with the CRA. Please note that a conflict of interest arises whenever an employee’s private interests and/or outside activities impair, or could be perceived to impair, their ability to make decisions with integrity, impartiality, honesty, and in the best interests of the CRA and the Government of Canada.

Before submitting an application, potential applicants should take notice of the requirements of this job opportunity to determine if they are eligible to apply.

Applicants from the general public who do not meet the eligibility requirements in order to apply on this staffing process will not be considered and will not be contacted.

Applicants can view the status of their application by logging into their Candidate profile on our Careers at the CRA site.

Pool

One or more pools of candidates eligible for appointment will be established for this staffing process.

In the event of a permanent appointment, it will be staffed according to the work location of the selected candidate.

Upon your acceptance of a permanent offer of employment, you will no longer be eligible for appointments from this staffing process.

Veterans’ Hiring Act (VHA)

The VHA allows current and honourably released former Canadian Forces (CF) members to continue serving Canadians by granting them access to employment opportunities within the federal public service. In order to be considered, these current and former CF members must have at least three years of service and must not already be permanently employed in the CRA or federal public service.

In support of the VHA, the CRA has committed to allowing members and former members of the Canadian Forces access to apply on internal CRA staffing processes (open to CRA employees only) and CRA’s interdepartmental staffing processes (open to CRA and federal public service employees). As a result, internal CRA job opportunities are posted on CRA’s external Careers website for this purpose.

Members and honourably released former members of the Canadian Forces applying to this staffing process will be required to provide the details of the Member’s Personnel Record Resume (MPRR) or other official documents or pieces of identification (for example, a copy of their release letter), which are documents issued by the Department of National Defence (DND) to confirm their eligibility to apply.

If the current or former Canadian Forces member does not have a MPRR, he or she may contact Department of National Defence’s Director of Casualty Support Management (DCSM) at 1(800) 883-6094 or Veterans Affairs Canada .

Preferred Status

Before appointments are made from this staffing process, priority for appointment will be given to individuals with CRA preferred status. Members of the Canadian Forces released for medical reasons attributable to service will be given priority for appointment before all other individuals with CRA preferred status. Priority for appointment will be in the following order:

1. 1. Members of the Canadian Forces released for medical reasons attributable to service with preferred status.

2. 2. Individuals with either CRA surplus preferred status or CRA lay-off preferred status who live and/or work within the general rule of minimum distance of the position.

3. 3. All other individuals with CRA preferred status who live and/or work within the general rule of minimum distance of the position.

Employment Equity

If Employment Equity is used as a staffing requirement to appoint from this staffing process, all candidates and all individuals with preferred status will have to meet the staffing requirements identified on this NOJO in order to be considered for appointment.

If you want information about how employment equity is used in a staffing process, please go to Procedures for Staffing (Staffing Program) .