Overview

Canada Revenue Agency SP03 Administrative Clerk (Open to CRA employees and current and former members of the Canadian Forces) Temporary in Ottawa, ON

Canada Revenue Agency

Branch Ottawa ON CA

Position:
SP03 Administrative Clerk (Open to CRA employees and current and former members of the Canadian Forces)
Location:
Ottawa, ON

Ability to perform clerical tasks (Taxation Centre Clerical Test (B202)) – pass mark 45/83 For more information on the Taxation Centre Clerical Test (B202),…

Provide the administrative support services for a directorate, division, or manager.
Review, and direct enquiries or issues to the appropriate area for resolution.
Prepare and track documentation related to human resources, financial, or administration requests.
Organize and maintain the manager’s agenda, meetings, conferences and travel schedules.
Coordinate and attend various meetings and document proceedings. Staffing Requirements to apply You must clearly demonstrate on your online application how you meet the essential staffing requirements to apply.
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Education

Essential

Successful completion of two years of secondary school or an acceptable combination of education, training and/or experience.

Note: As well as your online application, if you have not done so already, you must upload into your Candidate Profile, in the education section, your essential education credentials by the closing date and time of this notice of job opportunity demonstrating that you meet the essential education requirements for the position(s) being staffed. Failure to do so may result in your application being rejected.

Experience

Essential

Experience* performing administrative duties, including three or more of the following:

responding to enquiries over the phone or in person;
planning and organizing events and activities;
inputting and maintaining information in data systems and gathering, organizing and compiling information to create documents or reports;
preparing and tracking documentation related to Human Resources;
preparing and tracking documentation related to Administration requests;
experience with purchase requisitions.

  • Experience is defined as that which would normally be associated with performance of these functions as a major job duty for a period of time not less than 6 cumulative months within the last 2 years.

Competencies

Essential

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

Effective Interactive Communication (EIC): Level 2
Service Excellence (SE) (formerly known as Client Service Orientation CSO): Level 2
If your results do not appear in ESS you must submit your results by scanning or faxing the following documents to Chris Crawford, Human Resources at 705-670-6764.

the signed attestation report for competency results you obtained through Observe and Attest (these results will be validated)
the assessment report for competency results you obtained through other standardized tools.
The report must clearly show that you obtained your competency results before or on the closing date and time indicated on this notice of job opportunity.

Members and honourably released members of the Canadian Forces who do not possess the required competency levels for Service Excellence and Effective Interactive Communication 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. Languages Requirements English 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.
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Discretionary (Asset) Assessment

Qualifications

The following qualifications MAY be assessed via a standardized assessment tool. Candidates must achieve the required pass mark shown.

Ability to use judgement in work-related situations (Situational Judgement Test – Recruitment Version (C301)) – pass mark 55/102 For further information on the Situational Judgement Test Recruitment Version (C301) please use the following link: SJT-R Version (C301)

Retest Period: 180 days

Ability to use reasoning skills to solve problems (General Competency Test Level 1 (GCT1-207)) – pass mark 18/50 For further information on the General Competency Test Level 1 (GCT1-207) please use the following link: GCT1-207 .

If you wish to retain and use your existing score on this test for this process please fax a copy of your results to Chris Crawford, Human Resources at (705) 670-6764 indicating the requisition number.

If you need to obtain a copy of your previous General Competency Test: Level 1 (GCT1-207) results, you can request your previous results by accessing the Public Service Commission’s website for test results at the following link: PSC Test Results

Retest Period: 180 days

Ability to perform clerical tasks (Taxation Centre Clerical Test (B202)) – pass mark 45/83 For more information on the Taxation Centre Clerical Test (B202), please access the following site: TCCT

Retest Period: 90 days

Candidates who have already taken and passed any of these tests have the option of keeping their existing score or re-writing the test(s) to improve their score. Please refer to the attached questionnaire and indicate whether you would like to retain your existing score or rewrite to improve your score.

Please note that by indicating that you would like to retain your results, you are indicating that you do not wish to re-write and therefore you will not receive an invitation to write this test as part of the assessment phase.

If you choose to re-write you must ensure the time period restrictions for retesting are met. For this standardized assessment tool only the most recent result is valid, regardless if it is higher or lower than your previous result. As a result, this could impact your eligibility for an appointment in this and any other staffing processes, where applicable.

Assessment results may be used for appointment.

The following qualifications MAY be assessed via locally developed assessment tools. Candidates must achieve the required pass mark shown.

Ability to Prioritize – pass mark 70%
Knowledge of Procurement and Financial Policies and Practices – pass mark 70%
Results from locally developed assessment tools may be used for appointment; however, they are not portable to other staffing processes.

Experience

The following experience MAY be validated:
Experience in supporting budget projection exercises
Experience responding to enquiries over the phone or in person
Experience planning and organizing events, activities and appointments
Experience inputting and maintaining information in data systems
Experience in gathering, organizing and compiling information to create documents or reports
Experience preparing and tracking documentation related to human resources
Experience preparing and tracking documentation related to Administration requests
Experience with the Corporate Administrative System (CAS) role 2
Experience with the CAS role 3
Experience with the CAS role 4
Experience with the CAS role 8
Experience with the CAS role 25
Experience with the CAS role 34
Experience with the CAS role 35
Experience with the CAS role 43
Experience with the CAS role 65
Experience with the CAS role 116
Experience with the CAS role 120
Experience with Human Resources Management Tracking (HRMT).
Experience in using Microsoft Word, Excel and Outlook as an essential part of your day to day activities.

Additional Staffing Requirements

Essential

Performance confirmation

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

For temporary or permanent lateral moves:
Candidates* must have achieved a performance level of ‘Results mostly meet expectations’ or level 2 or higher on the most recent finalized performance report for the most recent performance cycle.

For actings 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 for the most recent performance cycle.

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

  • If a candidate is not a Canada Revenue Agency employee, reasonable efforts will be made to confirm whether or not the candidate’s performance is currently meeting expectations. This verification will be done through a reference check. If the candidate’s performance is not currently meeting expectations, the candidate will not proceed further in the staffing process.

Discretionary (Asset)

o Budget Considerations
o Minimize Business Disruptions
o Start Date
o Employment Equity

We may use employment equity at the appointment stage of this staffing process according to the CRA’s employment equity plans and business requirements.

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 this staffing requirement 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) .

Conditions of Employment

Essential

o Reliability Status 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 are asked to carefully review the requirements of this job opportunity to determine if they are eligible to apply.

Applicants from the general public who are not eligible 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 site.

Pools

We will create a pool of eligible candidates for this staffing process.

Veterans’ Hiring Act (VHA)

The VHA allows current and honourably released 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 honourably released 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 honourably released members of the CF 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. Links to notices of job opportunities for internal CRA staffing processes and CRA’s interdepartmental staffing processes are also posted on the jobs.gc.ca website. This access to internal federal public service jobs is limited to a period of up to five years after honourable release.

Current and honourably released CF members applying to this staffing process are required to include 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) with their application to confirm their eligibility to apply.

If the current or honourably released CF 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 [email protected]” for a copy of their MPRR or other official documents. For information on requesting a determination regarding status as a medically-released veteran, visit 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. Members of the Canadian Forces released for medical reasons attributable to service with preferred status.
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. 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.

Code of integrity and professional conduct

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 outline the expected standards of conduct for CRA employees. We strongly recommend that you take the time to review these important conditions of employment. 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.

Other

You must notify the manager/staffing board of any leave plans and any change of address or contact information that may occur during this staffing process.

or proceed with Standard Application Form.

Employment Type: Temporary
Location: Ottawa, ON, CA
Posted on: 2016-11-01
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