Overview

Canada Revenue Agency Team Leader, Business Intelligence and Quality Assurance, Winnipeg Tax Services Office, Winnipeg MB (Open to CRA employees and eligible veterans and members of the Canadian Forces) Temporary in Winnipeg, MB

Canada Revenue Agency

Branch Winnipeg MB CA

Position:
Team Leader, Business Intelligence and Quality Assurance, Winnipeg Tax Services Office, Winnipeg MB (Open to CRA employees and eligible veterans and members of the Canadian Forces)
Location:
Winnipeg, MB

Experience providing technical guidance. This experience submission will be used at appointment however it will not affect your standing in this process….

Management of a team of employees engaged in the development of business intelligence (BI) to support risk identification and in the selection of files having the highest potential risk of non-compliance with the provisions of the Excise Tax Act (ETA) and/or Income Tax Act (ITA) and other statutes administered by the Canada Revenue Agency (CRA), to be assigned to audit teams within the region.

Management of a team of employees responsible for the quality review of audit files and examinations of varying complexities completed by excise and/or income tax auditors/examiners within the region to ensure compliance with the audit quality review standards. Staffing Requirements to apply You must clearly demonstrate on your online application how you meet the essential staffing requirements to apply.
SCREENING FOR PREREQUISITES

You must clearly demonstrate on your candidate profile how you meet the essential staffing requirements required at the prerequisites stage.

Education – Essential requirement

Eligibility for a recognized professional accounting designation; or
A degree from a recognized postsecondary institution with acceptable specialization in accounting*.

Mandatory study areas for the specialization in Accounting:
Introductory Accounting
Introductory Accounting or Accounting or Introductory Financial Accounting or FA1 or CPA Module 1

Intermediate Financial Accounting
Intermediate Financial Accounting I and II or Intermediate Accounting I and II or FA2 and FA3 or CPA Modules 5.1 and 5.2

Advanced Financial Accounting
Advanced Financial Accounting or Advanced Accounting or FA4 or CPA Module 5.3

Two of four optional study areas:
Auditing
Auditing or Internal Auditing or Internal Control or AU1 or CPA Module 7

Cost Accounting
Cost Accounting or Management Accounting I & II or MA1 or CPA Module 2

Management Accounting
Management Accounting or Management Accounting IV or Advanced Management Accounting or MA2 or CPA Module 9

Accounting Information Systems
Accounting Information Systems or Information and Computer Systems or Management Information Systems or MS1 or CPA Module 12

The acceptability of courses is determined by comparing the courses from the postsecondary institution taken by a candidate to the courses on the transfer credits or prerequisite studies lists issued by one of the recognized professional accounting associations.
You must upload in your candidate profile your course transcript showing that you have obtained the minimum pass mark of the above noted courses or study areas.
You must also add the following education factor to your candidate profile.
Academic level: “Accounting Specialization – AU group”
Area of study: Administration
Field of study: Accounting

A *recognized postsecondary institution is defined as a Canadian public or private institution that is recognized or authorized to grant degrees, diplomas, and other credentials by a public or private act of the provincial/territorial legislature or through a government-mandated quality assurance mechanism.

The institution must be listed in the Canadian Information Centre for International Credentials .

The courses for the specialization must be acceptable and must have been taken at a *recognized post-secondary institution, but not necessarily within a degree program in the required specialization.

Experience – Essential requirement

Approximately twelve (12) months of Team Leader experience at the MG05 level or higher in the last (3) three years in the Business Intelligence and Quality Assurance (BIQA) division and/or the Audit Division and/or the Appeals Division and/or the Scientific Research and Experimental Development Directorate and/or the Legislative Policy and Regulatory Affairs Branch.

or

Approximately twelve (12) months of experience in administrating or in applying the Excise Tax Act and/or the Income Tax Act at the AU-03 level or higher in the last (3) three years in the Business Intelligence and Quality Assurance (BIQA) division and/or the Audit Division and/or the Appeals Division and/or the Scientific Research and Experimental Development Directorate and/or the Legislative Policy and Regulatory Affairs Branch (LPRAB).

NOTE: Members and honorably released former members of the Canadian forces may be considered if similar duties have been performed.

Performance level – Essential requirement

If a candidate has a performance level of “Results do not meet expectations” or “Level 1”, he will not proceed further in this staffing process. 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.
ASSESSMENT

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.

Qualifications/Competencies
Interpersonal Skills
Pass mark : 70%
Tool type : Locally developed assessment tool
Assessment method: Interview/Reference Check
Staffing requirement: Essential

Dependability
Pass mark : 70%
Tool type: Locally developed assessment tool
Assessment method: Interview/Reference Check
Staffing requirement: Essential

Organizational Fit
Pass mark : 70%
Tool type : Locally developed assessment tool
Assessment method : Interview/Reference Check
Staffing requirement: Essential

Please attach the following document in Step 3 of the application process. Note that the required document must be included when you submit your online application or your application may not be given further consideration. This experience submission will be used at appointment however it will not affect your standing in this process.

Staffing requirement: Asset
Experience Worksheet – should provide information regarding specific and detailed examples that clearly demonstrate how you meet the following asset experience requirements (up to 2 pages in length). Experience should encompass a minimum of approximately 12 months of time within the past 3 years.

Experience:
Experience managing a GST Audit team
Experience developing and communicating best practices
Experience identifying learning needs
Experience performing a full range of supervisory duties
Experience performing GST audits at the AU03 level or higher
Experience with the selection and development of workload
Experience using computer application analytical tools, specifically CAAS, Compass, Argo, WINIDEA
Experience undertaking or initiating projects
Experience providing technical guidance

Experience should encompass a minimum of approximately 12 months of time within the past 3 years. The experience worksheet must provide details such as job title/position, the timeframe you were in that position, as well as how your position relates to the experience factor.

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

Additional Staffing Requirements

Essential requirements

Reliability/Security – Reliability Status +

Performance confirmation

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 2 » 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.

Candidates who are not CRA employees must meet their current work expectations.

If a candidate is a member or a honourably released 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 does not have the required performance level, the candidate will not proceed further in the staffing process.

Asset Requirements

Experience:
Experience managing a GST Audit team
Experience developing and communicating best practices
Experience identifying learning needs
Experience performing a full range of supervisory duties
Experience performing GST audits at the AU03 level or higher
Experience with the selection and development of workload
Experience conducting quality reviews
Experience in functions ancillary to GST audit
Experience using computer application analytical tools, specifically CAAS, Compass, Argo, WINIDEA
Experience undertaking or initiating projects
Experience providing technical guidance

Additional education/training

Budget considerations

Duration of appointment

Start date

Availability throughout the duration of a temporary appointment

Minimize business disruption

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

Overtime Required

Travel Required

Valid Driver’s License or personal mobility to a degree normally associated with the possession of a driver’s license 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 candidates 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 criteria required to apply on this staffing process will not be considered and will not be contacted.

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

Pool

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

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

The pool established as a result of this staffing process may also be used to staff similar jobs within the Canada Revenue Agency.

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.

Current and honourably released members of the CF 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. 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.

Code of integrity and professional conduct

As CRA employees we 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: How we work at Code of integrity and professional conduct: How we work and the Directive on conflict of interest, gifts and hospitality, and post-employment Directive on conflict of interest, gifts and hospitality, and post-employment are important documents that outline the expected standards of conduct for all 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.

or proceed with Standard Application Form.

Employment Type: Temporary
Location: Winnipeg, MB, CA
Posted on: 2016-09-27
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