Canada Revenue Agency Team Leader, CPP/EI Rulings – Open to CRA employees and eligible veterans and members of the Canadians Forces Temporary in Saint John, NB

Overview

Canada Revenue Agency Team Leader, CPP/EI Rulings – Open to CRA employees and eligible veterans and members of the Canadians Forces Temporary in Saint John, NB

Canada Revenue Agency

Branch Saint John NB CA

Position:
Team Leader, CPP/EI Rulings – Open to CRA employees and eligible veterans and members of the Canadians Forces
Location:
Saint John, NB

You must confirm, prior to taking this test, if it is your intent to write both tests, B305 and B306. Resolves referrals from team members of complex cases,…

Key Activities:

• Manages, leads, directs, facilitates and monitors the activities of the team to achieve established corporate and program goals through performance management and quality assurance techniques. This includes the ‘virtual management’ of staff.
• Develops work disposal plans and initiates project activity to satisfy established timeframes for the completion of rulings under the joint Memorandum of Understanding (MOU) between the Canada Revenue Agency (CRA) and ESDC.
• Resolves referrals from team members of complex cases, including cases where HRSDC suspects fraud and/or abuse of the EI system.
• Monitors, reviews and approves CPP/EI rulings and related correspondence, memoranda and reporting.
• Administers the collective agreements, staff relations issues, various personnel policies and practices; and participates in staffing processes.
• Identifies and manages issues, expectations and activities with respect to contentious problems experienced by taxpayers relative to the administration and enforcement of the CPP and EI legislation and the Income Tax Act (ITA) as it relates to CPP/EI rulings, often by employing dispute resolution techniques

For more information, please consult the following work description: MG0067 Staffing Requirements to apply You must clearly demonstrate on your online application how you meet the essential staffing requirements to apply.
You must clearly demonstrate on your candidate profile how you meet the essential staffing requirements required at the prerequisites stage.

Education – Essential requirement

Education

A secondary school diploma or CRA approved alternatives.

Acquired rights

Permanent incumbents in the MG group who, on January 8, 2004, did not possess a secondary school diploma or meet the CRA-approved alternative criteria, are deemed to possess the minimum standard only for positions whose educational requirement is a secondary school diploma or a CRA-approved alternative.

Proof of education is not required at this time; proof may be requested at a later time by the Board if deemed necessary.

Experience –Essential

Experience* in the performance of duties as a team leader or supervisor; or leading projects or initiatives that require coordination of project timeline and tasks as well as oversight of a team;

AND/OR

Experience* in the provision of advice and guidance, and training to the CPP/EI Rulings program;

AND/OR

Experience* in the provision of advice and guidance to management on policies and procedures, or corporate initiatives;

• defined as experience that would be associated with the performance of any combination of the above-listed experience requirements as part of the major job duties for a minimum period of 6 months within the last 3 years.

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 (or specific date) indicated on this notice of job opportunity.

• Effective Interactive Communication (EIC) – Level 3
• Service Excellence (SE) – Level 2

If your results do not appear in ESS, you must scan the following documents and submit your results via email to [email protected] :

• the signed attestation report for competency results you obtained through Observe and Attest (these results will be validated)
• the signed assessment report for competency results you obtained through other standardized tools

The report must clearly show that you obtained your competency results on or before the closing date and time shown on this notice of job opportunity.

Members and honourably released former 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 Saint John – Bilingual Imperative CBC/CBC; Halifax – Essential Essential 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

Essential

Standardized Assessment Tools

Team Leader Simulation 445 – The Team Leader Simulation (445) provides information on seven key supervisory competencies needed for first-level supervisory jobs or team leader positions where direct supervision is required. For more information visit: http://www.psc-cfp.gc.ca/ppc-cpp/psc-tests-cfp/sim-445-eng.htm . Pass mark of 4/7 on each qualification is required.

Note: The results of this assessment will not be portable to other staffing processes. Assessment results may be used at appointment.

Writing Skills Test – Level 3

Candidates who have valid test results from assessments using the CRA standardized tools are not required to be reassessed, but may request to be reassessed to improve their level(s) provided the time period restrictions for retesting are met.

Note: For some standardized assessment tools 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.

To be considered for a bilingual position, you must achieve a Level 3 on either the Writing Skills Test (WST) (B305) (previous version B300) OR the Test d’Aptitudes à écrire (TAE) (B306) (previous version B303). You may choose to write both the WST (B305) and the TAE (B306) and avail yourself of the best result. You must confirm, prior to taking this test, if it is your intent to write both tests, B305 and B306.

There is a 180-day waiting period before you can rewrite the test. Should you wish to take this test again, you must wait until after the retest period has elapsed. If you rewrite the test before the retest period has elapsed, your result will not be valid and a new retest period will be imposed from the new test date.

Information about the WST or TAE can be obtained from the following web site: Writing Skills Test (B305) and Test d’Aptitudes à écrire (B306).

Second Language Evaluation

For bilingual positions, candidates must be able to work in both official languages, English and French. Second Language Evaluation (SLE) testing will be administered as required using the Public Service Commission’s SLE tests. Candidates must achieve the following levels CBC/CBC (Reading Comprehension, Written Expression, Oral Proficiency).

Candidates will only be invited to a SLE Test of Oral Proficiency in the Second Official Language if they have successfully met the requirements for the Reading Comprehension and Written Expression Tests for SLE.

If you would like to prepare yourself for the SLE tests, please visit the SLE website.

Applicants who have previously written the SLE test during the past 30 days will not be able to rewrite these tests and will have to use their previous mark(s).
In the case where you have previously written the SLE, and you do not have the official copy of your results, you can send a request to the Public Service Commission. Please refer to the attached link for further information:

http://www.psc-cfp.gc.ca/ppc-cpp/test-examen-result/result-eng.htm .

Requirements constituting an asset
Qualifications

The following qualifications may be assessed using a locally developed assessment tool. The minimum pass mark must be attained as indicated below:

• Dependability (Pass mark of 70%).

Results from locally developed assessment tools may be used for appointment; however, they are not portable to other staffing processes.

Competencies

The following competencies may be assessed. The minimum level must be attained as indicated below:

Leadership (LDR) – Level 3
Dealing with Difficult Interactions (DDI) – Level 3

If you have valid test results using the CRA standardized assessment tools, you do not need to be reassessed. However, if you wish to improve your level, you can ask to be reassessed provided you meet the re-test period restrictions.

Note: For some standardized assessment tools only the most recent result is valid, regardless if it is higher or lower than your previous result. Therefore, depending on the standardized assessment tool, this could affect your eligibility for an appointment in this and any other staffing processes, where applicable.

Experience

One or more of the following experience staffing requirements may be assessed/verified:

• Experience supervising a team in the CPP/EI Rulings program normally gained over one complete performance cycle (12 months) within the last 3 years.
• Experience supervising employees normally gained over two consecutive performance cycles (24 months) within the last 3 years.
• Experience supervising employees normally gained over one complete performance cycles (12 months) within the last 3 years.
• Experience in providing technical advice and support to employees dealing with CPP/EI Rulings for a minimum of 12 months in the last 3 years.
• Experience in the provision of advice and guidance, and training to the CPP/EI Rulings program normally gained over 12 months within the last 3 years.
• Experience in supervising or leading special projects or initiatives that require coordination of project timeline and tasks, as well as oversight of a team for a minimum of 6 months in the last 3 years.
• Experience in performance management*.
• Experience managing workplace relations*.
• Experience in training, learning and career development*.
• Experience is normally associated with performance of these functions as part of the major job duties accomplished for a period of not less than 12 cumulative months.

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 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.

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
• 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

• 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 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.

You have until 11:59 PM, Eastern Time, of the closing date to submit your online application.

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

Pool

Two pools of candidates eligible for appointment will be established for this staffing process – one for Halifax, NS and one for Saint John, NB.

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 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 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 [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.