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Human Resource Manual

0101 - Affirmative Action Policy

Contents

Introduction

  1. Prior to commencing a competition, it is important that Selection Committee members understand how the Affirmative Action Policy impacts their decisions throughout the staffing process.  This section provides an overview of the Affirmative Action Policy, particularly as it relates to the following staffing activities:

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Definitions

  1. Affirmative Action Policy means the guidelines that support the GNWT’s commitment to a competent Public Service that is representative of the population it serves (see the Human Resources website for a copy of the Affirmative Action Policy).
  2. Human Resources Representative means those employees of the Department of Human Resources designated to co-ordinate the recruitment process.
  3. Selection Committee includes, but is not necessarily restricted to, a Human Resources Representative and the Supervisor of the position being filled.  Where appropriate, a member with technical expertise or community representative may be added to the Selection Committee, either as a full participant or in an advisory capacity with no vote in the final hiring decision.
  4. NOC Code means the National Occupational Classification (NOC) code that represents a description of the duties, skills, interests, aptitudes, education requirements and working settings for occupations in the GNWT.
  5. Non-Traditional Occupations are occupations where 70% or more of the incumbents are male and there are ten or more incumbents in the occupational group or sub-group (non-traditional occupations).
  6. Management Occupations means those positions with a four-digit NOC code starting with 001. These are Deputy Minister, Assistant Deputy Minister, Director and Superintendent level positions.
  7. Resident means those candidates who have lived in the Northwest Territories for one year or more.
  8. Indigenous Aboriginal Persons means those persons who are descendants of the Dene, Inuit or Metis people, indigenous to the present boundaries of the Northwest Territories and includes any aboriginal persons resident at birth pursuant to Section 7.1 of the Vital Statistics Act and any Canadian aboriginal persons who have lived more than half of their life in the Northwest Territories.
  9. Indigenous Non-Aboriginal Persons are non-aboriginal persons born in the Northwest Territories or who have lived more than half their life in the Northwest Territories.
  10. Resident Disabled Persons are persons who are living in and have lived in the Northwest Territories for at least one year immediately prior to applying on a competition and who are at a disadvantage because of a medically certified learning, mental, emotional, or physical disability where the disability handicaps the person in taking advantage of employment, training and career advancement opportunities.  A person without such a disability would not encounter these difficulties.
  11. Resident Women are females who are living in and have lived in the Northwest Territories for at least one year immediately prior to applying on a competition.

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Guidelines

  1. All job advertisements and competition posters shall identify the GNWT as an Affirmative Action employer.
  2. Staffing priority shall be granted to the designated groups specified in the GNWT’s Affirmative Action Policy as follows:

    Competitions for Management or Non-Traditional Occupations
     

    Priority 1

    a) Indigenous Aboriginal Persons - Females
    b) Indigenous Aboriginal Persons - Males

    Priority 2

    Resident Women

    Priority 3

    Indigenous Non-Aboriginal Persons or Resident Disabled Persons

    No Priority

    All Other Applicants

    All Other Competitions

    Priority 1

    Indigenous Aboriginal Persons

    Priority 2

    Indigenous Non-Aboriginal Persons or Resident Disabled Persons

     

    No Priority

    All Other Applicants

  3. Indigenous aboriginal or indigenous non-aboriginal persons who qualify under the program and are residing outside the NWT are granted staffing priority.
  4. Aboriginal and non-aboriginal people who were living within the current boundaries of the NWT prior to creation of Nunavut on April 1, 1999 retain their affirmative action hiring status.  Individuals who were not living within the current boundaries of the NWT prior to April 1, 1999 are considered residents of another jurisdiction and must have their status assessed.  If they have lived half of their life or were born within the current boundaries of the NWT, they meet the requirements for priority hiring status.  If they have not lived half their life or were not born within the current boundaries of the NWT, they cannot claim priority hiring status.
  5. Applicants are responsible for identifying their eligibility for priority consideration when applying for a Government position. Applicants should identify their priority at the time of application, but must do so prior to a job offer being made.
  6. Applicants applying for priority as a disabled person shall provide medical certification of that disability.
  7. The Human Resources Representative may verify staffing priority of individuals who have indicated affirmative action status by requesting additional proof.  Treaty cards, Metis cards, beneficiary cards or other official documents considered appropriate by the Human Resources Representative may be used to assess staffing priority. 
  8. If the selection committee chooses to verify the affirmative action status of a candidate who does not declare their affirmative action status, they must do so for all candidates.
  9. Affirmative action candidates who meet the screening criteria shall be considered for an interview before non-priority candidates.
  10. Affirmative action candidates who receive a passing mark on the interview shall be granted hiring priority over non-priority candidates.

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Procedures

  1. The Human Resources Representative includes the following phrase on all competition advertisements: “AFFIRMATIVE ACTION EMPLOYER” and the following statement on all competition posters or advertisements: “Candidates must clearly identify their eligibility in order to receive priority under the Affirmative Action Policy”.
  2. The Human Resources Representative verifies the NOC code for the position.
  3. If necessary, the Human Resources Representative verifies the priority status of affirmative action candidates prior to screening.
  4. The Affirmative Action Policy is applied to create a short list of applicants to be interviewed (see Section 109, Screening Applications).
  5. The selection committee ranks qualified, suitable applicants of the same priority by merit following interviews.
  6. Employees on the staffing priority list under the Staff Retention Policy shall receive staffing priority over all other candidates.
  7. Staffing priority will be given to employees on the staffing priority list according to their affirmative action status.
  8. The Human Resources Representative shall notify all unsuccessful affirmative action candidates of the outcome of the competition.

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Authorities and References

Public Service Act

Affirmative Action Policy

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