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Human Resource Manual

0102a - Limited Competitions

Contents

Introduction

  1. When it is in the best interest of the Public Service, departments may limit the scope of their recruitment effort to ensure that it is conducted in the most responsive and effective manner.

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Definitions

  1. Limited Competitions involve a narrow scope of recruitment that seeks to hire a candidate who:
    1. is currently employed as an indeterminate or term GNWT employee; and/or
    2. is an Affirmative Action designated group member; and/or
    3. resides in a specific geographical area or community.
  2. Scope of Recruitment refers to the nature or location of the applicant pool that is eligible to apply for the position. It directly influences how the position will be advertised.
  3. Human Resources Representative means those employees of the Department of Human Resources designated to co-ordinate the recruitment process.
  4. 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.
  5. Indeterminate Employee is a person employed for an indeterminate period.
  6. Term Employee is a person employed for a specified period of time.

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Guidelines

  1. The selection of persons for appointment to positions in the Public Service shall be based on merit, within the parameters outlined in the staffing guidelines related to affirmative action, with a view to developing a northern public service staffed by competent, well-qualified employees.
  2. Deputy Heads are the approval authority for limited competitions.
  3. Limited competitions shall be supported by a brief written rationale that is to be included in the competition file.
  4. Rationales for limited competitions shall demonstrate that it is appropriate to limit the scope of recruitment in the following manner(s). Examples are:
    1. Limited to GNWT indeterminate and term employees:
      1. To provide a progressive opportunity for an affirmative action employee (e.g. open to indigenous aboriginal indeterminate or term GNWT employees only);
      2. To ensure critical public service experience that is not likely available outside of government (e.g. open to indeterminate or term GNWT employees only);
      3. To support the career development of existing employees who have demonstrated a commitment to the organization;
      4. To support the training and development of existing employees where a position has been difficult to fill and there are existing employees who could do the job with some time in a trainee capacity to reach the appropriate skill level; or
      5. To assist in retaining valuable skills by providing a natural progression for other positions or groups of positions within the Territorial Public Service.
    2. Limited to GNWT indeterminate employees from a specific Department to help administer a re-organization that has resulted in a number of potentially affected employees (under the Staff Retention Policy).
    3. Limited to designated group members under the Affirmative Action Policy.
    4. Limited to a specific geographical area or community excluding the current boundaries of the Northwest Territories and the City of Yellowknife:
      1. To lower the cost of recruitment by hiring a qualified candidate who resides in the appropriate geographical area or community (e.g. open to persons residing within a 100 kilometer radius of Deline, NWT only);
      2. To improve the volume of affirmative action employees in a specific geographical area or community (e.g. open to indigenous aboriginal persons residing within a 100 kilometer radius of Deline);
      3. To assist in retaining valuable skills by providing a natural progression for other positions or groups of positions within a specific geographical area or community (e.g. open to persons residing within a two hundred mile radius of Inuvik).
    5. If a suitable candidate is not found through a limited competition, the Department may broaden their recruitment effort through territorial or nation-wide advertising.

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Procedures

  1. Prior to advertising, the Supervisor of the position and the Human Resources Representative consider the merit in limiting the scope of the competition.
  2. If a limited competition is desirable, approval is requested from the Deputy Head or his/her delegate. Requests must include a description of the intended scope of recruitment.
  3. All aspects of the competition are conducted in compliance with GNWT Staffing Guidelines (see Section 100, Hiring Process).
  4. The Human Resources Representative initiates a competition in the Government Human Resource Information System (PeopleSoft Recruitment Module) and specifies the appropriate scope of recruitment.
  5. The Human Resources Representative determines whether there are employees on the staffing priority list to consider for the vacancy prior to advertising.

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Authorities and References

Canadian Charter of Rights and Freedom

UNW Collective Agreement

Public Service Act

 

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