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Recruitment and Selection of Employees
Policy Directive 4.1

Objective
  1. The objective of this policy directive is to ensure the recruitment and selection of a qualified and effective public service through application of the principle of merit.
Application and Scope
  1. This policy directive applies to all employees covered under the Public Service Act.
Principles
  1. The Employer is committed to a public service hiring process:
  1. that is, and is perceived to be, objective and fair to all individuals; and
  2. that incorporates employment equity principles to ensure the public service reflects the diversity of the population of British Columbia.
  1. The Human Rights Code, Section 13.1, prohibits discrimination in employment, or in the terms and conditions of employment, against any person for any of the following reasons:
  1. race, colour, ancestry, place of origin;
  2. political belief, religion;
  3. marital status, family status;
  4. physical or mental disability;
  5. sex, sexual orientation;
  6. age;
  7. conviction for a criminal or summary offence unrelated to the person’s actual or intended employment.
Mandatory Requirements
Appointment on Merit
  1. Section 8 of the Public Service Act requires that appointments to and within the public service be based on the principle of merit unless the appointment is exempt under Section 10 of the Public Service Act.
  2. "Merit" means that an assessment is made which is free of patronage and based on competence and ability to do the job.
Appointments that do not Require the Job Competition Process
  1. The following appointments must meet the principle of merit, but use of the job competition process is not required:
  1. temporary appointments of seven months or less; and
  2. appointments of auxiliary employees.
Appointments that Require the Job Competition Process
  1. The job competition process must be used to determine the appointment of:
  1. regular employees appointed on a permanent basis; and
  2. regular employees appointed on a temporary basis where the appointment is longer than seven months.
  1. The job competition process, in addition to being based on the principle of merit, must assess the following merit factors as they relate to the position: education, experience, knowledge, skills, past work performance and years of continuous service.
  2. The job competition process must include the following:
  1. consistency in the way in which applicants are treated throughout the process;
  2. access to information about the job and the hiring process;
  3. screening and assessment tools that are based on bona fide occupational and job requirements;
  4. freedom from systemic barriers which may disadvantage groups that are protected from discrimination under the Human Rights Code; and
  5. compliance with the Standards of Conduct policy directive, particularly the sections on ‘Confidentiality’ and ‘Personnel Decisions’.
Options for Hiring
  1. Options for filling positions on a permanent basis are as follows:
  1. placement of employees who have been affected by initiatives such as downsizing or reorganization within their own ministry;
  2. placement through a referral from the Workforce Adjustment Advisor, PSERC;
  3. lateral transfer or demotion of a current employee; or
  4. post and hire through a competition process.
  1. Refer to the Lateral Transfer and Demotion policy directive for full policy statements.
  2. Positions that are vacant temporarily can be filled on a temporary basis. This includes vacancies created by approved leaves of current employees, time limited projects, recruitment lag and seasonal or temporary relief work. See Temporary Vacancies section of this policy directive and Appendix 10 and 11 for options on filling positions on a temporary basis.
Under-implementation
  1. Under-implemented positions are normally used where the Employer is not able to recruit fully qualified applicants. These positions require less than the full range of duties or responsibilities defined for the working level and the vacancy notice is to indicate that the position may be filled at a lower level if fully qualified applicants are not available. A gradual increase in the duties and responsibilities to the full working level is expected and appointment to the working level is dependent upon the employee’s performance being satisfactory and the requisite qualifications being obtained.
Scope of Competition In Service/Out of Service
  1. Positions may be posted in service or out of service. However, before starting the hiring process, consideration should be given to the potential qualified applicant pool and the following objectives:
  1. maximizing the number of placements available for surplus staff;
  2. providing career development opportunities for existing employees; and
  3. meeting government’s employment equity objectives.
  1. The scope of job competitions for regular positions is normally the in service population. Positions may be considered for out of service posting if:
  1. there has been a demonstrated inability to fill the position from within the public service; or
  2. an out of service posting is required to meet the strategic priorities of government.

Limiting the Scope of Competition

  1. When positions are posted out of service, outreach activities to employment equity designated groups are encouraged to increase awareness of public service positions and improve the diversity of the applicant pool.
  2. Section 8(4) of the Public Service Act allows for the following limitations on who may apply for a particular position:

Geographic Limitations

  1. Competitions for regular vacancies may be limited to a stated geographic area or locale with the approval of the Deputy Minister or the Director of Personnel/Human Resources, if designated by the Deputy Minister, when all of the following criteria are met:
    1. the potential of finding qualified applicants locally is high;
    2. it is substantially more time and cost effective; and
    3. similar job opportunities occur commonly throughout the province.
  2. Competitions for temporary vacancies or on-call work are normally limited to the geographic area and deputy minister approval is not required. Refer to the Temporary Vacancies section of this policy directive.

Employment Equity

  1. Competitions may be limited or may give preference to one or more of the four designated groups. For excluded positions, the Deputy Minister may approve a limitation or preference on competitions for employment equity purposes. For bargaining unit positions, the approval of the Deputy Minister and the Commissioner of PSERC is required. The Commissioner and President of the BCGEU or their designates must mutually agree on competitions to be limited for employment equity purposes for BCGEU positions. See the Employment Equity policy directive for procedures.

Occupational Group, Position Level or Organizational Unit

  1. Competitions may be limited to regular employees of a specific occupational group, position, level or organizational unit with the approval of the Deputy Minister or the Director of Personnel/Human Resources, if designated by the Deputy Minister, when all of the following criteria are met:
  1. an internal reorganization results in a higher classification level for one or more positions;
  2. all positions involved in the reorganization are occupied by regular employees; and
  3. the current incumbents provide a sufficient pool of qualified applicants.

Special Needs

  1. The Commissioner of PSERC may limit competitions to address special needs such as a reorganization initiative or workforce adjustment. If ministries wish to limit a competition to employees of their own or other ministries, they may request approval from the Commissioner for this type of a limitation.
Posting Vacancies Vacancy Notices
  1. Vacancy notices give potential applicants an overview of the main job responsibilities and the required qualifications. Because vacancy notices do not provide a detailed list of responsibilities and qualifications, they must include a contact name or telephone number where applicants can obtain more information about the job duties and qualifications. If the vacancy notice does not include the qualifications on which the panel will be screening, it must indicate that applicants are to obtain more information before they apply. Vacancy notices for most regular bargaining unit positions except for those with an approved limitation are to be published on the ‘Postings' internet site. Procedures for advertising vacancies in ‘Postings’ and a detailed outline of vacancy notice content is contained in Appendix 1.

  2. In Victoria and other locations where a central Recruitment Access Office is established, regular and auxiliary vacancies in those classifications approved for central recruitment are to be filled by requesting referrals from the Recruitment Access Office. If there is no central Recruitment Access Office, these types of vacancies are posted with a geographic limitation as described below.

Geographically Limited Competitions

  1. Vacancy notices for competitions with a geographic limitation are published on the ‘Postings’ internet site. Refer to the Scope of Competition section of this policy directive.

Advertising

  1. Advertising in newspapers, journals or on specialized websites may be used where:
  1. recruitment through the 'Postings' internet site has failed to attract qualified applicants; or
  2. previous experience has shown that specialized media will be more effective in attracting specific groups. Examples include advertising in trade journals for scientific positions or using ethnic newspapers to attract visible minority applicants.
  1. Decisions on method of advertising and whether to use local, provincial or national advertising should be based on where the applicant pool is located for the particular vacancy.
  2. Costs associated with advertising are the responsibility of the ministry. When advertising is used, the notice must also be published on the‘Postings’ internet site. PSERC will coordinate the placement of external advertising on behalf of ministries.
Eligibility to Apply on Competitions
  1. The following criteria are used to determine who is an eligible applicant on a public service competition:

Age

  1. Only individuals who are 15 years of age and over, and under the age of 65 are eligible to apply on job competitions.

Eligibility to Work in Canada

  1. Canadian citizens and permanent residents of Canada, as defined by the Department of Citizenship and Immigration, are eligible to apply on competitions. Some individuals, such as foreign students, may have authorization from the government of Canada to work in the country on a time limited basis. These individuals are only eligible for competitions if the length and location of the appointment and the nature of the work meets the conditions specified in their authorization documents.

In Service Eligibility

  1. The following groups of employees are eligible to apply on in service competitions:
  1. all regular bargaining unit and excluded employees appointed subject to Sections 8 and 12 of the Public Service Act: including employees of boards, commissions, agencies or organizations who have been designated as employees by the Lieutenant Governor in Council. See Appendix 2 - Employees of Boards, Commissions, Agencies and Organizations;
  2. bargaining unit auxiliary employees who meet the in service eligibility requirements outlined in their collective agreement, including those hired for the Public Service Training Program;
  3. excluded auxiliary employees, including Schedule A employees, who have successfully completed their initial probation and who are employed at the time of application;
  4. former public service employees who meet the bridging of service criteria. See the Re-employment - Bridging of Service section of this policy directive or the applicable collective agreement;
  5. regular employees of the Legislative Assembly. This does not include caucus employees. See Appendix 3 - Employees of the Legislative Assembly;
  6. OIC appointees who were in regular public service positions immediately preceding their OIC appointment and other OIC employees covered by the OIC Movement to PSA Position policy directive;
  7. employees who are transferred to a corporation, board, agency or commission outside of the public service who have in service status as stated in the transfer agreement; and
  8. employees who have been given in service status by the Commissioner in special circumstances; and
  9. employees with in service status retain it while receiving Long Term Disability (LTD) benefits and for six months after LTD benefits expire.
  1. If an applicant’s status is in service at any time during the posting period, they are eligible to compete on an in service competition. The posting period is defined as the time frame starting with the date the competition is posted, up to and including the closing date.
  2. Co-op students and caucus employees, including both government and opposition caucuses, are not eligible to apply on in service competitions.

Relocation Within Two Years

  1. On posted competitions, an employee is not eligible for lateral transfer or demotion from one geographic location to another unless the employee has been in their previous location for two years or more. The two years includes both auxiliary and regular time and can be accumulated in more than one position as long as there is no break between appointments. The closing date of the competition shall determine eligibility. This restriction does not apply to redundant employees or promotions.
  2. A selection panel may waive this restriction with the approval of the applicant's Deputy Minister or designate. Refer to the Policy Directive 4.3, Lateral Transfer and Demotion, for further information.

Working Relationships

  1. Employees who are direct relatives or who permanently reside together may not be employed in situations where:
  1. a reporting relationship exists where one employee has influence, input, or decision-making power over the other employee’s performance evaluation, salary, premiums, special permissions, conditions of work, and similar matters; or
  2. the working relationship affords an opportunity for collusion between the two employees that would have a detrimental effect on the Employer’s interest.
  1. The above restriction on working relationships may be waived provided that the Deputy Minister is satisfied that sufficient safeguards are in place to ensure that the Employer’s interests are not compromised.

Location

  1. Out of service applicants who apply from outside the geographic area shall not be screened out based on their place of residence. See the Interview Expenses and Post Interview Expenses sections of this policy directive for guidance on whether or not interview and relocation expenses are applicable.
  2. In service applicants may be screened out on the basis of location only when the competition has been limited to a geographic area.   On geographically restricted competitions for regular positions, the competition is restricted to applicants whose headquarters or residence is within a radius of 32 km. of the posted location.  See the Scope of Competition - Geographic Limitations section of this policy directive for guidance on when competitions may be limited geographically.
Assessment of Merit Factors Assessing Education, Experience, Knowledge and Skills
  1. Education includes both informal training such as self study, seminars and on the job training or formal education such as completion of Grade 12, a community college certificate or a university degree. Both methods are ways of acquiring knowledge and gaining familiarity with a specific field.
  2. Experience is the actual participation or practice in performing activities related to the job duties. It includes previous similar work experience or performing similar activities in other settings such as volunteer work or personal activities. Knowledge refers to information about facts, theories, systems, practices, regulations and other subject matter needed to perform the job. Skill refers to the ability to apply knowledge and/or capability to perform job duties.
  3. See Appendix 4 for guidelines on assessing the merit factors of education, experience, knowledge and skills.

Assessing Continuous Service

  1. A "year of service" for the purpose of recognizing continuous service during the competition process is based on the anniversary date of the employee’s date of hire. As long as recall rights are maintained, both auxiliary and regular employees receive credit for each completed year of service based on their original hire date regardless of how many hours they have worked in the time period. Periods of time spent on LTD or an approved leave are also counted when calculating years of service.
  2. Partial years of service are not counted and part-time hours are not pro rated. For example, if three different applicants have:
  1. 3 years and 2 months full-time service;
  2. 3 years and 6 months part-time service; and
  3. 3 years and 11 months full-time service,

they are all considered to have three years of service. This definition of a year of service only applies to the calculation of the continuous service merit factor for all bargaining unit and excluded competitions.

  1. The completed years of service are to be calculated as at the date the panel completes the assessment process, not the closing date of the competition. Regular employees, who were previously auxiliaries, will have their full length of employment, including their auxiliary service, credited.
  1. Former employees who meet the bridging of service criteria contained in the Re-employment- Bridging of Service section of this policy directive or the applicable collective agreement will be credited during the selection process for continuous service accumulated at the date they terminated.
  1. There are different procedures for calculating how continuous service is factored into the competition depending on which employee category the position is in. See Appendix 5 for procedures.

Assessing Past Work Performance

  1. While the merit factor of experience describes what was done, the past work performance factor describes how well it was done. It describes the qualitative aspects of an applicant’s experience.
  2. See Appendix 6 for guidelines on assessing past work performance
Police Record Checks
  1. Police record checks are required when filling positions designated as positions of trust. These positions are characterized by:
  1. activities involving the care, custody, counselling or legal responsibility for clients or residents in the government’s care; or
  2. duties associated with the work of law enforcement.
  1. Refer to the Police Record Checks policy directive for the full policy statement, guidelines and procedures.
  2. Criminal record checks may be necessary if the position is in an area or function which meets the requirements under the Criminal Records Review Act and as outlined in ministry policy.
Eligibility Lists
  1. An eligibility list contains the names of applicants who have been assessed in a competition and are qualified to fill future vacancies. Ministries may establish an eligibility list and once established, must use it to fill future vacancies that would otherwise be filled through a competition. An eligibility list may be established for positions at the same location as the vacancy being posted, at other locations or for positions province wide.
  2. Ministries should establish eligibility lists when:
  1. positions will be available in the near future due to program requirements; or
  2. the ministry knows of upcoming vacancies as a result of employee moves such as promotions or retirements; or
  3. the classification, position or location traditionally has high turnover; or
  4. there are a large number of positions to fill and vacancies occur regularly throughout the year.
  1. Once an eligibility list is established, it must be used to fill subsequent, available vacancies until the list expires. In determining how many candidates to place on an eligibility list, ministries should consider the number of positions anticipated to become vacant over the term of the eligibility list and the number of qualified applicants. It is not mandatory to place all applicants with passing marks on the eligibility list.
  2. The maximum term for an eligibility list is one year for BCGEU positions. It is recommended that eligibility lists for excluded or other bargaining unit positions not exceed one year.
  1. For competitions that are appealed, the date the eligibility list is established is the date the appeal is settled.
  2. Order of placement on an eligibility list is determined by:
  1. calculation of rankings using the relatively equal clause for BCGEU positions. See Appendix 5, example 5; and
  2. the order of the individual’s point scores in the competition for excluded and other bargaining unit positions.
  1. An applicant’s name may only be removed from an eligibility list at their request or in a situation where the applicant is no longer able to meet the requirements of the position. For example, the loss of a license that is required for a position.
  2. Ministries access the list by offering the first available position to the top applicant on the list. If the individual accepts, the individual is appointed to the position. If the individual declines, the ministry may offer the position to the next applicant. This process will continue as vacancies occur until the list is exhausted or the term of the list has expired. If an individual refuses the first offer, they will remain at their current place on the list and will be called as subsequent vacancies become available.
Documentation of the Competition Process
  1. Documentation of the recruitment and selection process is required to verify the results of the competition process, answer letters of inquiry and to detail what steps have been taken to complete the process. Therefore, sufficient documentation is to be maintained on a competition file to record the basis of all decisions at each stage. See Appendix 7 for a list of information that should be kept on a job competition file.
  2. On request from the Registrar of the Appeal Board, ministries are to disclose documentation and any relevant information related to the grounds in connection with a competition which has been appealed to the Public Service Appeal Board.
Interview Expenses
  1. The ministry with the vacancy is responsible for authorizing the reimbursement of applicants’ travel expenses to attend the interview. Limitations and conditions for travel, such as mode of travel and number of travel days allowed, are to be established prior to authorizing the travel. For detailed reimbursement procedures, see Chapter 4, Job Interview Expenses, in the Financial Administration Procedures Manual.
  2. For employees who are in service applicants, reimbursement is provided as required in the applicable collective agreements and/or policy directive.
  3. For out of service applicants, the ministry may reimburse travel expenses at the discretion of the appropriate spending authority, however, there is no requirement to do so. For example, if there is a pool of qualified applicants locally, interview expenses for out of service applicants from outside of the geographic area should not be paid. If a ministry is not reimbursing expenses for out of service applicants from within the province, expenses should not be paid to applicants outside the province.
  4. If a ministry decides to offer partial reimbursement for expenses for out of service applicants, it should be done on an equitable basis, such as allowing a flat amount per kilometre for mileage or making available a maximum amount of $500 to all applicants (both in and out of province) whose expenses would be $500 or more.
  5. Where out of service applicants are expected to pay their own expenses to attend an interview, they should be provided with information about the size of the applicant pool. Their chances of being successful in the competition may impact their decision to incur out of pocket expenses.
Post Interview Expenses - Difficult to Recruit to Locations
  1. Post interview expenses may be offered to the successful applicant to allow them a "familiarization trip" to help them finalize the decision to relocate. Post interview expenses may be provided only for those locations listed in Appendix 8. All of the following criteria must be met:
  1. the applicant must have been offered the position;
  2. the applicant must have a sincere interest in accepting the offer; and
  3. the applicant cannot finalize a decision to relocate without a trip to the location.
  1. See Chapter 4, Post Interview Expenses, in the Financial Administration Procedures Manual for reimbursement procedures related to post interview expenses.
Relocation Expenses - Repayment (Union and Excluded Positions)
  1. Where BCGEU, PEA and excluded employees receive relocation expenses as a result of winning a competition and subsequently resign within two years of the relocation, they must reimburse the expenses paid on a pro-rata basis.
  2. Wording is to be included in offer letters on those competitions where relocation expenses are being paid to advise employees that if they resign within the two year period immediately following their relocation, they will be required to reimburse the Employer expenses paid on a pro-rata basis.
  3. This does not apply to employees who resign to care for a dependent child; those who resign or are deemed to have resigned pursuant to articles 12.8, 13 or 36 for BCGEU employees, 12.04, 37 or Memorandum of Agreement #2 -Privatization for PEA employees or the corresponding policies for excluded employees.
Notification Requirements (Union and Excluded Positions) Offer Letter to the Successful Applicant
  1. The successful applicant must be advised of appropriate details of the conditions of employment and must be notified that the offer is subject to a 14 day appeal period (if there are unsuccessful employee applicants in the competition). The offer letter must be signed by an individual who has delegated staffing authority. After 14 days, if there is no appeal, a letter is sent to the successful applicant confirming the appointment.

Notification to Unsuccessful Applicants Who are Employees

  1. If the successful applicant is an employee, all unsuccessful employee applicants are notified of the name and classification of the successful applicant.
  2. If the successful applicant is not an employee, unsuccessful employee applicants are notified only that an applicant who is not an employee has been selected. If requested, the name of the successful applicant is only to be provided with their approval. If approval is not obtained, the unsuccessful applicant may be given a summary of the successful applicant’s qualifications, skills and experience.
  3. See Appendix 9 for guidelines and sample letters.

Notification to Unsuccessful Applicants Who are Not Employees

  1. Unsuccessful applicants who are not employees are to be notified that another applicant has been selected; a name is not provided.
  2. Unsolicited general applications for employment do not require acknowledgement unless applicants are included in a competition. If they are included, the normal notification of competition results applies.
  3. All notification letters to unsuccessful applicants are to include the name of the position, the competition number and an office address for reply.
  4. See Appendix 9 for guidelines and sample letters.

Notification Requirements - Eligibility Lists

  1. When an eligibility list is created, applicants placed on the list are to be notified:
  1. that an eligibility list has been established;
  2. their own rank on the list;
  3. the maximum length of time that the list will be valid; and
  4. that subsequent available vacancies in locations specified in the eligibility list will be filled from the list.
  1. When notifying unsuccessful applicants on a competition where an eligibility list has been established, include a statement indicating how many applicants were placed on the list. The names of applicants placed on the eligibility list are not to be released.
  2. See Appendix 9 for guidelines and sample letters.
Temporary Vacancies
  1. There are differing procedures for filling temporary vacancies, depending on whether the appointment is more than seven months long. Which process to use to fill temporary vacancies depends on what is known about the length of the appointment at the time the appointment is being made.

Temporary Vacancies of More Than Seven Months

  1. Temporary vacancies which are known to exceed seven months are to be posted open to regular employees only and filled through the job competition process. Postings of temporary vacancies for regular employees are normally limited to the geographic area. Board and lodging and relocation expenses do not apply when posting temporary vacancies which are not limited to the geographic area.
  2. In service auxiliary employees and OIC employees are not eligible to apply on temporary appointments as they are available only to regular employees hired under Section 8 of the Public Service Act.
  3. Where ministries are not able to fill a temporary vacancy of more than seven months with a regular employee and there are no other alternatives for performing the work, then the vacancy may be filled with an auxiliary appointment.
  4. If no qualified employees are available for recall, referrals may be requested for the auxiliary appointment from the central Recruitment Access Office (RAO). For locations with no RAO, or if there are no qualified applicants available through the RAO, auxiliary appointments may be posted locally and are open to auxiliary employees and to the public. Auxiliary vacancy notices are to be distributed to local ministry personnel/human resource offices, other government offices, Human Resource Centres of Canada and outreach organizations within the geographic area. See ‘Employment Equity and the Staffing Process: Outreach Recruitment Directory’.
  5. See Appendix 10 and 11 for a summary of procedures for filling temporary vacancies.

Temporary Vacancies of Seven Months or Less

  1. Temporary vacancies of seven months or less are to be filled according to the procedures outlined in Appendix 10 and 11.

Extensions of Temporary Appointments

  1. If an employee is substituting or a temporary appointment has been made using the ‘less than seven months procedures’ and it has to be extended beyond seven months, the Deputy Minister or Director of Personnel/Human Resources if designated by the Deputy Minister, may approve extensions as long as:
  1. there is a documented plan in place to either end the temporary appointment, fill the position on a permanent basis or hold a competitive process for a more than 7 month temporary appointment; and
  2. the combined length of the temporary appointment and extensions does not exceed fourteen months.
  1. If there are unusual operating requirements, the Deputy Minister may recommend to the Commissioner of PSERC that a further extension be approved.
  2. If a temporary appointment has been made using the ‘more than seven months procedures’ and the appointment later has to be extended, the combined length of the temporary appointment and extensions may not exceed two years. If there are unusual operating requirements, the Deputy Minister may recommend to the Commissioner of PSERC that a longer term be approved.
Auxiliary Employees
  1. Auxiliary employees are not to be used to fill a permanent, regular position on an ongoing basis. They are hired only to perform work of a non-continuous nature, such as:
  1. coverage for approved leaves for regular employees when there is no other option for completing the work;
  2. recruitment lag while a position is being filled on a permanent basis;
  3. seasonal or on call work; and
  4. time limited or project work.
  1. Hiring auxiliary employees must be based on the principle of merit (assessment made which is free of patronage and based on competence and ability to do the job) but a full job competition process is not required. There is no right of appeal on an auxiliary appointment.
  2. Where the circumstances which required hiring an auxiliary employee change and the position becomes an ongoing, regular position, the vacancy must be posted and filled through the full competition process.
Competition Appeals
  1. See the Public Service Appeal Regulation and policy directive 16.1, Appointment Appeals, for information.

Re-employment - Bridging of Service

  1. A regular excluded employee who terminates employment in order to raise a dependent child or dependent children, and is subsequently re-employed, may be credited with the length of service accumulated at time of termination for purposes of benefits based on service, providing:
  1. the employee was a regular employee with at least two years of continuous service at time of termination;
  2. the resignation indicates the reason for termination;
  3. the break in service is not for longer than six years.

    The previous length of service shall not be reinstated until successful completion of the probationary period after re-employment.
  1. Former employees who meet the above conditions will have in service status when applying for re-employment, and shall, for the purpose of the selection process be credited with points for the years of continuous service accumulated to the effective date of the termination.
Responsibilities
PSERC

Public Service Employee Relations Commission

The Commissioner is responsible for:

  1. providing advice and assistance on the application of this policy directive;
  2. compiling a list of difficult to recruit locations which will be eligible for post interview expenses;
  3. giving final approval for a preferential or limited competition for one or more of the four designated groups for employment equity purposes for bargaining unit positions;
  4. approving a limited competition to address special needs such as a reorganization initiative or workforce adjustment;
  5. giving in service status in special circumstances; and
  6. reviewing requests for extensions to temporary appointments where the ministry has already approved extensions within their authority and approving those that meet the test of unusual operating requirements.
Ministries Deputy Ministers are responsible for:
  1. ensuring that the provisions of this policy directive and the Public Service Act are met;
  2. initiating and managing the job competition process;
  3. limiting the scope of competitions which meet specified criteria either geographically or to an occupational group, position level or organizational unit;
  4. giving initial approval for a preferential or limited competition for one or more of the four designated groups for employment equity purposes for bargaining unit positions and giving final approval for such limitations for excluded positions;
  5. ensuring media advertising is used only in those circumstances where it is necessary and it is done in a cost effective manner;
  6. appointing persons to positions in their ministry;
  7. approving extensions to a less than seven month temporary appointment where the combined length of the temporary appointment and extensions is 14 months or less;
  8. approving extensions to a more than seven month temporary appointment where the combined length of the temporary appointment and extensions is two years or less;
  9. recommending further extensions to temporary appointments where there are unusual operating requirements to the Commissioner for review; and
  10. delegating authority and responsibility, where applicable, to apply this policy within their organization.  Limiting the scope of competitions, and extending less than seven month temporary appointments may only be delegated to the Director of Personnel/Human Resources. The Deputy may recommend to the Commissioner the designate in the ministry who will have the authority for approving out of province newspaper advertising.

Directors of Personnel/Human Resources are responsible for:

  1. ensuring a system of recruitment and selection is in place for their ministry which meets the standards of this policy directive;
  2. maintaining, evaluating and modifying the system so it remains current;
  3. limiting the scope of competitions which meet specified criteria either geographically or to an occupational group, position level or organizational unit, if delegated to do so by the Deputy Minister;
  4. approving out of province newspaper advertising if delegated to do so; and
  5. approving extensions, not to exceed seven months in total, to a less than seven month temporary appointment if delegated to do so.
Legislative Authorities Employment Standards Act
Human Rights Code
Public Service Act
Other Authorities and References B.C. Government and Service Employees' Union Master Agreement, Article 12 and Article 31

Retail Stores & Warehouse Component Agreement, Article 12

Public Service Nurses' Bargaining Association Master and Component Agreements, Article 12
and Article 29

The Professional Employees Association Master and Subsidiary Agreements, Article 12 and
Article 35

Employment Equity and the Staffing Process: Outreach Recruitment Directory

Financial Administration Procedures Manual, Chapter 4, Reimbursement of Expenses

Cancellations This is an administrative update to Policy Directive 4.1, Recruitment and Selection. This policy also cancels the Bridging of Service paragraph in the Personnel Management Policies and Procedures Directive 3.10, Re-Employment.
Effective Date November 30, 1998, and revised April 10, 2000 and August 10, 2001.
This policy directive is administered by the Staffing Division of PSERC.

 

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