Indeterminate Appointment

• Internal (advertised* and non-advertised**) - Subject to merit and recourse to the Federal Public Sector Labour Relations and Employment Board (FPSLREB):
  • Merit: the employee must meet the Statement of Merit Criteria (SOMC).
  • Recourse: a two-step notification process is required on the GC Jobs website, known as Notification of Consideration and Notification of Appointment or Proposal of Appointment.
• External (advertised* and non-advertised**) - Subject to merit but not recourse:
  • Merit: the employee must meet the SOMC.

*Advertised – A process is advertised when candidates in the area of selection are invited, through an advertisement, to apply and demonstrate that they meet the merit criteria.

• Internal advertised appointment – occurs when the selection process is open only to federal public servants.
• External advertised appointment – occurs when the selection process is open to federal public servants and non-public servants.

**Non-Advertised– A process is non-advertised when the sub-delegated manager hires a candidate without an advertisement. Student Bridging and the appointment of a person with a priority entitlement are considered non-advertised processes.

• Internal non-advertised appointment – occurs when the appointment is for a public servant.
• External non-advertised appointment – occurs when the appointment is for a non-public servant.

Consult ESDC’s Guidance on Staffing for further details on the choice of appointment process.

• Identifies who is eligible to file a complaint to the Federal Public Sector Labour Relations and Employment Board (FPSLREB) following an appointment.
• Internal advertised appointment process: The area of recourse is limited to persons who were in the area of selection and participated in the appointment process.
• Internal non-advertised appointment process: The area of recourse is established by the sub-delegated manager in consultation with their HR Advisor. Section 6.6 of ESDC's Policy on Area of Selection, sets out the principles to follow when establishing an appropriate area of selection for recourse purposes.

• Priority clearance must be obtained prior to all indeterminate appointments (see PSC Staffing actions that do not require priority clearance for exceptions).
• A Request for PSC Priority Referrals can be submitted in the HRSC Portal separately.
  • The request should be submitted with a finalized SOMC.

Important: A person who has a priority status is entitled, under the Public Service Employment Act or the Public Service Employment Regulations, for a limited period, to be appointed ahead of all others to vacant positions in the public service. To be appointed, the person must meet the essential qualifications of the position.

• The language requirements of the position must be met.
• Unilingual positions - The candidate's ability in the language of the position must be assessed by the hiring manager/assessment board.
• Bilingual positions – Candidates must have valid Second Language Evaluation (SLE) results. The candidate's second official language is assessed using the Public Service Commission's SLE Tests. The candidate's first official language (FOL) is assessed by the hiring manager/assessment board.
  • The appointed employee is eligible for the bilingualism bonus, in accordance with the Bilingualism Bonus Directive.
  • The bonus is not payable to employees in the executive group (EX).
  • The Manager's Guide to Non-Imperative Staffing identifies the situations and conditions in which non-imperative staffing could be considered.

• Employees must have a valid security clearance that meets the security level required for the position being staffed.
• For new hires to ESDC or employees moving into a position requiring a security clearance at a higher level than the level they currently possess, submit security clearance requests to the appropriate Regional Security Office (RSO) as early as possible to avoid delays in the processing of your staffing request.
• Refer to the Validation of Security for Staffing Requests Chart to know the security confirmation process for your staffing action.

• The Policy on COVID-19 Vaccination for the Core Public Administration requires all employees to be fully vaccinated or have a supported accommodation measure due to a certified medical contraindication, religion or other prohibited ground of discrimination as defined in the Canadian Human Rights Act (CHRA).
• The vaccination requirement took effect on October 6, 2021, and it is a condition of employment.
• Refer to the Validation of Vaccination Requirement for Staffing Requests web page to know the validation process for your staffing action.

• The start date cannot be on a statutory holiday or on a weekend (unless the individual is actually required to work on that day).
• May be hired with a set or shift work schedule, full time or part time, and on a seasonal basis. For more information on work schedules, consult the Guidance Document on Work Schedules for Employment Offers.

• As per Part 2 of the Appendix of the Directive on Terms and Conditions of Employment, on appointment from outside the Public Service:
  • The rate of pay is to be the minimum rate of the pay scale applicable to the position to which the person is appointed.
  • The sub-delegated manager has the discretion to appoint a person above the minimum salary only when one of the following conditions applies:
    1. shortage of skilled labour in the field involved, as evidenced by local or regional labour market surveys from recognized institutions;
    2. unusual difficulties in filling the position with properly qualified candidates (for example, the minimum rate of pay is not competitive with the rates offered by local or regional employers for similar duties); or
    3. operational conditions require the presence of a highly skilled or experienced person who can assume the full duties of the position immediately upon taking employment (for example, there is no alternative but to pay above the minimum because training a novice person would impose an unacceptable burden on the employing organization).

• Reimbursement of relocation expenses may apply; managers must contact the National Relocation Office nc-relocation-reinst@servicecanada.gc.ca* before initiating a discussion with the employee/candidate and/or submitting a request to the HRSC Portal, whichever comes first, when:
  • the work location of the position to be staffed differs from the one previously occupied by the employee.

*with the exception of the movement of an employee from a position in the National Capital Region (NCR) to another position in the NCR.