Employee Toolkit

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Introduction

This toolkit is designed to give employees a general overview of available resources and information on:

We hope this information can help you find out what options are available to you moving forward.

Competencies

Over the course of your career and your life, you have acquired a range of competencies in the different jobs you have had. The way you apply these competencies can vary from job to job (e.g. new client groups, new problems to solve or certain expectations regarding an initiative).

The competencies you mastered in previous jobs are part of your acquired skill set and should not be overlooked when job hunting. Take the time to assess the competencies you have acquired. They may be useful to you and serve as a basis to develop new skills.

To help you in your thinking process, the Competency-Based Management (CBM) site includes a number of documents, such as competency profiles (Core, Group and Task Competencies), a national competency dictionary and a learning toolkit. The CBM site has references to many different competencies you have used in your personal and professional life and it is a good place to start.

During future job searches, whether within the Department or at an interdepartmental level, you will find that some competencies are essential. It is also possible that similar competencies are defined differently. This is normal. Competency profiles can help you direct your preparation, but managers are responsible for defining the competencies required for the position in question.

When it comes to your career, adding to your list of competencies is a good idea. You can look to strengthen your professional abilities by:

  • taking on new challenges;
  • gaining insight into what you want from your job; and
  • learning a new set of skills.

Career Development Tools and Resources

Here are some useful resources on career development and making informed choices:

Career Portal
Designed to help Ontario Region Service Canada employees develop a career plan. Employees outside of the Ontario Region may also access the portal for information on career planning.

Career and Learning
Service Canada intranet “Career and Learning” tab with links on career and development planning.

Searching for Employment in the Federal Public Service

A number of different internal and external websites can help you search for opportunities in the federal public service and the public service in general. Visit these sites frequently as positions may be posted for a limited time.

Careers in the Federal Public Service
External federal public service career site.

Employment Opportunities on Publiservice
Internal federal public service career site.

Department and Agency Direct Hiring
Links to other federal departments and agencies that offer recruiting and job opportunity information on their sites.

Job Bank – Specialty Job Sites
Links to various public service departments, agencies and crown corporations, as well as specialized job searching.

The Appointment Process

Public service staffing remains a merit-based process in which qualified candidates are assessed not only on their ability to do the job, but also on how they meet an organization’s current and future requirements.

The appointment process is based on standards of fairness, transparency, efficiency and effectiveness. This ensures that hiring is done in a cost-effective and timely manner, and that the process results in the hiring of the right people.

Tips on the appointment process
The following links can help you gain insight into the appointment process, what to expect when participating and tips on how to increase your opportunities for success.

How do I prepare for an appointment process?
Overview of the appointment process in the public service from the Treasury Board site. Includes the types of appointments, the screening process, the tailoring of your application and the assessment and recourse process.

Cover Letters

Your cover letter conveys why your résumé should be considered. It is the first impression you make, can demonstrate how well you communicate in writing and provides the opportunity to highlight how your skills and qualifications can benefit your prospective employer.

Your cover letter should:

  • specify the position for which you are applying;
  • say why you would be a good fit for the position;
  • list some of your most relevant qualifications/skills and how they can be of value;
  • specify one or two accomplishments that demonstrate your experience;
  • refer the reader to your résumé details; and
  • conclude with an appropriate sign-off and contact information.

Your cover letter should be well-written and professional in appearance since it acts as a window to your knowledge, experience and abilities. Be confident and promote yourself. Some tips:

  • Address the letter to a specific person whenever possible.
  • Tailor the letter for the position you are interested in.
  • Show enthusiasm.
  • Keep paragraphs short and to the point.
  • Use active verbs to describe what you have accomplished.
  • Experiment with different wording. If you do not think a paragraph is perfect, try writing it another way.
  • Have someone check your letter for errors and omissions.

Cover letter resources

Some useful resources on cover letters, including templates, tips and suggestions:

Cover letters
Information from the Job Bank of what to include on your cover letter, the do's and don'ts and some samples.

Résumés

A résumé is a short, point-form document that describes your work experience, education and skills. At times, you may hear the term “CV” (or curriculum vitae) used interchangeably with the term "résumé."

A résumé or CV should be:

  • professional in appearance;
  • targeted for a particular position with the appropriate research made on requirements;
  • well-written (without spelling and grammar errors);
  • an honest and clear demonstration of your skills, abilities and achievements; and
  • a clear indication of what you have to offer.

There are a number of ways you can structure or format your résumé, but most will include the following:

  • personal information
  • career objective
  • skills/experience summary
  • employment history
  • duties/responsibilities
  • additional experience
  • interests/activities
  • references

Résumé styles

Chronological Résumés
Demonstrates progressive work experience in the same career, detailing the employer you worked for, the positions you have had and contributions within each work setting.

Skills-based or Functional Résumés
Highlights work experiences and skills when there may have been many different employers. Focuses attention on the skills used in a variety of different settings.

Résumé resource
The Job Bank provides useful information on different styles and sections of a résumé.

Interviews

Developing interview skills

Interviews make most people nervous. But with some advance preparation and a few tips, you can make a good impression and demonstrate confidence. An interview can also be a good opportunity to find out if the position is right for you.

Preparing for the interview

Find out all you can about the position and the organization. Use this information to think about how your skills and background would be suitable for the work required.

Practice talking about your work experiences before the interview: the work you did, your responsibilities and your accomplishments. Try to anticipate the questions you might be asked and how you would respond.

Before an interview, you should be prepared to respond to the following three critical questions:

1. Why do you want this job?

Organizations want people who can bring something new and valuable to their business. One way to prove to that you have what is needed is to show that you know what the organization does. Find out as much as you can. Where do you see yourself fitting in? When you really know the answer to "Why do I want this job?" you will be able to answer some important interview questions such as:

  • How did you become interested in this position?
  • What are your general career interests now and in the future?

2. What do you have to offer?

Organizations want to know why they should hire you. To find out, they ask a variety of questions about who you are and what you can do for them. To get prepared:

  • review your experiences;
  • keep a mental list of your accomplishments;
  • think about the challenges you have had to respond to;
  • remember the times you have been an effective problem solver; and
  • consider mistakes that you have made as positive learning experiences.

3. What else should you know?

One of the final questions you may be asked in an interview is: "Is there anything you would like to know about the organization or the job?" Answering "No" sends the wrong signals, that you are not really interested in the organization, don't know what is important to you in an employee/employer relationship, or have a lack confidence and assertiveness. Here are some questions you should be prepared to ask about the position:

  • What is the size of the Department/Branch/section/unit?
  • What kind of a training program do you have? Could you please describe it?
  • What are my opportunities for career growth?

More tips

At the interview

  • Arrive a few minutes early.
  • Make a good impression with a smile, a firm handshake and good eye contact in a friendly, enthusiastic and confident manner.
  • Listen carefully. Be certain you have heard and understood each question.
  • Take your time to give a good answer to the question that was asked.
  • Refer to your past work experience and education, especially your accomplishments, for examples of your abilities and how you could add value.
  • Ask questions about the organization and its direction, training opportunities and challenges the organization faces, etc.
  • As a last question, ask when they anticipate a decision may be made and how they will inform you.

After the interview

  • Write down some notes on the questions you were asked and the ones you thought you handled well or poorly. This can help prepare you for future interviews.
  • Send a post-interview email to the interviewers thanking them for their time.
  • Follow up by contacting the organization if you have not heard anything from them by the date that they agreed to contact you.
  • If you do not get the position, consider calling the interviewer for some feedback about the interview: Did you seem adequately prepared? Was there something that you did not demonstrate? How could you do better in a future interview?
  • Do not get discouraged! Interviews are about both parties finding the right fit for the job. Doing better interviews is something that can be developed through preparation and practice.

Workplace Well-being

Employee Assistance Program

Health Canada’s Employee Assistance Services (EAP), to which all HRSDC/Labour/Service Canada employees have access, provides individual psychosocial counselling related to, among other things:

  • workplace-related issues;
  • psychological preparation for a selection interview;
  • stress and anxiety management in the selection process; and
  • thinking about career objectives or direction.

All of us have experienced, at one time or another, some difficulties which can disrupt our lives and affect our well-being. The EAP can assist by addressing almost every problem that affects our professional or personal lives. By calling 1‑800‑268‑7708, an adviser can refer you to a professional for 3 to 8 consultation sessions paid for by your employer.

More information on Health Canada’s EAP can be found at:
Employee Assistance Services
Information for Employees