Frequently asked questions about the qualification standards

Browse through this section to get answers to questions relating to the qualification standards.

Please note that the Frequently Asked Questions in this section do not apply to the Executive (EX) Group.

General

  • 1. What are Qualification Standards?

    The Treasury Board Qualification Standards outline the mandatory minimum requirements necessary to perform the work in a given occupational group or classification, thereby ensuring a competent, non-partisan public service and upholding the values of fairness, transparency, access and representativeness.

  • 2. What is the difference between Qualification Standards and Classification Standards?

    The Treasury Board Qualification Standards identify the mandatory minimum requirements a person must possess/meet to competently perform the work. The authority to establish qualification standards flows from the Public Service Employment Act. Classification standards (also known as job evaluation standards) are instruments that describe the factors, elements and other criteria used to establish the relative value of work for an occupational group. The authority to issue classification standards stems from the Financial Administration Act.

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Education

  • 3. May a manager request a higher level of education than the minimum level of education prescribed in a qualification standard?

    Yes, subsection 31(2) of the Public Service Employment Act (PSEA), gives managers the authority to request an educational level that is higher than prescribed in a qualification standard. The decision to require a level of education that is higher than the minimum should be substantiated by the duties to be performed in the position being staffed.

    A manager may request a higher educational requirement by:

    • Asking for a higher level education credential;
    • Limiting the number of specializations requested (while respecting any specializations that must be applied); or
    • Asking for other specializations relevant to the duties to be performed in the position being staffed (while respecting any specializations that must be applied).

    It is important to note that when a manager requests a higher level of education than the minimum, grand-parenting protection no longer applies and the candidates would need to meet the higher educational requirement.

  • 4. Would a candidate meet the minimum educational standard if he/she has obtained an equivalency granted by a provincial or territorial authority?

    Yes. The levels of education in the Qualification Standards refer to the requirements established by Canadian provincial or territorial authorities. Equivalencies granted by these authorities (e.g. General Education Development (GED)) must always be accepted as equivalent to the respective level of education.

  • 5. Whose responsibility is it to obtain documentation proving that a candidate possesses an education credential?

    It is the candidate's responsibility to provide the manager/staffing authority with the appropriate documentation from the educational institution.

  • 6. Whose responsibility is it to obtain documentation proving that courses taken by a candidate correspond to a particular duration of an educational program (e.g. two years of a post-secondary education program)?

    It is the candidate's responsibility to provide the appropriate documentation from the recognized post-secondary institution to show that the courses taken correspond to two years of a post-secondary program. It is the recognized educational institution that determines whether the courses taken by a candidate correspond to two years of a post-secondary program at that institution.

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Acquired Rights (Grand-Parenting Protection)

  • 7. What are acquired rights?

    When a minimum qualification standard is raised, acquired rights (grand-parenting protection) may be provided to indeterminate incumbents who occupy positions in that group and classification at that point in time. Acquired rights provide protection for individuals who do not possess the new, normally higher, credentials. Indeterminate incumbents are deemed to meet the new minimum qualification standard based on their education, training and/or experience in that group or classification.

  • 8. When a manager requests a higher level of education than the minimum level of education prescribed in a qualification standard, do acquired rights (grand-parenting protection) still apply?

    No, acquired rights do not apply if a manager requests a higher level of education than the minimum prescribed in a qualification standard.

  • 9. Under what circumstances would an individual lose acquired rights (grand-parenting protection)?

    Individuals who leave an organization that staffs under the authority of the PSEA and for which the Treasury Board is the employer or who cease to be employed in the public service, lose their acquired rights.

  • 10. What happens if someone participates in a staffing process requiring one minimum standard, which changes before the process is finalized?

    Under the current acquired rights provisions, a candidate in a selection process who met the minimum requirements before the Qualification Standard was amended and who was appointed or deployed indeterminately as a result of that process is deemed to meet the new minimum requirement.

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Alternatives to Education

  • 11. What is an "employer-approved alternative" to education?

    Subject to any specific application or restriction for some qualification standards, an employer-approved alternative to education is a measure that offers a manager the discretion to accept a combination of education, training and/or experience or a satisfactory result on a Public Service Commission test that would be comparable to the formal education requirement. Alternatives must always be specified on the statement of merit criteria and, where applicable, the job advertisement.

  • 12. Under the section entitled "Employer-Alternatives to Education", what does "may be used at the manager's discretion" mean?

    This means that, subject to any specific applications or restrictions noted within the qualification standards, managers may decide whether or not to accept an alternative. If an alternative will be accepted in lieu of the education requested, the alternative must be specified on the statement of merit criteria and, if applicable, the job advertisement.

    As an example, if a manager is requesting a secondary school diploma as an essential qualification and decides to accept an alternative to that level of education, he/she would have the authority to accept any of the following alternatives:

    • A satisfactory score on the Public Service Commission test only;
    • An acceptable combination of education, training and/or experience only; or
    • A satisfactory score on the Public Service Commission test or an acceptable combination of education, training and/or experience.
  • 13. May managers accept employer-approved alternative(s) for all groups or classifications?

    No. Employer-approved alternatives to education are applicable for certain group or classifications only. Refer to the group or classification in question for information on the application of employer-approved alternatives for that group or classification.

  • 14. What is meant by "an acceptable combination of education, training and/or experience"?

    At the manager's discretion, an acceptable combination of education, training and/or experience may consist of:

    • Education and training;
    • Education and experience;
    • Training and experience; or
    • Education and training and experience.

    The combination should result in the candidate having acquired comparable skills or knowledge as someone who has completed the required minimum level of education. If used, the alternative must be specified in the statement of merit criteria and, if applicable, the job advertisement.

  • 15. May a manager decide that a specific education credential (secondary school diploma, as an example) is the minimum he/she is prepared to accept under "education", when an acceptable combination of education, training and/or experience is used as an alternative to the minimum educational standard?

    Yes. If education is used as part of the combination (i.e. education and experience; education and training; education, training and experience), the manager may specify that candidates must possess at least a secondary school diploma (or whatever level of education is selected). When used, the alternative must be specified on the statement of merit criteria and the manager should be able to demonstrate that the alternative provision is comparable to the education level requested.

  • 16. Are there instances when a manager must accept a candidate who met the minimum level of education through one of the employer-approved alternatives?

    Yes. In some cases, candidates who have already met the minimum level of education through the achievement of a satisfactory score on the Public Service Commission test approved as an alternative for that level of education must always be accepted as having met that level of education. Refer to individual qualification standards for detailed information.

  • 17. Are there instances when it is mandatory that a candidate be offered the opportunity to be assessed by at least one of the employer-approved alternatives?

    Yes. In some instances, candidates who have not already met the minimum educational requirement must be offered the opportunity to be assessed using one of the employer-approved alternatives.

  • 18. May a manager accept an alternative to education when requesting higher than the minimum educational standard for a given group or classification?

    Subject to any specific applications or restrictions for some qualification standards (see notes related to employer-approved alternatives), the manager has the authority to accept an alternative when requesting higher than the minimum educational standard. When used, the alternative must be specified on the statement of merit criteria and, if applicable, the job advertisement.

  • 19. If a specific alternative is identified within a qualification standard, may a manager choose to use another alternative identified for that level of education from the Employer-Approved Alternatives section of the Qualification Standards?

    No, managers must limit their choice to the specific alternatives contained within a particular qualification standard.

    Other employer-approved alternatives, such as the Public Service Commission test approved as an alternative to graduation with a degree from a recognized post-secondary institution, may only be used where the qualification standard does not restrict the options to be applied to assess education.

  • 20. Are managers required to identify employer-approved alternatives on the statement of merit criteria and, if applicable, the job advertisement?

    Yes, the alternative(s) must always be specified on the statement of merit criteria and, if applicable, the job advertisement. Where employer-approved alternatives are prescribed and there are two available alternatives, the manager may use one or both. If the selected alternative(s) is not specified on the statement of merit criteria and, if applicable, the job advertisement, either of the alternatives must be accepted.

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By occupational group

Administrative Services (AS)

Education / Experience

  • 1. Must a manager require acceptable experience and/or training in a field relevant to positions classified as AS when using the minimum educational standard?

    Yes. Anytime the minimum education is required, acceptable experience and/or training in a field relevant to positions classified as AS is also required. This "experience/training" element would be an essential qualification on the statement of merit criteria.

  • 2. If the manager requires a level of education that is higher than the minimum educational standard, must he/she also include a requirement for the acceptable experience and/or training in a field relevant to positions classified as AS?

    No. The manager is not obliged to include this requirement but may choose to do so.

  • 3. What is meant by "acceptable experience and/or training in a field relevant to positions classified as AS"?

    The experience and/or training required must be related to administrative services and relevant to the AS position being staffed. It can be acquired in the Public Service as well as through other means, e.g. the private sector, volunteer work, self-employment, etc. The manager would determine the acceptability depending on the duties to be performed.

Computer Systems (CS) Group

Education

  • 1. Is the manager respecting the minimum educational requirement if he/she only requires a "successful completion of two years of an acceptable post-secondary educational program in computer science"?

    Yes. Computer science is one of the specializations accepted for the CS Group. However, if the manager decides to restrict the specialization, this constitutes raising the minimum educational standard.

    It is important to note that when the level of education is raised, the grand-parenting protection no longer applies. The candidate would need to meet the higher educational requirement.

Specializations

  • 2. May a manager ask for a specialty other than computer science, information technology or information management?

    Yes. The educational standard for positions classified as CS provides for the possibility of asking for specialties other than those listed, however the specialty must be relevant to the position being staffed.

  • 3. Must a manager identify all the programs listed in the Qualification Standard for positions classified as CS or can he/she select the relevant ones and/or add any others that are also appropriate?

    The manager can list as few or as many programs as he/she wishes, depending on the needs of the position. A manager may also choose to include a field that is not listed, as long as it is relevant to the duties to be performed.

    However, when selecting specific or fewer specializations than identified in the minimum qualification standard, the manager would be requesting higher than the minimum standard. It is important to note that when the manager requests higher than the minimum level of education, the grand-parenting protection no longer applies. The candidate would need to meet the higher educational requirement.

Acquired Rights (Grand-Parenting Protection)

  • 4. What is meant by a "grand-parented" individual in the context of the CS education standard? To what is he/she entitled?

    An individual is grand-parented if, on , he/she was an indeterminate incumbent of a position in the CS Group. Under this provision, the individual is deemed to meet the minimum educational standard for the CS Group.

  • 5. If a "grand-parented" CS is appointed or deployed to another group or classification and subsequently wishes to be appointed or deployed back to the CS Group, does the grand-parenting provision continue to apply?

    Yes. As long as the individual was an indeterminate incumbent of a CS position on , this person may leave and return to the CS Group and retain "grand-parenting" protection. The individual would still be deemed to meet the minimum education standard for appointment back into the CS Group. The manager may require proof that the individual was a former indeterminate employee in the CS Group on .

  • 6. What happens when an employee of the CS Group applies to an advertised process for a position in the CS Group and the educational requirement is raised above the minimum? Will the acquired rights (grand-parenting protection) apply?

    No. Acquired rights (grand-parenting protection) do not apply when the educational requirement is raised above the minimum. The employee would need to meet the higher educational requirement.

Alternatives to Education

  • 7. Is a manager obliged to use the alternative to the minimum education (i.e. an acceptable combination of education, training and/or experience)?

    No. There is no obligation for a manager to use the alternative. The Public Service Employment Act (PSEA) provides managers with the flexibility to develop hiring processes that best meet their organizations' strategic objectives and human resources plans. In any given CS appointment process, the hiring manager is delegated to determine if a combination of education, training and/or experience would be acceptable as an alternative to the minimum educational standard. When used, the alternative must be specified on the statement of merit criteria, and, where applicable on the job advertisement.

  • 8. May a manager accept an alternative to education when requesting higher than the minimum educational standard when staffing positions classified as CS?

    Yes. At the manager's discretion, he/she could accept an employer-approved alternative for the higher level of education as long as that alternative does not go below the minimum educational standard. When used, the alternative must be specified on the statement of merit criteria.

  • 9. May a manager decide that a secondary school diploma is the minimum he/she is prepared to accept under "education" when an acceptable combination of education, training and/or experience is used as an alternative to the minimum educational standard for positions classified as CS?

    Yes. If education is used as part of the combination (i.e. education and experience; education and training; education, training and experience), the manager may specify that candidates must possess at least a secondary school diploma. In this situation, the manager would not accept any alternatives for a secondary school diploma—however, equivalencies granted by provincial and territorial authorities (e.g. General Education Development, which is a secondary school equivalent), must always be accepted as equivalent to the respective level of education.

Economics and Social Science Services (EC) Group

General

  • 1. What is the effective date of the EC Qualification Standard?

    The effective date of the EC Qualification Standard is .

Education

  • 2. Why are there two minimum educational standards for the EC Group?

    The ES and SI Groups were combined to become the Economics and Social Science Services (EC) Group. Consequently, upon conversion to the EC Group on , the ES and SI Groups ceased to exist. The two minimum educational standards were developed in order to recognize the different streams of work in the merged EC Group and their distinct educational and knowledge requirements. Consequently, the manager must choose the appropriate minimum educational standard according to the typical stream of work as defined in the EC Group Definition.

  • 3. May a manager choose either one of the two minimum educational standards without distinction?

    No. The manager must choose the minimum educational standard that corresponds to the EC stream of work for the position being staffed (see Question no. 4). However, there may be circumstances when the manager may determine that it is necessary to raise the minimum educational requirement based on the duties to be performed in the position being staffed.

  • 4. If the manager is not sure which stream of work applies to his/her position, what should they do?

    The manager should work closely with staffing and classification advisors to help determine the appropriate stream of work.

Specializations

  • 5. Must a manager identify one of the areas of specialization specified in the minimum qualification standards for positions classified as EC?

    Yes. The manager must identify at least one of the areas of specialization specified in the minimum educational standards for positions classified as EC.

    When selecting specific or fewer specializations than identified in the minimum qualification standards, the manager is requesting higher than the minimum standard. It is important to note that when the level of education is raised, the grand-parenting protection no longer applies. The candidate would need to meet the higher educational requirement.

  • 6. May the manager ask for specializations other than those indicated in the minimum educational standards?

    The manager may ask for other specializations that are relevant to the duties to be performed in the position being staffed but only in addition to those identified in the qualification standard. At least one of the areas of specialization specified in the minimum educational standards must be requested. For example, "Graduation with a degree from a recognized post-secondary institution with acceptable specialization in Economics, Sociology or Statistics and a specialization in epidemiology" or "Successful completion of two years of a post-secondary school program with acceptable specialization in social science, statistics, library/archival work or a law related field and a specialization in business administration".

  • 7. When the minimum educational standard is "Graduation with a degree from a recognized post-secondary institution with acceptable specialization in Economics, Sociology or Statistics" (Part A),...
    1. May the education be acquired through an acceptable combination of education, training and/or experience?

      No. Candidates must always have a degree from a recognized postsecondary institution.

    2. May the specialization be acquired through an acceptable combination of education, training and/or experience?

      Yes. At the discretion of the manager, the specialization may be obtained through an acceptable combination of education, training and/or experience. When used, it must be specified on the statement of merit criteria for transparency purposes.

      Whenever the specialization is met through an acceptable combination, it is met only for the position being staffed, and candidates must be reassessed for future appointments and deployments where the manager has decided to allow the use of this combination.

  • 8. When the minimum educational standard is "Successful completion of two years of a post-secondary school program with acceptable specialization in social science, statistics, library/archival work or a law-related field" (Part B), may the education be acquired through an acceptable combination of education, training and/or experience?

    Yes. At the discretion of the manager, the education may be obtained through an acceptable combination of education, training and/or experience. When used, it must be specified on the statement of merit criteria for transparency purposes and the manager should be able to demonstrate that the accepted alternative is comparable to the education level requested.

    Whenever the minimum education is met through this alternative, it is met only for the position being staffed, and candidates must be reassessed for future appointments and deployments where the manager has decided to allow the use of this alternative.

Acquired Rights (Grand-Parenting Protection)

  • 9. If a "grand-parented" EC is appointed or deployed to another group or classification and subsequently wishes to be appointed or deployed back to the EC Group, does the grand-parenting protection continue to apply?

    Yes. As long as this individual became an indeterminate incumbent of a position in the EC Group on , or was appointed or deployed for an indeterminate period to an EC position after that date as the result of a staffing transaction started before , this person may leave and return to the EC Group and retain "grand-parenting" protection. The individual would still be deemed to meet the minimum educational standard for appointment back into the EC Group. The manager may require proof that the individual was an indeterminate employee in the EC Group on .

Alternatives to Education

  • 10. May the manager use the alternative to education?

    The Public Service Employment Act (PSEA) provides deputy heads with the flexibility to develop hiring processes that best meet the strategic objectives and human resources plans of their organization. In any given EC appointment or deployment process where the educational requirement is for "Successful completion of two years of a post-secondary school program" (Part B), the manager has the authority to decide whether a combination of education, training and/or experience would be acceptable as an alternative to the minimum educational standard. When used, the alternative must be specified on the statement of merit criteria, and, where applicable, the job advertisement, for transparency purposes.

Financial Management (FI) Group

Education

  • 1. What is the Government of Canada Financial Management Certificate?

    The Government of Canada Financial Management Certificate is the credential obtained following successful completion of a professional development program managed by the Canada School of Public Service, on behalf of the Public Service Commission and the Treasury Board Secretariat. This is a formal program of study in which an individual obtains the specialized education needed to be considered for appointment to positions classified as FI-1.

  • 2. "The minimum standard for positions classified at the FI-2 level and above is always met either through education or occupational certification."...
    1. Does this mean that a person with an occupational certification would meet the minimum standard without possessing a degree from a recognized post-secondary institution?

      Yes. The financial community wanted to recognize the professional accounting designation as meeting the minimum requirement for any position that is classified as FI-2 level and above. Therefore, whenever the minimum education is requested, the wording may be "graduation with a degree from a recognized post-secondary institution with a specialization in accounting, finance, business administration, commerce or economics and experience related to positions in the Financial Administration Group" or "eligibility for a recognized professional accounting designation (i.e. Chartered Professional Accountant (CPA), Chartered Accountant (CA), Certified Management Accountant (CMA) or Certified General Accountant (CGA))."

    2. May a manager request both the education and occupational certification?

      As noted above, the minimum standard for positions classified at the FI-2 level and above is always met either through education or occupational certification.

      Therefore, normally the occupational certification (i.e. eligibility for a recognized professional accounting designation) would satisfy the educational requirement of a degree and the manager would not need to request both as a minimum standard.

      However, in reviewing the work of the position being staffed, if the manager determines that both the minimum education and occupational certification are required, he/she may request above the minimum standard and request both.

      The decision to require higher than the minimum should be substantiated by the duties to be performed in the position being staffed. It is important to note that when higher than the minimum is requested, the grand-parenting protection no longer applies. Candidates would need to meet the higher requirement.

  • 3. May a manager require an occupational certification other than the Chartered Professional Accountant, Chartered Accountant, Certified Management Accountant or Certified General Accountant when using the minimum qualification standard for staffing a position at the FI-2 level and above?

    No. The only recognized professional accounting designations the manager may ask for are the Chartered Professional Accountant (CPA), Chartered Accountant (CA), Certified Management Accountant (CMA) or Certified General Accountant (CGA).

  • 4. May a manager use the Public Service Commission test approved as an alternative to university graduation for positions classified as FI-2 and above?

    No. When the FI Qualification Standard was modified on , it was decided that the Public Service Commission test would no longer be accepted as an alternative to university graduation for this occupational group.

Specializations

  • 5. Must a manager identify one of the five areas of specialization specified in the qualification standard for positions classified as FI?

    Yes. The manager must identify at least one of the areas of specialization specified in the education standard for positions classified as FI—accounting, finance, business administration, commerce or economics.

    However, when selecting specific or fewer specializations than identified in the minimum qualification standard, the manager is requesting higher than the minimum standard. It is important to note that when the level of education is raised, the grand-parenting protection no longer applies and the candidate would need to meet the higher educational requirement.

  • 6. The minimum requirement for FI-2 and above is graduation with a degree from a recognized post-secondary institution with a specialization in accounting, finance, business administration, commerce or economics and experience related to positions in the Financial Management Group. What is meant by "experience related to positions in the Financial Management Group"?

    The experience required must be related to financial management and relevant to the FI position being staffed. It can be acquired in the Public Service as well as through other means, e.g. private sector, volunteer work, self-employment, etc. The manager would determine acceptability depending on the duties to be performed.

Acquired Rights (Grand-Parenting Protection)

  • 7. What is meant by a "grand-parented" individual in the context of the FI education standards? To what is he/she entitled?

    An individual is grand-parented if, on , he/she was an indeterminate incumbent of a position in the FI Group or a person appointed or deployed, for an indeterminate period, to a position in the FI Group after that date as the result of staffing transactions started before . Under this provision, the individual is deemed to meet the relevant minimum educational standard for the FI Group.

  • 8. If a "grand-parented" FI is appointed or deployed to another group or classification and subsequently wishes to be appointed or deployed back to the FI Group, does the grand-parenting protection continue to apply?

    Yes. As long as the individual was an indeterminate incumbent of an FI position on , or appointed or deployed for an indeterminate period to a position in the FI Group after that date as the result of staffing transactions started before . The manager may require proof that the individual was a former indeterminate employee in the FI Group on .

  • 9. What happens when an employee of the FI Group applies to an advertised process for a position in the FI Group and the educational requirement is raised above the minimum? Will the acquired rights or grand-parenting protection apply?

    No. Acquired rights/grand-parenting protections do not apply when the educational requirement is raised above the minimum. The employee would need to meet the higher educational requirement.

Personnel Administration (PE)

Specializations

  • 1. Must a manager identify all the areas of specialization listed in the PE education minimum standard?

    The manager may list as few or as many areas of specialization as he/she wishes, depending on the needs of the position being staffed.

  • 2. May a manager select other specializations that are not listed?

    A manager may also choose to include a field in addition to those listed, as long as it is relevant to the duties to be performed.

    Note:

    When selecting specific or fewer specializations than identified in the minimum qualification standard, the manager is requesting higher than the minimum qualification standard. It is important to note that when higher than the minimum level of education is requested, the grand-parenting protection no longer applies. The candidate would need to meet the higher level of education.

Acquired Rights (Grand-Parenting Protection)

  • 3. What is meant by a "grand-parented" individual in the context of the PE education standard? To what is he/she entitled?

    An individual is grand-parented if, on , he/she was an indeterminate incumbent of a position in the PE classification or a person appointed or deployed for an indeterminate period to a position in the PE classification after that date as the result of staffing transactions started before . Under this provision, the individual is deemed to meet the minimum educational standard for the PE classification.

  • 4. If a "grand-parented" PE is appointed or deployed to another group or classification and subsequently wishes to be appointed or deployed back to the PE classification, does the grand-parenting protection continue to apply?

    Yes. As long as the individual was an indeterminate incumbent of a PE position on , or appointed or deployed for an indeterminate period to a position in the PE classification after that date as the result of staffing transactions started before , this person may leave and return to the PE classification and retain "grand-parenting" protection. The individual would still be deemed to meet the minimum education standard for appointment back into the PE classification. The manager may require proof that the individual was a former indeterminate employee in the PE classification on .

  • 5. What happens when an employee of the PE classification applies to an advertised process for a position in the PE classification and the educational requirement is raised above the minimum? Will the acquired rights (grand-parenting protection) apply?

    No. Acquired rights (grand-parenting protection) do not apply when the educational requirement is raised above the minimum. The employee would need to meet the higher educational requirement.

Law Management (LC)

  • 1. What is the LC Group Qualification Standard?

    The LC Group Qualification Standard establishes the mandatory minimum qualifications for appointment or deployment to the LC group in the core public administration.

    The Standard is comprised of:

    • Occupational Certification and Key Leadership Competencies which apply to all levels, and
    • Essential experience requirements (for LC-02 and higher).
  • 2. Why has a new LC Group Qualification Standard been created?

    The Clerk of the Privy Council approved a new Key Leadership Competency profile for federal public service executives and senior leaders in March 2015.

    The Key Leadership Competency profile is aligned with the Clerk's vision for a public service that is collaborative, innovative, streamlined, high performing, adaptable and diverse. It reflects the complexity and challenge of federal public service leadership roles.

    The new standard is a key milestone in the implementation of the Key Leadership Competencies and will help the public service to recruit and to retain the right candidates by increasing the rigour of selection processes and reducing unnecessary administrative burden.

  • 3. What is new about the LC Group Qualification Standard?

    The new LC Group Qualification Standard has distinct mandatory minimum requirements according to the level of the position, which include revised competencies and the addition of experience requirements, as below:

    For positions classified at the LC-01 level:

    Occupational Certification

    • Eligibility for membership in the Bar of one of the provinces or territories of Canada or in the Order of Notaries in the Province of Quebec.

    Demonstration of the following competencies in accordance with the Key Leadership Competency Profile:

    • Create Vision and Strategy
    • Mobilize People
    • Uphold Integrity and Respect
    • Collaborate with Partners and Stakeholders
    • Promote Innovation and Guide Change
    • Achieve Results

    For positions classified at the LC-02 level and above:

    Occupational Certification

    • Eligibility for membership in the Bar of one of the provinces or territories of Canada or in the Order of Notaries in the Province of Quebec.

    Demonstration of the following competencies in accordance with the Key Leadership Competency Profile:

    • Create Vision and Strategy
    • Mobilize People
    • Uphold Integrity and Respect
    • Collaborate with Partners and Stakeholders
    • Promote Innovation and Guide Change
    • Achieve Results

    Experience

    • For LC-02 and LC-03 level positions:
      • Experience in managing human resources
    • For LC-04 level positions:
      • Experience in managing significant financial and complex human resources matters
      • Experience collaborating and maintaining partnerships
  • 4. How will the transition between the old and the new LC Qualification Standard affect candidates and/or selection processes?

    The updated LC Qualification Standard applies to any selection processes begun on or after the date of implementation. Selection processes which were started prior to the effective date of the amended LC Qualification Standard will be subject to the LC Qualification Standard in effect prior to September 1, 2017.

  • 5. What does the new LC Group Qualification Standard mean for current LC employees?

    Indeterminate incumbents of the LC Group enjoy acquired rights (grand-parenting protection) against the minimum Key Leadership Competency and experience requirements of the updated LC Qualification Standard according to the level they occupy on September 1, 2017, as follows:

    • Indeterminate incumbents of LC-01 level positions as of September 1, 2017 are deemed to meet the minimum experience and key leadership competency requirements contained in the LC Group Qualification Standard for appointment or deployment to LC-01 level positions.
    • Indeterminate incumbents of LC-02 and LC-03 level positions as of September 1, 2017 are deemed to meet the minimum experience and key leadership competency requirements contained in the LC Group Qualification Standard for appointment or deployment to LC-02 and LC-03 level positions.
    • Indeterminate incumbents of LC-04 level positions as of September 1, 2017 are deemed to meet the minimum experience and key leadership competency requirements contained in the LC Group Qualification Standard for appointment or deployment to LC-04 level positions.
  • 6. Does the new LC Qualification Standard provide opportunities to be more efficient when conducting appointment processes?

    Yes. After the new LC Qualification Standard comes into effect on September 1, 2017, candidates who are assessed against the new standard, found qualified and appointed or deployed to an LC position, will be deemed to meet the minimum requirements of their respective level in future appointment processes as follows:

    • Law Managers appointed or deployed to an LC-01 level position following an assessment against this Standard are deemed to meet the minimum experience and key leadership competency requirements contained in the LC Group Qualification Standard for appointment or deployment to LC-01 level positions.
    • Law Managers appointed or deployed to an LC-02 or LC-03 level position following an assessment against this Standard are deemed to meet the minimum experience and key leadership competency requirements contained in the LC Group Qualification Standard for appointment or deployment to LC-02 or LC-03 level positions.
    • Law Managers appointed or deployed to an LC-04 level position following an assessment against this Standard are deemed to meet the minimum experience and key leadership competency requirements contained in the LC Group Qualification Standard for appointment or deployment to LC-04 level positions.
  • 7. I wish to conduct additional assessment of candidates who have acquired rights (indeterminate incumbents of the LC Group on September 1, 2017) or candidates who are deemed to meet the minimum requirements by virtue of having been assessed, found qualified against the new LC Qualification Standard and appointed or deployed to the group. Is this possible?

    Yes. As in all selection processes, Deputy Heads or those with delegated staffing authority may establish the merit criteria that they wish to assess for the positions they staff. If they so choose, hiring managers may establish requirements additional to those contained in the LC Qualification Standard.

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