• Is this really a vacancy? • Is there funding for the position?
• Does the position need to be filled at this time? • Have you received ministry specific approvals?
• Does a job description exist? • Are there surplus employees to consider?
Short and long term staffing options for example: regular full time, part-time, TA over 7 months, placements, transfers, recall, auxiliary, TA under 7 months, recall, rehab trial, substitution. How to decide which is appropriate.
What experience, education, training, knowledge, skills, abilities and competencies are needed to do the job? Step-by-step instructions, samples and tools.
Assessment and rating options; detailed instructions, sample and tools such as simulations (e.g. oral presentations, in-baskets, etc.), written tests, oral interviews, physical tests, reference checking and more.
Options and considerations for determining your applicant pool and the scope of recruitment.
Advertising options, instructions on advertising a job on the Government “Job Opportunities” website; writing effective advertisements and samples.
Step-by-step “how to” handle applications, files and inquiries; determine eligibility, screening and short list; assess competencies, knowledge, skills and abilities and past work performance and consider continuous service including forms, samples, guides and other tools to assist.
Making an appointment decision, notifying applicants of results and confirming offers. Includes sample offer, regret and confirmation letters.
Providing effective feedback to applicants and managing the Staffing Review Process.
Closing and documenting the staffing action.
What forms to fill out and how to ensure employee is on payroll, where to direct the employee for benefits.
Briefing the employee regarding acceptable conduct, security issues, terms of employment. Ensure the employee has the basic knowledge of the ministry workplace and its practices to successfully meet the requirements of the job.
Managing the probation period effectively.
