Canada Energy Regulator
EX-03, NB-14 - See “Other Information” #1
Permanent, Term, Deployment or Acting
$147,900 to $184,700
For further information on the organization, please visit Canada Energy Regulator
Closing date: 30 May 2023 - 23:59, Pacific Time
Who can apply:
Persons residing in Canada, and Canadian citizens and Permanent residents abroad.
***These positions are located in Calgary, Alberta.***
***Successful candidates will be required to relocate if not already residing within daily
commuting distance of Calgary (150 km).****
We are committed to providing an inclusive and barrier-free work environment, starting with the hiring process. If you need to be accommodated during any phase of the evaluation process, please use the Contact information below to request specialized accommodation. All information received in relation to accommodation will be kept confidential.
This is an opportunity to be part of a talented and committed leadership team, in an organization that has a key and exciting role to play in Canada’s energy system and the energy transition. The CER is evolving to meet the changing needs of Canadians and the energy sector, while holding those it regulates to the highest standards related to safety and environmental protection. The CER is also deeply committed to transforming how it works with Indigenous Peoples, and to implementing the United Nations Declaration on the Rights of Indigenous Peoples. As part of the leadership team at the CER, successful candidates will have an opportunity to make a real difference on issues that are top of mind for Canadians.
The CER is also staffing Executive Vice-President (EVP) positions as part of a strategic and streamlined hiring process – see Reference number ERG23J-022601-000119. This Vice-President (VP) process may be used to staff existing or near-term future VP opportunities, and candidates may be referred to the EVP staffing process if they are deemed qualified.
The CER is committed to building and promoting a diverse and inclusive workforce that reflects the Canadians we serve. We encourage you to self-declare on your application if you belong to one of the designated employment equity groups, as preference may be given to members of one of the following Employment Equity groups: Indigenous Peoples, Racialized Persons, Persons with Disabilities.
In order to self-declare, please ensure to check off the appropriate box within the online application under the Employment Equity section. To learn more about self-declaring and employment equity, we encourage you to consult the following two links:
Candidates must meet all of the essential qualifications to be appointed. Asset qualifications may be used at any stage of the process.
Top-down selection may be used during any stage of the selection process. Please note that achieving a pass mark on any of the assessment used does not mean you will move forward in the selection process. The selection board may decide to use a cut-off score that is higher than the pass mark on any evaluation used throughout the process.
Application screening will take place immediately following poster closing, and interviews will be scheduled to start in early June 2023, with the intention of concluding candidate assessments by the end of June 2023.
As a member of the CER’s management team, a VP is responsible for defining and executing the strategic direction of the organization in their respective areas of responsibility and leading the work of their business unit with a team of Directors. VPs are responsible for guiding and leading the work of their respective areas as part of an integrated, and organization-wide approach to deliver an exemplary regulatory system that Canadians trust. This includes a strong and clear commitment to safety, which is at the heart of our work.
A VP is a strong people-leader and team player, an effective public sector manager, and someone who can guide and contribute to the development and implementation of organizational priorities and strategy. VPs guide, advise, and lead strategic initiatives that deliver results, continually improve Canada’s energy regulatory framework, while ensuring the CER’s core mandate and responsibilities are delivered effectively and efficiently. VPs can communicate vision and priorities with clarity and conviction, and are key to the successful implementation of the CER’s strategic plan.
VPs are committed to demonstrating regulatory and management excellence, as well as exceptional public service values and ethics. VPs are responsible for advancing diversity and inclusion, and to defining and cultivating a positive organizational culture.
VPs report directly to an EVP. There are multiple VP positions either currently available or anticipated across all three business lines:
- The EVP, Regulatory leads the work of multiple business units, each led by VPs, including Energy Adjudication, Systems Operations and Field Operations. The EVP, Regulatory has responsibility for the CER’s adjudication processes, lifecycle oversight activities, emergency management responsibilities, and regulatory framework, as well as leading the CER's strategic priority related to Competitiveness.
- The EVP, Transparency and Strategic Engagement (TSE) leads the work of multiple business units, each led by VPs, including Communications and Engagement, Energy Information, and Indigenous Relations and Reconciliation. The EVP, TSE has responsibility for Indigenous engagement, strategic communications, stakeholder and regional engagement, and energy information, leading the CER’s strategic priorities related to Trust and Confidence, and Reconciliation.
- The EVP, People, Innovation, and Results (PIR) is designated as the CER’s Chief Financial Officer, and leads the work of multiple business units, each led by VPs, including People and Workforce, Performance and Results, and Data and Information Management. The EVP, PIR has responsibility for internal services program areas, including human resources, finance, procurement, audit/evaluation, strategic planning and performance management, as well as leading the CER’s strategic priority related to Data and Digital Innovation.
There is also a VP position that reports to the CEO directly as the CEO’s Chief of Staff, with responsibilities to lead the Executive Office and provide “one-window” support to the CEO, Board of Directors and the Indigenous Advisory Committee. This position functions as a key liaison among the various governance entities at the CER, as well as with other Government of Canada departments and central agencies.
The Canada Energy Regulator (CER) is responsible for regulating infrastructure to ensure safe and efficient delivery of energy to Canada and the world, protecting the environment, recognizing and respecting the rights of the Indigenous People of Canada, and providing timely and relevant energy information and analysis. Please see: Who we are and what we do - Our Strategic Plan www.cer-rec.gc.ca/en/about/who-we-are-what-we-do/strategic-plan/index.html.
For more information on the CER’s governance structure, please see: www.cer-rec.gc.ca/en/about/who-we-are-what-we-do/governance/index.html.
For more information about the CER’s organization and structure, please see: www.cer-rec.gc.ca/en/about/who-we-are-what-we-do/organization-structure/index.html.
The CER is headquartered in Calgary, Alberta, with regional offices in Montréal, Vancouver, and Yellowknife. The CER has approximately 600 employees. There is a flexible and hybrid work environment, with options to be able to work both in the office and at home, subject to CER hybrid work guidelines.
The CER is recognized as one of Canada's Top 100 Employers, as awarded in a national and external assessment of work environments and employee benefits.
The CER is an organization where it is possible to get to know your colleagues across many disciplines and take full advantage of the many opportunities available to connect with people who have similar interests, aptitudes, and aspirations. It is a great place to work.
This process is being conducted to staff multiple Vice-President (VP) vacancies.
A pool of fully or partially qualified candidates may be established as a result of this process, which may be used to staff other similar positions at an equivalent or lower level. Appointments from pool could be for different tenures (deployment, permanent, acting, term) depending on the positions to be filled.
Positions to be filled: Number to be determined
A covering letter
Education: Graduation with a degree from a recognized university in a related field relevant to the duties of the position, or a combination of post-secondary education and/or experience equivalent to a university degree.
**Your responses to screening questions may be used to assess written communication.
E1 Significant and recent* experience in leading and managing large organizations of professional staff, including managing human resources and financial assets, preferably, but not necessarily exclusively, in the public (federal or provincial) sector.
E2 Significant and recent* experience in leading the development and implementation of performance strategy and results, including plans, reports and processes.
E3 Significant and recent* experience at a senior level developing and maintaining strategic and collaborative working relationships internally (organization-wide) and externally with government, industry, Indigenous Peoples and/or stakeholders on complex matters involving varying and divergent perspectives.
E4 Significant and recent* experience leading major change initiatives.
- “Significant and recent” is defined as having the depth and breadth of experience normally associated with having performed a broad range of various related activities acquired over at least five years.
AQ1 Experience leading teams in or with a regulatory or quasi-judicial organization in carrying out adjudicative and/or regulatory compliance functions.
AQ2 Experience working within a management system and managing or leading teams and building programs related to safety and/or environmental protection of infrastructure or energy related regulatory compliance activities.
AQ3 Possession of a designation bestowed by the Chartered Professional Accountants of Canada (CPA Canada).
AQ4 Experience leading public sector corporate services functions, including those related to human resource management, strategic planning, and/or financial management.
AQ5 Experience leading, supporting and/or participating in complex governance structures, including working with Boards of Directors and organization-wide advisory boards.
AQ6 Experience working with Indigenous organizations, committees, communities in co-development and/or collaborative work to support change and mutual solutions.
AQ7 Experience at a senior level in managing information management and information technology for an organization, including providing strategic advice related to data strategy and developing data solutions to support organizational decision-making and reporting.
Various language requirements
English Essential; Bilingual Imperative BBB/BBB; or Bilingual Imperative CBC/CBC
Current vacancies are Bilingual Imperative BBB/BBB. We intend to create a pool of qualified or partially qualified candidates which may be used to staff other positions. Language requirements will depend upon the position being staffed.
Note: In the event that no qualified bilingual candidates are identified, we may consider a bilingual non-imperative appointment for candidates who will be required to commit to achieving the bilingual levels within two years.
Information on language requirements
Second Language Writing Skills Self-Assessment
In order to help you decide if you should apply to a bilingual position, an optional self-assessment of your writing skills in your second official language is available for you to take before completing your application.
For more information, please consult:
Unsupervised Internet Test of Second Language Writing Skills
Leadership Competencies (All at the “Guide” level):
LC1 Creates Vision and Strategy
- Interprets context and identifies implications of key issues in the environment
- Engages others to secure commitment to implementation objectives
- Contributes expertise and insight to the development of organizational priorities and strategy
- Communicates vision and priorities with clarity and conviction
- Establishes strategies that respond to organizational priorities that improve outcomes for Canada and Canadians
LC2 Mobilize People
- Creates a sense of common purpose and direction in the organization and among colleagues
- Sets clear expectations and conducts oversight of performance management practices
- Commits to the development of organizational and individual talent
- Gives honest feedback, recognizes performance and manages non-performance
- Creates opportunities for open and constructive dialogue
- Sets challenging goals for self and models dedication, strong performance, and a commitment to a healthy work-life balance
LC3 Uphold Integrity and Respect
- Values and provides authentic, evidence-based advice in the interest of Canadians
- Holds self and the organization to the highest ethical and professional standards
- Models commitment to citizen-focused service and the public interest
- Creates opportunities that encourage bilingualism and diversity
- Advances strategies to foster an inclusive, healthy organization, respectful of the diversity of people and their skills and free from harassment and discrimination
- Exemplifies impartial and non-partisan decision-making
- Engages in self-reflection and acts upon insights
LC4 Collaborate with Partners and Stakeholders
- Builds and nurtures effective and collaborative relationships
- Seeks opportunities to advance strategic alliances with partners and stakeholders
- Engages colleagues to contribute to horizontal initiatives
- Actively listens to understand the impact of issues and perspectives of others
- Identifies opportunities and develops strategies for collaboration
- Acknowledges the contribution of others in achieving objectives
LC5 Promote Innovation and Guide Change
- Develops and implements sound risk management strategies
- Fosters an environment that is open to creativity and responsible risk-taking
- Learns from setbacks and mistakes to ensure continuous improvement
- Engages and supports employees in adapting to the scope and pace of change
- Anticipates barriers to new ideas and identifies solutions to maximize potential for innovation
- Demonstrates resilience, composure and a positive outlook in an environment of uncertainty and ambiguity
LC6 Achieve Results
- Implements strategies to align people, work and systems to improve outcomes and maximize results
- Ensures that the pace, scope and cost of initiatives are planned, monitored and controlled
- Delegates responsibility and accountability to appropriate levels
- Informs decision-making with sound understanding of context, data and evidence
- Demonstrates and promotes stewardship of financial and organizational resources
- Makes challenging decisions and takes action at the opportune time
- Takes ownership and acknowledges impact and outcome of decisions
Organization-wide Competencies (All at the “Guide” level):
OC1 Written Communication
OC2 Oral Communication
Competency Level Definitions
Guide is defined as thorough knowledge and capability of the competency. Able to influence and guide others in its application.
Organizational Needs: The CER is committed to building a diverse workforce reflective of Canadian society. Preference may be given to qualified candidates who self-identify from the following Employment Equity Groups: Indigenous Peoples, Racialized Persons, Persons with Disabilities. We encourage you to indicate if you belong to one or more of the designated groups by completing the EE section in your application.
1) Willingness to undergo, successfully pass and maintain a secret security clearance.
2) Compliance with the CER’s Code of Conduct is required.
Note: It is strongly recommended that potential applicants read and consider the CER’s Code of Conduct prior to applying. This document is available on the CER Website http://www.cer-rec.gc.ca/code-of-conduct.
3) Must be willing and able to travel and to work overtime when required.
4) Must be willing to move within and between business units and teams, based on operational requirements and/or as individual development needs are identified.
The Public Service of Canada is committed to building a skilled and diverse workforce that reflects the Canadians we serve. We promote employment equity and encourage you to indicate if you belong to one of the designated groups when you apply.
Information on employment equity
1. Classification: The CER has a classification system that differs from the greater public service. This NEB 14 position is similar to an EX-03 (core public service) in terms of salary range only. This position is subject to the CER’s Executive Terms and Conditions.
2. Salary: Effective 1 July 2021 NEB-14, $147,900 to $184,700
The CER has the following forms of additional compensation that are separate from base salary, the eligibility for which is determined, in accordance with the provisions in the terms and conditions of employment for the duration period specified:
- Members of the Executive Group may be eligible to receive a lump sum performance award as a percentage of base salary and may also be eligible to receive an annual retention bonus.
3. Application Requirements: Applicants must submit, by the closing date, a resume and cover letter and respond to the application screening questions clearly demonstrating how they meet the essential qualifications related to their education and experience. Applicants will also be asked to respond to questions related to the various asset qualifications. Asset qualification(s) may be used at any point in the selection process (screening and/or assessment). Failure to provide sufficient information will result in applicants being screened out.
Applicants must provide a valid e-mail address which is functional at all times and accepts messages from unknown users (some email systems block these types of email). Our intention is to communicate with applicants by e mail for assessment purposes including sending invitations for written tests, interviews and issuing selection process results.
Throughout the selection process, it is your responsibility to make yourself available for all assessment dates for which you are invited. If you fail to attend any of the scheduled assessments without a justifiable reason, we will not be able to assess your qualifications which may result in your elimination from this process. This also applies to responding to invitations within the allotted timeframe.
Candidates will need to provide proof of their education prior to appointment. Candidates with foreign credentials must provide proof of Canadian equivalency. Consult the Canadian Information Centre for International Credentials for further information at www.cicic.ca.
4. Head Office Location – Calgary, AB: 210, 517 10th Avenue SW
Preference will be given to veterans first and then to Canadian citizens and permanent residents, with the exception of a job located in Nunavut, where Nunavut Inuit will be appointed first.
Information on the preference to veterans
We thank all those who apply. Only those selected for further consideration will be contacted.