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.
When you apply to this selection process, you are not applying for a specific job, but to an inventory for future vacancies. As positions become available, applicants who meet the qualifications may be contacted for further assessment.
When required, various assessment accommodation measures or adjustments are available to you, at every stage of the process (from application submission to the end of the assessment process). They aim to remove barriers to a fair assessment and allow candidates to fully demonstrate their competencies. The accommodations can be a change made to an assessment procedure, format or content, without altering the qualification being assessed nor the proficiency level required.
For additional information regarding assessment accommodation, please consult: https://www.canada.ca/en/public-service-commission/services/assessment-accommodation-page.html.
You must complete the assessment independently without external help, including unauthorized internet resources or Artificial Intelligence (AI) tools (for example, Copilot, ChatGPT or any other form of AI). You may be asked to explain or elaborate on your answers in a follow-up interview. Any violation may be investigated and result in serious consequences, including the rejection of your application.
*By submitting this job application, I acknowledge that I have read, understood and accept the confidentiality and integrity terms outlined above. I certify that I have completed this assessment independently without external assistance, and that I have neither plagiarized nor used AI. I understand the potential consequences to my application if I fail to comply with these requirements.
Promotes census employment opportunities within their designated work area by posting promotional material, if applicable.
Communicates with candidates by phone to assess their job applications.
Performs data entry and records maintenance of recruitment files.
Coordinates with colleagues to organize schedules and conduct candidate interviews, if applicable.
Creates pools of qualified candidates and escalates any recruitment challenges.
Responds to written and telephone inquiries regarding recruitment activities.
Conducts second language testing for Statistics Act staff, if applicable.
Statistics Canada is dedicated to an inclusive work environment where employees are treated equitably and reflect the Canadian population we ultimately serve. We are a competent, engaged and productive workforce. We embrace new ways of working and encourage a diversity of talent to help fulfill Statistics Canada’s mandate to the highest standards.
Statistics Canada conducts the Census of Population in order to develop a statistical portrait of Canada and Canadians on one specific day. The census is designed to provide information about people and housing units in Canada by their demographic, social and economic characteristics.
The Census of Population is a reliable basis for the estimation of the population of the provinces, territories and municipal areas. The information collected is related to federal and provincial legislative measures and provides a basis for the distribution of federal transfer payments. The census also provides information about the characteristics of the population and its housing within small geographic areas and for small population groups to support planning, administration, policy development and evaluation activities of governments at all levels, as well as data users in the private sector.
The intent is to staff full-time specified period positions in the Western Region and Northern Territories. The pool of qualified candidates established from this process may be used to staff similar positions for the 2026 Census.
Please note that the first assessment process that will be conducted via this staffing process will begin in July 2025, with the screening phase. Other assessment processes may be conducted if vacancies arise. You are strongly encouraged to apply as soon as possible as we have immediate needs to staff multiple positions.
Positions to be filled: Number to be determined
Your résumé.
Contact information for 2 references.
EDUCATION
Successful completion of two years of secondary school
or
an acceptable combination of education, training and/or experience.
ESSENTIAL EXPERIENCE
EX1 Experience in providing general administrative support services in a physical or virtual office environment.
EX2 Experience in performing computer functions (for example: sending and receiving emails, using a word processing application, spreadsheet applications, slide show presentation program, etc.).
English essential
Information on language requirements
COMPETENCIES
C1 – Demonstrating integrity and respect
C2 – Thinking things through
C3 – Working effectively with others
C4 – Showing initiative and being action oriented
C5 - Effective oral and written communication
ASSET EXPERIENCE
AEXP1 Experience providing service to clients by telephone, in person or in writing
AEXP2 Experience working in recruitment, which could include: outreach/promotion, assessing candidates, etc.
AEXP3 Experience working on a previous census of population.
Selection may be limited to members of the following Employment Equity groups: Aboriginal persons, persons with disabilities, visible minorities, women
Information on employment equity
OPERATIONAL REQUIREMENTS
• Availability and willingness to travel occasionally according to operational needs.
• Availability and willingness to work overtime according to operational needs.
• Driver’s licence may be required.
• Reliability Status security clearance
• Have a secure office space and a private area at your place of residence to make confidential phone calls
• Have reliable internet access at your place of residence
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
A random selection and/or top-down selection may be used at any moment of the process to manage the number of candidates; and/or a volume management strategy may be used at any point during the process, in order to determine the number of candidates to be further considered.
Your résumé will only be used as a secondary source to validate the experience described in your answers to the Public Service Resourcing System (PSRS) screening questionnaire and will not be used as the source document for candidate screening. Candidates will not be solicited for incomplete or possible missing information.
Persons are entitled to participate in the appointment process in the official language of their choice (English or French).
Internal reference contacts are not restricted to the list of names given by the candidate. The Selection Committee reserves the right to contact other references within the federal public service.
Successful candidate(s) must meet and maintain the Conditions of Employment throughout their employment.
Some appointments of successful candidates will be made under the Statistics Canada Census and Survey Related Term Employment Exclusion Approval Order (EAO) and Regulations. Persons appointed under the EAO as a result of this process will be subject to the provisions of the Public Service Employment Act with some exceptions:
• You will not be eligible for internal appointment processes or deployments, except for acting appointments and deployments made to positions excluded by the Statistics Canada Census and Survey Related Term Employment Exclusion Approval Order (EAO).
• You will not be eligible for indeterminate status as a result of your employment in the Census program; time spent as an excluded employee will not count towards the three-year term to indeterminate conversion.
• You will be entitled to seven days' notice if you are rejected on probation.
• You will be entitled to seven days' notice when your employment ends, should your services no longer be required by reason of lack of work, the end of the census cycle or the transfer of work to other staff.
Depending on the requirements of the position(s) being staffed from this process, for current or future vacancies, any or all of the asset qualifications, operational requirements, and organizational needs may be applied at the time of staffing. Candidates may be contacted and assessed against these criteria at any time during this process.
HOW TO APPLY
All information obtained throughout the selection process, from application to closing, may be used to evaluate candidates, including their ability to communicate effectively in writing.
When submitting their application, candidates are asked to answer screening questions. They must clearly demonstrate in this screening questionnaire how they meet the education and experience criteria listed in the Essential Qualifications and Asset Qualifications. Please note that stating that the requirement has been met or listing past or current responsibilities does not represent adequate substantiation. Rather, you must provide concrete examples that clearly illustrate how you meet the requirement. Failure to clearly demonstrate in your responses how you meet the screening criteria (Education, Essential Experience and Asset experience) could result in the rejection of your application. Inconsistencies in the application package may result in your submission being rejected. Furthermore, the content of your response must be supported by your CV/resume as your responses to these questions will be used as a primary source of information and your CV/resume will only be used to validate this information.
A good way to proceed with the development of your example would be to use the STAR model:
S – Situation: Describe the situation and provide all relevant details.
T – Task: What tasks did you have to perform? What needed to be done to resolve the situation?
A – Actions: What did you do to resolve the situation and why did you choose this action plan? Did you consider other options? Why weren’t those options chosen?
R – Results: What was the outcome of the actions you took? What could you have done differently? Did you achieve your goals?
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.