Work environmentAre you looking for a small organization where there is constant action and where challenges abound? Do you want to use your skills in a dynamic, high-performing workplace? The Civilian Review and Complaints Commission for the RCMP (CRCC), soon to become the Public Complaints and Review Commission (PCRC), may be the right fit for you.
Who are we?
The CRCC is a federal administrative tribunal, independent of the RCMP and CBSA. The CRCC is impartial and does not advocate for either the complainant or the employee whose conduct is the subject of the complaint.
We are committed to building an inclusive workforce that reflects the diversity of Canada. We value different experiences, perspectives, and backgrounds, and we strive to create a workplace where everyone feels welcome, supported, and able to contribute fully to the team’s success.
The position requires on-site work in accordance with the Government of Canada’s Direction on prescribed presence in the workplace and related organizational direction.
https://www.canada.ca/en/government/publicservice/hybrid-work/common-hybrid-work-model/message-deputy-heads-increasing-onsite-presence-public-service.html
Important messages
You will be required to show how you meet the education and experience requirements for the essential qualifications and the asset qualifications, if applicable, for the initial screening through your résumé and in answering online screening questions. The screening board cannot make any assumptions about your experience. If you do not fully complete the screening questions as instructed, you will be screened out.
Communication for this process will be sent by email. It is the candidate’s responsibility to ensure accurate contact information is provided and updated as required; candidates who apply to this selection process should include an email address that accepts email from unknown senders (some email systems block these types of email).
Various methods of assessment may be used (e.g. written examination, interview, reference check, presentation, role play, recent and past performance evaluation).
The ability to communicate effectively in writing (AB1) may be assessed during the screening stage as well as through the evaluation process.
Please clearly identify your substantive group and level and your employment status on your résumé and/or application form, where applicable. Employees at the same group and level or equivalent may be considered first for deployment purposes.
Depending on the number of candidates, volume management strategies such as, but not limited to, invoking one or more of the asset qualifications for right fit decisions, top-down selection process, cut-off scores, random selection and/or assessment may be used for the purpose of managing applications/candidates.
Acknowledgment of receipt of applications will not be sent; we will contact candidates when the screening process is completed.
Please ensure that your Personal Record Identifier (PRI) is included in your application.
Appointment decisions may be based on organizational needs. Therefore, we encourage candidates to self-declare their membership to any of the four employment equity designated groups in order to be considered should the organizational need be invoked during the appointment process.
Persons are entitled to participate in the appointment process in the official language of their choice. Applicants are asked to indicate their preferred official language in their application.
Candidates with foreign credentials must provide proof of Canadian equivalency. Consult the Canadian Information Centre for International Credentials for further information at http://www.cicic.ca/