Orientation Resources
In order to ensure that the Appendix “M” Committee understood the true needs of employees in surplus situations, 14 focus groups were conducted in 9 sites across the country to gather their views and suggestions. Data from the focus groups was analyzed and a comprehensive plan developed in an effort to create an Orientation and Training program that truly addressed the needs of UPCE members whose positions have been declared surplus.
Orientation Program
The objective of the Orientation Program for UPCE represented employees is to provide information and services to assist employees in making the transition once their positions have been declared surplus. The Appendix M Committee wants to ensure that employees in surplus situations have access to the tools and resources necessary to help them understand their current circumstances as well as make the most of future opportunities.
The Orientation page contains links to the following helpful information:
Resume Writing Tips
Networking Tips
Interviewing Tips
Job Postings
Staffing Process Q&aA’s
HR Contact
Employee Assistance Program (EAP)
Application: When you submit your application and supporting documents, make sure they are as up-to-date and professional as possible. The determination of whether you proceed to the next stage in the process, or are screened from the competition, will be based on your application and supporting documents. Make certain that they clearly demonstrate that you have met or exceeded the minimum requirements listed in the job poster. If, for example, a certain number of years work experience is required in a related field, make sure that the documents clearly show that those years have been served in a related field. Do not assume that the Selection Board will know details that may be obvious to you or others in a particular field, especially if the field is relatively exclusive or highly technical. Include your references with your application, or have them ready to give to the Selection Board at the interview.
You should update and edit your resume or CV each time you apply for a job. There is a wealth of useful information on resume writing, covering letters and general job searching skills available on Canada Post Intrapost, Monster.ca, Workopolis.com, and similar websites; use your favourite search engine to look for job search or career planning sites and you will find a wide variety of resources that can help you.
Keep in mind that your application and supporting documentation will be seen by the Board as an example of the type of work you do. Poor grammar, incorrect spelling or punctuation, sloppy handwriting or smudged, coffee-stained pages will likely not make a good first impression.
Resumes for those candidates who do not meet the minimum requirements are screened out, and then Hiring Managers look at more subtle differences among qualified candidates. Generally speaking, when considering candidate suitability, Hiring Managers are looking for signs of achievement and accomplishments, progressive career momentum and commitment to continuous learning.
Microsoft Templates
Microsoft resume templates are available as a free download for Microsoft Word users to use to create a resume.
To access the Microsoft Resume Templates online:
Visit Microsoft Resume Templates, browse the resume templates, and then click on the resume title to preview the resume sample.
You can also access templates by:
Open Microsoft Word, then click on:
File
New
Templates or New from Template
Click on either:
Templates on Office Online (browse a large selection) or
Templates on My Computer or
Other Documents (four resume templates)
You can also obtain access to similar sites by typing the key words “Microsoft resume templates” in an Internet search engine such as Google or Yahoo.
Did you know that 60-80% of jobs are found through some form of networking, and that 94% of recent job seekers surveyed claimed that networking had made all the difference for them? Networking can be done in many ways, such as having a coffee with an old co-worker or boss, or sitting with a fellow employee who does the type of work that you are interested in.
By widening our circles of acquaintances and contacts, we can enhance our chances for advancement and success. It is estimated that the average person knows about 250 people, and each of those people knows, in turn, another 250 or so people. Perhaps one of these people could turn out to be the resource you need to learn more about your desired career path.
1. Make the best of chance and casual meetings that occur during the course of your normal workday
2. Greet each new acquaintance with an openness to learn more about that person and what they do, and an offer to stay in touch.
3. Talk to your coworkers and friends at work about what they do.
4. Keep in touch with former co-workers.
5. Get involved in your workplace, for example volunteering is a great way to meet new people and make contacts
6. Reach out to people who are already in the filed that you a re interested in. Send them an email, make a phone call, invite them for coffee and let them know that you are interested in learning more about what they do.
7. Join a professional organization. There are professional organizations in every city that offer people the opportunity to get together and learn from one another. These groups are often chapters of national organizations, and meet once a month.
8. Ask for business cards so that (a) you can remember their names, (b) you have a record of who you talked to and how to reach them, and (c) you can use the back of the card to write down what you want to remember and what might be a relevant next step to take.
Keep in mind that the more you practice your networking, the better you will get!
For more information on networking, try the following website:
http://content.monster.ca/section1967.asp
There is a wealth of useful information on interviewing tips (preparation, practice using interactive virtual interviews, etc) available on Canada Post Intrapost, Monster.ca, Workopolis.com and similar websites; use your favourite search engine to look for job search or career planning sites and you will find a wide variety of resources that can help you.
For more information on interviewing, try the following websites:
http://interview.monster.ca/
http://www.workopolis.com/content/resource/usablenews/interview.html
Where Can I find the job postings opportunities at Canada Post?
Job Postings info is located at the following sites:
1) CPC Intrapost
Note: Job Opportunities for MGT, XMT, PSAC and APOC positions are posted twice weekly, Mondays and Wednesdays, on Intrapost.
The above sites will have a list of current openings, addresses, email (Intrapost postings) and fax #s to send in application, as well as the option to apply online.
3) Employee Information Line
1-800-394-4000 or (613) 274-1199
Option #1 Job Opportunities and Employment Information
Article 27 (Staffing) in the UPCE Collective Agreement provides an overview of all staffing processes, such as definitions of the terminology used (27.02), different processes/policies, including the methods of filling vacancies (27.03), and qualification factors and selection standards and profiles (27.04).
Article 28 provides details on the Job Security clause for employees of CPC that are members of the UPCE. Clause 28.10 is specific to the procedures followed for surplus employees when they are appointed or offered assignments to alternate employment opportunities.
Please find a list of frequently asked questions regarding the Staffing Process for PSAC/UPCE represented Employees on the surplus list attached below:
Q1. What are the steps and order of priority in the new staffing process?
The steps in the new staffing process are:
- Search Priority List for Qualified Candidates at the same classification level
- Search Surplus List for Qualified Candidates at the same classification level
- Search Surplus List for Qualified Candidates who are at a higher classification level
- Search Transfer List for Qualified Candidates within 40 km’s.
- Search Priority List for Capable Candidates at the same classification level
- Search Surplus List for Capable Candidates at the same classification level
- Search Surplus List for Capable Candidates who are at a higher classification levels
- Search Transfer List for Qualified Candidates outside of the 40 km’s.
- Search Recall List for Qualified and or Capable Candidates at the same classification level
- Review Eligibility List (if applicable)
- Conduct Competition within the bargaining unit
- Other Means – Competition outside of the PSAC/UPCE bargaining unit.
Note: When staffing a full-time position, full-time employees are given consideration prior to considering part-time employees and vice versa when filling a part-time position.
Q2. Why are there so many lists?
A: The steps outlined above make it look as though there are many lists, however there are only 5 different lists. The Priority, the Surplus and the Transfer list, are consulted twice at different stages in the staffing process, in addition to the Recall and Eligibility lists, which are only consulted once.
Q3. Why were the changes made?
These changes are in response to employee concerns that they are being assigned to positions, which do not utilize their current skill sets. The changes will allow surplus employees to have better opportunities to utilize their skill sets with new assignments and positions and make better utilization of their strengths or pervious acquired capabilities.
These changes will also have positive effects on non-surplus employee as it will result in greater transfer opportunities, and thereby allow employees to broaden their experience.
Q4. What does each list mean?
The Surplus List is established for each classification containing the names of employees who have been declared surplus to requirements. The list contains the classification level of each employee. The employee’s name remains on the list until appointed to a vacant position.
Q5 What is the difference between “Qualified and Capable”?
“Qualified” means you must meet both the basic and rated requirements of the position.
“Capable” means the employee must have the ability to learn, through training or on the job learning, to eventually conduct the full range of the duties within a reasonable period.
Q6. If I am a Red-Circled employee, must I also complete the UPCE Transfer request form?
No. Once you have been identified as Red-Circled, Human Resources will automatically place your name on the Transfer list.
Q7. If I am Red-Circled, why is my name placed on the Transfer List?
A: If your position is reclassified downwards, this will result in you becoming identified as red-circled. At that time, the Corporation will place your name on the Transfer list in order to make every reasonable effort to identify a position at the same level to that of your former position.
Q8. How will I know when a vacant position is being posted, so that I can apply?
A: A job posting will appear on Intr@post under Jobs & More and it is also available on the Employee Information Line.
Q9. Will job posting still be placed on the Information Boards?
A: No. All job postings will only appear on Intr@post under Jobs and More and the Employee Information Line. There will no longer be any hard copy job postings.
Q10. Does a “Competition or Competitive Process” mean the same thing as a “Board”?
A: Yes. These terms are used interchangeably.
Q11. What does the Competitive Process entail?
A: A Competitive Process requires interested employees to submit a resume outlining how they meet the basic requirements for the position. Employees who pass the screening stage will be invited to an interview and possibly an assessment, such as a giving a presentation, and or a written test.
Q12. If I am the successful candidate in a competitive process, how long do I have to decide if I will accept the offer?
A: Candidates who are within a 40 km radius are given twenty-four (24) hours to consider an offer of employment. However, if the position is located outside a 40 km radius from your present work location, you are given forty-eight (48) hours to respond.
Q13. If I voluntarily accept an offer, must I to remain in the position for any length of time (tenure)?
A: Yes. An employee who voluntarily moves to a new position must now remain in that position for a period of twelve (12) months from the date of appointment.
Q14. If I am given an offer for a new position in one of the circumstances below, must I accept it?
- Employees on the Surplus list who are within the same classification level as the vacant position and within a 40km radius may decline an offer of employment. However, they may be laid off without Recall rights and termination procedures would begin, unless there is (are) more junior surplus employee(s) who would be offered the position. Your name will remain on the Surplus list until such time as you decline an offer for which there was not a more junior surplus employee, or you accept a position and are appointed at your same class and level.
- Employees on the Surplus list in other classifications who refuses an assignment would be laid off without recall rights and termination procedures would begin.
- Employees who are successful at the competitive process may also decline an offer without consequences.
Q15. If I have any other questions related to the staffing process, whom should I contact?
A: Contact your local staffing representative.
The Canada Post Intrapost site is where employees in surplus situations can access all available resources related to the HRP&D Process.
The Canada Post Intrapost site is where employees in surplus situations can access all available resources related to Human Resources Contacts.
The Canada Post Intrapost site is where employees in surplus situations can access all available resources related to the Canada Post Employee Assistance Program.
Please note: The Canada Post Intrapost site is where employees in surplus situations can access all available resources related to the Orientation & Training programs, including links to internal CPC databases such as Job Postings, HR contacts, the HRP&D process, the actual application form to apply for training funding, etc. In the event that you may not have access to the Canada Post Intrapost site, a package containing all the material will be available. Do not hesitate to contact one of the Working Committee representatives if you wish to have the material mailed to you.
