service expansion
Biographies
Roland Durocher's Biography
Service Expansion and Innovation and Change
Background
I started working at Canada Post in 1987 in the Information Technology Center as a Computer Operator. Later I became a Media Librarian and subsequently moved to Finance.
Soon after starting at Canada Post, I became involved with our local union where I held various positions including seven years as the fulltime local president. In 2001, I was lucky enough to be elected as the Ontario Representative to the Bargaining Team.
Education
As for education ... my most recent accomplishment was graduating with a Queen's Certificate in Industrial Relations.
I'm also a graduate of the Canada Labour College and have earned a Labour Studies Certificate from Algonquin College. In addition I hold a Computer Operations Certificate from Algonquin College.
Hobbies:
I love to read biographies and play with computers.
Derrick Hickey's Biography
Service Expansion and Innovation and Change
I was born and raised in North-eastern New Brunswick. I attended the University of NB in
Fredericton in 1986, obtaining a degree in Business Administration (BBA). After working a couple of years, I returned to school in Moncton NB in 1993, where I obtained my diploma in Computer Engineering Technology. I currently reside in Fredericton with my wife Raymah.
I enjoy doing yard-work, reading, spending time with friends and family, playing golf, watching sports (golf, baseball, football and hockey), and yes, I am a Toronto Maple Leafs fan!
I began working at Canada Post in 1995 as a customer service representative at the Fredericton Contact Center. In 1998, I became a lead agent for customer service, and also acted on numerous occasions in the Trainer and Officer positions at the contact center.
I have been involved in the Fredericton local (60105) during most of my career at CPC, first as shop steward, then as VP and President, replacing the President while they were on leave. I represented the local as an Observer at the 2002 UPCE Convention in Ottawa. I was elected as the Delegate to represent our local at the 2002 Atlantic PSAC convention. I have attended several union courses, including “You and Your Union” held in Québec City in 2000, “Organizing your local” at the PSAC Atlantic School in 2001, a “Strike preparation course” in Fredericton in 2001, and a PSAC “Harassment” course. I have enjoyed meeting many of you at these different venues, using the opportunity to discuss the various issues that affect us as members and how we can work to make this a better place to work.
I have been a member on the Service Expansion Committee since its inception in 2002, first as the part-time UPCE rep on the Working Committee, and since May 2005, as the full-time UPCE rep on the Working Committee. It is my sincere hope that the efforts put forth from this committee, and that with your support and participation, the Service Expansion Committee will be successful in creating new opportunities for UPCE members at Canada Post.
Contacts
The Service Expansion Committee is composed of a Steering Committee and a Working Committee. If you have any questions, comments, ideas for possible projects, etc, please Contact Appendix M’s Working Committee Representatives.
SEICC Mailing address
Appendix “M”-SEICC
PO Box 90008 RPO Canada Post PL
Ottawa ON K1V 1J8
Fax: (613) 734-7128
Attention to Appendix « M » SEICC
SERVICE EXPANSION WORKING COMMITTEE
Derrick Hickey UPCE Representative
701-233 Gilmour
OTTAWA ON K2P 0P2
Tel: (613) 560-4342 Ext 5641
Derrick Hickey
Roland Durocher UPCE Representative
701-233 Gilmour
OTTAWA ON K2P 0P2
Tel: (613) 560-4342 Ext 5633
Roland Durocher
Maysa Hammad Canada Post Representative
Labour relations
Canada Post Corporation
Tel: (613) 734-3424
Maysa Hammad
SERVICE EXPANSION STEERING COMMITTEE
Kelly Steele
Ontario Regional Vice-president
Tel: (519) 476-9977
Fax: (519) 285-3947
Kelly Steele
Patty Ducharme
National Executive Vice-President
Public Service Alliance of Canada
UPCE Trustee
tel: (613) 560-4310
fax: (613) 567-0385
Patty Ducharme
Mike Moeller
Alternate
Deputy Trustee
Tel: (902) 863-9228
Mike Moeller
Intra@post from home
As with the Enterprise Portal and Employee Self Service, you can access Intr@post through the portal welcome page, enter your user ID and password and click “Log on”. The Home page of the Enterprise Portal will load. You’ll find the Intr@post link in the dark blue banner at the top right of the page. Click on it to go to the Intr@post site.
You can access the Appendix M site by placing the cursor on "You @ Canada Post", and then click on "PSAC-UPCE Agreement info".
Service Expansion News
Service Expansion Text goes here
Job Creation Projects
As outlined in parts 4 and 5 of Appendix “M”, the Service Expansion Committee consists of Steering Committee and a Working Committee, each comprised of both UPCE and Canada Post representatives. The Working Committee carries out mandates it receives from the Steering Committee, such as:
- Identifying proposals which will create additional positions
- Identifying growth potential in current functions represented by the bargaining agent
- Identifying proposals to contract in work currently not performed by employees of the Corporation
- Describing, establishing and monitoring pilot projects which will test the viability of the proposals identified above and the quality of service enhancement
The following flowchart, titled “Life Cycle of a Project”, serves as an overview of the different key points involved in the project cycle. This process needs to be followed to ensure that the project is properly developed, executed, and all factors are considered when evaluating in order to present it, so that it will be successful and lead to additional positions for UPCE.
Are there any examples of positions that have been created by Appendix “M”?
Yes, here are several examples of positions Appendix “M” has sponsored so far:
- Translation Services - November 2003 - 4 new permanent full time positions
- CPAA Data Processing Centre - January 2004 – The original staffing complement was 17 positions, of which 6 were full time indeterminate and the remainder being term positions. Current staffing complement is 22 positions, which includes 6 permanent full time positions and 9 part-time permanent positions.
- Pension Service Centre (PSC) - March 2004 - 16 new permanent full time positions
- Customer Service Contact Centre (Electronic Shipping Tool) - October 2004 - 8 permanent part time positions
- E-Learning – February 2006 – 2 permanent full time positions
- Payroll Trainers – May 2007, – 3 new full time positions.
- Pay Contact Centre – November 2007 – Staffing complement of 19 positions, of which 10 are new full time, 5 are new part-time, and 4 full time term positions.
- Interliner—December 2009 (Pilot in Progress)—3 Full Time Positions created to address Proof of Delivery (POD) gaps with Canada Post’s last mile delivery for Purolator and FedEx products.
Ideas or suggestions for possible projects can be submitted by any employee to the Working Committee to explore, which in turn could be presented to the Steering Committee for approval to pursue and result in a potential pilot project.
Training Program
Appendix M is funding UPCE members currently on the surplus list, or those who have received formal notice that their positions will be declared surplus and that are interested in participating in training programs. It is our goal that this training will assist employees in obtaining new permanent and rewarding roles within the organization.
Who can apply for Training funded by Appendix M?
Any UPCE member whose name is currently on the Surplus List, or has received formal notice that their position will be declared surplus.
What Types of Training will Appendix M fund?
Appendix “M” can approve payment for the following types of training:
- Training developed and/or delivered internally by CPC or CPC’s corporate suppliers.
- Training relevant to work done at Canada Post at an accredited educational institution (such as a college, university or high school).
- Training that would further the goals identified under clause 3.2 of Appendix ‘M” (page 178 of the Collective Agreement).
- Training for transferable skills such as leadership, language & computer training.
- Language assessments to determine the feasibility of in house language training.
Appendix “M” will evaluate all applications on the following merits:
- Relevancy between training requested and work taking place at Canada Post.
- Length and cost of training.
- Application form is fully completed and signed by team leader or in the event that you do not have a team leader, a representative of Human Resources..
- Applications will be reviewed and approved on a first come, first served basis
Are there examples of courses that have been funded by the SEICC for employees in surplus situations?
Yes, see list below:
French/English Language Training & MLAT (Modern Language Aptitude Test)
Marketing Projects in Industry
Greenbelt Training
Change Management Course
AutoCAD Training
Web Development Certification
Microsoft Word Training
Microsoft Excel Training
Microsoft Power Point Training
Microsoft Outlook Training
Human Resources Management Certificate
Canadian Employee Relocation Professional Designation
Introduction to Project Management
Training is definitely not limited to the above listed courses! Any course pertaining to work performed at Canada Post is a possibility; whether it is taken at a university, college or another educational institution.
How Do I apply for Training funding?
- Determine your desired training based on personal development objectives.
- Discusses desired training with your team leader or Human Resources representative and let them know that you will be applying for training funding from the Appendix M Training fund.
- Have your Team Leader (or Human Resources representative in the event that you do not have a team leader, sign your application form, confirming that:
- They are aware that the application is being submitted,
- That they approve your time away from work in the event that the training requested will take place on work time.
- Complete and submit an application to the Appendix M Working Committee by mail, fax, or email . If you choose to email your application, please ensure that your team leader or representative of Human Resources is cc’ed on the email, in lieu of their signature.
- The Working Committee will confirm with the applicant that their application has been received.
- The Appendix M Working Committee will screen applications and recommend applications for approval.
- The Working Committee will notify the applicant of approval in the manner identified on their application.
- Employee proceeds with registration and successful completion of approved training. Proof of registration must be forwarded to the Working Committee.
- Once training has been completed, proof of successful course completion must be forwarded to the Working Committee by mail or fax within 60 days of course completion.
How should I submit my application for funding?
By Mail:
Appendix M – SEICC
PO BOX 90008 RPO Canada Post Pl.
Ottawa ON K1V 1J8
By Fax: 613-734-7128 – Attention Appendix M
By Email: maysa.hammad@postescanada.ca cc: hickeyd@psac.com, durochr@psac.com
What types of Training Related Expenses will Appendix M reimburse?
- Appendix M’s Training Fund will reimburse all approved training costs as well as the cost of required textbooks that are accompanied by a receipt.
- Travel, meals, childcare costs, professional fees, etc. will not be reimbursed.
How will I be reimbursed for training I have taken which has been approved for appendix M funding?
- If you select training offered in house or by one of Canada Post’s contracted suppliers, and your request is approved by Appendix M, your team leader ( or Human Resources ) will need to set up the training in SAP and charge the cost to Appendix M’s order number. We will be in touch to let them know what that order number is.
- If you select training provided by an outside supplier (such as a College or University) and your request is approved by Appendix M, you will be need to pay for the course yourself, but you will be reimbursed half the cost of the course once you submit proof of registration to the Working Committee, and the other half once you submit proof of successful completion of the course to the Working Committee. Proof of successful completion must be forwarded to the Working Committee within 30 days of its receipt.
What constitutes Proof of successful completion?
A receipt of payment must be submitted along with transcript of your grade or a certificate of completion/ attendance.
Questions?
Please Contact Appendix M’s working Committee Representatives:
UPCE’s Representatives
Derrick Hickey and Roland Durocher
UPCE
(613) 560-4342
Canada Post’s Representative
Maysa Hammad
Labour Relations, Canada Post Corporation
(613) 734-3424 or Maysa Hammad
Application Form
PDF format or Word format
The Learning Center
The Canada Post Intrapost site is where employees in surplus situations can access all available resources related to Internal Programs and Courses, Self-Study Guides, etc.
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.
Service Expansion
What is Appendix “M” and the SEICC?
Appendix “M” was first established as part of the UPCE Collective Agreement (CA) signed April 12/2002, and renewed in the latest CA signed March 27/2009. Appendix M allows for the creation of a Service Expansion, Innovation and Change Committee (SEICC), which consists of both UPCE and Canada Post representatives.
The SEICC is a joint Union and Management Committee whose mandates are:
- To identify proposals, which will create additional positions, as well as to identify innovation and change initiatives directed at improving Canada Post’s operations.
- To support skills enhancement proposals, which will assist our members to benefit from opportunities within the existing mix of jobs in the bargaining unit, and from those opportunities which result from new projects.
- To manage , an Orientation and Training program aimed at assisting employees on the surplus list, or who have received formal notice that their position will be declared surplus.
Please note that a complete description of the SEICC can be found in your Collective Agreement under Appendix “M”, pages 174-186.
A new SEICC site is also available on the Canada Post Intrapost website for UPCE-represented employees. Although the UPCE site and Intrapost site have similar information, the Intrapost site, in particular, 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. You can access the Appendix M site by placing the cursor on "You @ Canada Post", and then click on "PSAC-UPCE Agreement info".
Service Expansion
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