Status
Open
Competition Closing Date: 14-NOV-2024
From: 2 R22eR
Subj: Class B Temporary Res Svc opportunity - 2 R22eR - CP 1000 SUCC FORCES, COURCELETTE, QC, G0A 4Z0(Actual Employment Location: Valcartier)
Refs:
A. CF Mil Pers Instr 20/04 - Administrative Policy of Class A, Class B and Class C Reserve Instruction
B. DAOD 5023-2 - Physical Fitness Program
C. MHRRP - Military Human Resources Records Procedures - Topic Cl A, B,C Res Service
D. CFIRP - Canadian Forces Integrated Relocation Program
E. CFTDTI - Canadian Forces Temporary Duty Travel Instructions
F. CANFORGEN 132/17 CMP 065/17 121312Z AUG 17, Identification of Official Languages Requirements for Primary Reserve Positions
- 2 R22eR has a Class B Temporary for a MCpl/MCpl MOS ID/Occupation 00375-01-HRA, or 90000-ATR to commence on 06-JAN-2025 until 20-DEC-2025.Only personnel from the following Component/Sub-Component may apply for this position: Primary Reserve Force, Supplementary Reserve Force, Regular Force.
- Essential requirements are as fols:
- Rank: MCpl/MCpl
.
- MOS ID: 00375-01-HRA, or 90000-ATR
Priority will be given to 00168 Supply tech. The TCE (other trades) could also be considered for the employment but they will be taken into consideration only in the absence of a 00168 Supply tech candidate holding all the essential requirements.
- Language: French essential
- Security clearance: Secret
- Health: BE MED/DENT FIT
- Physical fitness: MUST BE PHYSICALLY FIT
- Required experience and quals:
Courses:
Quals:
1. GUARDIAN FUNDAMENTALS [ALNT]
2. GUARDIAN SVC RECORD MANAGEMENT [ALNS]
Competency Remarks:
assets
- Position requirements for regular force annuitants permit IAW CMP instruction 20/04: Yes - Either Option (http://cmp-cpm.mil.ca/en/policies/cf-mil-pers-instr.page (# 20/04))
- Secondary requirements of position, as applic:
A. Technical/ Professional skills.
1) In-depth knowledge of Gardian, CCPS, Monitor Mass and Excel
B. Previous experience.
(1) experience working in a orderly room as a supervisor
C. Behavioural Competencies.
(1) ability to work with others,
(2) adaptability,
(3) interpersonal.
D. Working conditions.
(1) may work outside normal working hours,
(2) could participate in military exercises and training with the unit.
- Basic description of duties: The Human Resources Administrator (HRA) is employed at the unit level. Performs in a orderly room, office, on-duty or deployed. Its primary function is to provide human resources services to the military and the chain of command, and to inform them of benefits, allowances and directives. His main duties are listed and illustrated by grade in Annex A (Master List of Duties) which can be found in the Canadian Armed Forces Military Employment Structure Manual for MOSID 00375, HR
A. Generally, his responsibilities will be related to the maintenance of the military personnel file, the pay file and the processing of any other documents relating to benefits and allowances.
In the course of their duties, a HRA must also use and master various systems and software such as the Payroll System (CSAS for F Reg), the Information Management System (Gardian); the Microsoft Office suite and other software used by the organization, such as Monitor Mass.
The HRA must also demonstrate a high work ethic and know, apply, comply with (and enforce) several laws, regulations, directives and policies such as (but not limited to):
• Access to Information Act;
• Privacy Act;
• Treasury Board Directive on Travel, Hospitality, Conference and Event Expenses;
• National Joint Council Travel Directive;
• Integrated Canadian Forces Relocation Program;
• National Defence Security Instructions;
• Canadian Armed Forces (CBI) Compensation and Benefits Guidelines;
• Administrative Instructions - Military Pay (IASM);
• Canadian Forces Leave Policy Manual;
• Military HR records formalities;
• Defence Administrative Orders and Directives (DAOD);
• Royal Regulations and Orders applicable to the Canadian Forces (QR&O); and
• Canadian Forces Administrative Orders (CFAO).
When employed as a supervisor, the HRA is responsible for the technical competence of its subordinates. To do this, he must be as effective as a leader, instructor, communicator and administrator as well as technically competent.
The HRA, like any other CAF member, must be prepared to perform any other tasks assigned by its chain of command as part of its military responsibilities.
- Rations, quarters, accomodations, and/or move
- Rations and quarters are available?: NO
- Member must live in service accomodation?: NO
- Member must live on the economy.
- Move of DHG and E will be considered? NO
- Other pertinent details: If move of DHG and E is not considered for this employment opportunity, this means that the member is responsible to bear all costs associated with moving DHG and E to their new place of duty when the member is not from the local area. No travel, rations or accommodation expenses related to the move will be reimbursed. Must reside in the geographic region of the employment unit. Members coming from outside the geographical area of ??the employment unit or belonging to the geographical area of the employment unit, but living 40 km or more from it, may apply but will be considered ONLY IF NO member residing in the geographical area of the employment unit has applied.
- Members of the Supp Res if eligible who wish to apply for this position may do
so through SUPP RES STAFF at toll free number: 1-866-558-3566, Fax number:
1-613-992-1324, Email:
DND.SuppRes - ResSupp.MDN@forces.gc.ca.Members of the P Res and Reg F if eligible who wish to
apply for this position may do so through their home unit's Orderly Room. If
eligible, members of the NAVRES/RCN PRL, who wish to apply for this position,
may do so by submitting an e-mail through their chain of command before going to
the appropriate career manager for action.If selected, members of the
NAVRES/RCN PRL must receive an authorisation from NAVRESHQ prior to start
employment; this will ensure careful review of position requirements and time to
complete appropriate administrative action.If selected for an employment within
RCN, members of all Commands must receive an authorisation from NAVRESHQ prior
to start employment. All nominations must be submitted through the Monitor Mass
Reserve Employment Opportunity (REO). NOMINATIONS NOT PROCESSED THROUGH REO WILL
NOT BE CONSIDERED.Nominations must include the following:
- Contact information.
- Confirmation of whether or not member is in receipt of a pension under the CFSA attributable to REG F SVC.
- Any other pertinent info that should be considered by the employer (personal limitations affecting service performance, etc), including comments regarding any requirements for the position that may not be up to date in HRMS(such as language profile, physical fitness or medical) since initial screening for the POSN will be based on HRMS data.Sources documents will be required.
- CL C RES SVC IPC/IC calculation report results from HRMS (for CL C RES SVC opportunities only).
- OPI:
- Name: Sgt Verreault , Paul
- Position: M101992563 - COMMIS CHEF (I)/COMMIS CHEF (I)
- Phone: 418-844-5000 x4625
- Email: pauldavid.verreault@forces.gc.ca
- Interviews: Only applicants considered suitable for the position will be contacted for interviews.
- Remarks: A. Each candidate must submit a CV, a Member Personal Record Resume (MPRR), and a cover letter or the Candidate's Achievement File -P Res, which is to be uploaded into Monitor Mass for review by the selection board. See following link for the candidate's achievement file form. If the link does not work, please contact the hiring OPI. https://acims.mil.ca/org/QG2DIVCA/_layouts/15/DocIdRedir.aspx?ID=H6Y7XWJNP6M3-213825719-29629
B. The selection process may include, but not be limited to, a written test, case study analysis, production of a report, preparation and delivery of a presentation, a standardized selection interview and/or validation of references.
C. Candidates who do not have a linguistic profile or the required level as per the REO must be willing to undergo a language assessment during the period of employment. The offer of employment may be conditional on obtaining the required language level for this position.
D. Candidates who do not have a security clearance or the required clearance as per the REO must be willing to complete a job-related security clearance application. The offer of employment may be conditional on obtaining the required security clearance for this position.
E. An extension of the permanent/temporary class "B" svc for a duration of (e.g. six months, one, two, or three years) is possible or conditional on the availability of funds and authorization of the employment authority and extension of the temporary position by the CA.
F. The prioritization of the selection will be made according to:
-CAO 29-01 Employment of members of the Reserve Force within the Canadian Army
https://acims.mil.ca/org/3372/_layouts/15/DocIdRedir.aspx?ID=EXEC-470230624-1319
-O Div G1-23 Employment of members of the Reserve Force within the 2 Cdn Div
https://acims.mil.ca/ecr/uic/9993/_layouts/15/DocIdRedir.aspx?ID=9993-1575053548-4310
G. Interviews for eligible candidates from outside the geographic region may be conducted by telephone and/or video teleconference to save temporary duty (TD) fees.
H. Units must provide the member's most up to date MPRR prior to interviews, notify the employing unit when a candidate is subject to administrative or disciplinary action, and report any discrepancies in information between those in the candidates evaluation window in the REO module of the Monitor Mass software and the most up-to-date one. Ex. courses, promotion, Forces Test, etc., completed before the end of the competition.
