Policy: 2.2.1 Staffing

EFFECTIVE DATE: January 1, 2003
Revised: January 1, 2009

Content:

STATEMENT

To meet the short and long term objectives of the Corporation we must attract and retain the best qualified people, reflecting the diversified marketplace in which we operate.

APPLICATION

All CBC/Radio-Canada employees. The governing policies and procedures for unionized employees are found in the applicable collective agreements.

DESCRIPTION

Equally qualified employees applying for vacant positions will receive priority over outside applicants. All efforts must be taken to ensure the development of Employment Equity designated members as qualified candidates.

When internal candidates are not available, the Corporation will source external applicants (this may occur in concurrence with the internal process). The hiring manager must ensure representation from Employment Equity groupings in the external candidate mix.

All vacancies must be reviewed for alternative staffing options prior to moving to the recruitment process.

RESPONSIBILITY

All CBC/Radio-Canada Supervisors and Managers with hiring responsibilities with the assistance of Human Resources.

REFERENCES


HISTORY

Replaces previous Human Resources Policies:

  • Revised March 28, 2006
  • Staffing – Executive and Senior Management Positions no 2.0
  • Staffing no. 2.1
  • Re-employment no. 2.4
  • Extra Work within the CBC/Radio-Canada no. 12.1

PROCEDURES ON STAFFING POLICY 2.2.1

POSITION JUSTIFICATION

  1. All vacant or newly created positions should be reviewed for business priorities. This involves assessing the continued need of the position and determining, in consultation with Human Resources, possible alternate means of staffing the position. (e.g. Re-employment, transfer, re-assignment, recall).
  2. Ensure job description and evaluation are current and include official language requirements necessary to comply with our legal obligations. Reclassification of a position requires two levels of authorization.
  3. The Department Head must approve filling vacancies.

INTERNAL RECRUITMENT

  1. (a) A selection profile, in both official languages, highlighting qualifications, competencies and key criteria must be posted for a minimum of ten calendar days. Depending on the level, the position may be posted locally, regionally, or nationally. (b) Temporary positions of 13 weeks or more should be posted for five working days.
  2. Re-assignment, transfer, re-integration, re-employment, recall and succession plans need to be taken into consideration when filling vacant positions.
  3. Internal candidates who do not meet the minimum qualifications should be verbally informed that their application will not be considered for interview.
  4. Members of Employment Equity designated groups must be given full consideration providing the minimum qualifications and competencies have been met.

EXTERNAL RECRUITMENT

  1. External recruitment may take place concurrently with the internal process. However, the final selection can be made only after satisfying the requirements of the internal process. When recruiting externally, the list of candidates shall include qualified candidates from designated group members whenever possible. Human Resources can provide assistance with Search Firm selection and management.
  2. (a) Advertisements for vacancies in and by significant demand offices will be placed in both official languages in appropriate media. All advertisements must contain the statement "The CBC/Radio-Canada is committed to equity in employment and programming".

    (b) Desired qualifications, competencies and key criteria need to be reflected in the advertisement. (Managers are encouraged to consult the Graphics Standards Manual for clarification on external advertising requirements.).
  3. All efforts must be made to ensure representation from Employment Equity designated groups whether through advertising placement or by Search Firms.

Detailed files must be retained in support of Employment Equity initiatives as outlined in the CBC/Radio-Canada Employment Equity Plan.

INTERVIEW PROCESS

  1. Review of resumes and/or applications is performed prior to the formal selection process. This is an opportunity to target those resumes/applications that most represent the desired qualifications for the position.
  2. Where selection committees are utilized they should consist of between two and five people including at least one Employment Equity designated group member where practicable. At times it may be appropriate for an external search consultant to also be on the committee. The hiring supervisor should chair the committee. When selection committees are used for staffing positions that have bilingual requirements, the committee as a group must have a bilingual capacity.
  3. Interviewers must strictly adhere to the Canadian Human Rights Act guidelines. (Files on interviewed candidates will be maintained for 18 months or longer in the case of a Human Rights complaint.)
  4. A number of assessment tools may be used to assist with the evaluation of candidates' skills. They specifically relate to the responsibilities of the job or the ability to perform the job (e.g. computer test, audition tapes, specific written exercises). Evaluation methods, which have not been reviewed and/or approved, for their objectivity should not be used. Consult local Human Resources for assistance.
  5. At least two reference checks are to be obtained on the final candidate. There may be situations where reference checks may be completed on several final candidates.
  6. All unsuccessful interviewed candidates (internal or external) must be informed of the final decision. The hiring supervisor/manager needs to have readied the reasons a candidate was not successful.

SELECTION AND APPOINTMENT

  1. (a) The President and CEO will submit a recommendation to the Board of Directors for all Senior Vice-Presidents and Vice-Presidents. In the case of all other senior management positions the next level of senior management must approve their staffing in consultation with the Vice-President of People and Culture.

    (b) All Other Positions: The hiring supervisor or manager will offer the position to the successful candidate, confirm the hiring in writing and inform Human Resources immediately.
  2. If a medical examination is a bona fide occupational requirement as outlined in the position specifications, the candidate must comply with the examination, at the Corporation’s expense, prior to an offer being made.
  3. All employees, whether new to the CBC/Radio-Canada or new to the position are subject to a probationary period of not less than three months and not more than one year. Such probationary period must be confirmed in writing to the employee. An employee may be confirmed in the position at any point during the probationary period.
  4. All new employees must complete the Solemn Declaration.
  5. All new employees will be provided with a copy of the CBC/Radio-Canada Code of Conduct and must sign the Acknowledgment of CBC/Radio-Canada Policies and Guidelines.

DOCUMENTS

  1. (a) All employees must provide to Human Resources all documents required for hiring purposes.

    (b) All employees must provide to the Human Resources Shared Services Organization a 'void' cheque to ensure pay is deposited electronically in the employees' bank account on time.

    (c) Fraudulent representation or failure to produce the required documents may be grounds for termination.

EXTRA WORK

  1. Extra work within CBC/Radio-Canada will only be allowed where the employee provides an ability or talent of special value to the Corporation. The employee must receive their Supervisor's approval. The current supervisor is responsible for ensuring that the extra work does not interfere with regular duties.
  2. Form 426 Request for Authorization of Extra Work must be completed for the supervisor's approval. The form is then forwarded to the Finance Department along with the corresponding program cost sheet or invoice.

RE-EMPLOYMENT

  1. The following applies to all employees who have left the Corporation and who have received voluntary incentive payments, severance payments or pension benefits.
    1. Employees who have received severance payment from the CBC/Radio-Canada, other than those received under a voluntary incentive program that specifically prohibits re-employment, may be re-hired to perform short-term assignments but not within the timeframe of less than 12 months following the departure.
    2. Should a former employee in receipt of CBC/Radio-Canada Pension Benefits be re-employed to perform short-term assignments, his pension benefits will not cease during the period of re-employment. In such cases, supervisors should contact Human Resources to ensure that the negotiated salary for the short-term assignment takes into account the pension benefits that the employee receives from the Corporation.
    3. Should a former employee, who is in receipt of CBC/Radio-Canada pension benefits be re-employed to a permanent position, Human Resources will provide such employee with options with regards to his pension benefits as per the CBC/Radio-Canada Pension Plan provisions.
    4. Any exceptions must receive approval from the Vice-President of the component and the Vice-President of People and Culture.
  2. Employees identified for lay-off should not be laid off if temporary work is available (see Position Justification No. 1 of this policy).
  3. Termination agreements may include extension of some employment relationship. Such cases need Human Resources and component vice-presidential approval.
  4. This policy governs areas in which the Corporation has discretion to act and does not modify employees’ rights to recall or re-employment as provided for in collective agreements.

CONTRACT EMPLOYMENT

  1. Hiring Managers/supervisors must ensure that signed documents (contracts) must adhere to Corporate Guidelines and be signed and received prior to the start date of the services. If using a standard contract there is no need to consult the legal department.
  2. Equipment may be loaned to contract resources but detailed information needs to be completed and forwarded to the Senior Finance Officer for insurance purposes.
  3. The hiring manager is responsible to provide all necessary documentation for the contract employee for payment purposes.

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