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DURATION OF TERM
Staffing of one term position from April 1, 2019 to March 31, 2023, with possibility of extension.
Why we need you:
Parks Canada is taking a new approach to how we share history. We want to tell larger, more audience-focused stories in the heritage places we manage, and we want to include broader viewpoints, particularly those of the Indigenous communities that have made use of these sites since time immemorial. We need the expert skills and advice of someone who has an established track record of researching and working with Indigenous traditional knowledge systems.
What you’ll be doing:
The successful candidate will be leading primary research with staff and Indigenous communities across the country. Your job is to help people research their stories, and help advise Parks Canada on how to do this work with the respect and integrity required and expected from us by our partners and audiences.
Who you’ll be working with:
Parks Canada’s Archaeology and History Branch is a dynamic team. You will be working with expert Historians, Archaeologists and advisors, as well as staff in field units across the country tasked with researching and sharing Canada’s history with the world.
Parks Canada is a federal government agency responsible for the protection and presentation of Canada’s outstanding natural and cultural resources through a system of national parks, national marine conservation areas and national historic sites in all regions of Canada.
Intent of the process
This selection process is to fill one term position. It may also be used to create a qualified candidates list for similar positions within Parks Canada Agency across Canada with various tenures (acting, assignments, deployment, indeterminate, determinate).
Positions to be filled: 1
Information you must provide
In order to be considered, your application must clearly explain how you meet the following (essential qualifications)
Graduation with a Master’s degree or Doctorate from an accredited university in Public History, Indigenous Studies or a related field
An acceptable combination of training and experience working with Indigenous communities in Canada to engage with traditional knowledge systems to undertake and publish research.
EX1: Recent* and substantial** experience engaging directly with Canadian Indigenous groups in the course of conducting historical research of traditional, community-held knowledge;
EX2: Recent experience using current methodologies and sources for undertaking historical research and effectively presenting evidence;
EX3: Experience working on innovative history projects.
*Recent experience is defined as within the last five years.
**Substantial is defined as being the main focus of one’s duties
The following will be applied / assessed at a later date (essential for the job)
English or French
K1: Knowledge of Indigenous issues and priorities;
K2: Knowledge of current historical research methods and techniques, including the use of oral history for understanding the history of Indigenous Peoples in Canada;
K3: Knowledge of best practices for public history in Canada.
A1: Ability to engage with and work within various traditional knowledge-keeping and sharing practices among Indigenous communities in Canada (including Métis, Inuit, First Nations);
A2: Ability to demonstrate a creative approach in engaging contemporary audiences with history;
A3: Ability to plan and deliver a variety of professional research products to meet client needs;
A4: Ability to communicate effectively with a variety of audiences;
A5: Ability to communicate effectively orally and in writing.
PS1: Create vision and strategy;
PS2: Uphold integrity and respect;
PS3: Personally connects with people;
PS4: Promote innovation and guide change;
PS5: Achieve results.
The following may be applied / assessed at a later date (may be needed for the job)
Formal recognition by a Canadian Indigenous community as a traditional knowledge-holder/knowledge-keeper.
AEX1: Experience advising managers and colleagues on the incorporation of Indigenous traditional knowledge into policy and practice;
AEX2: Recent experience in developing personal interpretation from historical research
AK1: Knowledge of land claim contexts and cooperative management principles and practices
Conditions of employment
Willingness to work shift-work, and/or weekends, and/or statutory holidays
Willingness to wear a Parks Canada uniform as per the uniform policy when required
Willingness to travel, including overnight, off site as required
The Public Service of Canada is committed to building a skilled and diverse workforce that reflects the Canadians we serve. We promote employment equity and encourage you to indicate if you belong to one of the designated groups when you apply.
Parks Canada is committed to the principles of diversity and employment equity under the Employment Equity Act, and strives to ensure that our workforce reflects the diverse nature of Canadian society. We encourage women, Aboriginal peoples, persons with disabilities and members of a visible minority group to self-identify in their cover letter.
The Parks Canada Agency is established as a separate employer in the Federal Public Service under the Financial Administration Act. Persons appointed to the Agency continue to be part of the Public Service. The Parks Canada Agency operates under its own human resources framework outside of the Public Service Employment Act and in line with values of fairness, competence and respect, and its operating principles.
In accordance with paragraph 8(2)(a) of the Privacy Act, information or material, whether provided directly by the candidate or otherwise obtained by the selection board, used during the selection process for the purpose of assessing a candidate may be used as part of the selection review and recourse processes. Such relevant information may be provided to third parties, such as other candidates or their representatives, who have a legitimate reason to be aware of that information.
Persons who have received pay in lieu of unfulfilled surplus period, a Transition Support Measure (TSM) or an Educational Allowance and are re-appointed to the Parks Canada Agency are required to reimburse an amount corresponding to the period from the effective date of such reappointment or hiring, to the end of the original period for which the TSM and education allowance was paid. Please contact Julie Fortin, Human Resources Manager at 819-420-9046 if you are one of these individuals to find out how this applies to your particular situation.
Persons who are in receipt of a Canadian Government Public Service pension and are considering this employment opportunity with the Parks Canada Agency, should contact the PWGSC Public Service Pension Centre (1-800-561-7930) in order to determine the impact of an appointment on their pension benefit entitlements.
Please submit your completed application, including all of the above-mentioned documentation. Failure to do so may result in your application being rejected.
Tips for applicants:
• Please provide complete and thorough details of your education and experience.
• Do not assume that the screening board has any previous knowledge of your background, qualifications, or work history. You must be specific and provide concrete examples/details for each Experience element, as applications will be screened only on the information provided.
• Failure to provide sufficient information may result in your application being screened out of the competition.
Different sources of information can be used in the assessment of qualifications.
A written examination may be administered.
An interview may be administered.
Reference checks will be conducted.
Persons are entitled to participate in the appointment process in the official language of their choice.
It is candidate’s responsibility to communicate with the contact person stated on the job advertisement to avail themselves of the right of informal discussion following reception of screening or assessment results. Please note that when the appointment process is finalized, a “Notification of Consideration” (first notification) and the “Notification of Appointment or Proposal of Appointment (second notification) or Information Regarding Acting Appointment” will be available through www.jobs.gc.ca
Please note that copying from another person or by impersonating someone else, copying information from a website or engaging in any other form of cheating constitutes fraudulent behaviour. Consequently, candidates employing fraudulent behaviour will fail the assessment and will no longer be considered in this selection process.
It is to be noted that it is your responsibility to ensure that, during the life of this selection process, you communicate any changes related to your telephone number or e-mail address to email@example.com. Failure to do so might exclude you from the selection process.
Please note that the person appointed to this position must meet each essential qualification. This means that in order to qualify, candidates must obtain the pass-mark establish for each of these essential qualifications. However, a person may be appointed to the position even though he/she does not meet any or all of the identified asset qualifications, operational requirements or organizational needs. Meeting these criteria is however desirable and may be a deciding factor in choosing the person to be appointed.
Candidates may be required to meet the asset qualifications or the organizational needs, depending on the requirements of the specific position being staffed.
Appointment decisions may be based on one or more of the following criteria:
• Matching of the individual’s experience or qualifications to the strengths and weaknesses of the work team.
• Matching of the individual’s experience or qualifications to the specific duties of the position being staffed.
• Depth, breadth, type of work-specific experience.
• Level/degree of one or more competencies/qualifications.
Travel cost for individuals who are not Federal Public Servants will not be covered.
We thank all those who apply. Only those selected for further consideration will be contacted.
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