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kurrika last won the day on July 18

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  1. Ottawa environmental policy jobs

    They look permanent.
  2. https://emploisfp-psjobs.cfp-psc.gc.ca/psrs-srfp/applicant/page1800?toggleLanguage=en&poster=1165555 At the Canadian Environmental Assessment Agency (CEAA), we are working on a top government priority to put in place better rules for the review of major projects such as pipelines, mines, hydroelectric, ports etc. We are a small Agency now, but we are growing and growing fast. Some of the areas of our growth will be in: Policy Analysis, Public Engagement, Collaboration and Partnerships, Indigenous policy and consultation and Impact Assessment ( including assessing environmental, health, economic, social and gender impacts).As a result of these exciting changes, we need top talent, and lots of it to help us achieve our goals. Will you join us? If you do, we offer a positive work environment where creativity and collaboration is appreciated. You will work alongside other professionals who share your passion for excellence.
  3. Trinity Western drops mandatory covenant

    Have fun with that constitutional amendment
  4. Preparing for round two https://vancouversun.com/news/local-news/trinity-western-universitys-community-covenant-no-longer-mandatory
  5. All your cloud shit, evernote, drop box, your remote access stuff. Have you looked at something like this? https://www.lawsociety.bc.ca/Website/media/Shared/docs/practice/resources/checklist-cloud.pdf https://www.lawsociety.bc.ca/Website/media/Shared/docs/practice/resources/guidelines-cloud.pdf I'm not sure LSUC has the equivalent?
  6. best law movies

    This one. Excellent movie.
  7. Drafting a Master Service Agreement

    UBC hammered the same point into us a bunch at the start of 1L. And sort of randomly at other times.
  8. If things are going very quickly, it can be 2-3 months before you actually show up and start working. There are a couple of stages and some aren't visible to candidates. Hiring is done off the side of the hiring panel's desks, they still have to do all their other normal work. You also frequently have to delay things so candidates can make things work with their schedules. That adds days to the process when you factor it in each step. 1) You get approval to hire someone. So a request percolates its way around the upper echelons of government and gets approved. Can take a while. I don't know all the stages here, I've mostly been involved in hiring people back into existing job positions (which were empty either due to turn over or the hiring / wage freeze) that we can fill due to the hiring freeze thawing. 1.b You tell central HR you are hiring someone, they do some paperwork to get the process started. Takes a day or two for HR to notice? 2) You develop the job posting and set your timeline for when the job posting closes. Could be 2 weeks to a month. If you don't get enough candidates you can extend the posting a few weeks to try to get more. 2.b You send the posting to HR. Takes them a while to put it up online. 3) Job posting closes, the hiring panel screens all the candidates (look at resumes and cover letters). If you have a relatively free day, doing the paper work can take a day or so? Depends on how many candidates. 3.b You send the list of successful candidates to HR, they email the non successful ones. 4) You develop the written and other tests for the candidates that screened in. 5) You administer the tests (typically by email) and then mark the tests. 5.b You try to schedule things around other peoples schedules. Where I work, the rule is you can take time off to compete for a job (career development is encouraged), other places are stricter, so you need to do a bunch of scheduling for people. 6) You schedule interviews for the surviving candidates (you can usually do 1 or 2 interviews a day). Again, I can take time off for a job interview without it being a big deal, not everyone has that luxury, so there is often a delay built in as you find days that work for candidates. 7) Successful candidates still have to pass their reference checks. These are short but you need to schedule time to talk to people. 8) Unofficial verbal offer and salary negotiation. Hey we want to hire you, we want this start date, and we want to pay you $x. Does that work for you? Followed by counter offer from candidate. 9) HR paperwork time sink. Salary needs to be approved by deputy minister (not a union shop, at the union I think it is automatic). Criminal records check. HR does a bunch of paperwork. 10) Redo all the paperwork HR fucked up. 11) Grievance period. Everyone who didn't get hired gets an opportunity to grieve before the job is permanent. 12) Signed official offer letter goes to candidate who has to sign and return it. Basically, there are lots of steps with lots of opportunity for a bit of delay, and the process can stretch out quite a bit. If the deputy minister is busy, getting salary approval can take a bit. If you get busy, marking tests is probably going to get delayed. Other places may hire faster. Other places may be stricter about scheduling tests and interviews (take it or leave it for example). We are trying to hire smart professionals and we try not to jerk people around in the hiring processes. Other places may have a dedicated hiring manager or something to run the process for them that would also speed things up.
  9. Do lawyers ever have really "grand" offices?

    Or miserly finance officials. I don't like fancy meeting rooms and people who wear watches that cost more than my annual salary make me suspicious. Especially when they are pleading poverty / demanding tax relief. It must work on someone though because they keep doing it.
  10. Behavioural Competencies aka interviews. Most law school career services have a guide for government interviews. Go read it and learn the stupid STAR method for answering stupid behavioural competency questions. They are a fact of life. In addition to those guides, the BC government has put all of their guides for hiring managers online: https://www2.gov.bc.ca/gov/content/careers-myhr/hiring-managers/process/assess-select/conducting-interviews It has sample questions, all the competencies, the marking guides etc... There is also advice for applicants: https://www2.gov.bc.ca/gov/content/careers-myhr/all-employees/career-development/competencies-in-the-bc-public-service/interviews-hiring The usual exam advice applies here as well. Read the question, and then use bullet points to make sure you answer the question and tie your answer in to the "behavioural competency" being tested. Other common questions that may get asked: Why are you interested in this area? What can you tell me about the branch? What are the major policy issues in this area that can you tell me about (provincially and federally) How did you prepare for this interview / what steps did you take to learn about the branch and this job? Answer sources: Minister's mandate letter org chart The latest Budget, the latest Throne Speech if the program area is mentioned business plan / service plan (how many employees, how large a budget) estimates debate on the ministry's budget Ministry service plan (http://bcbudget.gov.bc.ca/2018/serviceplans.htm) for example: gives you the purpose of the ministry its strategic direction its place in government priorities goals etc... Google search Search news for issues / announcements Any publications / reports it has put out Talking with a current employee about the job!! A fermi problem (https://en.wikipedia.org/wiki/Fermi_problem) . - "You are trapped in a room without wifi and have to give a rough estimate of the number of refrigerator repair people in BC. Provide the estimate and explain your answer".
  11. More seriously. I hire people for government policy jobs. We hire people from outside government. It is possible to meet screening requirements without government experience provided you show how you have relevant and equivalent experience. It is easier for entry level positions and hard to do for mid level positions. But it is still possible.
  12. Life After the SCC

    Congratulations. Go have a beer. Worry about your career later.