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citizenzero

Circumventing formal articling application processes

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Do any of you know whether it is possible to article with any of the government departments/ministries outside of the formal application processes?

For example, if you end up developing a personal connection with a lawyer in a provincial ministry of justice, could they agree to be your principal without you going through the formal articling application procedures? 

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Almost certainly not (usual caveat about the world being a strange place where anything might happen) -- government hiring is extremely formal, with many hoops to jump through, and any time they depart from their formal process they are bound to get complaints from others who went through the formal process and didn't get a job. (This is why summering or articling with MOJ/DOJ can often be more dicey than doing so with a firm, because they generally can't guarantee a hireback -- you'll have to go through a formal process to get the next job, and the next one, and so on down the line.)

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6 hours ago, citizenzero said:

Do any of you know whether it is possible to article with any of the government departments/ministries outside of the formal application processes?

For example, if you end up developing a personal connection with a lawyer in a provincial ministry of justice, could they agree to be your principal without you going through the formal articling application procedures? 

No...this won't happen. 

Edited by Constant

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how job positions are filled in the Government of Canada. Below I outline the 21 step procedure :

1) Manager has a position(s) to be filled.

2) Manager looks internally, to identify if someone in the department fits the need of the position. A deployment (a lateral move) or an acting (working at a higher position for a pre- determined time period) is done. If someone cannot be found, the process continues.

3) A discussion is made with a human resources advisor to determine the manager’s needs as well as if the competition should be internal/external or both.

4) Compose and approve a job poster in English and French

5) Publish the job poster (at www.jobs.gc.ca or on departmental websites that do not make part of the public service commission).

6) Initial candidates are screened – this is done through matching competencies of job applicants to those of the statement of merit criteria (see chapter 5 for more details).

7) Hiring managers usually conduct a second round of screening on the initial screened list.

8) Screened candidates are notified that they have been screened in (usually candidates that do not continue are also notified).

9) An assessment guide is made for both the oral and written exams. This is only provided  to hiring managers and determines how to assess candidates as per the job position’s requirements.

10) Candidates are invited to be assessed in the language of their choice-candidates are  notified after each assessment if they have passed or not.

11) Reference checks are performed.

12) A finalized list of candidates is determined

13) A pool of qualified candidates are established

14) Candidates are informed that they make part of a pool

15) Language exams are administered and/or verified (depending on the needs of the  position)

16) Obtain reliability or additional security clearances (as per needs of the position)

17) Send the results of the exams to candidates

18) Contact candidate and propose job offer

19) Send letter of offer

20) Negotiate starting date

21) Determine resources needed for employee (i.e. special accommodations for
physically disabled).

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