Ace Employee Tips Li Mar 2010
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Ace Employee Tips Li Mar 2010

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  • The key here is to work from the Statement of Merit Criteria. Every job posting in the Public Service must include this. Likewise, it forms the foundation and basis by which you will be assessed.
  • On the rarest of occasions you can wing it through and interview. More often than not, however, you will likely crash and burn if you have not demonstrated your enthusiasm for the job by doing some background research. Knowledge truly is power. The more that you know, the better off you will be – both in the interview and on the job if you get it (orientation).
  • W.r.t. Future thinking, before you ever leave to a new job or position, consider leaving a detailed document that summarizes every file you have been working on and every committee you sit on. Use a consistent format: - Name of file - Summary/description - history of work done on this file, including challenges faced - Key files (both hard copy and electronic) and where to find them - Key people involved in the file (including their contact information) - last contact made with key people (including summary of contact and any actions) - list of outstanding actions or items to deal with Do this for every file in one document – it may end up being 20 or 30 pages, so include a table of contents. It becomes the orientation manual for the next person. If we all started doing this, the entire Public Service would likely be twice as efficient.

Ace Employee Tips Li Mar 2010 Ace Employee Tips Li Mar 2010 Presentation Transcript

  • ABORIGINAL CENTRE OF EXCELLENCE: LinkedIn Version March 11, 2010
  • Agenda
    • Role of ACE
    • Linkages Between Employer Preparation/Employee Development
    • Recruitment / Appointment
    • Orientation / Onboarding
    • Keeping Motivated
    • Career Development
  • Role of ACE
    • The role of ACE is to provide key support to the PSC in the area of Aboriginal recruitment
    • This is accomplished by sharing expertise, research and providing functional guidance
    • ACE is a national program and is a hub for research and expertise in the area of Aboriginal recruitment
    Unofficial logo of ACE
  • Employer Preparation Bias-Free Recruitment Strategy Development Employee Development Retention
  • Employee Development Orientation/ On-Boarding Recruitment/ Appointment Keeping Motivated Career Development
  • Linkage Between Orientation/ On-Boarding Bias-Free Recruitment Recruitment/ Appointment Keeping Motivated Career Development Employee Development Retention Strategy Development
  • 1. Recruitment / Appointment
    • Knowing where to find the opportunities
      • Jobs.gc.ca
      • Publiservice.gc.ca
      • Internal Department Websites
    • Having a good application.
      • NEVER use generic applications
        • Tailor each application
        • Be clear
        • Avoid acronyms or jargon that a recruiter may not understand
        • Do not assume people will know what you have done simply by your job title
      • Work from the Statement of Merit Criteria
        • Analyse each criterion
        • Ask the department if they have a definition for the key words in the criteria
        • look up key words in the dictionary
  • 1. Recruitment / Appointment
    • Being prepared for an interview:
      • Find out about the organization
        • Websites
        • Annual reports
      • Background research questions:
        • What is the history of the organization?
        • What is the product or service offered by the organization?
        • How many people does the organization employ?
        • What challenges or issues is the department or agency currently facing?
        • What new technologies does the organization use?
        • How does the department or agency relate to the federal government in general?
        • What are the major activities of the organization?
        • Is the organization often in the news? If yes, why? Is the coverage positive or negative?
        • What are the future plans of the organization?
  • 1. Recruitment / Appointment
    • Being prepared for an interview:
      • Anticipate questions related to past work experience:
        • Briefly summarize your work experience to date.
        • Explain more fully your responsibilities with your previous employer.
        • What has been your major accomplishment?
        • What are you most proud of? (may be professional or personal)
        • What is important to you in your work?
        • What have you enjoyed the most? Least?
        • Describe a problem situation in your past work experience and explain how you resolved it.
      • Anticipate questions assessing your skills:
        • What are your major strengths?
        • What are your major weaknesses? Your limitations?
        • Why do you feel qualified for this job?
      • Anticipate questions assessing your managerial skills:
        • Describe your management style.
        • As a manager, what would you look for when hiring people?
        • What do you see as the most difficult task in being a manager?
        • Why do you feel you have good potential to be a manager?
  • 1. Recruitment / Appointment
    • Being prepared for an interview:
      • Anticipate questions assessing your managerial skills:
        • Describe your management style.
        • As a manager, what would you look for when hiring people?
        • What do you see as the most difficult task in being a manager?
        • Why do you feel you have good potential to be a manager?
      • Anticipate questions about self-evaluation and motivation:
        • How would you describe yourself?
        • What is it about our organization that attracts you?
        • Why do you think we should hire you?
        • Why are you seeking a change at this time?
      • Think about useful questions you want to ask the assessment board at the end of the interview
  • 1. Recruitment / Appointment
    • Being prepared for an interview:
      • Think about useful questions you want to ask the assessment board at the end of the interview:
        • When will you make a hiring decision?
        • What do you see as the priorities for someone in this position?
        • Could you describe a typical "day on the job"?
        • What training programs are available to your employees?
        • What level of responsibility could I expect in this position?
        • What qualities do you look for in new employees?
        • Is there a typical career path for a person in this position?
        • How are employees evaluated and promoted?
        • What are your organizations plans for the future?
  • 1. Recruitment / Appointment
    • During the interview:
      • What to bring with you:
        • Bring additional copies of your résumé, a list of references, as well as, samples of your recent work (if applicable).
        • Make sure that you contact all of your references ahead of time, in order to get their permission and to let them know about the position for which you are applying.
      • Remain confident and relaxed to the end
      • Do not overstay your welcome
      • Be aware of cultural differences
        • Speaking volume
        • Facial expressions – IMPOSSIBLE to accurately predict feelings or thoughts, so don’t
      • If you do not get the position – relax, each interview is a learning experience
  • Orientation/On-Boarding Orientation/ On-Boarding Bias-Free Recruitment Recruitment/ Appointment Keeping Motivated Career Development Employee Development Retention Strategy Development
  • 2. Orientation / On-boarding
    • Orientation packages – or lack thereof
    • Checklist to initiate your own package:
      • Workplace expectations
      • Workplace policies
      • Workplace supports
    • Talk to knowledgeable co-workers
    • Was there a file plan left behind for you?
    • Future thinking – future generations
  • Keeping Motivated Orientation/ On-Boarding Bias-Free Recruitment Recruitment/ Appointment Keeping Motivated Career Development Employee Development Retention Strategy Development
  • 3. Keeping Motivated
    • Feedback
      • Be think-skinned, none of us are perfect
      • Keep a file on compliments or small awards you receive
    • Request regular one-on-one times with your manager or director
    • Participate in staff events and functions
    • Take time to get to know your co-workers
    • Find out what supports are available to you
      • Ie. NCAFE, regional networks
  • Career Development Orientation/ On-Boarding Bias-Free Recruitment Recruitment/ Appointment Keeping Motivated Career Development Employee Development Retention Strategy Development
  • 4. Career Development
    • Personal development
    • Professional development
      • Learning plan
      • Training
      • Developmental programs
    • Networking, committees
      • Meeting people – importance of it
      • Office, or fundraising committees
    • Volunteer activities
    • Additional responsibilities
      • Special projects
      • Assignments, acting appointments, secondments
  • Questions?
    • Contact Information:
      • Ken Sanderson
      • Senior Project Lead
      • Aboriginal Centre of Excellence
      • 1 st Floor, 320 Donald Street
      • Winnipeg, MB R3B 2H3
      • Phone: (204) 984-0234
      • Email: [email_address]