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Understanding the Job Ad - Definitions
| Job Ad Field | Definition |
|---|---|
| Ministry | The department of the Ontario Public Service (OPS) to which the position
belongs. Each ministry delivers different programs and services that support the work of Cabinet and the Premier. See ‘OPS Structure’ for more information. |
| Division |
Sub-department of the Ontario Public Service to which the position belongs.
|
| Duration |
Indicates whether a position is ‘permanent’ or ‘temporary’.
A permanent position has no end date indicated in the job ad.
A temporary position is for a fixed period with an end date. There are different reasons why a position is temporary. For example, it could be a position with a short-term project, or the incumbent of the position could be on a leave of absence. |
| Location |
The city and/or address where the position is located.
|
| Compensation Group(Also called ‘employee group’) |
A category defining terms and conditions of employment including benefit
entitlements for OPS employees. All positions belong to a particular
compensation group. Some compensation groups are represented by a bargaining
agent (see definitions below).
|
| Bargaining Agent |
The organization that bargains employment conditions on behalf of employees.
OPS staff may be represented by one of eight different bargaining agents. |
| Bargaining Unit |
A group of employees that is represented by a bargaining agent.
|
| List of Compensation Groups | |
| SMG – Senior Management Group |
SMG is comprised of OPS executives up to, and including the level of Assistant
Deputy Minister. |
| ITX – ITX Senior Management Group |
ITX is comprised of OPS Information Technology executives. |
| MCP - Management Compensation Plan |
MCP is comprised of OPS Managers and Specialists who are excluded from a
bargaining unit due to the nature of their work (e.g. Operational Managers and
Human Resource Specialists). |
| OPSEU – Ontario Public Service Employees Union |
As the largest bargaining unit in the Ontario Public Service, OPSEU represents
OPS employees in a broad range of non-managerial and technical job categories
across the government. |
| Excluded |
Positions that are excluded from the OPSEU bargaining unit due to the nature of
their work (e.g. labour relations administrative assistants).
|
| AMAPCEO - Association of Management, Administrative and Professional Crown Employees of Ontario |
AMAPCEO is the bargaining agent representing OPS employees in a range of
positions, which are broadly characterized as administrative or professional
and tend to focus on knowledge-based activities including business planning and
policy development. With approximately 7,800 members, AMAPCEO is the
second-largest bargaining agent in the OPS. |
| PEGO - Professional Engineers, Government of Ontario |
PEGO represents professional engineers and Ontario land surveyors working
directly for the Ontario government. PEGO members work mainly in the ministries
of Transportation, Natural Resources, Labour, Municipal Affairs and Housing and
at the Ontario Clean Water Association.
|
| ALOC/OCAA - Association of Law Officers of the Crown / Ontario Crown Attorneys' Association |
ALOC represents OPS lawyers in legal services branches across
the Ontario government as well as in various agencies, boards and commissions,
providing civil litigation and advocacy services. OCAA represents Crown attorneys and Crown law officers working in the Criminal Law Division of the Ministry of the Attorney General. |
| Salary |
Salary ranges are presented in three formats (hourly, weekly or annual),
depending upon the classification and compensation group of the position. For
example, management salary ranges are presented in an annual format. |
| Job Code |
This refers to the category that describes the type and level of work. It is
associated with a specific salary.
|
| Schedule |
The category that describes the hours of work for the job. The number of hours
per week to be worked and eligibility for premium payments such as overtime is
determined by the Schedule. Schedules 3 and 3.7 - The normal hours of work for employees on these schedules is 36 1/4 hours per week and 7 1/4 hours per day. Schedule 4 and 4.7 - The normal hours of work for employees on these schedules is 40 hours per week and 8 hours per day. Schedule 5 – Depending on the position, the normal hours of work will be 36 ¼ or 40 hours. Schedule 6 - The normal hours of work for employees on this schedule will be a minimum of 36 1/4 hours per week. |
| Category |
Refers to the stream of work for which the position belongs. The Ontario Public
Service has 18 different job categories that positions are assigned to.
|
| Job ID |
The number assigned as a unique identifier for each job posting that we are
recruiting for. It is important to include this number in all job applications.
|
| Qualifications |
Qualifications are the knowledge, skills, abilities and competencies that are
necessary to succeed in the position. Your application must clearly demonstrate
how you meet these qualifications. The selection process measures candidates
against these. Any legal or mandatory credentials will also be included in this section. |
| Personnel Screening Check (Listed under Job Qualifications) |
Where a ‘personnel screening check’ is noted as a requirement on the job ad,
the top applicant is required to have an OPS security clearance prior to an
offer of employment. This process includes:
|
| Eligibility for similar positions
(Listed under Job Qualifications) |
Some job postings may indicate, "Candidates from this job posting may be used
to fill similar positions with the same core functions within the region and
within 125 km of the work location". This means that applicants who progress
through the selection process for this position, may also be eligible for the
next 12 months for future positions, in the same ministry or other ministries,
that are similar in nature and within 125 km from this position's work
location.
|
| Underfill |
Job postings may indicate, “Less qualified applicants may be considered on an
underfill basis”. This means that in the case where there are no qualified
applicants, applicants who are not fully qualified will be considered. The
successful underfill applicant will be offered the position at a lower
classification and therefore a lower pay rate. People who accept an underfill
position will be provided with the support and opportunity to move to the full
working level.
|
| Max Plus Merit(MplusM) |
A feature of the salary structure for OPSEU's Unified Bargaining Unit. The
(MplusM) indicates that the salary listed in some postings, includes maximum
plus merit, in accordance with the OPSEU collective agreement. Employees at the
maximum of the salary range for their classification are eligible for an
increase over the maximum rate of the classification. This increase is based
upon satisfactory annual performance.
|
| French Language Proficiency (Listed under Job Qualifications) | |
| Verbal Proficiency | |
|
Advanced level
Verbal Proficiency |
At this level, the individual has the ability to participate in conversations
and satisfy many work requirements. The individual can discuss work-related
matters with some ease and facility, expressing opinions and offering views.
The individual is able to take part in a variety of verbal exchanges and to
participate in meetings and discussion groups. However, the individual still
needs help with handling complicated issues or situations. The individual is
generally good in either grammar or vocabulary but not in both.
|
| Superior level Verbal proficiency |
At this level, the individual has the ability to speak the language with
sufficient structural accuracy and vocabulary to participate effectively in
most formal and informal conversations on practical, social and professional
topics. The individual is able to use idioms and specific vocabulary relevant
to a variety of contexts and to give verbal presentations in both formal and
informal settings. |
| Written Proficiency | |
|
Advanced level
Written proficiency |
At this level, the individual is able to use a variety of sentence types to
express general ideas and opinions on non-specialized topics. The individual
can write simple letters and reports required of the position. The individual
experiences few problems with either grammar or spelling. However, the writing
style may represent literal translations. Nevertheless, a sense of organization
is emerging and the individual is beginning to sense what is stylistically and
grammatically correct in French.
|
| Superior level Written proficiency |
At this level, the individual is able to express themselves effectively in most formal and informal writing tasks/assignments on practical, social and professional topics. The individual is able to recognize awkwardness in sentence structure and paragraphs. Errors in grammar and spelling are minor and infrequent. |
