Job Specification

Purpose of Position :

To direct the Board's mediative services with a view to assisting the parties in resolving the issues in dispute and avoiding third party intervention by the Board. Develops and implements strategies to ensure effective service to the Labour Relations community through the direction and monitoring of the Board's field service. Participates in the over-all administration of the Board by acting as an advisor to the Chair, Registrar and Chief Administration Officer.

Duties / Responsibilities :

1. Directs and monitors the day-to-day case assignments to field officers; analyzes each case to determine its complexity and relevant issues in dispute prior to making assignments to officers; determines which cases should be considered for the Board's waiver of hearing certification program; assigns cases to labour relations officers and the waiver officer.

2. Coordinates the Board's Certification Day Settlement activities by reviewing and analyzing all certification applications, assigning a team of officers to certification activities.

3. Provides technical direction on both industrial relations and legal problems confronted by officers in carrying out their assignments and advises on such matters as amendments to Board's policies, implementation and/or changes in procedures.

4. Ensures the development of data to measure the effectiveness and efficiency of the field staff; reviews and evaluates data with the Chair and Registrar and Chief Administration Officer; recommends methods and procedures to streamline field operations and settlement procedures.

5. Provides liaison with Vice-Chair's and Full Board meetings by advising on field issues. Coordinates, plans and chairs the monthly field staff meetings where cases of special significance are reviewed. Conducts administrative meetings with senior labour relations officer to discuss staff related problems, and reviews new policies and procedures; attends Board's administrative meeting and recommends/advises on changes required in procedures.

6. Identifies the need for field staff development programs in conjunction with senior Board staff; plans, implements and evaluates program success.

7. Develops field staff development programs in conjunction with senior Board staff; plans, implements and evaluates program success.

Knowledge :

A thorough knowledge of and experience in the entire industrial relations field is required, including extensive knowledge of labour economics, personnel administration and the social historical , political and psychological aspects of the labour movement, and labour relations. An expert knowledge of conciliation and mediation techniques and practices is a requirement for creating the right climate or producing settlement s, and gaining and maintaining the confidence of the parties in an often hostile environment. Extensive knowledge is required of the Labour Relations Act, the negotiating process, applicable sections of the Occupational Health and Safety Act, relevant legislation in federal and other jurisdictions (e.g. federal labour relations act, other provincial labour relations acts, U .l.C., W.C.A., E.S.A.) as well as a comprehensive understanding of the decisions of the Labour Relations Board, arbitration decisions and related court decisions.

Also required is an extensive knowledge of the formal legal rules for the conduct of hearings, methods of examining and cross-examining witness, the basic content of collective agreements and settlements trends. The position requires excellent interpersonal, negotiating and oral communication skills to create and foster a positive atmosphere for achieving settlements. Strong administrative and planning skills are required to set priorities, to assign cases on the basis of complexity of the case and the level of competency or expertise of the officer, to monitor and adjust workloads for the entire field staff; and to supervise the staff. Analytical skills are required to determine the most appropriate method of removing major obstacles to any settlement since the position is required to provide on-going administrative and technical guidance/advice to field staff in problem situations regarding legal and operational considerations.

Judgement :

Work is performed with a significant degree of independence and latitude for decision making, although judgements are made in accordance with established precedents. Judgement is exercised in making recommendations for improvement to Board's programs and in allocating cases. Cases are assigned with regard for the nature and level of complexity of the case and the individual strengths and area of expertise of the officer. Judgement is used in advising on such matters as amendments to Board's policies, implementation and/or changes in procedures. Considerable judgement must be used in determining the most appropriate and successful mediative approach based on the legal provisions, issues, history and personalities involved in the dispute, in order to avert imminent industrial conflict. As each situation is unique, the position will often be required to devise new or innovative approaches/solutions which are appropriate to avoid, or to bring to an end, the industrial conflict. Judgement is exercised in arranging resources in order to ensure efficient handling of cases, with correct priorities and within stringent time limits.

Accountability - Programs :

The position is directly accountable for the effective running of the field operation; the assignment of cases to field staff; ensures the timely and effective handling of cases; provides advice regarding difficult problems experienced in the field; recommends changes in policy, procedures and regulations to facilitate field operations; provides consultation to parties and direction to field staff; identifies, and evaluates cases that may have precedent setting ramifications through the Labour Relations community; provides a program of statistical data to identify field service effectiveness and to identify changes of human and physical resources required.

Accountability – Personnel :

The position supervises and provides advice/guidance to 3 Senior Labour Relations Officers, 15 Labour Relations Officers and to a mix of 7 other management and clerical staff. Failure to carry out duties and responsibilities would cause increased conflict in the Labour Relations community and an increased caseload for the Board.
The cumulative result of ineffective administration is a burdening of the Board's entire process and can lead to a breakdown of the industrial relations process in the province.

Contact - Internal :

Regular contact with officials in related agencies such as Mediation and Conciliation Branch, officials of Labour Canada, officials of the Ontario Labour Relations Board; and the Human Rights Commission, etc., in order to give and receive advice, exchange information on current cases, precedents, etc., and to discuss mutual problems.

Contact - External :

Regular and repetitive contact with the Labour Relations Bar at large, senior industry and union officials, often in crisis situations.