Understanding the Job Ad - Definitions

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.

Posting Status

Open – available to all qualified applicants and advertised on the OPS Careers Website
Open Targeted – available to all qualified applicants and advertised to specific audiences to attract the most highly qualified applicants
Restricted – available to only internal Ontario Public Service applicants
Restricted (non-represented) – available to internal Ontario Public Service applicants and Canadian Armed Forces veterans

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.

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.

Employment Security Screening Check

In accordance with the Ontario Public Service Employment Screening Checks Policy, the top candidate(s) may be required to submit to an employment security screening check and the types of checks include Criminal Record Check, Criminal Record and Judicial Matters Check, Vulnerable Sector Check and additional checks as permitted under the Police Record Checks Reform Act.

A record of a Criminal Code and/or other federal offence record(s) does not automatically mean you will be ineligible for the position. The employment security screening check results will only be reviewed and evaluated by the Transition and Security Office for the purpose of making a clearance decision. The details of an individual’s employment security screening check will be considered in specific relation to the duties and responsibilities of the position being filled. Employment security screening check records will be maintained by the Transitions and Security Office and kept strictly confidential.

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.

 

Oral Proficiency

Advanced-Minus level

Oral Proficiency

At this level, the individual has the ability to handle a variety of communication tasks. The individual is able to describe and explain in all timeframes in most informal and some formal situations across a variety of familiar topics. The vocabulary often lacks specificity. Nevertheless, the individual is able to use rephrasing and paraphrasing. Although grammatical, lexical and pronunciation errors are evident, the individual can speak with enough accuracy to be understood.

Advanced level

Oral 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.

Advanced-Plus level

Oral Proficiency

At this level, the individual is able to give oral presentations in both formal and informal settings. The individual is able to present a fairly detailed outline of his/her line of reasoning on general or work-related topics in formal and informal settings, in meetings and in discussion groups. Some mastery of idioms and of specific vocabulary appropriate to a variety of contexts is evident. Grammar is generally appropriate. Deficiencies in vocabulary are compensated for by synonyms and paraphrases. Problems may be encountered when discussing more specialized topics, but the individual at this level has very little difficulty in making himself/herself understood.

Superior level

Oral proficiency

At this level, the individual has the ability to speak the language with sufficient structural accuracy. fluency 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-Minus level

Written proficiency

At this level, the individual is able to meet basic work-related writing needs. The individual is able to narrate and describe in major verb forms or tenses and is able to compose simple summaries on familiar topics. The individual is able to combine and link sentences into paragraphs to form full texts. Writing is understood although some additional effort may be required.

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 by 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.

Advanced-Plus level

Written proficiency

At this level, the individual is able to write about a variety of topics with significant precision and detail. The individual can handle informal and formal correspondence according to appropriate conventions, and write summaries and reports of a factual nature. The individual can also write extensively about topics relating to particular interests and specialized areas of competence, although their writing tends to emphasize the concrete aspects of such topics.

Superior level

Written proficiency

At this level, the individual is able to express him/herself effectively and accurately 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.