Understanding the Job Ad - Definitions
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.
Sub-department of the Ontario Public Service to which the position belongs.
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
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.
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).
The organization that bargains employment conditions on behalf of employees. OPS
staff may be represented by one of eight different bargaining agents.
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
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
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
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
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 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.
This refers to the category that describes the type and level of work. It is associated
with a specific salary.
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
Schedule 6 - The normal hours of work for employees on this schedule will be a minimum
of 36 1/4 hours per week.
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.
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 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.
Security Screening Check
In accordance with the Ontario Public Service Employment Screening Checks Policy,
the top candidate(s) may be required to submit to either a general or enhanced screening
check. A general screening check includes a criminal record check and if applicable,
fingerprint verification at your own expense. An enhanced screening check includes
a criminal record check and if applicable, fingerprint verification at your own
expense and permission for the Negotiations and Security Branch, Employee Relations
Division to conduct any specific screening as indicated in the Additional Information
/ Address section in the job advertisement.
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 screening check results will only
be reviewed and evaluated by the Negotiations and Security Branch for the purpose
of making a clearance decision. The details of an individual’s screening check will
be considered in specific relation to the duties and responsibilities of the position
being filled. Screening check records will be maintained by the Negotiations and
Security Branch 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.
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)
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.
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.
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.
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.
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.
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.
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.
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.