0102 - Initiating a Competition

Introduction
Definitions
Guidelines
Authorities and References

Introduction

When there is a vacancy to be filled and where the department plans to fill it through a competition, the Department, Board or Agency must initiate a competition.

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Definitions

A Competition involves broad scope recruitment that seeks to hire a qualified and suitable candidate on a term or indeterminate basis.
Hiring Manager generally refers to the Supervisor of the position being filled.
Human Resources Representative means those employees of the Department of Finance designated to co-ordinate the recruitment process.
Limited Competition involves a narrow scope of recruitment that seeks to hire a candidate who:
1. is currently employed as an indeterminate or term Government of the Northwest Territories’ (GNWT) employee; and/or
2. is an Affirmative Action designated group member; and/or
3. resides in a specific geographical area or community (excluding the current boundaries of the Northwest Territories and the City of Yellowknife
Scope of Recruitment refers to the nature or location of the applicant pool that is eligible to apply for the position.
Staffing Priority Lists refers to lists of GNWT employee’s who in accordance with applicable legislation and policies have staffing priority status over all other candidates.

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Guidelines

A Deputy Head, or delegate, identifies the need to fill a vacant position and initiates the hiring process for a vacancy within their department, board or agency.
In accordance with applicable legislation and policies, Staffing Priority Lists will be considered prior to initiating a competition.
When it is in the best interest of the Public Service, departments may limit the scope of their recruitment effort to ensure that it is conducted in the most responsive and effective manner.
Deputy Heads are the approval authority for limited competitions.
Limited competitions shall be supported by a brief written rationale that is to be included in the competition file.
Rationales for limited competitions shall demonstrate that it is appropriate to limit the scope of recruitment in the following manner(s):
1. Limited to GNWT indeterminate and term employees:
  1. To provide a progressive opportunity for an affirmative action employee (e.g. open to Indigenous Aboriginal indeterminate or term GNWT/WSCC employees only);
  2. To ensure critical public service experience that is not likely available outside of government (e.g. open to indeterminate or term GNWT/WSCC employees only);
  3. To support the career development of existing employees who have demonstrated a commitment to the organization;
  4. To assist in retaining valuable skills by providing a natural progression for other positions or groups of positions within the Territorial Public Service.
2. Limited to designated group members under the Affirmative Action Policy.
3. Limited to a specific geographical area or community excluding the current boundaries of the Northwest Territories and the City of Yellowknife:
  1. To lower the cost of recruitment by hiring a qualified candidate who resides in the appropriate geographical area or community (e.g. open to persons residing within 100 kilometers of Deline, NWT only);
  2. To improve the volume of affirmative action employees in a specific geographical area or community (e.g. open to indigenous aboriginal persons residing within 100 kilometers of Deline);
  3. To assist in retaining valuable skills by providing a natural progression for other positions or groups of positions within a specific geographical area or community (e.g. open to persons residing within 200 hundred kilometers of Inuvik).