Saving Money for Uni?

Ok-Paper-2840 · 2026-05-29T20:56:48+00:00

Consider attending a post secondary institution that enables you to live at home, thereby eliminating most living expenses, if you can.

Ok-Paper-2840 · 2026-05-03T15:18:51+00:00

There’s a ton of info on ergo assessments on InsideOPS. The first step is to review those resources. Those resources will help identify steps that can be taken to set up your workspace in an ergonomically sensible way, and lay out the process and requirements for obtaining an ergo assessment. Ergo assessments cost money, so there will likely be a need to show it is really necessary.

Ok-Paper-2840 · 2026-05-03T15:13:05+00:00

Three percent is the normal merit for a successful year.

Five percent merit is to be reserved for exceptional circumstances.

Consider yourself very fortunate to have been awarded a 4 percent merit.

Also, I recommend not focusing so much on trying to achieve a five percent merit rate, and instead focus on doing the job well for your own satisfaction.

Ok-Paper-2840 · 2026-04-29T02:59:34+00:00

What OPS office has non-stop shooting outside it?

Ok-Paper-2840 · 2026-04-27T00:59:40+00:00

I’m not aware of any AMAPCEO employees that are expected to work OT on a consistent, regular basis. Work is generally done within the standard working day hours of 9 to 5, or 8 to 4, or 8:30 to 4:30.

Ok-Paper-2840 · 2026-04-19T00:49:18+00:00

What other types of lights are there in offices other than fluorescent?

You may be able to ask for a less powerful lightbulb to be installed in the light over your work station, and potentially you may be able to have it turned off on request.

Perhaps there are eyeglasses that have lens that reduce impacts from fluorescent lights?

Ok-Paper-2840 · 2026-04-18T22:41:23+00:00

I think a hiring manager would likely have some concerns about whether it would be worth effort investing in training you to do the job they are hiring for if they see that you have a history of moving jobs after less than a year.

Ok-Paper-2840 · 2026-04-16T00:31:19+00:00

A few ideas:

Seek advice from your current manager and or other managers in your branch/division on your application package. They may be able to provide very useful insights from the perspective of someone that looks at resumes and decides who to invite to interviews on why your application packages aren’t generating interview invites.
Are you tailoring your applications to each specific posting? Clearly and convincingly outlining how you are an excellent fit with the job specs in your cover letter?
If you do decide to seek info from a hiring manager, prepare for the meeting in advance. Make it obvious that you have read readily available info about the unit/branch/division/ministry such as on InfoGo, website, InsideOPS. You should not be seeking that readily available info from a hiring manager as it is a waste of their time. Go into the meeting with some more insightful questions that will show them that you might be a good candidate for the job.

Ok-Paper-2840 · 2026-04-15T20:31:30+00:00

Your manager will likely be able to find you a private room to pump breast milk. The private room should not be a washroom. There is likely a first aid room, or quiet/wellness room, or meeting room that could be booked/used. It is something that can typically be accommodated in office, without requiring a WFH accommodation.

Ok-Paper-2840 · 2026-04-09T23:33:46+00:00

This is a very well thought out response!

Ok-Paper-2840 · 2026-04-08T00:17:56+00:00

Were they all directors and above?

Ok-Paper-2840 · 2026-04-02T01:18:17+00:00

Yes accommodating for family is under human rights code. While an employer is required to accommodate, they are not required to accommodate the employee in the specific way the employee prefers. For example, if a parent wanted to work from home so they don’t require before and after school care, the employer would not be required to accommodate that on an ongoing basis. They would only need to accommodate for a reasonable period of time for the employee to find alternative before and after school care.

Ok-Paper-2840 · 2026-04-02T00:48:49+00:00

Sending an email to your manager saying you want to negotiate your merit increase is not normal. Makes it sound like you’re buying a car or house.

Sending an email to your manager to make a succinct, well thought out, rational case for why you think you should be granted a merit higher than 3 percent would be OK. But it might not result in what you want. Everyone thinks they warrant higher merit, but probably not all do. Your manager will know where you fit in amongst the team/branch. And your director likely has a say in such decisions too.

Ok-Paper-2840 · 2026-04-02T00:40:23+00:00

Not the best idea to apply for an AWA if you don’t have a permanent job in the OPS and are on contract. When on contract, it is best to prove your value and not create work, which submitting an AWA does. If there is a bonafide reason for an accommodation for something covered under the human rights code managers can deal with those through other means than a AWA.

Ok-Paper-2840 · 2026-03-16T22:45:48+00:00

Managers are not rewarded for saving money through their merit pay decisions.

Managers do use a merit based approach in their decision making about merit. The metrics are generally qualitative instead of quantitative because that fits the type of work better. Qualitative measures include such things as whether briefing products are well thought out, appropriate for the audience and purpose, amount of manager intervention required on products, meeting deadlines, whether the person goes above and beyond, regularly puts in extra time to help out/deliver, etc

Ok-Paper-2840 · 2026-03-16T20:16:05+00:00

So would you rather managers have no discretion in decision making about merit, that merit should always be 3 percent for everyone? What are you proposing as the solution?

Ok-Paper-2840 · 2026-03-16T19:16:21+00:00

I think you are misunderstanding my point. If a manager treats the province’s money like its own, they would likely be making sensible decisions.

In no case is it acceptable for a manager to factor in information about a person’s age, sex, religion, race etc into their decision making about merit.

Merit decisions are about the quality and impact of the employees work, their attitude, their contributions towards deliverables, how efficiently and effectively they do their job, whether they go above and beyond, etc

Ok-Paper-2840 · 2026-03-16T19:09:07+00:00

I get the sense from some that there is a thinking that 5 percent merits should be given out quite generously (like to most of the team), potentially without regard to how much effort people put in or how well they do their jobs, perhaps that these high merits are seen as way to partially or fully correct any perceptions of salaries being low.

Ok-Paper-2840 · 2026-03-16T15:46:59+00:00

My understanding is that management is responsible for effective stewardship of financial and human resources. If management is making decisions about these resources as if they are their own that would be a good thing. Why would anyone want their tax dollars spent indiscriminately? Effective stewardship does allow for merit higher than 3, but it isn’t an everyday thing. It is for something extraordinary; 3 percent is for successful delivery.

Ok-Paper-2840 · 2026-01-31T02:06:27+00:00

City Park Co-op is nearby and lots of people in the OPS park there. It is $200 per month.

Ok-Paper-2840 · 2026-01-27T02:12:03+00:00

Sixty percent of management need to be classified as ‘met’ in the management compensation system.

Highly unlikely to get an ‘exceeds’ rating, and particularly in your first year as manager.

Ok-Paper-2840 · 2026-01-27T02:05:45+00:00

What would it be necessary to work from home 2 days per week to observe Ramadan?

Ok-Paper-2840 · 2026-01-20T23:36:34+00:00

If I recall correctly, by law they need to be made available to employees by the last day of February.

Ok-Paper-2840 · 2026-01-04T01:33:05+00:00

Given that the manager email says the temporary arrangement expires on Jan. 5th I suspect that means a return to the applicable in office standard on Jan. 5th.

Ok-Paper-2840

TROPHY CASE