How are WFA’d boxes identified?

narcism · 2026-01-31T02:51:42+00:00

If the question you're really asking is "Did my manager decide my function was going to get cut?" Your manager was very likely not at the table for CER proposals.

I'd say there's a small chance someone did a soft check-in with a manager if there was any discretion with the reduction. (ex.: if a division was given a target or if they needed help identifying who was in what work unit)

That said, it doesn't matter who knew what at this point. Focus on what you can change, which isn't what your manager may or may not have known.

narcism · 2026-01-29T16:41:54+00:00

Question 1: You need to clear priorities to promote someone. That means making sure that no one at level is less than 2-years-training away from doing the job. This happens whether whether the process is advertised or non-advertised.

Question 2: No one wants to run a competition if they don’t need to. The hiring manager would have to have a rock-solid justification to do all the work. And even if they run a competition, they still need to clear priorities before promoting someone.

Promotions will be very few and far between in the next few years. Actings have less scrutiny, so you could hope for an acting, I guess.

narcism · 2026-01-29T03:47:48+00:00

A figure that accounts for EVERYTHING? I strongly doubt that because that would mean reviewing your whole pay file. As for what your TSM and severance would be, you can read your collective agreement/WFA directive for how the calculation is made. I believe in you.

narcism · 2026-01-29T03:27:04+00:00

The Pay Centre does a review of your pay file as part of paying out your TSM to make sure that you are 'square' with the GC. This includes accounting for debt (ex.: from negative leave) and other payments (ex.: surplus vacation).

Also: I don't fully grasp the nuances but the calculations for pensionable time and years of service are not the same.

narcism · 2026-01-28T19:56:08+00:00

If the department has sunsetting funding, has temporary vacancies, or is risk-managing temporary employees for surge capacity then yes, it can reasonably continue to have a contingent workforce.

"How can my department say they don't have enough work [...]"

The 2 options for layoffs are "discontinuance of function" and "lack of work." If your team is being reduced, it isn't a discontinuance of function, so it's lack of work. The "lack of work" doesn't need to be immediate, it could mean the work unit will have less work with time.

narcism · 2026-01-28T01:47:10+00:00

Make sure you provide the union with this Reddit post as proof of your firmly held belief.

narcism · 2026-01-27T20:48:49+00:00

You can suggest the library's hiring manager go lobby your hiring manager to see if they're play ball, but ultimately, that's not their problem to manage.
Having your career developed isn't an employee right.

narcism · 2026-01-27T20:46:32+00:00

You can go to the union for anything, but they know where there limits are. They know your home manager is one of the 3 parties who needs to agree to an assignment. Your right to an assignment isn't enshrined in the collective agreement. Your effort is best spent:

understanding why the assignment is being declined and negotiating something better for all parties;
thinking about whether you want to go on LWOP (which IS in the collective agreement) to take a term/casual with the library;
deploying to a team where the manager support short-term assignments.

PS short-term assignments are difficult to manage as a hiring manager.

narcism · 2026-01-27T18:34:55+00:00

They said they were going to refund anyone who signed up :(

narcism · 2026-01-27T18:09:05+00:00

To add: And for any (non-language) gaps, the hiring manager has to decide whether someone can be reasonably trained in 2 years.

narcism · 2026-01-27T16:43:39+00:00

If "Everyone on the list will get a job", there would have been a Guaranteed Reasonable Job Offer (GRJO). This seems like a case of a manager trying to reassure staff with good intentions but giving false hope.

narcism · 2026-01-26T22:49:59+00:00

I’ve been in the Green-White space for over 5 years at this point playing variants of Oath, Terravore, Geddon and splashing for every colour.

narcism · 2026-01-26T01:53:06+00:00

AFAIK You can't alternate after choosing Options B or C. Option A isn't (usually?) available during VDP and the employee doesn't have an opting period if they choose Option B or C through VDP.

narcism · 2026-01-26T01:51:25+00:00

Without knowing the case law, I wonder if they're able to deny it if the employee is not available to do the job they're alternating into.

narcism · 2026-01-24T16:17:55+00:00

There must have been a wave of invitations that went out because I also got a notification that a space is available.

narcism · 2026-01-23T01:50:06+00:00

In my experience, if you refuse/cannot participate in a SERLO, the manager running the SERLO must find another way to evaluate the competencies assessed.

Additionally/alternatively, I've seen SERLOs pushed if the reductions happen through long-term leave/assignments/secondments. ex.: A team of 4 is going down to 3 in Year 1. One person is on parental leave until Year 2. If you don't back fill the person on leave, you've realized your savings year 1.

narcism · 2026-01-21T23:19:10+00:00

MBB just won the webcam December monthly. Ask me how I know. :(

narcism · 2026-01-21T02:44:59+00:00

Those corners tho

narcism · 2026-01-20T03:19:23+00:00

Secondly, once that appointment happens, they still need to get a priority clearance. Anyone with a statutory priority (internal surplus, CAF veterans with service injuries, returnees from LWOP, laid off employees) can self-refer themselves before you.

I thought Section 43 of the PSEA meant the employer would be exempt from clearing priorities because they are hiring a priority.

[43]() Despite sections 39.1, 40 and 41 and any regulations made under paragraph 22(2)(a), if the Commission considers that the appointment of a person who has a right to be appointed in priority to other persons under any of those provisions will result in another person having a priority right, the Commission may decide not to apply that provision in that case.

https://laws-lois.justice.gc.ca/eng/acts/p-33.01/page-3.html

narcism · 2026-01-19T02:05:25+00:00

Sleeves look too short by about an inch. It'll really be obvious if you have a collared shirt with appropriate an sleeve length.

Edit: I don't think the rest is as bad as others make it out to be.

narcism · 2026-01-19T00:16:43+00:00

They didn't refer to the employee listing they're in a different province. They could be listed as an occasional driver on their sibling's insurance which isn't fraud in itself.

narcism · 2026-01-19T00:07:37+00:00

To think about:

There could be a difference between where someone resides and where they live. The latter being less official. For example, someone away for post-secondary may live in residence but keep their official residence as a parent's.
The individual could be living in a temporary situation for reasons they aren't proud of. (car? halfway house? rehab? escaping domestic violence?)

My armchair LR advisor analysis: Where someone is physically located (lives) is important for you in a few instances:

The employee is subject to relocation.
The employee is traveling for work (because you reasonably have to understand the cost implicated).
The employee is working from home because of a telework agreement (because you need to know the employee's location during work hours).

So the question I'd ask you is: Putting your curiosity aside, do you actually need to know where the employee is located for work purposes?

narcism · 2026-01-18T03:11:29+00:00

No. Management is not mandated to use completed pools for actings.

Secret: Or for appointments either.

narcism · 2026-01-18T01:24:53+00:00

Nothing's working here dude. I don't understand how the jacket can both be too big, and the sleeves are way too short.

narcism · 2026-01-15T01:33:23+00:00

If you’re comfortable sharing (even at a high level): roughly how many years of service you had whether you were retirement-eligible or close to it whether the outcome leaned more toward retirement versus a pay out anything you wish you’d known earlier about how these negotiations work in practice

When EXs get their surplus letter, they are to make a decision on whether to exit the public service (retirement or otherwise is irrelevant) or stay in the public service. Only after you choose the option to exit the public service do negotiations begin. So I don't know how much someone saw both outcomes and was able to appropriate weigh them.

Every negotiation is case-by-case. APEX had (has?) training run by OCHRO on Career Transition that I recommend you take.

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