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Program And Service Delivery Clerk JobProgram and Service Delivery Clerk. Reference number: CSD1. J- 0. 09. 81. 5- 0. Selection process number: 2. CSD- EA- QUE- 1. 16. Delivery Clerk - (20 hours/week. Continuous Quality Assessment and Improvement Program. Here are the top 25 Program & Service Delivery Clerk profiles on LinkedIn. Reach the right Program & Service Delivery Clerk candidates with LinkedIn jobs. HUMAN SERVICE TRANSPORTATION DELIVERY PROGRAM (HSTD) Overview: The Human Service Transportation Delivery. Delivery clerk Jobs Top delivery clerk jobs found on Monster. Program Service Delivery Clerk Jobs . You are using a limited feature version. Program Coordinator, Undergrad Medical Education, Cumming School of. Program and Service Delivery Clerk (INVENTORY) Brossard, QC. Salary: $45,189 to $48,777. Service Canada servicecanada.gc.ca; Jobs. 74 Program Service Delivery Clerk Job vacancies available in Ontario on Indeed Canada. Developing internal service delivery methods. Employment and Social Development Canada. Service Canada Initiative. Sept- . Analyses and validates data and/or documentation for accuracy, completeness and compliance. Carries out fact- finding activities to research and retrieve information in order to determine entitlement or identify areas of apparent misuse of funds/benefits. Obtains, inputs, maintains and extracts data and documentation related to applications, claims, invoices, requisitions and other administrative forms. Communicates with clients and employers to obtain and provide required information. Makes payment or administrative decisions related to computer generated data on straight forward/non- complex applications that are complete and in compliance with the established criteria, procedures, guidelines and system authorities (e. Refers cases as per clearly established procedures and guidelines to the appropriate level for decision. Identifies, prepares reports and refers complex cases to the appropriate level for decision within clearly established procedures and guidelines. Coordinates logistics for meetings/sessions, or committees (e. This staffing process also could be used to fill other temporary similar positions at Service Canada. Positions to be filled. Information you must provide. Your r. Other qualifications may be a deciding factor in choosing the person to be appointed. Some essential and other qualifications will be assessed through your application. It is your responsibility to provide appropriate examples that illustrate how you meet each qualification. Failing to do so could result in your application being rejected. Experience in using technology (e. Software Microsoft Office (Word, Excel, Outlook) and Internet).*Experience: Approximately six months of cumulative or continuous experience acquired over the last five years. The following will be applied / assessed at a later date (essential for the job) Various language requirements. French Essential. Bilingual Imperative - BBB/BBBIn order to help you decide if you should apply to a bilingual position an optional self- assessment of your writing skills in your second official language is available for you to take before completing your application. Useful information on language requirements in the federal public service and the Second Language Evaluation Test of Oral Proficiency. Information on language requirements. Information on language requirements Abilities and Skills: Oral Communication. Written Communication. Verification and Accuracy. Thinking Skills. Working with Others. Client Focus. Applying Principles and Procedures. Dependability. Security and Reliability. Reliability Status security clearance. Other Conditions of Employment. Credit Check. The following may be applied / assessed at a later date (may be needed for the job) Studies: Successful completion of two years of post- secondary education in a recognized educational institution (eg, community college, CEGEP, university). Degree equivalency Experience: Experience in delivering Integrity services for Service Canada programs and services. Experience in the application of laws and regulations. Significant experience* in verifying and authenticating information. Significant experience* in delivering services or programs to the general public, particularly obtaining and providing information requiring explanation or clarification. Significant Experience* in using technology (e. Software Microsoft Office (Word, Excel, Outlook) and Internet). Significant experience* in providing services to clients by phone.*Significant experience: Approximately 1. Operational Requirements: Willing and able to work overtime as required. Other information You must clearly state your level of education. A certificate of studies will be required later. The Canadian equivalent is mandatory for candidates who graduated outside Canada. You must also provide your E- mail Address. If you do not completely answer the screening questions as directed, your application may be screened out. For this purpose, please answer the questions listed in the job application. Resumes will only be used as a secondary source of validation criteria relating to the experience and skills described the screening questions. In order to manage the number of applications in this selection process, management may use top- down or random selection at various steps in the process to determine the number of candidates who will continue in the process. A selection may also be performed based on asset qualifications at any step of the process. If other needs arise after the use of these strategies, the department may pursue the evaluation by considering the candidates who have qualified and have achieved a passing score less than or using any other strategy. Interviews and examinations will be held at the place chosen by the employer. If you do not show up on the dates and times provided, your application may be rejected. Testing can take place on the day, evening or weekends. Please note that this process will ONLY be used to staff positions in Sept- Iles, Quebec. Applicants are encouraged to apply ONLY ir they are able to work in Sept- Iles. Candidates from outside the federal government will bear their travel expenses (including travel for evaluation) and expenses related to relocation. A written examination may be administered. An interview may be administered in person, by telephone or by videoconference. Reference checks may be sought. Standardized tests may be administered. Candidates must meet the essential qualifications to be appointed to a position. Persons are entitled to participate in the appointment process in the official language of their choice. Applicants are asked to indicate their preferred official language in their application. We will communicate with applicants by e- mail for screening/assessment purposes (including issuing screening results, and sending invitations for written tests and interviews). Applicants who apply to this selection process must include in their application a valid e- mail address and make sure that this address is functional at all times and accepts messages from unknown users. The following e- mail address will be used to communicate with the candidates: QC- DRH- DRS- 2. CSD- EA- QUE- 1. 16. GD. For any other general inquiry, please communicate by email at: QC- DRH- DRS- 2. CSD- EA- QUE- 1. 16. GD. Candidates are strongly encouraged to check their e- mail on a regular basis. It is your responsibility entirely to inform us at all times of any changes regarding your contact information. A proof of citizenship will be required. If you were educated outside of Canada, you must have your certificated and/or diplomas assessed against Canadian education standards. This will enable you to provide proof of Canadian equivalency when applying for a job in the public service. The public service will accept any Foreign Educational Credentials as long as they are deemed comparable to Canadian standards, through a recognized credential assessment service. The client organization will accept on- line applications only. All job applications must therefore be submitted through the Public Service Resourcing System (PSRS). To submit an application on- line, please click on the button . Only those selected for further consideration will be contacted. The Public Service of Canada is committed to building a skilled, diverse workforce reflective of Canadian society. As a result, it promotes employment equity and encourages candidates to indicate voluntarily on their application if they are a woman, an Aboriginal person, a person with a disability or a member of a visible minority group . The Public Service of Canada is also committed to developing inclusive, barrier- free selection processes and work environments. If contacted in relation to a job opportunity or testing, you should advise the Public Service Commission or the departmental official in a timely fashion of the accommodation measures which must be taken to enable you to be assessed in a fair and equitable manner. Information received relating to accommodation measures will be addressed confidentially. Preference Preference will be given to veterans and to Canadian citizens, in that order. Information on the preference to veterans We thank all those who apply. Only those selected for further consideration will be contacted. Contact information Apply online. 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Example of an Orientation Program for New Employees. Talk to employees about their career goals. Jupiterimages/Creatas/Getty Images. New employees to your company can be welcomed with an orientation program that makes them feel at ease and like they're a part of the team. Orientation programs vary depending on the industry, the management style and the overall company culture. Your orientation program can provide employees with a proper introduction to your company, what's expected and where they fit in to overall goals. Tour Facility. New employees need to become acquainted with their new workplace immediately. Take them on a tour of the office, pointing out essential locations such as human resources, their manager's office, bathrooms, break rooms, the printing area, technology support and the company eatery. Introduce to Co- Workers. While touring the facility, you can introduce new employee to fellow co- workers. Schedule a formal meeting with the members of the direct team or department the employee will work in for more in- depth introductions. Review Employee Handbook and Paperwork. An employee handbook contains a company's rules and regulations. It also covers information on company benefits, pay dates, paid- time off, lunch and other work breaks, state and federal employment laws and acts and more. Rather than read each page, highlight the most important sections and have the employee read it during his first week and contact you if he has additional questions. Provide the employee with a signature page that outlines that he has read and understands what's outlined in the handbook. Review Goals and Job Expectations. A new employee cannot achieve optimal levels of productivity and efficiency with a company if she's not presented with his goals and how they fit with the overall needs of the company or her job expectations. This information should be discussed during new employee orientation, so that an employee can get clarification on any points she's unsure of. Provide Training and Shadowing. Although an employee may have experience in your industry, he still needs training to learn how your company, specifically, operates within the industry. Training can range from attending seminars, tackling computer- based programs or shadowing an employee who does the same or a similar job as the new employee. Assign a Mentor. Arriving fresh- faced to a company isn't always a comforting situation for employees, and many times, they seek an informal mentor to help guide them through their first couple of weeks with the company. Take the first step and assign new employees a mentor they can go to with questions or for encouragement. Schedule a Lunch. Enjoying lunch with a select group of co- workers gives new employees a more relaxed way to meet colleagues and learn more about them and the company. While new hires are often introduced to co- workers in passing, you can arrange a lunch during their first week where a new hire can sit with his manager and high- performing members of the team he's joining. Employees can share common interests, discuss the company culture and answer any questions the new employee has, all while enjoying a meal outside of the office. Set an Evaluation Period. Employee evaluations benefit both employers and employees by giving each an opportunity to discuss how an employee is performing in his role and what he may need to be more successful. Evaluations also give employees an opportunity to give their employers feedback on their experiences with the company. During orientation, inform employees about your company's evaluation process so they're aware of how their performance is reviewed. Rather than waiting a year to provide your initial feedback, set up a 3. This will give you a chance to see how they're settling into their roles and responsibilities within the company before an annual review. About the Author. Miranda Brookins is a marketing professional who has over seven years of experience in copywriting, direct- response and Web marketing, publications management and business communications. She has a bachelor's degree in business and marketing from Towson University and is working on a master's degree in publications design at University of Baltimore. Photo Credits. Jupiterimages/Creatas/Getty Images. New Employee Orientation & Onboarding. New Employee E-mail Announcement. Welcoming a new employee? Here's a template you can use to notify your DLC about a new. Use and customize this New Employee Orientation Survey form template from Wufoo. NEW EMPLOYEE WELCOME LETTER FROM HUMAN RESOURCES. These sample new employee announcements briefly introduce the new employee. You can send these employee announcements by email to all employees. 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