Staff Selection and Assignment

Purpose

To achieve its mission, the FFPLTC seeks to hire the most qualified FFPLTC Staff possible, based on individual merit and ability.

The FFPL Board attempts to identify and remove barriers that could prevent people from having a fair chance to participate and succeed in the workplace.

Job Descriptions

1. A current job description is completed for each position, which includes:
   1. the duties, tasks and responsibilities of the position
   2. the minimum competencies, experience and education required to do the work
   3. the reporting relationship
2. Job descriptions are reviewed annually to ensure that they are aligned with the mission and goals of the FFPLTC.
3. Changes to a job description may trigger a review of the position's compensation rate.

Recruitment Procedures and Selection

1. To be eligible to work at the FFPLTC, an applicant must possess the following:
   1. a valid social insurance number
   2. Canadian citizenship, landed immigrant status or a valid work permit
   3. the qualifications outlined in the job posting
   4. a current police record check (LE220) as per The Town of Fort Frances Criminal Background Check policy

2. Non-Unionized Staff Recruitment

   1. Positions of manager and persons above manager are posted on the FFPLTC website and social media channels.
      The position may also be advertised in the newspaper and / or posted to online library job boards.
      The posting includes the key area of responsibilities, qualifications, hours of work, and deadline for applications.
   2. Criteria used to select the appropriate individual will be documented and applied consistently. The selection may also include testing for skills that are required for the job.
   3. At least two references are contacted for the preferred candidate.

   4. An individual who is offered the position signs a letter of employment that outlines the working relationship between the individual and the FFPLTC.

      The letter of employment is signed by the employee and returned to the FFPLTC before the commencement of work.

   5. Once the signed letter of employment has been received, other candidates interviewed may be advised of the decision and thanked for their interest.

   6. Treatment of information collected throughout the selection process conforms with privacy legislation. It must be used for the purposes for which it was collected and kept for 2 years.

      An individual making inquiries on their unsuccessful application will be given information on how they were assessed based on the set criteria.

3. Unionized Staff Recruitment

   When a new position is created or when a vacancy is to be filled, either salaried or contract, the position will be filled in accordance with the Collective Agreement.

Employment of Family Members

1. Immediate relatives of existing employees or FFPL Board members may be promoted or hired provided that no potential or real conflict of interest exists from a reporting or supervisory relationship.

2. Immediate relatives include:

   1. spouses (including common-law)
   2. parents
   3. grandparents
   4. children
   5. grandchildren
   6. siblings
   7. aunts
   8. uncles
   9. nieces
   10. nephews
   11. step-relatives

Probation

1. A probation period allows for assessment by both the incumbent and the CEO of the suitability of a FFPLTC Staff member for the new role. The terms of probation for unionized staff are outlined in the Collective Agreement.
2. The terms of probation for managers and persons above the rank of manager will be determined through a negotiated employment contract.

Orientation

A new FFPLTC member receives an orientation about their role and the mission and services of the FFPLTC.

The orientation includes a review of relevant policies and procedures.