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Economics and Social Science Services (EC) Group

General

  1. Why are the Economics, Sociology and Statistics (ES) and Social Science Support (SI) Qualification Standards being revoked?
  2. When will the Qualification Standard for the EC Group be effective?

Education

  1. Why are there 2 minimum educational standards for the EC Group?
  2. What are the minimum educational standards for the different streams of work in the merged EC Group?
  3. Can a manager choose either one of the 2 minimum educational standards without distinction?
  4. If the manager is not sure of which stream of work the position being staffed corresponds to, who can guide the manager?
  5. Why does Note # 2 of the EC Qualification Standard specifically define the term "degree" when there is already a definition in the overarching document? What is meant by a "higher level degree"?
  6. Is there a difference between a degree in social science and a degree with specialization in fields associated with social science?
  7. Can the manager of the position being staffed request higher than the minimum educational standard?
  8. What is the difference between the new and the old educational requirements for the former SI?
  9. Whose responsibility is it to provide documentation to prove that courses taken by a candidate correspond to 2 years of a post-secondary education?
  10. Does the federal public service accept Foreign Educational Credentials from candidates?

Specializations

  1. Does a manager need to identify one of the areas of specialization specified in the minimum qualification standards for positions classified as EC?
  2. What is meant by an "acceptable specialization"?
  3. Can the manager ask for specializations other than those indicated in the minimum educational standards?
  4. When the minimum educational standard is "graduation with a degree from a recognized university with acceptable specialization in Economics, Sociology or Statistics" (Part A),
    1. Can the education be acquired through an acceptable combination of education, training and/or experience?
    2. Can the specialization be acquired through an acceptable combination of education, training and/or experience?
  5. When the minimum educational standard is "successful completion of 2 years of a post-secondary school program with acceptable specialization in social science, statistics, library/archival work or a law-related field" (Part B), can the education be acquired through an acceptable combination of education, training and/or experience?

Grand-Parenting or Acquired Rights

  1. Do acquired rights/grand-parenting protection apply to any employees formerly classified as ES?
  2. What is meant by "grand-parented" employees in the context of the EC education standard? What are they entitled to?
  3. Why are the dates for the grand-parenting protection different from the former ES (Part A) and the former SI (Part B)?
  4. If a "grand-parented" EC is appointed indeterminately to another occupational group and subsequently wishes to be appointed or deployed back to the EC Group, would this individual still be deemed to meet the minimum educational standard (i.e. does the grand-parenting provision continue to apply)?
  5. What happens if a "grand-parented" EC decides to work in an organization that does not staff under the authority of the PSEA and for which the Treasury Board is not the employer, e.g. Parks Canada and the Canadian Food Inspection Agency?
  6. How about employees of the Canada Revenue Agency (CRA)? Will CRA employees who occupy positions equivalent to the Economics and Social Science Services (EC) Group be grand-parented?
  7. What happens when an employee of the EC group applies on an advertised process for a position in the EC Group and the educational requirement is raised above the minimum? Will the acquired right or grand-parenting protection apply?
  8. What is meant by "staffing processes started before June 22, 2009"?
  9. What happens if I am participating in a staffing process requiring the current minimum standard and the process is finalized only after the new standard is in effect and I do not meet the new standard?

Alternatives

  1. What is meant by "an acceptable combination of education, training and/or experience that is comparable to the minimum education standard..."?
  2. Can the manager use the alternative to education? How is it applied?
  3. When the educational requirement is for a "Graduation with a degree from a recognized university with acceptable specialization in Economics, Sociology or Statistics" (Part A), can the manager use the PSC test approved as an alternative for university graduation?

General

1. Why are the Economics, Sociology and Statistics (ES) and Social Science Support (SI) Qualification Standards being revoked?

In 1999, Treasury Board approved a streamlined occupational group structure. When this occurred, the ES and SI Groups were combined to become the Economics and Social Science Services (EC) Group. Consequently, upon conversion to the EC Group on June 22, 2009, the ES and SI will cease to exist.

Please consult the following documentations for additional information on the EC conversion:

2. When will the Qualification Standard for the EC Group be effective?

The effective date of the EC Qualification Standard is June 22, 2009. This is the date of conversion that was agreed upon during the round of negotiations between the Treasury Board and the Canadian Association of Professional Employees.

Education

3. Why are there 2 minimum educational standards for the EC Group?

The 2 minimum educational standards were developed in order to recognize the different streams of work in the merged EC Group and their distinct educational and knowledge requirements. Consequently, the manager must choose the appropriate minimum educational standard according to the typical stream of work of the position being staffed as defined in the EC Group Definition.

4. What are the minimum educational standards for the different streams of work in the merged EC Group?

Part A – the minimum educational standard is a graduation with a degree from a recognized university with acceptable specialization in Economics, Sociology or Statistics. This stream of work involves positions that require a comprehensive knowledge of economics, sociology or statistics to accomplish the activities outlined below – from the former ES Group:

  • the conduct of economic, socio-economic and sociological research, studies, forecasts and surveys;
  • the research, analysis and evaluation of the economic or sociological effects of departmental or interdepartmental projects, programs and policies;
  • the development, application, analysis and evaluation of statistical and survey methods and systems;
  • the development, analysis and interpretation of qualitative and quantitative information and socio-economic policies and recommendations.

Part B – the minimum educational standard is a successful completion of 2 years of a post-secondary school program with acceptable specialization in social science, statistics, library/archival work or a law-related field. This stream of work involves positions that require the application of a more practical knowledge in one or more specialized fields to accomplish the activities outlined below – from the former SI Group:

  • the conduct of surveys, studies and project in the social sciences;
  • the identification, description and organization of archival, library, museum and gallery materials;
  • the editing of legislation or the provision of advice on legal problems in specific fields;
  • the application of a practical knowledge of a specialized field such as economics, history, law or psychology to the use and modification or adaptation of related computer systems, utilities or software.

5. Can a manager choose either one of the 2 minimum educational standards without distinction?

No. The manager must choose the minimum educational standard that corresponds to the EC stream of work for the position being staffed (see FAQ # 4). However, there may be circumstances when the manager may determine that it is necessary to raise the minimum educational requirement based on the duties of the position being staffed.

6. If the manager is not sure of which stream of work the position being staffed corresponds to, who can guide the manager?

The manager should work closely with staffing and classification advisors to help determine the appropriate stream of work.

7. Why does Note # 2 of the EC Qualification Standard specifically define the term "degree" when there is already a definition in the overarching document? What is meant by a "higher level degree"?

The current definition of "degree" in the overarching document of the Qualification Standards refers to a baccalaureate. This has occasionally created concerns for those who may have obtained a higher level degree without necessarily having completed a baccalaureate degree (e.g. master's degree). This specific definition in the EC Qualification Standard allows candidates without a baccalaureate, but with a master's degree or a PhD, to apply as long as the higher level of education includes an acceptable specialization as identified in Part A of the EC Qualification Standard.

8. Is there a difference between a degree in social science and a degree with specialization in fields associated with social science?

Yes. In the case of a university degree in social science, it is the educational institution conferring the degree that determines if a student meets the requirements for a "degree" in a particular field of study. However, it should be noted that the way in which a university identifies a degree can vary from one university to another and can also vary over time within a given university.

In the case of a university degree with a specialization in social science, it is the manager of the position being staffed who determines whether the candidate has an acceptable number of courses in a particular field to constitute a specialization. In some cases, at the manager's discretion, the specialization may be acquired through an acceptable combination of education, training and/or experience (see FAQ # 16b).

Departments/agencies may wish to establish internal guidelines on this matter.

9. Can the manager of the position being staffed request higher than the minimum educational standard?

Yes. As long as the manager respects the specializations noted in the minimum educational standard for the position being staffed, the educational requirement may be raised by:

  • asking for higher educational requirement than noted in either of the 2 minimums (Part A or Part B); or
  • asking for specific specializations; or
  • specifying the type of degree or post-secondary school program; or
  • asking for other specializations relevant to the duties of the position in addition to those specified in the applicable minimum educational standard (see FAQ # 15).

The decision to require higher than the minimum level of education should be substantiated by the duties to be performed in the position being staffed. It is important to note that when the level of education is raised, the grand-parenting provisions (notes # 4 and # 5) no longer apply. The candidate would need to meet the higher educational requirement.

10. What is the difference between the new and the old educational requirements for the former SI?

The new minimum standard (Part B) has a few minor differences from the former SI such as the requirement for 2 years in a specific post secondary program and the specializations have changed.

In the former SI, 2 years of post-secondary school training was necessary. This sometimes created staffing concerns as the individuals may have taken several short courses from different programs during a period of time. During consultations on the EC Qualification Standard, it was agreed that candidates must have taken 2 years of a post-secondary program, not several individual courses that total 2 years.

The specializations are now limited to social science, statistics, library/archival work or a law-related field.

11. Whose responsibility is it to provide documentation to prove that courses taken by a candidate correspond to 2 years of a post-secondary education?

It is the candidate's responsibility to provide the appropriate documentation from the recognized educational institution to show that the courses taken correspond to 2 years of a post-secondary program. As stated in Note # 3 of the EC Qualification Standard, it is the recognized educational institution (e.g., community college, CÉGEP or university) that would be in a position to determine whether the courses taken by a candidate correspond to 2 years of a post-secondary program at that institution.

12. Does the federal public service accept Foreign Educational Credentials from candidates?

The federal public service will accept Foreign Educational Credentials as long as a recognized credential assessment service has deemed them comparable to Canadian standards. If candidates were educated outside of Canada, they must have their certificates and/or diplomas assessed against Canadian educational standards. This will enable them to provide proof of Canadian equivalency when applying for a job in the federal public service.

The Canadian Information Centre for International Credentials (CICIC) assists persons who wish to obtain an assessment of their educational, professional, and occupational credentials by referring them to the appropriate organizations. The CICIC does not itself grant equivalencies or assess credentials, nor does it intervene on behalf of individuals or in complaints to the Public Service Staffing Tribunal. For more information on the assessment of Foreign Educational Credentials, please visit the CICIC website.

Specializations

13. Does a manager need to identify one of the areas of specialization specified in the minimum qualification standards for positions classified as EC?

Yes. The manager must identify at least one of the areas of specialization specified in the minimum educational standards for positions classified as EC.

14. What is meant by an "acceptable specialization"?

The term "acceptable" refers to acceptability for a position as determined by the manager, unless otherwise regulated by the employer. The "specialization" refers to an acceptable number of courses in a particular field or an acceptable combination of education, training and/or experience to be determined by the manager in accordance with the position being staffed.

Departments/agencies may wish to establish internal guidelines on this matter.

15. Can the manager ask for specializations other than those indicated in the minimum educational standards?

The manager may ask for other specializations that are relevant to the duties of the position being staffed but only in addition to those identified in the qualification standard. At least one of the areas of specialization specified in the minimum educational standards must be requested. For example, "Graduation with a degree from a recognized university with acceptable specialization in Economics, Sociology or Statistics and a specialization in epidemiology" or "Successful completion of 2 years of a post-secondary school program with acceptable specialization in social science, statistics, library/archival work or a law related field and a specialization in business administration".

16. When the minimum educational standard is "graduation with a degree from a recognized university with acceptable specialization in Economics, Sociology or Statistics" (Part A),

a. Can the education be acquired through an acceptable combination of education, training and/or experience?

No. Candidates must always have a university degree.

b. Can the specialization be acquired through an acceptable combination of education, training and/or experience?

Yes. At the discretion of the manager, the specialization may be obtained through an acceptable combination of education, training and/or experience. When used, it must be specified on the Statement of Merit Criteria for transparency purposes. Whenever the specialization is met through an acceptable combination, it is met only for the position being staffed, and candidates must be re-assessed for future appointments and deployments where the manager has decided to allow the use of this combination.

17. When the minimum educational standard is "successful completion of 2 years of a post-secondary school program with acceptable specialization in social science, statistics, library/archival work or a law-related field" (Part B), can the education be acquired through an acceptable combination of education, training and/or experience?

Yes. At the discretion of the manager, the education may be obtained through an acceptable combination of education, training and/or experience. When used, it must be specified on the Statement of Merit Criteria for transparency purposes and the manager should be able to demonstrate that the accepted alternative is comparable to the education level requested. If "education" is not being used in the combination, training and experience must be relevant to positions in the EC Group (Part B).

Whenever the minimum education is met through this alternative, it is met only for the position being staffed, and candidates must be re-assessed for future appointments and deployments where the manager has decided to allow the use of this alternative.

Grand-Parenting or Acquired Rights

18. Do acquired rights/grand-parenting protection apply to any employees formerly classified as ES?

Yes. Individuals who are employees of an organization that staffs under the authority of the Public Service Employment Act (PSEA) and for which the Treasury Board is the employer have "acquired rights". They are deemed to meet the minimum educational requirement for a university graduation if they were an indeterminate incumbent of a position classified as ES on June 30, 1967. At this point in time, few employees would fall into this category and have "acquired rights" in terms of the new EC education standard.

The term "incumbent" applies to someone who occupies a position on a "permanent" or "tenured" basis. "Permanency" and "tenure" result when an individual is appointed or deployed to a position on an indeterminate basis.

19. What is meant by "grand-parented" employees in the context of the EC education standard? What are they entitled to?

Under this provision, indeterminate incumbents of a former ES position on June 30, 1967 who became an EC on June 22, 2009, who do not possess the minimum level of education as indicated in Part A (i.e. graduation with a degree from a recognized university with acceptable specialization in Economics, Sociology or Statistics), are deemed to meet this minimum educational standard based on their education, training and/or experience.

This provision also applies to indeterminate incumbents of a former SI position who became an EC on June 22, 2009, who do not possess the minimum level of education as indicated in Part B (i.e. the successful completion of 2 years of a post-secondary school program with acceptable specialization in social science, statistics, library/archival work or a law-related field). These individuals are deemed to meet the minimum educational standard in Part B based on their education, training and/or experience. This note also applies to individuals appointed or deployed for an indeterminate period to an EC position after that date as the result of a staffing transaction started before June 22, 2009 (see FAQ 25).

However, the grand-parenting provisions no longer apply when individuals cease to be employed in an organization that staffs under the authority of the PSEA and for which the Treasury Board is the employer OR when the manager raises the educational requirement for a given process.

20. Why are the dates for the grand-parenting protection different from the former ES (Part A) and the former SI (Part B)?

Indeterminate incumbents of the former ES on June 30, 1967 have acquired rights (see FAQ # 18). Since the degree requirement identified in Part A remained the same as the former ES, indeterminate incumbents of ES positions did not need further grand-parenting protection.

The former SI did not have any acquired rights / grand-parenting protection. Since the requirement in Part B is slightly different, there was a need for grand-parenting protection for indeterminate incumbents of former SI positions. Therefore, the grand-parenting protection will be effective as of June 22, 2009, the effective date of the EC Qualification Standard.

21. If a "grand-parented" EC is appointed indeterminately to another occupational group and subsequently wishes to be appointed or deployed back to the EC Group, would this individual still be deemed to meet the minimum educational standard (i.e. does the grand-parenting provision continue to apply)?

As long as this individual became an indeterminate incumbent of a position in the EC Group on June 22, 2009, and remained in an organization that staffs under the authority of the PSEA and for which the Treasury Board is the employer, this person may leave the EC Group and return and retain the "grand-parenting" protection in the applicable minimum educational standard.

22. What happens if a "grand-parented" EC decides to work in an organization that does not staff under the authority of the PSEA and for which the Treasury Board is not the employer, e.g. Parks Canada and the Canadian Food Inspection Agency?

Since these types of organizations do not staff under the authority of the PSEA and Treasury Board is not the employer, an individual who chooses to work in one of these organizations would no longer be considered an "employee" and would, therefore, lose his/her grand-parenting protection. The individual would need to meet the applicable minimum educational standard for appointment or deployment back into the EC Group.

23. How about employees of the Canada Revenue Agency (CRA)? Will CRA employees who occupy positions equivalent to the Economics and Social Science Services (EC) Group be grand-parented?

No. They would need to have become an indeterminate incumbent of an EC position on June 22, 2009 to obtain grand-parenting protection. Although CRA's enabling legislation provides its employees the right to be considered for appointments or deployments as if they were "employees" as defined in the PSEA, as already noted, they would need to have become an EC to benefit from the grand-parenting protection. It is to note that the Canada Revenue Agency does not staff under the authority of the PSEA and Treasury Board is not the employer.

24. What happens when an employee of the EC group applies on an advertised process for a position in the EC Group and the educational requirement is raised above the minimum? Will the acquired right or grand-parenting protection apply?

No. Acquired rights or grand-parenting protection do not apply when the educational requirement is raised above the minimum. The employee would need to meet the higher educational requirement.

25. What is meant by "staffing processes started before June 22, 2009"?

An advertised staffing process is deemed to have been started once the position has been advertised to invite applicants or an inventory search has been started. A non-advertised staffing process is deemed to have been started when the manager announces his/her intention to staff a position.

26. What happens if I am participating in a staffing process requiring the current minimum standard and the process is finalized only after the new standard is in effect and I do not meet the new standard?

For Part B stream of work, since the minimum level of education has a few minor differences (i.e. successful completion of 2 years of a post-secondary school program with acceptable specialization in social science, statistics, library/archival work or a law-related field), individuals who may be appointed or deployed for an indeterminate period to an EC position (former SI stream of work) from an appointment or deployment process started before June 22, 2009 will be protected by a grand-parenting provision (see note # 4 of the EC Qualification Standard). Under this provision, the candidate will be deemed to meet the minimum educational standard for that stream of work (Part B).

Since the minimum level of education for Part A has not changed (i.e. graduation with a degree from a recognized university with acceptable specialization in Economics, Sociology or Statistics), there is no impact.

Alternatives

27. What is meant by "an acceptable combination of education, training and/or experience that is comparable to the minimum education standard..."?

The wording of the alternative phrase included in the EC Qualification Standard requires that the alternative accepted by a manager must result in the same outcome as would the required minimum. Essentially it means that the candidate has acquired comparable skills, through education, training and/or experience, as someone who has completed 2 years of a post-secondary school program. It is the manager who determines whether a specific combination of education, training and/or experience is comparable to the minimum education or the specialization but he/she should be able to substantiate the decision if necessary.

28. Can the manager use the alternative to education? How is it applied?

The alternative to education can only be used if the minimum is 2 years of a post-secondary school program (Part B) but there is no obligation for a manager to accept this alternative.

The PSEA provides deputy heads and their delegates with the flexibility to develop hiring processes that best meet their organizations' strategic objectives and human resources plans. In any given EC appointment or deployment process where the educational requirement is for "successful completion of 2 years of a post secondary school program" (Part B), the manager is delegated to determine if a combination of education, training and/or experience would be acceptable as an alternative to the minimum educational standard. When used, the alternative must be specified on the Statement of Merit Criteria for transparency purposes.

29. When the educational requirement is for a "Graduation with a degree from a recognized university with acceptable specialization in Economics, Sociology or Statistics" (Part A), can the manager use the PSC test approved as an alternative for university graduation?

No. Candidates must always have a university degree. Alternatives to university graduation do not apply to Part A. Therefore, neither a combination of education, training and/or experience nor the PSC test approved as an alternative to university graduation can be accepted in lieu of the university degree (Part A).

As a minimum, candidates must have a university degree with acceptable specialization in Economics, Sociology or Statistics.

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