How to Apply

• As part of CNA’s merit-based recruitment model, most vacant positions are advertised online via www.cna.nl.ca/careers. Candidates are required to create a user profile and submit applications for specific postings they wish to be considered for. Should candidates experience any technical issues, please reach out to HRIS@cna.nl.ca for assistance.
• We also welcome unsolicited resumés for short-term positions. Such positions may not be currently advertised due to the urgent need to meet operational requirements and the time constraints associated with completing a competitive process. Individuals willing and able to undertake short-term employment opportunities are encouraged to submit their resumé directly to the Manager of Staffing and Recruitment.

At the discretion of the Selection Board, late applicants providing a reasonable explanation and submitting within an acceptable timeframe may be considered if the competition file has not undergone screening.

The duration of a typical competition process can span six weeks or longer before extending a job offer. Factors such as competing demands, availability of Selection Board representatives, and other external factors often dictate time-to-fill.

Temporary employment often extends beyond the initial term. Employees gain internal eligibility status, allowing them to apply for internal job competitions in the public service. Interested individuals are encouraged to apply for temporary positions, as they frequently have fewer candidates, offering a chance to secure a desired role in their area of interest. Temporary positions can lead to permanent opportunities, with many public service employees starting as temporary workers and advancing to long, successful careers.

CNA is committed to providing a safe educational environment for all students, staff, and visitors. All new hires to the College are required to submit a Certificate of Conduct during the job offer process. Having a criminal record will not automatically disqualify a candidate from being considered. A thorough review will be completed based on the information obtained through the record check to determine whether the individual is suitable for employment.

Certainly! For most instructional positions we prioritize industry experience and subject matter expertise. Having a teaching background is advantageous, but not mandatory. We are committed to providing the required support and guidance to help new hires reach their potential as an instructor, including enrolment in CNA’s new Adult Learning and Teaching Innovation program. Rest assured, very few faculty hires come with prior teaching experience, so don’t let that deter you from applying.

Applications are evaluated objectively to determine who meets the mandatory minimum screening criteria and to determine who will be invited to participate in the next stage of the recruitment process. Screening criteria includes the mandatory minimum education, training, and experience requirements, or equivalent, for the position specified in the job posting. The onus is on the candidate to clearly and effectively demonstrate how they meet the position’s requirements or equivalencies, as failure to do so will result in being screened out.

Assets are viewed as ‘nice to haves’ but not mandatory. They are taken into consideration during additional screening activities if there is a large pool of candidates meeting the mandatory minimum screening criteria.

Apart from a lack of clear demonstration, candidates may be screened out for other reasons:

• Qualifications may not have matched the position’s requirements to the same extent as other candidates.
• Assets may have been considered to facilitate a more manageable number of candidate assessments.
• Internal or public eligibility may not have been clearly highlighted in the application.

Candidates must clearly and effectively demonstrate how they meet the required assessment criteria during the interview. Assessment criteria includes the knowledge, proficiencies, skills, abilities, and personal suitability competencies specified in the job posting. Performance is evaluated relative to these requirements, and in comparison, to other candidates on a holistic basis. While a candidate may have performed well by their own standards, another candidate may have demonstrated the requirements of the position to a greater degree.

In addition, the Associate Vice President of Human Resources may select either of the recommended candidates at their discretion. Collective agreement language governing the vacant position can also influence selection.

Candidates may be eligible for relocation assistance, subject to approval, if the advertised position meets eligibility criteria. Discussions about relocation assistance should be initiated with the Selection Board Chair during the competition process, specifically when the offer of employment is made.

Selection Board Chairs are accountable for all aspects of, and decisions made, throughout the competitive process. Participants in the competition are encouraged to seek additional information from the Selection Board Chair. If a candidate feels dissatisfied with the process, they are encouraged to discuss those concerns with the Chair. If the Chair is unable to resolve a candidate’s concerns to their satisfaction, their issue may be escalated through a request for appeal process.

CNA recognizes the importance of and is committed to offering flexible work arrangements to its employees. The successful applicant may qualify for a telework arrangement within the province, subject to eligibility criteria. Where appropriate, consideration may be given to a primarily remote, hybrid, or ad-hoc arrangement. However, as a place-based organization, candidates are expected to report to the specified work location identified in this job posting, as all positions will involve some degree of on-site work, unless otherwise indicated. For instance, there are certain instructional positions that are strictly online, and other times, there may be flexibility in terms of campus location where a candidate may be based out of, but these situations will be explicitly stated in the job posting.