Human Resources Policy Manual - The United Church of Canada

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Employment Recruitment and Selection of the General Secretary Policy 1.7 Page 1 of 2 Approved November 2013 Recruitment and Selection of the General Secretary Purpose The United Church of Canada is committed to ensuring a fair and consistent recruitment and appointment process for the position of General Secretary of the General Council of The United Church of Canada. Policy The General Secretary is appointed by the Executive of the General Council or General Council. When the Executive of the General Council declares that the General Secretary’s position is, or will be, vacant, the General Secretary’s Supervision Committee will review and update the job description. The Ministry and Employment Unit is responsible for ensuring that the appropriate procedures are followed in all recruitment and selection processes. The Executive Officer of the Ministry and Employment Unit will be available to provide support and advice as requested by the Selection Committee. Procedures 1. A Selection Committee will be appointed by the General Council Executive on the recommendation of the Nominations Committee. The composition of this committee will be as follows: • The Moderator (who will act as chair) • The Chair of the General Secretary’s Supervision Committee • Three members of the Executive of the General Council, nominated from its membership • One member-at-large from the United Church • If required, two additional appointments from within The United Church of Canada to provide a balance of gender, regions, lay/ordered, and experience 2. The Selection Committee will be made up of at least six, but not more than eight, members. 3. The Selection Committee may also include an executive search professional recommended by the Ministry and Employment Unit, who will participate as a non-voting consultant in the process. 4. Posting and advertising for this position will be done as widely as possible. This includes posting the vacancy within The United Church of Canada constituency (for example, courts of the church, General Council Office), The United Church of Canada website and any other appropriate medium. It may also be posted nationally through job websites, newspapers, electronic media or other venues. 5. The Selection Committee will screen candidates and short-list a minimum of two candidates to be interviewed. The United Church of Canada/L’Église Unie du Canada
Employment 6. Before a candidate for the position of General Secretary is recommended to the General Council or Executive of the General Council, an independent professional assessment may be done with the leading candidate(s) to ensure compatibility with the leadership expectations and culture of the United Church. The assessment may be facilitated by an outside professional consultant and the findings made available to the Selection Committee in its discernment process. 7. Reference checks will be done, and a decision may be made to have a third-party conduct references with input from the Selection Committee. The timing and number of references required for either short-listed or final candidate(s) will be determined by the Selection Committee. 8. Before the General Secretary is appointed, the Selection Committee will provide the name to the Executive of the General Council or General Council for approval. The name of the candidate will be kept confidential pending the appointing body's approval. 9. As soon as the General Secretary is appointed, the Ministry and Employment Unit will draw up the terms of appointment for this position, consistent with the policies of The United Church of Canada. 10. Should the incumbent leave the position within six months of being appointed, the original Selection Committee will be reconvened to determine the future strategy and timelines for a new appointment. The United Church of Canada/L’Église Unie du Canada
Page 1 and 2: Human Resources Policy Manual (For
Page 3 and 4: Introduction These policies have be
Page 5 and 6: Employment Position Approval Policy
Page 7 and 8: Employment Job Evaluation Policy 1.
Page 9 and 10: Employment Employment Equity Policy
Page 11 and 12: Employment Recruitment and Selectio
Page 13: Employment Committee Composition -
Page 17 and 18: Employment Working Hours Policy 1.9
Page 19 and 20: Employment Term Employment Policy 1
Page 21 and 22: Employment Resignation Policy 1.12
Page 23 and 24: SECTION 2: COMPENSATION & LEAVES
Page 25 and 26: Compensation and Leaves 3. Employee
Page 27 and 28: Compensation and Leaves Acting Pay
Page 29 and 30: Compensation and Leaves Holidays Po
Page 31 and 32: Compensation and Leaves Vacation Po
Page 33 and 34: Compensation and Leaves Maternity T
Page 35 and 36: Compensation and Leaves 8. For term
Page 37 and 38: Compensation and Leaves Compassiona
Page 39 and 40: Compensation and Leaves Court Duty
Page 41 and 42: Compensation and Leaves Continuing
Page 43 and 44: Compensation and Leaves Sabbatical
Page 45 and 46: Compensation and Leaves Election to
Page 47 and 48: Employee Relations Code of Conduct
Page 49 and 50: Employee Relations maintained, and
Page 51 and 52: Employee Relations Gifts Received f
Page 53 and 54: Employee Relations Orientation Poli
Page 55 and 56: Employee Relations Harassment and W
Page 57 and 58: Employee Relations Problem Resoluti
Page 59 and 60: Employee Relations Problem Resoluti
Page 61 and 62: Employee Relations 7. Supervisors w
Page 63: Employee Relations Gifts to Staff P

Human Resources Policy Manual - The United Church of Canada

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