Job posting tips

Effective April 1, 2023, jobs are open to any B.C. community where the hiring ministry has office space available to accommodate employees. If it’s necessary for the position to be restricted to a particular (or a few select) location(s), deputy minister or delegated authority approval is required. Follow your ministry’s approval process to request approval to restrict the posting to specific location(s).

It’s important to first assess why the position can only be performed in one (or a few select) location(s). This may include a specific onsite or community operational requirement.  If it’s necessary for the position to be restricted to a particular location(s), deputy minister or delegated authority approval is required. Blanket approval can be provided for positions that are location dependent, such as front office staff or warehouse staff. Follow your ministry’s approval process to request approval to restrict the posting to a specific location.

This is an interim step as the BC Public Service moves towards creating more shared spaces and hub locations across the province.

Postings must be open to all ministry office locations unless there is approval to restrict it to one (or a few select) location(s) for operational requirements. Follow your ministry’s approval process to request approval to restrict the posting to a specific location.

Yes, all job opportunities should be available to staff in all ministry office locations if there isn’t an onsite or community requirement.

Jobs can be posted to communities where your ministry doesn’t have an available space if you are willing to support a full-time telework arrangement or establish an arrangement with another ministry to share government office space.

As is the case today, the ministry that requires space in another community, would continue to contact its Facilities Management Unit (FMU) who will work with another ministry’s FMU to find space.

No. Relocation expenses do not apply as the position can be performed from any ministry office.

Recruitment Services has worked closely with our external marketing partners to develop posting language to support this functionality. The language will accurately advertise positions on their sites to ensure we are consistently attracting applicants.

• For remote positions (positions that can work from home full time and be based in any location in BC): "Remote work is allowed, this position can work up to full time from their home in British Columbia subject to an approved telework agreement."
• For hybrid positions (positions that can work from home a few days a week and in office a few days a week): "Flexible work options are available, this position may be able to work up to # days at home per week subject to an approved telework agreement."
• For on-site positions (positions that have a full in office or on location requirement): "This position has full time on-site requirements."

Yes, if a new employee can work from home through a telework agreement either full or part time the following language is to be included in the letter. This wording has been added to the letter templates on MyHR. Please include the following wording in your offer letter:

“Your headquarters (also referred to as your geographic location) will be the LOCATION office. For part-time teleworkers, this location is the government office where you will work as per the schedule agreed to between you and your supervisor as part of a Telework Agreement. For full-time teleworkers, this location is the government office you may occasionally be required to attend as directed by your supervisor under a Telework Agreement.

Either the employee or employer may decide to terminate a Telework Agreement. Should this occur, you will be directed to work at your government headquarters office. You are responsible for the costs of commuting between your home and headquarters location.”

The location listed above should be the actual government office location the employee is working at, or for a fully remote worker the assigned headquarters location for must be a government office that would be suitable for an employee to work from should their Telework Agreement be discontinued.

Yes. To ensure employee locations are reported accurately, supervisors are required to confirm the location of each position accurately reflects the employee’s work location.

Once the location of the successful candidate has been determined, the position data can be updated to reflect the appropriate ministry office.

The position location should be the ministry’s office closest to the employee’s residence where the employee could work if their telework arrangement was discontinued. However, if the hiring ministry does not have an existing office close to the employee’s community, they could consider consulting with other ministries near that community to see if they have available office facilities. If such an office location is identified, the employee’s position number may be updated using that office. 

The Core Policy and Procedures Manual for travel continues to apply. See section 10.3.2: Travel Approval or seek guidance from your ministry’s Executive Financial Officer.

No, the isolation allowance is based on the employee’s assigned office headquarter location, not where they live. If an employee’s assigned office location is entitled to an isolation allowance it does not matter if they have a teleworking agreement and are working from home, they are still entitled to the isolation allowance.  If an employee’s office location does not qualify for an isolation allowance, then they do not get the allowance even if they are teleworking from home in a remote location.