Hiring Approval Process

The BC Public Service currently has a managed staffing strategy.

All internal and external hiring requests—including regular, temporary and auxiliary appointments, renewals and extensions—require an approval process internal to each ministry. Final approval rests with your deputy minister. Approval to post outside the public service also lies with your deputy minister.

The following principles apply to the ongoing staffing strategy:

  • Hiring will only be approved for areas of critical service or to meet an urgent government priority
  • If approved, your hiring process must adhere to the Principle of Merit

The managed staffing strategy

  • Continues while a spending review is underway
  • Applies to BC Public Service entities defined by the Public Service Act
  • Does not apply to the independent offices of the legislature

Managing Employees

  • You require your supervisor's approval to apply for a temporary assignment
  • All temporary assignments over seven months must have been appointed through a full competitive process
  • A temporary assignment under seven months without a full competitive process cannot exceed seven months. For an assignment to be extended, there must be a full competitive process and your deputy minster must deem it critical and approve it
  • You may extend a longer-term temporary assignment if your deputy minster deems it critical and approves it
  • You may only extend an auxiliary term if your deputy minister deems it critical and approves it

Hiring requests

  • Workers in “critical” positions provide front-line services to citizens, protect the health and safety of British Columbians or meet a government priority that your deputy minister deems critical. Each ministry has an internal process to determine if a position is critical
  • Prior to submitting a hiring request, ensure that the position’s classification level has previously been confirmed or, for a new position, is approved by a BC Public Service Agency Classification Advisor
  • You require your deputy minister's approval to renew, extend or recall auxiliary employees. Recall rights remain as outlined in the master agreement’s terms and conditions
  • A fully competitive process is required for a temporary assignment that is expected to exceed seven months. For an assignment to be extended past seven months, there must also be a competitive process

Lateral transfers

  • A lateral transfer means the classification or salary do not change because of the reassigned work. A temporary lateral transfer has a defined start and end date
  • A temporary appointment to a higher pay range does not qualify the employee to laterally transfer at the higher salary
  • Ministries should manage the redistribution of work within their organizations. Managers can do this through internal and temporary lateral transfers. A lateral transfer cannot result in another staffing action (creating the need to backfill the vacated position). Lateral transfer provisions are outlined in the collective agreements
  • Ministry executive can agree to move employees laterally between ministries from non-critical to critical positions to meet corporate objectives
  • Lateral transfers or temporary lateral transfers will not be posted to the BC Job Postings website. These are agreements made between ministries

Rehab trials & placements

  • Return to work trial: allows an employee to gradually readjust and build up endurance for working again. Typically modified duties and/or hours are involved. Consult the return to work specialist and occupational health nurse for advice during this period about appropriate next steps. Employees are paid for hours they work during the trial and their long term disability benefits are adjusted accordingly
  • Rehab placements: Where the employee is considered capable of performing alternative employment or once the rehabilitative employment is considered to be successful, and the employee is therefore able to perform the duties of a gainful occupation, they shall be subject to Article 13 of the collective agreement, excluding displacement options, pursuant to Clauses 13.3 and 13.4(c)(2)
  • Rehab trials and placements don’t need hiring approval because they don’t result in an increased classification or pay
  • Use rehab trials for employees who have been on long term disability (LTD) and/or WorkSafe BC (WCB) and are re-integrating back into the workplace. The collective agreement and joint rehabilitation committee remain in effect. If you have any questions, talk to your Early Intervention and Return to Work specialist
  • Collective agreement provisions continue to apply to all placements through either Article 13 or nine months before rehab committee
  • Your employee's base ministry pays for rehab trials. If your ministry is unable to find an internal trial position, it is required to pay for the trial in another workplace

If you have any questions, please contact AskMyHR.