Long-term staffing options
These staffing options are used to fill positions in the BC Public Service where work is continuous and the position will be needed for the foreseeable future.
On this page
- Regular appointment (full- or part-time)
- Eligibility lists
- Collaborative postings
- Uprange hire
- Lateral transfer
- Applicant inventory
- Internships/developmental trainees
To fill a vacant or new position on a long-term basis, the most frequently used option is to hire a regular full- or part-time employee.
A regular employee is one whose work is of a continuous full-time or part-time nature.
An eligibility list is an inventory of pre-qualified applicants in rank order who have been assessed in a staffing action and are qualified to fill future vacancies.
Eligibility lists are often used when there's more than one vacancy, or there may be additional vacancies available in the near future.
To create a better applicant experience and embrace the one employer approach, hiring managers can work together on competitions to fill a multitude of common vacancies ministry-wide or cross ministry. Posting collaboratively will reduce hiring managers’ effort in competitions, improve the applicant experience, and reduce overall timelines in filling vacancies.
There are 3 types of collaborative posting approaches:
- Ministry-wide: join other hiring managers within your ministry and collaborate on a posting for common vacancies. Lead or take part in a ministry-wide competition to establish a shareable ministry-wide eligibility list
- Cross ministry eligibility list sharing: join hiring managers from other ministries to run a competition and establish a shared Cross ministry eligibility list. Alternatively, you may choose to run a competition individually with supporting Cross ministry language to establish a shareable eligibility list for other ministries to access as well
- Eligibility list sharing: use an active eligibility list to fill your next vacancy
Under certain circumstances, an employee may be under-implemented in a position until they gain the experience, knowledge and skills needed to reach the full working level of a job.
There are 2 types of under-implementation in the BC Public Service:
- Developmental positions
- Growth positions
When required, ministries may develop a special program to build capacity in specific roles.
This allows the person to develop experience to compete for future positions and provides them an opportunity to apply their education within a work environment.
This option is usually applicable to excluded employees.