Changes

It’s no secret that it is becoming [https://www.hrreporter.com/focus-areas/recruitment-and-staffing/global-talent-shortage-at-15-year-high-report/356758 more and more difficult to attract and retain top talent]. The number of opportunities, combined with the relative ease of talent mobility across the public service, is resulting in several vacancies across departments and agencies; and my team is no exception.

It’s no secret that it is becoming [https://www.hrreporter.com/focus-areas/recruitment-and-staffing/global-talent-shortage-at-15-year-high-report/356758 more and more difficult to attract and retain top talent]. The number of opportunities, combined with the relative ease of talent mobility across the public service, is resulting in several vacancies across departments and agencies; and my team is no exception.

I created this page to try and creatively tackle the problem and maintain an ongoing list of open positions within my organization.

I created this page to try and creatively tackle the problem and maintain an ongoing list of open positions in my organization, the Courts Administrative Service (CAS).

More importantly, this page provides you with additional information on my organization, my management style and the available positions to help you determine if working with us is the right fit for you!

More importantly, this page provides you with additional information about the Information & Technology Services Division (ITSD) and my management style to help you determine if working with us is the right fit for you!

== Opportunities ==

== Opportunities ==

* IT-03 – Client Portfolio Lead (BBB)

* IT-03 – Client Portfolio Lead (BBB)

== Why work with us – More about myself ==

== More About Myself & Working With Us ==

After 10+ years in the private sector, including working as a producer in the video game industry ([https://www.ubisoft.com/en-ca/ Ubisoft]), I joined the public service in 2014. Ever since, I’ve been focused on bringing modern approaches to the GC to help deliver better services faster to Canadians. I published an article in 2017 on this topic, which made the [https://canadiangovernmentexecutive.ca/dig/23_04/files/assets/common/downloads/publication.pdf cover page of the Canadian Government Executive magazine]. I was appointed the Chief Information Officer of Courts Administration Service (CAS) in July 2022. Before that, I worked as the Director General of the Transformation, Strategy & Results directorate at Transport Canada. Prior to joining Transport Canada in 2019, I was the Sr. Director of Digital Delivery and one of the leaders driving the [https://www.canada.ca/en/shared-services/corporate/next-generation-human-resources-pay-system.html NextGen HR & Pay innovative Agile Procurement Process]. I hold an undergraduate degree from the Université de Sherbrooke, an Exec MBA from the Telfer School of Management and try to continuously improve as a public servant and as a leader. With this goal in mind, I recently participated in the [https://www.leadershipcanada.ca/ Governor General Canadian Leadership Conference] and the [https://www.hks.harvard.edu/educational-programs/executive-education/senior-managers-government Senior Managers in Government program at the Harvard Kennedy School]. I’m also a suicide prevention volunteer and co-founded the Gatineau Ottawa Agile Tour as well as co-launched and sold the startup [https://www.alagarderie.ca alagarderie.ca]. Originally from Québec city, I live in Aylmer with my wife and 2 young boys.  

After 10+ years in the private sector, including working as a producer in the video game industry ([https://www.ubisoft.com/en-ca/ Ubisoft]), I joined the public service in 2014. Ever since, I’ve been focused on bringing modern approaches to the GC to help deliver better services faster to Canadians. I published an article in 2017 on this topic, which made the [https://canadiangovernmentexecutive.ca/dig/23_04/files/assets/common/downloads/publication.pdf cover page of the Canadian Government Executive magazine]. I was appointed the Chief Information Officer of CAS in July 2022.  

 

Before that, I worked as the Director General of the Transformation, Strategy & Results directorate at Transport Canada. Prior to joining Transport Canada in 2019, I was the Sr. Director of Digital Delivery and one of the leaders driving the [https://www.canada.ca/en/shared-services/corporate/next-generation-human-resources-pay-system.html NextGen HR & Pay innovative Agile Procurement Process]. I hold an undergraduate degree from the Université de Sherbrooke, an Exec MBA from the Telfer School of Management and try to continuously improve as a public servant and as a leader.

 

With this goal in mind, I recently participated in the [https://www.leadershipcanada.ca/ Governor General Canadian Leadership Conference] and the [https://www.hks.harvard.edu/educational-programs/executive-education/senior-managers-government Senior Managers in Government program at the Harvard Kennedy School]. I’m also a suicide prevention volunteer and co-founded the Gatineau Ottawa Agile Tour as well as co-launched and sold the startup [https://www.alagarderie.ca alagarderie.ca]. Originally from Québec city, I live in Aylmer with my wife and 2 young boys.  

You can find out more about me on [https://twitter.com/ForgabhAnLa Twitter] and [https://www.linkedin.com/in/anthonypsheehan/ LinkedIn].  

You can find out more about me on [https://twitter.com/ForgabhAnLa Twitter] and [https://www.linkedin.com/in/anthonypsheehan/ LinkedIn].  

=== Leadership Style ===

=== Leadership Style ===

We have a great team! I believe that a high-performing organization is one that is made up of talented people where team members have each other’s back, trust each other and hold each other accountable – [https://www.executiveagenda.com/application/files/3215/6401/6016/fivedysfunctions.pdf pretty much what’s in here].  In our team, we have a ''Work Hard & Play Hard'' mentality which makes being part of our team fun and gratifying. That’s why we hire based on competency and potential, as well as on character, behaviors and mutual fit. For us, ''how you deliver results'' is just as important as ''the results you deliver''.  

We have a great team! I believe that a high-performing organization is one that is made up of talented people where team members have each other’s back, trust each other and hold each other accountable – [https://www.executiveagenda.com/application/files/3215/6401/6016/fivedysfunctions.pdf pretty much what’s in here].  In our team, we have a ''Work Hard & Play Hard'' mentality, which makes being part of our team fun and gratifying. That’s why we hire based on competency and potential, as well as on character, behaviors and mutual fit. For us, ''how you deliver results'' is just as important as ''the results you deliver''.  

 

I believe in self-empowered teams, supported by clear decision-making. I really liked some of the concepts in [https://www.principles.com/principles/418eaeca-564f-41e8-bd90-8e0d042f28d5/#table-of-contents Ray Dalio’s book Principles], especially the concepts of radical truth and radical transparency. When you have a culture of open sharing of information and open and respectful discussions, you get more diverse perspectives, more buy-in and ultimately achieve better results quicker. I also believe in a clear hierarchy of decision-making. This doesn’t mean that the most senior person is always right, but at the end of the day, they are accountable for the decision and the result - and should therefore have the decision-making authority. In many cases, the leader will and should go with the team’s (and the experts’) recommendations. It’s what Ray calls “believability” – which is not the same thing as decision-making authority. I think that this model brings a good balance of empowering teams, good and trustworthy discussions and brings it all together with clear decision-making aligned to goals and vision.  

I also believe in a clear hierarchy of decision-making. This doesn’t mean that the most senior person is always right, but at the end of the day, they are accountable for the decision and the result - and should therefore have the decision-making authority. In many cases, the leader will and should go with the team’s (and the experts’) recommendations. It’s what Ray calls “believability” – which is not the same thing as decision-making authority. I think that this model brings a good balance of empowering teams, good and trustworthy discussions and brings it all together with clear decision-making aligned to goals and vision.  

Our leaders also take great pride in empowering our teams and working closely with team members to support their career growth. One of the greatest testimonies of our success is when one of our employees gets a promotion, whether within our organization or beyond.   

Our leaders also take great pride in empowering our teams and working closely with team members to support their career growth. One of the greatest testimonies of our success is when one of our employees gets a promotion, whether within our organization or beyond.   

I started my career in the private sector and until joining the public service, I had always managed dispersed and asynchronous teams. I’ve grown in a culture where the results of your work are much more important than the ''when'' and the ''where'' you work. We try to hire the best in our teams. In return, we trust our teams to do what they do best. This means that they can – within applicable terms of conditions and rules – decide where and when they work, as long as it does not introduce risks and negatively impact team productivity and service levels. Given the nature of the job duties, aside from a few exceptions, most roles in my team can be filled and performed from anywhere in Canada – where there’s a good Internet connection :-)   

I started my career in the private sector and until joining the public service, I had always managed dispersed and asynchronous teams. I’ve grown in a culture where the results of your work are much more important than the ''when'' and the ''where'' you work. We try to hire the best in our teams. In return, we trust our teams to do what they do best. This means that they can – within applicable terms of conditions and rules – decide where and when they work, as long as it does not introduce risks and negatively impact team productivity and service levels. Given the nature of the job duties, aside from a few exceptions, most roles in my team can be filled and performed from anywhere in Canada – where there’s a good Internet connection :-)   

So that was a bit about myself.  Now here's more information on the work environment.

So that was a bit about myself and my management syle, now here's more information on the work environment.

== Working Environment ==

== Working Environment ==

CAS is a great place to work! The organization plays a major role in Canada's democracy.  

CAS is a great place to work! The organization plays a major role in Canada's democracy.  

The [https://www.cas-satj.gc.ca/en/about/mandate.shtml 4 federal courts Courts served by CAS] are superior courts of record established by Parliament for the better administration of the laws of Canada. They have jurisdiction over a wide range of matters including immigration and refugee protection, intellectual property, application of income tax and other revenue-related laws, as well as matters pertaining to aboriginal claims, environmental assessment and national security. As independent bodies, the Courts play a vital role in Canada’s democratic process and form a big part of the [https://justice.gc.ca/eng/csj-sjc/ccs-ajc/01.html 3rd branch of government, the judiciary].

The [https://www.cas-satj.gc.ca/en/about/mandate.shtml 4 federal Courts served by CAS] are superior courts of record established by Parliament for the better administration of the laws of Canada. They have jurisdiction over a wide range of matters including immigration and refugee protection, intellectual property, application of income tax and other revenue-related laws, as well as matters pertaining to aboriginal claims, environmental assessment and national security. As independent bodies, the Courts play a vital role in Canada’s democratic process and form a big part of the [https://justice.gc.ca/eng/csj-sjc/ccs-ajc/01.html 3rd branch of government, the judiciary].

Here’s a [https://www.cas-satj.gc.ca/en/about/orgchart.shtml high-level org chart] to better understand how CAS is organized.

Here’s a [https://www.cas-satj.gc.ca/en/about/orgchart.shtml high-level org chart] to better understand how CAS is organized.

Working in a small organization has lots of advantages.  Things move fast and team members have an opportunity to contribute to many files and have a direct impact to supporting the Courts.   

Working in a small organization has lots of advantages.  Things move fast and team members have an opportunity to contribute to many files and have a direct impact to supporting the Courts.   

=== Working within the #GCDigital Community ===

=== Working within the #GCDigital Community ===

Under the leadership our the [https://www.canada.ca/en/treasury-board-secretariat/corporate/mandate/chief-information-officer.html GC CIO, Catherine Luelo], working in the #GCDigital family is pretty amazing, [https://www.youtube.com/watch?v=bITeT65Rwcc learn more here]!   

Under the leadership of our [https://www.canada.ca/en/treasury-board-secretariat/corporate/mandate/chief-information-officer.html GC CIO, Catherine Luelo], working in the #GCDigital family is pretty amazing, [https://www.youtube.com/watch?v=bITeT65Rwcc learn more here]!   

   

   

== Where We're Headed ==

== Where We're Headed ==

* Develop guidelines and processes to enhance operational efficiency and communications across the DG’s office and the entire directorate

* Develop guidelines and processes to enhance operational efficiency and communications across the DG’s office and the entire directorate

=== AS-04 – Talent Acquisition Analyst ===

=== AS-04 – Talent Acquisition Analyst (CBC) ===

This person will work closely with CAS' HR team and hiring managers to attract top talent into our team. They do so by researching and contacting candidates through social media and other channels to share stories and explain how great it is to work in our team, to entice them to apply to our open positions and competitions, to conduct a preliminary assessment of ''right fit'' and to answer any questions they may have. ITSD will be looking to staff many positions in the coming months and we need someone to help us find the best available team members out there.         

This person will work closely with CAS' HR team and hiring managers to attract top talent into our team. They do so by researching and contacting candidates through social media and other channels to share stories and explain how great it is to work in our team, to entice them to apply to our open positions and competitions, to conduct a preliminary assessment of ''right fit'' and to answer any questions they may have. ITSD will be looking to staff many positions in the coming months and we need someone to help us find the best available team members out there.         

The manager will lead CAS' journey to leverage modern, secure cloud-based tools for enhanced productivity, collaboration and email, and equipping the GC workforce with modern workplaces and secure devices; while aligning to best practices specific to the judicial sector, such as recommendations from the [https://cjc-ccm.ca/sites/default/files/documents/2021/Blueprint%206th%20edition%202021-02-11_Final_EN.pdf Blueprint for the Security of Court Information].         

The manager will lead CAS' journey to leverage modern, secure cloud-based tools for enhanced productivity, collaboration and email, and equipping the GC workforce with modern workplaces and secure devices; while aligning to best practices specific to the judicial sector, such as recommendations from the [https://cjc-ccm.ca/sites/default/files/documents/2021/Blueprint%206th%20edition%202021-02-11_Final_EN.pdf Blueprint for the Security of Court Information].         

=== IT-04 – Enterprise Architect ===

=== IT-04 – Enterprise Architect (English or French essential) ===

This person will lead our Enterprise Architecture practice and provide solution architecture guidance and ensure that considerations from various domain architectures (business, information, application, technology and security) all come together to inform solution architecture decisions. This person will also work across the organization to ensure we develop common solutions for similar business capabilities and that we establish application and technology standards.         

This person will lead our Enterprise Architecture practice and provide solution architecture guidance and ensure that considerations from various domain architectures (business, information, application, technology and security) all come together to inform solution architecture decisions. This person will also work across the organization to ensure we develop common solutions for similar business capabilities and that we establish application and technology standards.