Why work here?
Why work here?
Why work here?
Finding the right job is no easy task and choosing where you want to invest your talent is a difficult decision! Here’s what you can expect from working with us.
At the OAG, we always strive to be better. We put a lot of energy into improving our work environment and adjusting to the needs of our people so that they feel valued and empowered to make the OAG the best it can be. We recognize the value of different educational, professional, and cultural backgrounds within our team. We also recognize that continuous learning is essential to our success. By supporting your personal and professional needs, we foster a better workplace.
“The best thing about working at the OAG is seeing the impact of your work on the management of government programs and services, and ultimately the lives of Canadians.”
Career planning and professional development
We firmly believe in supporting your professional aspirations. We offer many programs and resources to employees looking to further their career development:
- Paid training
- Examination and membership fees for professional designations
- Education grants for support service professionals
- An in-house learning curriculum, including instructor-led courses, self-directed studies, and on-the-job training
- Custom Competency Profile by job level
- Second-language training (French or English)
- Mentoring opportunities and career counselling
- Developmental assignments and interchange opportunities with other organizations
- Knowledge-sharing events, such as learning clinics and Knowledge Exchange Week
The OAG supports your personal needs outside of work and promotes a healthy, balanced lifestyle. We provide the following:
- Generous vacations—New employees receive three weeks of annual vacation.
- Family-friendly arrangements—These include leave for childbirth and adoption, marriage, care of a loved one, or bereavement.
- Other leave with pay—We offer many options including personal days, volunteer days, and educational leave.
- Flexible work arrangements—We offer flex-time, compressed workweeks, part-time arrangements, and teleworking.
- Overtime pay—Employees receive additional compensation when extra work is needed after hours.
Our benefits package provides a range of options:
- Defined-benefit pension plan—Benefits depend on age and years of service at retirement, and they are adjusted according to increases in the Consumer Price Index.
- Health and dental plans—The health plan covers 80% of most medical expenses, including prescription drugs and vision care; the dental plan pays 90% of routine treatments and 50% for other services.
- Disability benefits—Long-term disability insurance provides income-replacement benefits at 70% of your annual salary.
- Other insurance options—Life insurance, accidental death and dismemberment insurance, and dependants’ insurance plans are available at reasonable rates.
- Employee Assistance Program—Employees have access to a voluntary, confidential counselling and referral service for themselves and their families.
The OAG has policies and programs that help us meet our present needs without compromising the ability of future generations to do the same. Not only do we commit to environmentally friendly work practices in the office, but through our performance audits, we hold our clients accountable for their progress in sustainable development.
Our green initiatives include the following:
- In-office composting and recycling programs
- Sustainable development training for auditors
- Green Series—a series of presentations for employees to learn more about environmental and sustainable development issues
- Eco-friendly procurement policy
Diversity and inclusion
At the OAG, we take pride in having a workplace where the different backgrounds and talents of our employees are respected and valued. We embrace diversity in our workforce and encourage members of designated groups—women, visible minorities, Indigenous peoples, and persons with disabilities—to apply and self-identify on their applications.
We strive to eliminate barriers to employment of under-represented groups during the application and selection processes. Special testing arrangements can be made available to candidates who require accommodations such as alternative formats, extended duration, and technical aids.
The following are examples of our diversity and inclusion initiatives:
- OAG Cultural Festival, in celebration of Canadian Multiculturalism Day
- Cross-cultural training for managers and employees on assignment
- Awareness campaigns and celebrations of events supporting employment equity values and ideals, such as the International Day of Persons with Disabilities, Black History Month, Indigenous Awareness Week, and Women’s History Month
- Fundraising and awareness campaigns for various causes, such as the Canadian Imperial Bank of CommerceCIBC Run for the Cure, the Terry Fox Run, and disaster relief by the Canadian Red Cross
Awards and recognition
The OAG offers awards both formally and informally to employees who demonstrate exceptional leadership, innovation, and achievements. Auditor General Awards officially recognize individuals who consistently demonstrate the values we promote. Our Bravo Program recognizes both individual and collaborative efforts.
Being a leader at the OAG
The OAG is dedicated to maximizing our value to Canadians. Our leaders work together as a community to continuously enhance the efficiency, quality, and impact of our work. All leaders are expected to demonstrate and promote the behaviours in the OAG Leadership Contract.
OAG Leadership Contract
The OAG is dedicated to maximizing value to Canadians. At the OAG, we expect all leaders will work together as a community to continuously enhance the efficiency, quality, and impact of our work.
Therefore, as a leader at the OAG, I agree to live up to the following:
- I work with Canadians in mind—I work strategically and in the best interest of Canadians. This broad, big-picture approach is essential to maximize the impact of the OAG.
- I strive for greatness—I don’t settle; I drive myself and inspire others to challenge the status quo, innovate, and take intelligent risks. A focus on excellence is critical for our work to continue to be efficient and of the best quality, and to have the highest impact.
- I do the “hard” work—I tackle challenges, make the tough decisions, and have the difficult conversations related to organizational and people leadership, including managing change. I have an obligation to deal with issues and move things forward.
- I empower—I take accountability for ensuring that I contribute effectively for my role, as well as trust, support, and hold others accountable to perform their responsibilities. We are at our best when we work together and at the “right” level, with appropriate authority, and clarity of role and responsibility.
- I collaborate—I provide my full value as well as actively communicate with and engage others in my work. Developing relationships, leveraging diverse perspectives, and working together enhance our alignment and outputs.
- I develop—I am dedicated to developing myself as well as others. It is necessary for each of us to reach our potential so we can fully contribute to the success of the OAG, today and in the future.
Definition of empowerment at the OAG
At the OAG, empowerment means the following:
- I have a clear understanding of my roles and responsibilities.
- I have the authority I need to do my job.
- I have the support, the resources, training, and tools I need to do my job.
- I feel safe and comfortable to ask questions, propose solutions, and make decisions related to my work.