Job Board

About the Mercury Disability Board:

Throughout the 1960s, a pulp and paper mill in Dryden, Ontario discharged 10  tonnes of mercury into the English and Wabigoon Rivers, upstream from Grassy  Narrows First Nation and Wabaseemoong Independent Nations (formerly  Islington, formerly Whitedog). In November 1985, the two Nations reached a  settlement with the mill owners, the federal government, and the province of  Ontario for the devastating socio-economic and health impacts of the mercury  contamination. Among other things, the settlement provided for the establishment  of a disability benefits scheme for community members who have signs,  symptoms or conditions consistent with mercury poisoning. 

The Mercury Disability Board (“MDB”) supervises the administration of the  disability benefits scheme and oversees a claims and appeals process that is  available to all Wabaseemoong and Grassy Narrows band members. 

To receive MDB benefits, applicants from the First Nations undergo medical  assessments and may submit medical records and other documents to support  that they have signs, symptoms or conditions consistent with mercury poisoning.  Physician members of the MDB Board assess the applicant’s claim file and  determine their point score which corresponds with a monthly benefit amount to  be paid out by Canada Life from the Mercury Disability Fund. 

The Mercury Disability Board, with support of both Grassy Narrows First Nation  and Wabaseemoong Independent Nations, as well as a panel of renowned  experts from Canada and the US, has been undergoing a modernization  process to align Fund administration, including medical assessments, with  current best practices. 

The Mercury Disability Board has recently adopted a reformed Appeal/Review  Process and is seeking to engage Adjudicators to implement the new process.

About the Appeal/Review Process: 

The reformed Appeal/Review Process establishes a process where MDB  claimants can request that the decision made with respect to their MDB claim be  appealed. A claimant may seek an appeal of a decision for many reasons, for  example, if they were found to be ineligible for benefits, if they disagree with the  amount of points and monthly benefits they were awarded, or if they believed that  the decision making process was unfair or that there was an error.  

Appeals are heard by an Appeal/Review Panel made up of three Adjudicators  from the MDB’s Roster of Adjudicators retained by the Adjudication Selection  Committee made up of the MDB Chair and representatives from the First  Nations. The Panel may hear and consider evidence and testimony from the  applicant and others present at the hearing and will ensure that the hearing is  conducted in a fair and equitable manner. The Panel will make a decision and  may vary the final score of the assessment process. The Panel’s decision is final.

About the Adjudicator position: 

As an Adjudicator you will:

• Conduct a hearing (in person or virtual) with two other Adjudicators upon  the MDB’s request, with at least 30 days of notice and within no more than  90 days after the MDB’s receipt of the Appeal/Review Request Form
• During the hearing, call and hear evidence from the applicant, including  new materials and medical documentation not previously considered by  the MDB Board, and examine or cross-examinate any person present at  the hearing
• Ensure that the hearing is conducted in a fair and equitable manner • Deliberate with the other Adjudicators on the Panel to reach a decision  with reasons which will be communicated to the applicant orally and will  be recorded in writing
• Consider relevant legislation, policy documents, and principles in the  decision-making process, including:
  • The Grassy Narrows and Islington Indian Bands Mercury Pollution Claims Settlement Act, S.C. 1986 and the English and Wabigoon River Systems Mercury Contamination Settlement Agreement Act, 1986, S.O. 1986
  • The Plan Document between Canada Life and the MDB
  • The MDB’s Expert Panel Report
  • The Reformed Assessment Process (Adult and Youth)
  • The MDB’s Guiding Principles, as well as principles of fairness,  equity, natural justice, and reconciliation
• Act in good faith, in accordance with the principles of natural justice, and  in a manner consistent with the spirit of reconciliation and MDB reform

What you bring to the team:
Mandatory requirements
As the successful candidate, you have professional experience as a medical professional or have knowledge of, or experience in, healthcare, disability or  injury benefits adjudication, or administration (for example, work experience as a  hospital administrator or benefits adjudicator). You have experience performing in  a time-sensitive, caseload-driven environment that is subject to a high degree of  scrutiny. You will have well-developed writing skills; experience in interpretation  and application of complex legislation and policies; familiarity with administrative  law concepts applicable to the exercise of statutory decision-making authority;  excellent analytical skills; aptitude for impartial adjudication and well-developed  communication/ interpersonal skills. 

Asset qualifications 

• Strong communication skills (orally and in writing)
• Experience working with First Nation communities is an asset

Benefits

• Work with a modern and high-performing organization committed to creating  fair processes for First Nations applicants and claimants
• Flexible hybrid work model with the opportunity to work remotely
• Workplace with a commitment to creating a positive organizational culture
• Ability to participate in the ongoing reform of the MDB at a critical moment
• Ability to contribute to justice for First Nations community members impacted by decades of mercury poisoning and unjust MDB processes 

Applying: 

Applications must be received by the end of day Friday April 10, 2026.
Applicants are asked to also provide a writing sample demonstrating their writing  and decision-making skill.
How to Apply: Please submit your application and writing sample to  support@mercurydb.ca 
Compensation: $200-350/hr (Experience dependent)

The first ever national ADR survey is now LIVE! 

Humber Polytechnic and ADR Institute of Canada (ADRIC) are proud to launch A Deeper Examination of the ADR Landscape in Canada, funded by the National Sciences and Engineering Research Council of Canada (NSERC). This novel survey of ADR practitioners across Canada represents an important moment for the field of ADR, offering an opportunity to capture a comprehensive picture of the profession.   

The research findings will help identify trends, guide policy, inform professional development, and strengthen the delivery of ADR services across the country. We encourage all ADR practitioners to participate in this survey and contribute their voice to help shape the future of 

Your support is greatly appreciated!

Call for Expressions of Interest for the Health and Supportive Care Providers Oversight Authority’s (HSCPOA) Discipline Committee

Who is HSCPOA?

The Health and Supportive Care Providers Oversight Authority (HSCPOA) was  created by the Ontario Government to protect the public interest. We do this by  providing oversight of Personal Support Workers (PSWs) who are registered with  HSCPOA (registrants) and ensuring that they provide safe, quality, and ethical care  to recipients of health and supportive care services that aligns with the  requirements outlined in the Code of Ethics Regulation, under the Health and  Supportive Care Providers Oversight Authority Act, 2021 (the Act). If anyone has a  concern about the conduct or care they received from a registrant, they have the  right to submit a complaint. 

One of the possible outcomes of complaints and investigations, as prescribed in  section 44 of the Act, is that HSCPOA’s CEO may refer contraventions of HSCPOA’s  Code of Ethics to the Discipline Committee.

What is the Purpose of the Discipline Committee? 

The Act requires HSCPOA’s Board of Directors (the “Board”) to establish a  Discipline Committee to hear and determine, in accordance with the prescribed  procedures, issues concerning whether registrants have failed to comply with the  prescribed code of ethics that applies to them. Once a matter is referred to the  Discipline Committee, the Committee Chair will assign a Discipline Panel of  between three and five committee members to hold a hearing.  

Composition of the Discipline Committee 

To reflect the diversity and multiculturism of Ontarians and the greater PSW  sector, HSCPOA is seeking at least seven individuals with wide-ranging  backgrounds and experience for the Discipline Committee. HSCPOA’s goal is to  have a mixed composition of skilled adjudicators, professionals familiar with the healthcare landscape in Ontario, and members of the public who understand the  work and environment in which PSWs work.  

Requirements/Restrictions 

The requirements for persons interested in serving on the Discipline Committee  are outlined in sections 2 and 4 of Ont. Reg. 212/24 (Discipline and Appeals  Regulation) under the Act. Persons are eligible to be appointed to the Discipline  Committee, if on the date of appointment, they: 

• are not a current or former HSCPOA registrant; 
• have not at any time applied for registration under the Act, but had their  application refused by HSCPOA’s CEO; 
• are not a member of HSCPOA’s Board or any of its committees; • are not employed by HSCPOA and have not been employed by HSCPOA  within the previous 12 months;  
• reside in Ontario; 
• are not, and have not been within the previous 5 years a director, owner,  board member, officer or employee of a professional association that  represents any class of registrants; 
• are not, and have not been within the previous 5 years a director, board  member, officer, or employee of a trade union that represents any class of  registrants; 
• are not, and have not been within the previous 5 years a member of the  council or board of a College of a health profession or group of health  professions established or continued under a health profession Act; 
• are not the subject of any professional disciplinary, incompetence or  incapacity proceeding in any jurisdiction; 
• have not been the subject of any professional misconduct, incompetence or  incapacity finding in any jurisdiction in the preceding 6 years; 
• are not currently nor previously been a plaintiff in a lawsuit or an applicant  in an application against the Authority; and 
• have not been removed from a board or a committee of the Authority within  the previous 3 years.

In addition: 

• a person may only serve on one committee at a time; 
• the Board shall designate one of the members of the committee as chair  and one or more as vice chairs; 
• if the chair is absent or unable to act, or if the office of the chair is vacant,  the vice chairs shall designate one of them to act in the place of the chair,  and shall have the powers of the chair; 
• committee members hold office at the pleasure of the Board and for the  term specified by the Board; and  
• the Board may rescind the appoint of a committee member prior to the  expiry of their appointment at any time.  

Qualifications 

HSCPOA is seeking individuals with experience in one or more of the following  areas: 

– impartial adjudication including leading hearings and/or tribunals (three or  more years);
– familiarity with the PSW and/or healthcare sector landscapes in Ontario and  an understanding of those who utilize health and supportive care services  including vulnerable populations;
– understanding of the subject matter dealt with by HSCPOA including but not  limited to what is prescribed in the governing legislation, the Act, and the  following regulations under the Act: the Code of Ethics, Complaints,  Discipline and Appeals, Register, and Funding for Therapy and Counselling,  and the Discipline Committee and Appeals Committee Rules of Procedure.  

In addition, the successful candidate should demonstrate the following: 

– ability to interpret and apply policies, procedures, and relevant legislation  such as the Act and its regulations, and the Statutory Powers Procedure Act etc.;
– adept at applying the principles of procedural fairness, transparency, and  integrity in relation to decision-making and while preparing for and  attending hearings and/or proceedings;
– capable of evaluating evidence and credibility while effectively applying  governing legislation and policies;
– confident sharing ideas, questions, and concerns, and engaging in  meaningful discussions that promote multiple perspectives;
– manages conflict and differing interests while upholding decorum, due  process, and respectful interactions among hearing colleagues and  participants;
– demonstrates the capacity to prepare clear, well-supported written  decisions in a prompt manner;
– identifies and appropriately addresses situations that may present potential  bias or conflicts of interest;
– commitment to diversity and contributing to an inclusive and cohesive team  environment;
– ability to listen actively and communicate effectively with all relevant  parties;
– computer literacy and ability to work with paperless files; and  – willingness to participate in any relevant training deemed necessary by  HSCPOA and/or the Committee Chair/Vice-Chair to effectively carry out your  duties.  

Location  

Committee work will be primarily conducted virtually via a remote working  structure. Participants will require access to a computer with a working camera,  microphone, and stable internet connection. However, from time to time  dependent on the nature of the concerns in the matter you are considering, at the  discretion of the Chair, you may be required to attend a hearing in person.  

Time Commitment and Term  

HSCPOA only began registering PSWs in December 2024. At this time, the  Ministry of Health has chosen to make registration with HSCPOA voluntary.  Currently there are just over 9,000 registrants from a potential number of over  100,000 PSWs. To date there have been very few complaints filed with HSCPOA  and no referrals to the Discipline Committee. As such, at this time we are unable to  provide an estimate with regards to time commitment or number of hearings or  matters in which you may be involved. That said, candidates must be able to  commit to attending hearings that may run for a number of days concurrently. As the number of registrants continues to grow; there will be an increased likelihood  for the need of the services of the Discipline Committee.  

Members of the Discipline Committee are appointed by the Board and serve at the  pleasure of the Board. The length of a committee member’s term is at the  discretion of the Board; however, members shall typically be appointed for three  years, with some staggered one and two-year terms, to ensure continuity.  

Orientation 

Members of the Discipline Committee will receive full orientation to HSCPOA’s  mandate, and role, and training with respect to managing and participating in a  disciplinary or appeal proceeding.  

Remuneration  

Members of the Discipline Committee will be compensated for meeting and  preparation time according to the HSCPOA Director and Committee Member  Remuneration and Administration Policy. Committee members will receive per  diems of $250.00 for meetings between 1 and 3.5 hours (half day), and $500.00 for  meetings over 3.5 hours (full day). Preparation time, if applicable, shall be payable  at the same rates as noted above. Lastly, travel per diems with restrictions are also  available, as are daily meal expenses, if a meal is not provided by HSCPOA. 

In addition to the per diems noted above, the Discipline Committee Chair will also  receive an annual retainer payment of $2,500.00 that provides remuneration for  HSCPOA related activities outside of meetings (phone calls, and emails etc.).  

Language of Service 

Pursuant to the French Language Services Act, HSCPOA has a statutory obligation  to ensure that French services are provided in a manner that is clearly visible,  publicized, easily accessible and of equivalent quality to those offered in English.  Any party to a proceeding who comes before a panel of HSCPOA’s Discipline  Committee has a right to communication in French and to receive available  services in French. As such, HSCPOA is actively seeking candidates who can conduct hearings, communicate as necessary and adjudicate in French. Bilingual  (French and English) candidates are strongly encouraged to apply. Successful  bilingual candidates may undergo an assessment to determine language  proficiency and ability to deliver French Language Services. 

Application Process 

Please address your cover letter and resume to HSCPOA’s CEO, Trevor Lee, and  submit it to HSCPOA’s Complaints, Investigations, Discipline and Appeals  Manager, Daniël Jansen, at daniel.jansen@hscpoa.com by Friday, April 10, 2026. In your cover letter, highlight any relevant experience and qualifications that would  make you a suitable candidate for HSCPOA’s Discipline Committee.  

Following receipt of applications, HSCPOA’s CEO will review all the submissions  and then provide a short list of qualified individuals to HSCPOA’s Board for their  consideration, approval and appointment.  

For any inquiries, questions or additional information, please email:  daniel.jansen@hscpoa.com.  

HSCPOA appreciates your interest in enhancing public safety, holding registrants  accountable for their actions, and collectively upholding the quality-of-care PSWs  provide in Ontario. Note that only individuals being considered for a Discipline  Committee position will be contacted. HSCPOA abides by and respects the  principles set forth in the Ontario Human Rights Code and the Accessibility for  Ontarians with Disabilities Act.

Call for Expressions of Interest for the Health and Supportive Care Providers Oversight Authority’s (HSCPOA) Appeals Committee 

Who is HSCPOA?

The Health and Supportive Care Providers Oversight Authority (HSCPOA) was  created by the Ontario Government to protect the public interest. We do this by  providing oversight of Personal Support Workers (PSWs) who are registered with  HSCPOA (Registrants) and ensuring that they provide safe, quality, and ethical  care to recipients of health and supportive care services that aligns with the  requirements outlined in the Code of Ethics Regulation, under the Health and  Supportive Care Providers Oversight Authority Act, 2021 (the Act). If anyone has a  concern about the conduct or care they received from a Registrant, they have the  right to submit a complaint. 

One of the possible outcomes of complaints and investigations, as prescribed in  section 44 of the Act, is that HSCPOA’s CEO may refer contraventions of HSCPOA’s  Code of Ethics to the Discipline Committee. Decisions of the Discipline Committee  may be appealed to HSCPOA’s Appeals Committee. 

What is the Purpose of the Appeals Committee? 

The Act requires HSCPOA’s Board of Directors (the “Board”) to establish an  Appeals Committee to consider in accordance with the prescribed procedures,  appeals from orders of a Discipline Panel. When a final order of a Discipline Panel  is appealed, the Appeals Committee Chair will assign an Appeals Panel of between  three and five committee members to hear the appeal. 

Composition of the Appeals Committee 

To reflect the diversity and multiculturism of Ontarians and the greater PSW  sector, HSCPOA is seeking at least seven individuals with wide-ranging  backgrounds and experience for the Appeals Committee. HSCPOA’s goal is to have  a mixed composition of skilled adjudicators, professionals familiar with the healthcare landscape in Ontario, and members of the public who understand the  work and environment in which PSWs work. 

Requirements/Restrictions 

The requirements for persons interested in serving on the Appeals Committee are  outlined in sections 2 and 4 of Ont. Reg. 212/24 (Discipline and Appeals  Regulation) under the Act. Persons are eligible to be appointed to the Appeals  Committee, if on the date of appointment, they: 

• are not a current or former HSCPOA registrant; 
• have not at any time applied for registration under the Act, but had their  application refused by HSCPOA’s CEO; 
• are not a member of HSCPOA’s Board or any of its committees; • are not employed by HSCPOA and have not been employed by HSCPOA  within the previous 12 months;  
• reside in Ontario; 
• are not, and have not been within the previous 5 years a director, owner,  board member, officer or employee of a professional association that  represents any class of registrants; 
• are not, and have not been within the previous 5 years a director, board  member, officer, or employee of a trade union that represents any class of  registrants; 
• are not, and have not been within the previous 5 years a member of the  council or board of a College of a health profession or group of health  professions established or continued under a health profession Act; 
• are not the subject of any professional disciplinary, incompetence or  incapacity proceeding in any jurisdiction; 
• have not been the subject of any professional misconduct, incompetence or  incapacity finding in any jurisdiction in the preceding 6 years; 
• are not currently nor previously been a plaintiff in a lawsuit or an applicant  in an application against the Authority; 
• and have not been removed from a board or a committee of the Authority  within the previous 3 years.

In addition: 

• a person may only serve on one committee at a time; 
• the Board shall designate one of the members of the committee as chair  and one or more as vice chairs; 
• if the chair is absent or unable to act, or if the office of the chair is vacant,  the vice chairs shall designate one of them to act in the place of the chair,  and shall have the powers of the chair; 
• committee members hold office at the pleasure of the Board and for the  term specified by the Board; and  
• the Board may rescind the appoint of a committee member prior to the  expiry of their appointment at any time.  

Qualifications 

HSCPOA is seeking individuals with experience in one or more of the following  areas: 

– impartial adjudication including leading hearings and/or tribunals (three or  more years);
– familiarity with the PSW and/or healthcare sector landscapes in Ontario and  an understanding of those who utilize health and supportive care services  including vulnerable populations;
– understanding of the subject matter dealt with by HSCPOA including but not  limited to what is prescribed in the governing legislation, the Act, and the  following regulations under the Act: the Code of Ethics, Complaints,  Discipline and Appeals, Register, and Funding for Therapy and Counselling,  and the Discipline Committee and Appeals Committee Rules of Procedure.  

In addition, the successful candidate should demonstrate the following: 

– ability to interpret and apply policies, procedures, and relevant legislation  such as the Act and its regulations, and the Statutory Powers Procedure Act etc.;
– adept at applying the principles of procedural fairness, transparency, and  integrity in relation to decision-making and while preparing for and  attending hearings and/or proceedings;
– capable of evaluating evidence and credibility while effectively applying  governing legislation and policies;
– confident sharing ideas, questions, and concerns, and engaging in  meaningful discussions that promote multiple perspectives;
– manages conflict and differing interests while upholding decorum, due  process, and respectful interactions among hearing colleagues and  participants;
– demonstrates the capacity to prepare clear, well-supported written  decisions in a prompt manner;
– identifies and appropriately addresses situations that may present potential  bias or conflicts of interest;
– commitment to diversity and contributing to an inclusive and cohesive team  environment;
– ability to listen actively and communicate effectively with all relevant  parties;
– computer literacy and ability to work with paperless files; and  – willingness to participate in any relevant training deemed necessary by  HSCPOA and/or the Committee Chair/Vice-Chair to effectively carry out your  duties.  

Location  

Committee work will be primarily conducted virtually via a remote working  structure. Participants will require access to a computer with a working camera,  microphone, and stable internet connection. However, from time to time  dependent on the nature of the concerns in the matter you are considering, at the  discretion of the Chair, you may be required to attend an appeal proceeding in  person.  

Time Commitment and Term  

HSCPOA only began registering PSWs in December 2024. At this time, the  Ministry of Health has chosen to make registration with HSCPOA voluntary.  Currently there are just over 9,000 registrants from a potential number of over  100,000 PSWs. To date there have been very few complaints filed with HSCPOA and no referrals to the Discipline Committee. As such, at this time we are unable to  provide an estimate with regards to time commitment or number of appeals  proceedings in which you may be involved. That said, candidates for the role of  Appeals Committee member must be able to commit to attending hearings that  may run for a number of days concurrently. As the number of registrants  continues to grow, there will be an increased likelihood for the need of the  services of the Appeals Committee. 

Members of the Appeals Committee are appointed by the Board and serve at the  pleasure of the Board. The length of a committee member’s term is at the  discretion of the Board; however, members shall typically be appointed for three  years, with some staggered one and two-year terms, to ensure continuity. 

Orientation 

Members of the Appeals Committee will receive full orientation to HSCPOA’s  mandate, and role, and training with respect to managing and participating in a  disciplinary or appeal proceeding.  

Remuneration  

Members of the Appeals Committee will be compensated for meeting and  preparation time according to the HSCPOA Director and Committee Member  Remuneration and Administration Policy. Committee members will receive per  diems of $250.00 for meetings between 1 and 3.5 hours (half day), and $500.00 for  meetings over 3.5 hours (full day). Preparation time, if applicable, shall be payable  at the same rates as noted above. Lastly, travel per diems with restrictions are also  available, as are daily meal expenses, if a meal is not provided by HSCPOA. 

In addition to the per diems noted above, the Appeals Committee Chair will also  receive an annual retainer payment of $2,500.00 that provides remuneration for  HSCPOA related activities outside of meetings (phone calls, and emails etc.).  

Language of Service 

Pursuant to the French Language Services Act, HSCPOA has a statutory obligation  to ensure that French services are provided in a manner that is clearly visible, publicized, easily accessible and of equivalent quality to those offered in English.  Any party to a proceeding who comes before a panel of HSCPOA’s Appeals  Committee has a right to communication in French and to receive available  services in French. As such, HSCPOA is actively seeking candidates who can  conduct hearings, communicate as necessary and adjudicate in French. Bilingual  (French and English) candidates are strongly encouraged to apply. Successful  bilingual candidates may undergo an assessment to determine language  proficiency and ability to deliver French Language Services. 

Application Process 

Please address your cover letter and resume to HSCPOA’s CEO, Trevor Lee, and  submit it to HSCPOA’s Complaints, Investigations, Discipline and Appeals  Manager, Daniël Jansen, at daniel.jansen@hscpoa.com by Friday, April 10, 2026. In your cover letter, highlight any relevant experience and qualifications that would  make you a suitable candidate for HSCPOA’s Appeals Committee.  

Following receipt of applications, HSCPOA’s CEO will review all the submissions  and then provide a short list of qualified individuals to HSCPOA’s Board for their  consideration, approval and appointment.  

For any inquiries, questions or additional information, please email:  daniel.jansen@hscpoa.com.  

HSCPOA appreciates your interest in enhancing public safety, holding registrants  accountable for their actions, and collectively upholding the quality-of-care PSWs  provide in Ontario. Note that only individuals being considered for an Appeals  Committee position will be contacted. HSCPOA abides by and respects the  principles set forth in the Ontario Human Rights Code and the Accessibility for  Ontarians with Disabilities Act.

The Workplace Safety and Insurance Appeals Tribunal (WSIAT) is inviting applications for a full-time Vice-Chair, Order in Council position. Interested applicants must apply through Ontario’s Public Appointments Secretariat (PAS #260004).

The Workplace Safety and Insurance Appeals Tribunal is committed to fostering and sustaining a diverse, inclusive, equitable and accessible workplace.

The Workplace Safety and Insurance Appeals Tribunal (WSIAT) is inviting applications for a part-time Vice-Chair, Order in Council position. Interested applicants must apply through Ontario’s Public Appointments Secretariat (PAS #260002).

The Workplace Safety and Insurance Appeals Tribunal is committed to fostering and sustaining a diverse, inclusive, equitable and accessible workplace.

*Les détails au sujet des postes seront annoncés sous peu (voir la section Postes annoncés sur le site www.pas.gov.on.ca). Les personnes intéressées doivent poser leur candidature par l’intermédiaire du Secrétariat des nominations de l’Ontario. 

Le TASPAAT se veut un milieu de travail diversifié, inclusif, équitable et accessible.

The City of Thunder Bay provides exceptional quality of life to those who live, work,  and play in Thunder Bay – a culturally vibrant, economically diverse community with a  metro population of over 120,000. Located on the north shore of Lake Superior, under  the protective watch of the Sleeping Giant, Thunder Bay is rich in people and resources,  and connects Northwestern Ontario to the world. We value our high quality of life and  promote a clean, green, beautiful, and healthy community that provides economic  opportunity, respects diversity, and provides affordable and safe neighbourhoods that  are accessible to all. 

The City of Thunder Bay is a place where art, culture and nature come together! Lead with purpose. Empower your team. 

At the City of Thunder Bay, Our City Runs on People Like You. Together, we’re  building a workplace where everyone belongs – where your leadership enhances lives,  strengthens community, and supports the people delivering court services every day. This includes our Court Services team, where your expertise, vision, and values make a  lasting impact. You will be part of a work environment that supports respectful  interactions, meaningful opportunities to grow, and a culture that promotes well-being  and collaboration. 

Thunder Bay offers more than a fulfilling career. With its natural beauty, affordability,  and strong sense of community, it’s a city where you can grow personally and  professionally. 

Where You’ll Make a Difference Every Day 

As the Manager Court Services, you’ll be responsible for providing strategic leadership  and the effective, efficient, and integrated approach to the management of the Court  Services Section, and its overall administration and development, and related  accounting and financial reporting requirements. 

Whether you live in Thunder Bay, are looking to return, or are excited to make the City  your new home, join a team where your skills, expertise, and presence make a real  impact on the community. 

How You’ll Support the Team 

In this role, you will: 

• Participate with the Director in planning and implementing short- and long-range  goals and objectives and ensuring quality service. 
• Develop, implement, and monitor policies and procedures, consistent with  legislative requirements, Municipal Partner, and Corporate objectives for the  effective operation of the Section. 
• Act as an agent on behalf of the local area municipal partners and meets the  obligations set out in the Memorandum of Understanding, the Local Side  Agreement and the Inter-Municipal Agreement. 
• Participate, as a member of the Revenue Division Leadership Team by providing  input into Division organizational and operational reviews, human resource  management, budget issues, technical matters, and major issues management.  Also participate by providing input into the identification and development of  Divisional policies, strategic initiatives, projects, and priorities. 
• Be responsible for the review, evaluation, and development of new processes  and workflows based on legislative changes and statutory programs pertaining to  Court Services. 
• Provide functional and technical advice, guidance, explanations, and expertise to  internal and external stakeholders. 
• Develop, manage, and liaise with key stakeholders in the justice system, City  departments, municipal partners, general public, federal and provincial  government ministries, and outside agencies to ensure services and reporting  requirements are effectively managed. 
• Develop and oversee the collection of outstanding fines in accordance with the  City’s collection policy and the Ministry of Attorney General’s write-off guidelines. • Act as Clerk of the Court and Commissioner for taking affidavits. 

What You Can Count On With Us 

We’re proud to offer a workplace where your well-being, growth, and sense of purpose  come first. As part of the City of Thunder Bay, you’ll enjoy: 

• A competitive salary that reflects your expertise 
• A matching pension plan to help you build long-term financial security • Comprehensive health, vision, and dental coverage, plus life insurance for peace  of mind 
• Generous paid vacation and holidays, with the option to purchase additional  leave days when you need more time off 
• Access to a confidential Employee and Family Assistance Program (EFAP) and  wellness initiatives to support your overall health 
• Leadership development and tuition reimbursement programs, so you can  continue to grow your skills and career 
• A culture of recognition and appreciation, with staff events and programs that  celebrate your contributions 
• The opportunity to lead a dedicated and talented team, who are highly respected  within the Corporation 

What You’ll Bring to the Team 

Here’s what will help you succeed as a Manager Court Services: 

• Degree in public or business administration, commerce, or related discipline; and • Six years’ experience in court administration or 
• Diploma in public, business or judicial administration, or related discipline; and eight years’ experience in court administration 
• Minimum five years of progressive management/supervisory experience, preferably in a unionized environment 
• Extensive knowledge, demonstrated ability to interpret regulations/legislation and processes related to court administration matters 
• Experience working with the ICON system (Integrated Court Offences Network) 

Belonging, Inclusion, and Your Privacy 

The City of Thunder Bay is proud to be an equal opportunity employer. We encourage  applications from Indigenous peoples, persons with disabilities, members of visible  minority groups, women, and members of the 2SLGBTQ+ community. We are  committed to a recruitment process and work environment that is inclusive and barrier free. 

If you need an accommodation during any part of the recruitment process, let us know  — we will work with you to meet your needs. 

For privacy and fairness, please do not include photos, ID cards, driver’s licences, or  police record checks with your application. These documents will only be requested if  you’re successful. 

General Information: 

As an equal opportunity employer, the City of Thunder Bay encourages applications  from Indigenous peoples, persons with disabilities, members of visible minority groups,  women and members of the 2SLGBTQ+ community. 

Ontario Human Rights Code

It is a contravention of the Human Rights Code of  Ontario to discriminate on the basis of: race, ancestry, place of origin, colour, ethnic  origin, citizenship, creed, sex, sexual orientation, marital status, family status, disability,  age, record of offences, gender identity or gender expression. Therefore, a resume  submitted to the City must not include references to any of the above  characteristics. Do not include: 

• Photos 
• Any certificates that have photo identification 
• Driver’s licences 
• Police records checks 

Note: The above documentation will be requested by the Human Resources Division  should you be the successful applicant. If a Criminal Record Check is required, it will be  requested by Human Resources should you be the successful applicant. Please do not  submit your Criminal Record Check with your application. 

Accommodation

Reasonable accommodations are available upon request for all  parts of the recruitment process. 

Privacy

Personal information on this form is collected under the authority of the  Municipal Act, c. 302, as amended, and will be used to determine eligibility for  employment. Questions about this collection of personal information should be directed  to the Human Resources Division, 125 Syndicate Ave Suite 42, Thunder Bay, Ontario,  P7E 6H8, Telephone: 625-3866