NOVA SCOTIA LEGAL AID COMMISSION
OFFICE OF THE EXECUTIVE DIRECTOR
102-137 Chain Lake Drive
Halifax, NS B3S 1B3
T 1-902-420-6571 TF 1-877-420-6578
F 1-902-420-3471
www.nslegalaid.ca
NOTICE OF VACANCY IN
SENIOR STAFF COUNSEL POSITION
TO:
ALL PERMANENT STAFF LAWYERS
FROM:
KAREN HUDSON, QC
EXECUTIVE DIRECTOR
DATE:
APRIL 21, 2011
This will inform you that there will be two (2) vacancies in the fifteen (15)
Senior Staff Counsel (SSC) Positions.
I direct your attention to the terms of the Staff Lawyer Pay Plan Policy
(SLPPP) (02/01/02). There is no specific form of application mandated but I
direct your attention to Article 7.2 which sets out a minimum eligibility floor
(as of August 1, 2011), and 7.3(c) which places responsibility on the
Applicant to provide in their Application any and all detailed information that
the Applicant wishes to have considered as part of the Selection Process. If
you do not have a copy of the Staff Lawyer Pay Plan Policy, a copy is
available from your Managing Lawyer.
A full read of the Staff Lawyer Pay Plan Policy (SLPPP) including the attached
Schedule “C” will inform Applicants of the selection criteria.
For any Staff Lawyers who previously applied for a SSC position, we have
your previous materials on file. Should you reapply for the current vacancy,
you must indicate in your application if you would like your previous
materials included as part of your current application. Unless you advise to
include your previous materials on file, they will not be considered. If you
indicate to include your previous materials, you may then simply provide an
update from your previous application date to the present or, you can
provide all new materials as you desire.
KH/ald
Attachment

PLEASE TAKE NOTICE THAT ALL APPLICATIONS MUST BE RECEIVED
BY MY OFFICE NO LATER THAN 4:30 P.M. ON FRIDAY, MAY 13, 2011.
NO APPLICATIONS RECEIVED SUBSEQUENT TO THAT DATE/TIME
WILL BE CONSIDERED. ALL APPLICATIONS SHOULD BE ADDRESSED
TO AMY DICKSON.
STAFF LAWYER PAY PLAN POLICY
SCHEDULE ”C”
PERFORMANCE EVALUATION CRITERIA
The performance and continuing professional development of all Staff
Lawyers will be reviewed and evaluated annually based on the
demonstration of the following core competencies and on the achievement of
any specific performance targets applicable to individual Staff Lawyers:
A. WORK ETHIC:
The Evaluator will consider the following factors in assessing the work ethic
of the Employee:
1.
2.
3.
4.
5.
6.
Number of Applications received during period of evaluation.
Caseload Mix: The Evaluator will consider: the relative complexity of
the cases making up the Employee's caseload; the Employee's
willingness to take on difficult cases; the Employee's willingness to
take on difficult clients.
Does the Employee practice effective time management skills by
scheduling work effectively leading to timely project completion.
Consistently demonstrates initiative: ability to be decisive and
consistently takes appropriate independent action to deal with
problems; takes charge quickly in critical situations; takes action
beyond what is minimally necessary.
Demonstrates adaptability: copes with rapidly changing or poorly
defined demands; adapts readily with a positive attitude to new ideas,
new ways of doing things, and new or unusual situations or
assignments.
Productivity: Maintains a significant caseload while delivering legal
services with a high degree of competence. Strives to meet service
demands of office on a timely basis.
B. PROFESSIONAL DEVELOPMENT:
The Evaluator will consider the following factors in assessing the overall
professional development of the Employee:
1.
Does the Employee seek enhancement of advocacy skills:
 by developing an expertise in their areas of practice
 by maintaining and improving their skills in advocating on behalf of
the clients' interests
SCHEDULE “C” – PAGE 2
2.
Does the Employee keep current with changes in the law affecting
their areas of practice:
 by attending continuing legal education as available
 by seeking out and reading appropriate materials as available
C. QUALITY OF LEGAL SERVICES PROVIDED:
1.
The Evaluator will consider the following factors in rating the Employee
on the overall quality of legal services provided to clients by the
Employee:
 accurate assessment of client's legal position
 identification of realistic goals for client
 implementation of appropriate strategies to achieve the identified
goals
 has ability to skilfully advocate by making effective formal
presentations in a concise and clear manner.
 Employee's ability in legal writing
 Employee's ability to critically appraise settlement opportunities for
optimal benefit to client
 Employee accepts responsibility in seeing that the office is meeting
the needs of the client community
 The Employee delegates responsibility when appropriate with
adequate follow-up control
D. FULFILLMENT OF DUTIES OF EMPLOYMENT:
1.
The Evaluator will consider the following factors in rating the Employee
on their fulfilment of the duties of their employment:
 shows
willingness
to
accept
directions
from
Managing
Lawyer/Director
 cooperates with initiatives and policies of Commission
 effectively carries out any management functions contained in the
Employee's duties
 accepts a personal responsibility to keep him or herself informed of
the policies of the Nova Scotia Legal Aid Commission and
cooperates and complies with those policies.
 in particular, and without derogating from the importance of
complying with the other policies of the Commission, and
considering the importance of Daily Time Reports (DTR) as the
single most important document in making the funding claims to
the Federal Government (worth approximately three {3} million
dollars), has the Employee maintained Daily Time Reports as per
policy directive? Failure in this regard will result in a reduction in
the overall Performance Rating of the Employee.
SCHEDULE “C” – PAGE 3
E. INTERPERSONAL SKILLS:
The Evaluator will consider the following factors in rating the Employee on
interpersonal skills:
1.
2.
3.
4.
5.
6.
7.
Does the Employee strive to maintain positive solicitor/client
relationships?
Does the Employee strive to maintain appropriate professional
relationships with the Courts and other members of the Bar?
Does the Employee strive to maintain positive and appropriate
interpersonal relations with support staff and peers?
Does the Employee contribute towards a positive and productive work
environment?
Does the Employee encourage open discussion of differences of
opinion with support staff and peers through impartial questioning and
clarification that is directed toward a positive outcome?
Does the Employee provide information and exchange of ideas with
support staff and peers in a way that promotes open and candid
communication and understanding?
Does the Employee contribute to the maintenance of a
collegial/professional atmosphere in the workplace by recognizing the
work and effort of the support staff and peers?