JOB PROFILE
POSITION 00000517
TITLE: PROGRAM MANAGER TIMBER PRICING
CLASSIFICATION: SCIENTIFIC/TECHNICAL
OFFICER 27-RES
MINISTRY: FORESTS, LANDS AND NATURAL RESOURCE OPERATIONS WORK UNIT: REGIONAL OPERATIONS
SUPERVISOR TITLE: RESOURCE MANAGER
SUPERVISOR POSITION #: 00000587
JOB OVERVIEW
To manage business and resource management practices for the Timber Pricing and Authorizations program
areas including staff and financial resources.
ACCOUNTABILITIES

Develops and implements multiple-year operational plans consistent with regional and ministry
objectives for a resource management program.

Supervises a diverse range of licensed and non-licensed professional and technical staff (5-10 FTEs),
including assignment of work, development and evaluation of performance plans and approval of
leave.

Coordinates and oversees operational activities as outlined by business objectives and governed by
regulatory, safety and professional standards.

Leads projects to address large-scale natural resource management issues or initiatives and leads
project planning sessions to determine project scope, define project deliverables and develop project
charters.

Represents the District on Regional and Provincial projects and initiatives.

Represents the ministry at high profile inter-jurisdictional working groups and committees to negotiate
agreements.

Develops and promotes working relationships with internal and external partners, stakeholders, and
government agencies to achieve program objectives, promote input to the resource management
process and to resolve differing opinions.

Directs staff in appropriate interpretation and application of relevant provincial legislation, policies and
regulations.

Evaluates the program and identifies opportunities to improve effectiveness and makes
recommendations to senior management.

Prepares program management reports and documents such as briefing notes, feasibility reports,
project documents, evaluation reports and business development documents.

Prepares and/or negotiates contracts, monitors performance and authorizes payment.

Manages a program budget and acts as expense authority.
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JOB REQUIREMENTS
EDUCATION AND EXPERIENCE:

Degree, diploma, certification or equivalent in a natural resource field, plus 5 years’ experience in
operational forest management activities.

Registered, or eligible for *immediate registration, as a Registered Forest Technologist (RFT), or
equivalent, with the Association of B.C. Forest Professionals.
*this means you are already a registered member in good standing in another Canadian jurisdiction, and able to
immediately transfer to ABCFP. Applicants must contact the ABCFP to confirm their eligibility to transfer prior to
applying.

A minimum of 1 year of experience supervising staff and/or leading a program.

Preference may be given to applicants with 3 or more years of recent supervisory experience.

Preference may be given to applicants with experience in negotiating/mediating solutions in natural
resource management.

Preference may be given to applicants with recent experience in forest revenue.

Preference may be given to applicants with 3 or more years of experience with the Coast Appraisal
Manual.
KNOWLEDGE, SKILLS AND ABILITIES:

Advanced knowledge of resource management practices.

Knowledge of conflict and dispute resolution principles and practices.

Preference many be given to applicants with knowledge of public consultation processes dealing with
resource management issues.

A valid Class 5 B.C. driver’s licence (or the ability to obtain one within 30 days of hire) is required.

Meet safety standards of Work Safe BC.

May be required to operate a variety of equipment.

Position involves field work which may include travel to remote areas by vehicle, boat, air or foot,
overnight or extended stay in rough camp conditions and outdoor work in all weather conditions. Must
be physically able to withstand the rigors of fieldwork.

Successful completion of security screening requirements of the BC Public Service, which may include a
criminal records check, and/or Criminal Records Review Act (CRRA) check, and/or enhanced security
screening checks as required by the ministry (Note: It is important that you read the job posting
carefully to understand the specific security screening requirements pertaining to the position).
BEHAVIOURAL COMPETENCIES

Decisive Insight combines the ability to draw on one's own experience, knowledge and training and
effectively problem-solve increasingly difficult and complex situations. It involves breaking down
problems, tracing implications and recognizing patterns and connections that are not obviously
related. It translates into identifying underlying issues and making the best decisions at the most
appropriate time. At higher levels, the parameters upon which to base the decision become
increasingly complex and ambiguous and call upon novel ways to think through issues.
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
Engaging External Partners identifies and involves external stakeholders in order to foster long term
partnerships.

Holding People Accountable involves setting high standards of performance and holding team
members, other government jurisdictions, outside contractors, industry agencies, etc., accountable for
results and actions.

Planning, Organizing and Coordinating involves proactively planning, establishing priorities and
allocating resources. It is expressed by developing and implementing increasingly complex plans. It also
involves monitoring and adjusting work to accomplish goals and deliver to the organization's mandate.

Teamwork and Co-operation is the ability to work co-operatively within diverse teams, work groups
and across the organization to achieve group and organizational goals.

Results Orientation is a concern for surpassing a standard of excellence. The standard may be one’s
own past performance (striving for improvement); an objective measure (results orientation);
challenging goals one has set; or even improving or surpassing what has already been done
(continuous improvement). Thus a unique accomplishment also indicates Results Orientation.

Developing Others involves a genuine intent to foster the long-term learning or development of others
through coaching, managing performance and mentoring. Its focus is on developmental intent and
effect rather than on a formal role of training. For this competency to be considered, the individual’s
actions should be driven by a genuine desire to develop others, rather than by a need to transfer
adequate skills to complete tasks.

Managing Organizational Resources is the ability to understand and effectively manage resources
(e.g., people, materials, assets). This is demonstrated through measurement, planning and control of
resources to maximize results. It requires a balance of qualitative (e.g., client satisfaction) and
quantitative (e.g., service costs) needs.

Leadership implies a desire to lead others, including diverse teams. Leadership is generally, but not
always, demonstrated from a position of formal authority. The "team" here should be understood
broadly as any group with which the person interacts regularly.

REFLECTING ON DIFFICULTIES is the willingness to “work through” the personal experience of having
contributed to an unsuccessful outcome. It is expressed by how individuals explain problems, failures
or negative events and what they have learned from those difficulties

COMPETENCIES LISTED ABOVE COMPLEMENT THE REQUIRED ACCOUNTABILITIES FOR THIS JOB PROFILE. FOR MORE
INFORMATION ABOUT BEHAVIOURAL INTERVIEWS, COMPETENCY DEFINITIONS, AND TO WATCH INTERVIEW VIDEOS PLEASE
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COMPETENCIES IN THE BC PUBLIC SERVICE
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