Careers

Norfolk County offers a competitive benefits package for eligible non-union and unionized staff. Benefits include items such as:

• O.M.E.R.S. pension plan
• life insurance
• long-term disability
• dental plan
• eye coverage
• health care spending account

Norfolk County strives to provide a work/life balance for all employees. See below some of the options we provide:

Work from home

• Norfolk County offers flexible work arrangements for eligible positions throughout the county. Our Work From Anywhere policy allows eligible employees to work from anywhere in the province of Ontario to perform their full or partial duties by electronic means at alternative, remote worksites such as the employee’s home or another approved location.
• This means that if your position is eligible and you have approval from your direct non-union supervisor, you could work remotely in the comfort of your own home.

Flex time

• Flexible working hours are offered to full-time unionized and non-unionized employees to provide choices as to when the work can best be performed to the mutual benefit of Norfolk County and the employee.
• Eligible employees who work more than 7/8 hours on a particular day may bank the additional hours in excess to be taken off at a later date.
• This flex time system can be used as time off or in cases of an emergency, such as weather conditions, power outages, etc., with their supervisor’s approval.

Flex hours

• Flexible hours are offered to staff on a case-by-case basis, dependent on departmental needs.
• All staff are to work during the core hours identified for their position; however, their start and end times may differ depending on their needs as approved by their supervisor.
• If eligible, you can start at 7:30 a.m. instead of 8:30 a.m. and end your day at 3:30 p.m. instead of 4:30 p.m.

Norfolk County offers many training opportunities for our staff who are looking to grow in their career, including:

Aspiring Leaders workshop

• This workshop is available to all staff and is an introduction to leadership for people who aspire to be supervisors or managers.
• It enables staff to understand what leadership is and how they want to develop as leaders.

Supervisor training

• Fully tailored to managing a team in Norfolk County.
• Once the training is complete, you will be well prepared for all of Norfolk County’s processes within your new role.

Mentorship program

• This annual program is open to all staff and provides employees with career and professional development support for developing leaders at all levels within the County.
• Make meaningful connections within the organization and give mentees effective learning, growth and development opportunities.
• Learn from senior leaders with real-life experience and applicable advice.

• The application process required for each position is outlined in the posting.
• Applicant screening is based on the education, experience, and skills defined in the job posting.
• Only shortlisted candidates will be contacted for an interview.
• Testing may be required for some roles and is typically completed before the interview. Examples include:
  • Equipment skills
  • Computer skills (e.g., keyboarding speed)
  • Presentations (sometimes combined with the interview)
• Interviews may include behavioural, situational, and technical questions based on the required competencies.
• For some positions, a driver’s abstract may be required after the interview. This will be indicated in the posting and communicated via email with instructions.
• If selected for an interview, you will receive an email with the date, time, and a reference release form. References must be supervisory in nature.

Below are some helpful tips to keep in mind when applying for positions with Norfolk County.

Cover Letter

• A cover letter is a document sent with your resume to provide additional information on your skills and experience
• Tailor each cover letter to the job
• Use keywords from the job posting
• Explain how you will add value
• Carefully edit your letter    

Resume

• Think of it as your “self-advertisement” that sums your experience into one document. It gives the hiring manager an overview of the qualifications you have to bring to the organization
• Ideally, your experience is provided in a chronological format, allowing the hiring team to review the roles you have held, understand the time frame the position was held for, and the skills you carried out or demonstrated while in that role
• If a vacancy we are filling requires a minimum number of years’ experience, the hiring team needs this information to be clear to determine if the required qualifications are met
• Match your resume to the job
• Include your experiences and accomplishments
• Put the most important information first
• Carefully edit your resume

Preparing for the interview is helpful to ensure you are ready with appropriate answers based on your experiences.

Reviewing the job posting will be your first resource and is key to understanding the position’s tasks and responsibilities. Demonstrating how your skills and experiences will support your success in the role.

Reviewing your resume is also key to recalling your experiences and demonstrating to the interview panel how they relate to the role you are interviewing for.

Behavioural-style interview questions relate to a predetermined set of skills considered essential to a particular position. Examples include decision-making, planning, organization, or communication.

Your answer to behavioural interview questions demonstrates to the interview panel how your situation relates to the question being asked.

Behavioural style answers: 

• Situation or task - Describe the situation that you were in or the task that you needed to accomplish. You must describe a specific event or situation, not a generalized description of what you have done in the past. Be sure to give enough detail for the interviewer to understand. This situation can be from a previous job, volunteer experience, or relevant event.
• Action you took - Describe the action you personally took, ensuring the focus remains on you during the situation. When discussing a group project or effort, describe what you did, not the team's efforts. 
• Results you achieved - What happened? How did the event end? What did you accomplish? What did you learn?

Further information about behavioural interview techniques and resources is available in this Behavioural Interview Guide.

• The Chief Administrative Officer (CAO) is the manager of the municipality, making important decisions such as planning budgets and managing operations. The Office of the CAO provides strategic direction to the corporation.
• Deals with advertising of job opportunities, hiring of staff, health and safety, employee benefits, making sure staff adhere to company policies 
• Provides legal advice, council to members of staff, management and council on various decisions and outcomes within the corporation 
• Promotes Norfolk County as a travel destination and to attract business and investment

Departments

• Economic Development 
• Human Resources
• Strategic Initiatives

• Design and construction of various road, bridge, water and wastewater projects
• Delivery of Asset Management Plan and associated capital delivery plan
• Works towards sustainable and cost-effective solutions for residents
• Delivery of the waste management program, including waste collection, recycling, and household hazardous waste
• Responsible for the operation and maintenance of water treatment plants, water distribution systems, wastewater treatment facilities, and the wastewater collection system
• Technical expertise in infrastructure planning related to development
• Maintains road surface types, gravel shoulders, signs, guide cable and rail, ditches, culverts, roadside trees, curbs/gutters, storm sewers, catch basins, manholes, sidewalks, street lighting, traffic lights, municipal parking lots and bridges

Departments

• Engineering & Asset Management
• Environmental Services
• Roads
• Water & Wastewater Capital Construction