I have recently been converted to a permanent position as of two months ago. My WIN finally reflects this, and my benefits are shown on the “benefits” tab as of this week.
However, I’ve not been sent any kind of enrollment form so I can enroll my dependents or opt in to any coverage upgrades.
Do they send paperwork to fill out at all or do I need to call them to get that?
If I need to call, do I call OPS HR, or do I call Canada Life directly?
Anybody else notice in their ministries that the new leaders coming in have completely destroyed the branches/sections they manage? Wondering if it’s OPS wide and that’s just the new culture or specific to that ministry. Such poor leaders, it’s sickening.
Received an announcement this afternoon - CIO of CYSS Cluster has left the OPS. He is a well-respected leader and it is saddening to hear this news. What in God's name is going on in the OPS? :(
I recently joined ODSP in one of the northern local offices about 4 months ago and I have received one too many racist abuse from clients. I am an ASC and while my manager and team have been supportive when these incidents occur, it is truly starting to get to me. I dread having to work the reception post at work because I don’t know who will escalate and spew racist rhetoric at me because I am not telling them what they want to hear. I always set boundaries whenever things start to veer towards disrespect/ and discrimination but that still doesn’t stop many of them from saying downright hateful things. I am now completely done with frontline work and have been applying for behind the scenes work at my ministry (junior program coordinator, etc) but those postings are few and far between. Anyway, all that to say, I am looking to hear from folks that may have experienced something similar in the past. How have you dealt with this? What are some unconventional ways you’ve coped with the emotional and mental burnout of abuse?
I’m having an extremely difficult time finding a job in the field I studied, so I’m considering applying to become a correctional officer with Ontario Corrections.
The pay, overtime opportunities, benefits, pension, and job security are all very attractive to me.
I currently live in Toronto, but unfortunately, most of the correctional officer positions available right now are outside the GTA. I’ve seen openings in places like Thunder Bay, Sudbury, Timmins, and Barrie.
Would it be worth relocating to one of these cities for a correctional officer job? I’d especially like to hear from anyone who has worked in Ontario Corrections or relocated for the job.
Relatively new to the OPS and hoping some long-time employees can give me a reality check, especially those in London/West Region.
One thing that attracted me to the OPS was the opportunity for internal mobility and moving between ministries/roles. Now that I can see the internal careers site, I’m surprised by how few regular internal-only opportunities I’m seeing in London. I’m particularly interested in HR/HR-adjacent and business/administrative support roles, although I’m keeping my search fairly broad.
I also did a broad search with no region selected and noticed a huge number of postings restricted to OPSEU/AMAPCEO employees on notice of layoff. At the same time, some jobs appearing internally are also posted externally under the same Job ID, so they aren’t actually exclusive internal opportunities.
For those who’ve been around awhile:
• Is this many layoff-restricted postings normal, or is something unusual happening right now?
• Does redeployment tend to reduce the number of regular internal competitions?
• How useful has the internal board actually been for your career mobility?
• For London/West Region, do decent internal-only opportunities come up regularly, or is mobility much harder outside Toronto?
• Anyone in HR/HR-adjacent roles in the West Region — how often do opportunities tend to come up?
• Are there other ways people move around the OPS that aren’t obvious to someone newer just watching the job board?
I’m not expecting great jobs every week — I’m just trying to figure out whether what I’m seeing right now is unusual or a realistic picture of OPS mobility in this area.
Would especially love to hear from people who’ve been in the OPS for several years and/or successfully moved around in London/West Region.
Hey all,
Just wondering what your thoughts are on this and if you all notice that OPS is doing in person interviews now and it seems like for every ministry. I have done a few interviews lately and they are all in-person nowadays. OPS is doing everything in person now it seems!
I’ve been on an interim accommodation since submitting my initial Drs note 6 months ago.
My manager has been accommodating me with the recommendation in my Drs note to WfH a few days a week. I’m so grateful for that.
Manager said the DAS are swamped and isn’t sure when they will get the long form health questionnaire to take back to my Dr.
Has anyone heard back yet With this long questionnaire yet? How long did it take after you submitted your initial note?
And once the DAS received the questionnaire back from your Doctor, how long until you got a final decision on your accommodation?
Thank you.
I have a student that needs to buy a laptop for university. He knows what he needs, and has narrowed down some options.
Does Lenovo offer corporate discounts? Any other retailers that might offer discounts?
I realize there are often student offers, but I am looking for a bit more, lol.
I will be visiting the OPS site for the first time soon and wanted to ask if there are any free parking spots for employees. If not, I’m curious about how people working there typically get there and minimize their parking/transit fare. I live in Mississauga.
My daughter got glasses recently from a local optician. I submitted the claim, checked it, and it said the claim was denied: "Manulife reviewed the provider on your claim. Based on the review, we won't accept any claims from this provider. We also won't accept any claims from a related business. We've told the provider about the review and our decision." I don't understand this at all. I purchases them from an optician that has historically been reputable. When I bought them the salesperson said if I had had any issues submitting my claim to call the Office. Maybe that should have been a red flag but thought they say that to everyone just in case. What could they even do if I do call? Do I have any recourse with Manulife?
Thanks in advance.
if I am offered a temporary full time position do I have to resign my fixed term position?
Currently interning in a central agency and my internship will be ending in december 2026. I have applied for a continuous strategic analyst (level 5) posting and interviewed as well. Was told my score was good.
However, my manager ended up hiring someone else from the same competition I interviewed for, to act as a level 5 in my team. I thought I would have gotten it since some other co-ops were getting it in their own teams but in any case - how can I level up in my career within the OPS after my internship ends? I would like to land a level 5 right away. What should I do? Will I get a reach back since my score from the interview is in the pool? Should I network more than Im already doing? Should I wait for internal postings? FORTE? Anything would help :)
Hi all, I’m relatively new to the OPS and hoping to get some perspective on a situation I’m dealing with.
I’m a fixed-term employee with roughly two years left on my contract. I recently interviewed for a higher-level position in another ministry, and my manager did not seem to take it particularly well.
Since then, I’ve noticed a pretty significant change in how I’m being treated. I’m being excluded from meetings I would normally expect to attend, some of my responsibilities appear to be getting reassigned to other employees, and I’m receiving very little work.
There’s also a separate professional-development dispute that has made me more concerned about the timing.
I’m part of a CPA pre-approved program, which is essentially an employer-sponsored training program for CPA candidates completing their practical experience requirements. When I joined the OPS, I had already completed most of my required experience. My previous experience report went through without any major concerns.
After I interviewed for the other OPS position, however, my manager initially refused to sign off on what was supposed to be my final CPA experience report. The sign-off is required before CPA Ontario can assess it. She eventually signed it but included adverse comments questioning my competency, autonomy and quality of work.
I’ve asked for specific examples supporting those concerns but haven't really received any. Given the timing and the change in treatment after the interview, I’m concerned that the CPA issue may be connected to my trying to leave the team, although obviously I can’t know her intentions.
I escalated the matter internally, and senior management has essentially told me they want to wait for CPA Ontario to complete its independent review before deciding whether any further action is necessary.
At this point, I honestly don’t particularly mind being underutilized. I’m happy to do whatever work is assigned to me while I look for another OPS opportunity. My main concern is whether the sudden exclusion from meetings, reassignment of work and lack of new assignments could be signs that they’re preparing to end my fixed-term contract early.
For anyone familiar with OPS management/HR practices: does this sound like someone being managed out, or could management simply be limiting involvement while the dispute is being reviewed and because they now expect me to leave?
Aside from through documentation is there anything else I can do to protect myself?
Edit: Some additional context if anyone has a substantial experience with the CPA pre-approved program here at the OPS. The way my team administrates the program seems a little weird too. Maybe I'm wrong but it's my understanding that this program is supposed to be one on a rotation. 18 months for accounting and reporting in another 12 months for risk. So I'm guessing there are supposed to be specific tasks that we work on throughout the year. However it seems like in practice there's no specific structure to how this is done. We are usually just assigned work based off of whatever is available and there are times where the type and complexity of work that I do compared to my other CPA candidate colleague is vastly different. Can anyone confirm if this is normal?
I have not heard anything recently about the status of the bargaining, does anyone one know how far are we.
I work in Oshawa and our office washrooms are NOT okay.
It's the Third or fourth time this year that someone has completely contaminated a washroom with human waste on my floor. Every time, the washroom gets closed, leaving an entire floor with only 3 stalls.
OPS employers have a duty, since July 1, 2025, to ensure washroom facilities provided to workers are maintained in a clean and sanitary condition, and they must maintain cleaning records. The province also notes that poor sanitary conditions can contribute to the spread of infectious disease.
At what point does this become a workplace health & safety issue? This is a recurring problem, and it’s honestly disgusting and distressing to have to deal with at work.
Who should we be escalating this to : JHSC, OPSEU, management, Ministry of Labour? Because clearly whatever is being done right now isn’t enough.
Throwaway for obvious reasons.
I'm new to a role in a ministry I hadn't worked in before. Fixed-term. The work itself is a step up in scope from what I was doing previously and I'm delivering, but it's costing me far more than it should, and I think I know why.
The handover I got was a high-level document, what the portfolio covers, who the contacts are, but nothing operational. No walkthroughs of how things actually get done. The transfer sessions that were scheduled were basically "let me know if you have questions." I didn't have questions, because I didn't yet know enough to know what to ask. So I've been reverse-engineering processes on my own and hoping I'm doing them the way they're supposed to be done.
When I do go back and ask for guidance, I get a response that's more critical than helpful, and I've stopped wanting to ask. I don't know whether that's territorial, whether the person is stretched, or whether the detail was never documented and asking exposes that. I've decided I don't need to know.
My manager is genuinely supportive and I have a standing weekly 1:1's. I just haven't used it for this. My worry is that raising it lands as complaining about a colleague, or as an admission I can't figure things out independently.
For managers: how would you want this brought to you? Is there a framing that reads as a competent person asking for inputs rather than someone struggling? And is there a point where you'd expect a new hire to just absorb this and stop flagging it?
Permanent OPSer here. I’ve always had a good reputation and felt respected for my work and knowledge. But At this point I hit a rock bottom in my career . Actually the past year has been extremely difficult personally with family change, kids and my personal health. Long story short - I was given just a few days notice ending my touchdown flexibility ( this happened back in March) and had to come to downtown office 5 days. Commute for me is about 3 hrs a day, and I couldn’t handle anymore and ended up taking a leave to get things sorted out.
Since coming back in full compliance with RTO ( over a month now) , things feel different. My work responsibilities have been reassigned and no sign of coming back; my manager has become cold and I felt coworkers stay a distance from me … 😭 and I’m starting to worry about where this is heading. I don’t have anything concrete enough to call retaliation, but I can definitely feel a shift. Perhaps because i involved the union before my leave? ( did not file a grievance ) I absolutely don’t want to go down a confrontational path anymore. My goal is really to protect my job and stay professional, and feel can contribute again in an inclusive environment. Another goal is to find an opportunity elsewhere within OPS.
I’d appreciate your advice on what I could do to improve my situation. Manager perspective is welcome, how would you feel about an employee who has involved union help and does that mean career suicide? How do I know if they are indeed on a path to surplus my position? Also I felt at this point I need to join new ops communities and be involved in something new , please DM me if you know something /someone , I really appreciate all the advice here.
I’m currently an OPSEU employee and am considering moving from my current position to another position under the same job code/band.
I’m still not at the top of the pay range for my current band. If I’m selected for the new position, can I negotiate a higher salary within the same band, or is my salary generally carried over with little/no room for negotiation?