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Location: Tiverton/Bruce Power

Duration: December 31st, 2021

Vacancies: 1

Hours: Regular 40 hours work week to start Monday to Friday. As the program progress shift work will be required and will vary. Shift work during execution could be 6x10 or 6x12.



FLM, Maintenance



Job Profile Summary



  • On a shift or day basis, lead a team of maintenance personnel and/or contract staff being responsible for the safe, effective execution of the work in accordance with approved procedures by acting as coach, facilitator, and supervisor, creating and sustaining a cooperative and supportive team environment. Develop recommendations for improvement in Maintenance plans and procedures, tools and techniques. Observe the maintenance function to ensure adherence to safety practices and work methods. Provide effective support to the Manager in the planning, organization, administration, scheduling and execution of short and long term maintenance programs/unit outages. Provide support to the Manager in developing of and advising on Maintenance training, strategies, processes, and plans.






  • Lead a team of Maintenance personnel. Be responsible for the work by facilitating the planning and prioritizing of the team's work, and provide advice, guidance, and direction during the initial planning stages and in the field during the execution of the work. Contribute to the development and administration of effective maintenance work programs. Ensure that plans, staff (internal and external where applicable, such as contractors), tools, equipment, and materials are adequate and available to carry out assignments in an approved manner. Allocate regular and specific assignments to team members, ensuring personnel are deployed with instructions applicable to their training, capabilities, responsibilities, and ensuring ALARA principles are adhered to. Ensure compliance to approved procedures and practices, and a safe working environment. Recognize violations, investigate circumstances, correct the condition, and report on the incident and remedial action taken. Act as coach and
  • facilitator to create and sustain a cooperative and supportive team environment, actively working with team members to provide the necessary training and development to attain optimal work performance with a high level of personal responsibility and self-management. Demonstrate openness and trust through the sharing of information and by being visible and accessible to staff to provide support and counseling. Provide day-to-day interpretation and application of policies, procedures, and agreements, with respect to rights, obligations, and working conditions of team members. Make effective recommendations on personnel issues, including hiring and termination. Maintain discipline and effectively resolve work performance problems. Provide clear expectations, performance measures, and meaningful feedback. Recognize and reward achievements of staff.
  • Execute and monitor maintenance activities. Maintain a surveillance of work activities being carried out and an awareness of current conditions to ensure full utilization of staff and equipment in safe and efficient manner. Recognize changing conditions and priorities and adjust work plans to meet current demands. Consider planned maintenance activities for upcoming shift; recognize effect of current conditions on these plans and layout a work schedule for future shifts.
  • Ensure adherence to approved procedures and practices. Ensure safety practices and approved work procedures are being employed.
  • Evaluate and contribute to the development of Maintenance procedures. Continually examine the suitability and effectiveness of existing procedures and work methods and the adequacy of tools and materials. Recognize deficiencies and indicate to appropriate personnel those areas requiring attention. Recommend and/or contribute to the development of new or revised work methods and procedures. Maintain an awareness of advancing techniques and equipment developments in the Maintenance field and recommend where such developments could be useful to the Maintenance program.
  • Document Maintenance "experience". Ensure that a thorough and comprehensive record of Maintenance actions and events is maintained. Document and/or obtain necessary detail to provide a clear understanding of particular occurrences and conditions.
  • Determine staff training requirements. In conjunction with Section Manager, oversee the training and development of personnel. Monitor staff training levels. Assign personnel to training programs and ensure they are trained to appropriate levels in keeping with job requirements. Recognize new or changing areas not adequately covered by existing training programs and alert appropriate personnel of the need for specific training.
  • Participate in the planning and modifications of installed equipment in conjunction with Manager and Engineering personnel. Provide advice on feasibility of equipment development or modifications based on a working knowledge of equipment and systems. Participate with others in resolving maintenance problems, especially where it appears impractical or particularly difficult to carry out the work program in the prescribed manner.                
  • Contribute to Maintenance planning. Participate with Manager, Work Control, Engineering, and other groups in the planning of routine Maintenance programs and unit shutdowns. Provide resource data as to the nature and extent of labour requirements, radiation exposure requirements, and the facilities necessary to carry out specific Maintenance activities.
  • Provide advice and assistance in the preparation of specifications, evaluation of tenders, and recommendation for awarding of contracts. Work with contractors to resolve problems and concerns on equipment, performance or contractual issues. Monitor work performed by contractors to ensure adherence to regulatory requirements and Corporate standards and procedures with respect to safety, quality, and timeliness. Ensure adequate records are maintained for reference and payment.
  • Contribute as a team member or leader on special projects and investigations, and prepare reports, recommendations, justifications, etc.
  • Contribute to the development of maintenance strategies, work programs, and business plan submissions.
  • Perform activities associated with the reporting of costs incurred versus budget, including assembly, reporting, and communicating same to staff and others.
  • Prepare plans for deployment of staff within Maintenance organization and assignment to other work groups and projects. Prepare forecasts of temporary and regular staffing requirements, including contractors.
  • Acquire temporary and regular Maintenance staff and contractors. Assist with administration of procedures and obligations associated with procurement of same.
  • Conduct or attend meetings associated with the work function. Be required to represent Section, Department or Division on specific issues with scope of accountability, as assigned. Lead by good example. Promote a conscientious work ethic with respect to safety and productivity. Ensure effective communication exchange at business meetings and in the reporting of feedback and course of events to Manager and stakeholders.
  • In situations where his/her personal attendance is not required, represent the Section Manager at various planning and scheduling meetings to provide input to work plans and schedules with regard to section capabilities and availability of resources, and to commit section resources within the context established by the Section Manager.
  • Review non-routine work requests and initiate processes to meet the needs.
  • Recommend solutions to section work planning and scheduling issues created by emerging and unplanned events, e. g. outage schedule changes, equipment unavailability.
  • Assist Section Manager in developing and maintaining the 1 year plan to reflect work, planning, and resourcing decisions made to achieve targets.
  • Perform and maintain qualifications for assigned Emergency Response Organization (ERO) position(s).
  • Bruce Power Leadership skills model (Common FLM Duties) forms part of the job description.
  • Perform other duties as required.


Common FLM Duties

Accountability for Ensuring Safety of Assigned Staff


  • Ensures the safety of the staff assigned to him/her by performing a safety leadership role as defined by OHSA and consistent with Bruce Power expectations. “Safety First” is the first consideration in any decision. Advocates Bruce Power wide safety programs (such as the ISRS based Target Zero initiative). Exercises conservative decision-making with respect to safety and deals promptly and efficiently with worker concerns and safety issues by taking appropriate and immediate action if hazards or hazardous practices occur. Advises a worker of the existence of any potential or actual danger to the health or safety of his or her staff. Where prescribed by OHSA, provides a worker with written instructions to the measures and procedures to be taken for the protection of the worker. Takes every reasonable precaution in the circumstances for the protection of the worker; anticipates and proactively deals with situations which could present a hazard. Uses and encourages the use of event-free tools. Reports or notifies proper organization of events. Notification of events may be determined by policy, regulations or legislation.


Accountability for the Outputs of Assigned Staff


  • Takes responsibility for the results of their area, and of their organizational position. Establishes buy-in with others as to how success will be defined for the team and for the products and services provided to others. Ensures consistent application of relevant standards, policies and collective agreements. Ensures roles and responsibilities, expected behaviours, results and standards are clear for team members. Collaborates with team members and takes ownership of how the team behaves and the results it produces. Manage the skills and resources of the team to meet established goals. Follows through to ensure correction against standards is sustained and effective. Uses mistakes (own and others) as opportunities for learning (OPEX). Provides oversight to other reporting supervisors in the acceptable performance of their role as a competent supervisor.


Accountability for Sustaining a Team Capable of Producing Required Outputs by Providing Effective Leadership


Team Working - Shows confidence in others and commends their success. Is prompt in dealing with situations requiring correction. Addresses issues and competing demands in a timely and constructive manner. Achieves agreement with others on how people can best work together to achieve mutually beneficial results within the team setting. Promotes equal opportunities and diversity by fostering an environment in which individual differences are supported and valued. Reinforces alignment with the individual to the team; and the team to the company’s overall goals. Involves others in reaching goals, resolving problems, making decisions and eliminating error-likely situations.

Context Setting - Provides timely, appropriate and useful information. Seeks information from others to clarify understanding. Uses personal judgment to provide information that is useful to team members and clients, screens out information of low relevance. Tailors timing, content and frequency of communication to the needs of the intended audience. Expresses ideas and information in a straightforward manner. Uses concrete examples relevant to the team. Adapts communication style to suit the circumstance, formal versus informal approaches used where they are most effective. Asks questions to test clarity and understanding. Asks questions to gain knowledge and understanding before decisions are made. Communicates to the team and others the progress or results of the team/department or project by showing how the results contribute to the safe and successful operation of the nuclear generating stations. Focuses teams by communicating a common direction and ensuring it remains meaningful.

Planning - Uses the goals established for the team to organize work, determine and adjust priorities, manage various resources, expedite safe work execution and measure results. Ensures plans meet the requirements for safety and productivity. Monitors and adjusts the work program to meet target dates based on changing and evolving priorities. Acquires or identifies requirement for external support. Links team/department plans to the broader goals of the company. Knows internal structure of own department, how it works and how it fits in with other departments.

Task Assignment - Assigns tasks to members of the team with clearly defined standards around safety, quality, and quantity, time of completion and resources to be used. Effectively assigns and delegates work assignments.

Effectiveness Appraisal - Sets standards of performance and behaviour for assigned staff and clearly communicates those standards to assigned staff. Provides feedback to each member of assigned team on how well these standards are being met. Exercises discretion and confidentiality when dealing with personal information or commercially sensitive information.

Induction and Coaching - Orients new team members so that they can safely and effectively make contributions to the work program as soon as possible. Encourages employee participation and ensures each team member receives constructive and motivational feedback; helps others to maximize performance and eliminate errors. Encourages continuous learning and improvement by challenging in a constructive manner. Willingly shares learnings with team members and other teams. Achieves a high level of trust in relationships. Respects others.

Development - Ensures team members have opportunities to receive training that allows them to perform assigned tasks safely and effectively. Provides opportunities to allow team members to develop to their maximum capability. Willingly helps others to develop their technical or leadership skills by giving detailed instructions, training or mentoring.

Performance Management - Monitors and modifies behaviour to align with the Bruce Power Business

Vision, Values and Plan. Focuses on the problem not the person, seeks to understand the issue at hand before responding. Knows when to move from a coaching approach to more of a discipline approach.


The Accountability for Continuous Improvement

Seeks to improve processes and work methods within the assigned work area. Recognizes and continuously encourages better and safety ways of accomplishing results. Is aware of (and helps others’ awareness of) things which can be economized to the benefit of Bruce Power (such as reducing rad waste as a business cost). Uses the synergy of the team to identify loss potential and error-likely situations and ways to prevent errors and or injuries. Is open to the ideas of others. Initiates ideas.


The Accountability for Personal Effectiveness

Sees their role as not just leader of a team but part of a higher-level team effort. Assesses the importance, urgency and safety implications and business risks associated with each situation and takes actions which are timely and in the best interests of the team members and Bruce Power. Decisions are timely. Follows up to check outcomes of decisions and takes appropriate action (including admitting a decision was wrong if it turned out that way). Confers with others to validate the recommended course of action. Recognizes and respects bounds of authority. Demonstrates and communicates a high level of ownership and commitment to achieving results and commitment to providing a safe work environment for their team. Responds constructively to emotional situations, high pressure and conflict. Keeps commitments made to others. Is open and honest. Actions are consistent with words. Represents self truthfully. Uses problem-solving techniques to resolve issues and conflicts. Expects individuals to make a genuine attempt to resolve conflict before referring to a higher authority. Understands the direction of the business and how the team contributes to the success of Bruce Power.


Skills and Knowledge

  • Demonstrated ability to communicate orally and in writing in a clear and concise manner, including technical report writing
  • Demonstrates the Bruce Power behaviors of “Uncompromising High Standards, Drives For Accountability and Results, Displays Good Judgement, Communicates Effectively, Knows the Business and Achieve Success Together”
  • Show commitment to and understanding of the Human Performance (HU) Program, consistently promoting the Core 4 HU Tools
  • Strong leadership competence as well as technical skills
  • Demonstrates Leadership and understanding of our number one value safety first
  • Knowledge of BTU, PWU and Society collective agreements
  • Knowledge of EPSCA agreements will be considered an asset


Education and Experience

  • This knowledge is considered to be normally acquired in and equivalent to a Grade XII education with two years technical training or an equivalent combination of educations and experience in a related industry
  • A Mechanical or Electrical Apprenticeship or equivalent Training is preferred
  • Multi-disciple trade experience preferred
  • Five (5) years supervisory experience in a Mechanical, Electrical or Civil Trade working on a major construction project



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