Various EX-01 Opportunities within the Assistant Deputy Minister (Policy) – National Defence

SEO title: EX-01 Policy Opportunities at DND – Internal Only
Meta description: Internal EX-01 policy roles at National Defence for current DND employees in NCR. Bilingual CBC/CBC. Apply by June 2026. High-level strategic advice.
Slug: ex-01-policy-opportunities-national-defence

Role Score: 8/10 – Strong opportunity
BLUF: This is an internal-only EX-01 posting for current DND employees in the National Capital Region who already hold or are one level below EX-01. It offers a high salary and policy influence at the heart of defence strategy, but requires bilingualism (CBC/CBC) and significant experience in complex policy. FedJobReady can help you articulate your experience, but eligibility is narrow.
Paid help: Useful for refining your screening answers to highlight significant experience and leadership competencies, especially if you're aiming to stand out in a top-down assessment.

What this EX-01 posting really means

This is not a job for the general public. If you are not already employed at National Defence in the National Capital Region and substantively occupying an EX-01 or equivalent level (such as AS-07, EC-07, IS-06, PE-06, PM-06) or one level below (EX minus 01), you can stop reading here. This posting is an internal career move for current DND policy professionals who want to step into an executive role shaping Canada's defence policy and strategy.

The Assistant Deputy Minister (Policy) organization leads defence policy development, strategic advice on operations, and engagement with global security issues. The roles are located in Ottawa, with a salary range of $137,524 to $161,773 at the EX-01 level. Three positions are to be filled, and a pool may be created for similar positions with bilingual imperative CBC/CBC and various tenures.

This is a serious career advancement opportunity for those who already work in defence policy or related fields within DND. The work is high-stakes: advising senior leaders on continental defence, Arctic security, defence industrial base, and international commitments. If that sounds like your day-to-day already, this could be a natural next step.

Three things to notice before you apply

1. Professional value: a clear path to the executive cadre

The salary alone signals this is not a junior role. At $137k–$161k, these are executive positions in the federal government, and they come with the responsibility and influence that level implies. For someone already at the EX-minus-01 level (e.g., an experienced EC-07 or PM-06), this is a direct promotion into an executive classification. The work environment—shaping defence policy, advising the Deputy Minister and Minister—carries weight across government. If you are a policy professional in DND, this is the kind of role that builds your reputation and opens doors to future DG or ADM opportunities. The asset qualifications alone read like a wish list for a senior defence policy advisor: experience with NATO, NORAD, UN, defence industry, materiel cooperation, Investment Canada Act, export controls, Indigenous partnerships, central agency submissions. Meeting even a few of these will make you competitive.

2. Work reality: complex, fast-paced, and politically aware

These are not routine policy jobs. The posting emphasizes "complex" issues—multidimensional, sensitive, confidential, affecting multiple stakeholders, precedent-setting, with potential for major impact or media coverage. You will be working with operational organizations, uniformed personnel, and a range of internal and external stakeholders. Expect overtime on short notice and travel within Canada and internationally. The conditions of employment require Top Secret clearance (which, as of 2025, is restricted to Canadian citizens), adherence to strict ethics codes, and willingness to be on call. If you thrive on high-stakes, fast-moving policy challenges and enjoy collaborating with military leaders, this environment will energize you. If you prefer predictable hours and low-profile work, this is not that.

3. Screening reality: significant experience and top-down competition

The essential criteria are demanding. You need "significant" experience—defined as at least two years—in providing strategic policy advice to senior executives (DG or above) on complex, horizontal issues related to defence, international affairs, trade, or national security. You also need experience working with operational organizations in a security-focused environment, leading analysis and implementation of complex policies or programs, and managing human and financial resources. The assessment uses a top-down approach: candidates may be ranked by depth and breadth of experience, and only the top-ranked will be invited to further stages. Asset qualifications may be used at screening. This means your cover letter and answers need to be precise, evidence-rich, and tailored to the definitions provided. The bilingual imperative CBC/CBC is another filter—you will need to prove you can function in both official languages at a high level. Missing any essential criterion is a real risk; the process is designed to narrow the field quickly.

The real gate: what it takes to get selected

The most overlooked part of this posting is the top-down screening approach. Even if you meet all essentials, you may not advance if others have more depth or breadth. That places a premium on how you describe your experience. The definitions matter: for "significant," they want at least two years of performing a broad range of activities. For "complex," your experience must meet at least two of the listed characteristics (multidimensional, sensitive, confidential, affecting multiple stakeholders, precedent-setting, major impact, significant media coverage). You should be ready to provide concrete examples that demonstrate those characteristics.

The asset qualifications are extensive and read like a laundry list of defence policy niches. They are not all required, but having several will differentiate you. Think about any experience with international organizations (UN, NORAD, NATO), defence industry, grants and contributions, transformation initiatives, or central agency submissions. If you have worked in those areas, highlight them clearly.

The assessment tools may include written exams, work samples, interviews, and reference checks. Communication skills are assessed throughout—your screening answers and resume are fair game. This is not a "just submit and forget" process; prepare as if every word counts.

What might trip you up

A few traps to watch for:

• Eligibility confusion: This is only for current DND employees in the NCR who substantively occupy EX-01 or EX-minus-01 level. If you are on assignment or secondment from another department, check your substantive status. The posting explicitly includes "persons employed by the Canadian Coast Guard" as well, but only if they meet the level requirement.

• Bilingualism deadline: Bilingual imperative CBC/CBC means you must meet the language requirements at the time of appointment. If you do not already have valid CBC test results, you will need to get them—and that can take months. The closing date is far away (June 2026), so there is time, but do not delay.

• Security clearance: Top Secret clearance is required. If you do not currently hold a valid TS clearance, the process to obtain one can be lengthy. The posting notes that effective January 2025, TS clearance is only granted to Canadian citizens.

• Top-down ranking meaning: Even if you are fully qualified, you may not get an interview if the committee decides to use a cut-off score. The only way to mitigate this is to make your experience leap off the page—quantify where possible (number of employees managed, budget size, number of complex files led).

Is this worth your effort?

If you are in the eligible pool and your career goal is to reach the executive level in defence policy, yes—this is a direct, well-structured opportunity. The salary, the scope, and the potential for pooling across similar positions make it a strong move. However, if you are not already working in a policy role with DND, or if your experience is tangential, this is likely a long shot. The posting is narrow by design.

For those who are eligible, the investment of time in preparing a precise, example-rich application is worthwhile. FedJobReady can help you structure your answers to align with the definitions, especially for "significant" and "complex." We can also help you map your experience to the key leadership competencies (vision and strategy, mobilize people, integrity, collaboration, innovation, achieve results) and the ability to communicate effectively.

Your next move

1. Verify your substantive level and location. Ensure you are at EX-01 or EX-minus-01 within DND (or Coast Guard) in the NCR. If you are on secondment, confirm with HR.

2. Review the essential experience criteria against your career history. Write down specific examples that meet the "significant" and "complex" definitions. Be ready to describe the number of employees managed and budget size.

3. Assess your bilingualism. If you do not have CBC results, book a test as soon as possible. The closing date is June 2026, but competition may begin sooner.

4. Identify your assets. Go through the list (AED01, AEX01–AEX10) and note any that apply. Even if you only have one or two, make them visible.

5. Prepare for top-down screening. Your cover letter and resume should not just list duties—they should demonstrate depth. Use the PAR (Problem-Action-Result) format for each key experience.

6. Consider FedJobReady. If you want a second set of eyes on your screening answers to ensure you are hitting the right notes, we can help. This is a competitive internal process; a little refinement can go a long way.

Apply cleanly, with precision, and then move on. The closing date is far off, but early preparation gives you an edge.