are also entitled to all benefits, and must contribute to the Public Service Pension Plan (PSPP). Term: Employees who are appointed for a definite period of time, usually between 3 and 24 months in length. Depending on the length of their contract, they may receive benefits and contribute to the PSPP. Some classification groups within the federal government have a 'rollover' clause within their collective agreements, where employees on term contracts for more than a certain amount of years are converted into indeterminate employees. Casual: Employees who are appointed for appointed for short contracts not exceeding 90 working days with a single organization over the course of a calendar year. Casual employees may obtain multiple contracts over the course of a year, but are ineligible to claim benefits or contribute to the PSPP, and are not represented by a union. Student: Employees who are participating in a Government of Canada student employment program, such as the Federal Student Work Experience Program (FSWEP) or a co-op program with a post-secondary institution. Under certain conditions, students may claim benefits and contribute to the PSPP if they are continuously employed for more than 6 months. However, students are not eligible for vacation leave, and are not represented by a union. Selection methods Selection processes within the Public Service of Canada for substantive positions can be divided into external appointments, which candidates not currently employed in the federal public service can apply to, and internal appointments, which are limited to individuals currently employed as a federal public servant. These appointments are generally published through jobs.gc.ca, the portal maintained by the Public Service Commission to advertise job vacancies in the federal government. After candidates submit their initial application, they are screened by human resource personnel to ascertain their qualifications and determine if they qualify for inclusion within a pool, from which managers can draw from. Pools themselves are divided into 'fully assessed' pools, meaning that the candidates are verified to have met the merit criteria for a position, and 'partially-assessed' pools, where candidates may require additional testing before they can be hired. Appointments that occur from these selection processes can either be considered advertised, meaning that the appointment made from a pool aligns with the original job advertisement, or non-advertised, in which no clear connection between the position being filled and the information in the job advertisement exists. While external applicants can apply through general