Joint Job Evaluation
Committee
What is Job Evaluation?
Why Change?
Objectives of J.E.
How does J.E. happen now?
Why Now?
Who is doing this?
How will this be done?
What have we done so far?
Learn more….
Questions?
What is Job Evaluation?
a tool used to apply point
values to a job to determine its
classification level within an
organization
What is pay equity?
legislation requiring male and
female jobs to be paid equitably
“Equal pay for work of equal value”
What is gender neutral job evaluation?
Job evaluation (point values)
+
pay equity (gender equality in pay)
=
Gender neutral job evaluation
- ensuring that the same set of factors are
used in evaluating jobs regardless of gender
dominance
Why change the Evaluation
Process?
Legislation requires us to adopt a Job
Evaluation Plan that correctly evaluates
4 criteria:
• Skill
• Responsibility
• Effort
• Working conditions
Objectives of Job Evaluation
All jobs need to be weighted equitably
with a single pay scale
Process needs to be consistent
Jobs (positions) will be evaluated,
NOT the incumbent
How does Job Classification happen now?
43.02
(a) When an employee in an existing job classification believes that her/his position is
incorrectly classified, he/she may submit in writing a request for review to her/his
manager, with a copy to the Director of Human Resources.
43.05
If the parties meet and are unable to agree … The decision of the Board of Arbitration, or
arbitrator, shall be based on the relationship established by comparison with other
classifications within the bargaining unit, having regard for the requirements of such
classification.
Why Now?
Memorandum of Agreement – Appendix C
“The Parties agree to form a Joint Job Evaluation Committee, composed of
equal numbers of representatives of the Union and the Employer, whose
mandate will be to develop a Job Evaluation Plan.”
The Joint Job Evaluation Committee shall report its findings and make its recommendations to its respective principals through the Joint Committee for the
Administration of the Agreement not later than January 1, 2010.*
Job evaluation is intended to determine the ranking of a job, not the
performance of the incumbent; neither does it include setting the rates of pay.
Who is working on this?
Job Evaluation Steering Committee
10 CUPE 2424 members representing all levels and departments
Mandate: to fulfill the intent of
Memorandum of Agreement – Appendix C
of the collective agreement
How will this be done?
Members of the Joint Job Evaluation
Committee are:
1.
meeting with HR weekly
2.
together looking at different Job Evaluation
Plans in similar educational workplaces that
take into account all 4 criteria
3.
Members of the JJEC
For the Union: Cheryl Macaulay, Wiz Long, Tracey
Wright, Susan Pinard
For Carleton: Greg Hedgecoe, BJ Miskelly, Colleen
Boucher, Tim Taylor
What has the JESC done so far?
• all committee members have had Job Evaluation
training
• committee has analyzed Job Evaluation plans from
other educational institutions and those with
similar unit structure that include technological
positions
• committee has met with consultants who
specialize in Job Evaluation processes
What’s next?
We will work jointly with Carleton
University to develop a Gender Neutral
Job Evaluation Plan that will:
 comply with legislation
 be gender neutral
 take into account working
conditions and effort
You can learn more about
Job Evaluation by:
Reading our local’s J.E.N.
(Job Evaluation Newsletter)
Looking up http://2424.cupe.ca/ for local news
or http://cupe.ca/job-evaluation
Attending CUPE 2424 regular membership
meetings
e-mail questions to: [email protected]
Subject line “Job Evaluation Question”