APT Classification Plan
The University of Regina Faculty Association (URFA)
representing the
Administrative, Professional and Technical Employees
Bargaining Unit
APT Classification Plan
Effective Date: November 1, 2011
Table of Contents
Introduction to the Plan ..........................................................................................................1
RESPONSIBILITY
Factor 1 – Impact of Actions and Decisions ..........................................................................2
Factor 2 – Responsibility for Human Resources ...................................................................3
Factor 3 – Responsibility for Financial, Material and Information Resources ......................4
SKILL
Factor 4– Problem Solving ....................................................................................................6
Factor 5 – Knowledge ............................................................................................................7
Factor 6 – Interpersonal Skills ...............................................................................................8
WORKING CONDITIONS
Factor 7 – Working Conditions..............................................................................................9
EFFORT
Factor 8 – Physical and Mental Demands..............................................................................10
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APT Classification Plan
Effective Date: November 1, 2011
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INTRODUCTION TO THE PLAN
The Joint Job Evaluation Plan has been developed to ensure that positions are treated equitably
and so that all positions can be accurately compared and evaluated. It has been designed to
assess the bona-fide job requirements of responsibility, skill, working conditions and effort, for
all positions within the Administrative, Professional and Technical Employees bargaining unit.
The guiding principles when evaluating a position against the Plan include:

For each Factor use the level that best fits the integral and substantive parts of the
position.

Any of the information contained throughout a JEQ will be used to support the rating of
any factor.

Half-level ratings are not permitted.

Positions are rated first by evaluating against the level definitions, then by confirming
consistency with other rated positions.
It is important to utilize the Guidebook in conjunction with the Plan when assessing a position.
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APT Classification Plan
Effective Date: November 1, 2011
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FACTOR 1 – IMPACT OF ACTIONS AND DECISIONS
Definition – This factor assesses the impact or influence of actions and decisions for which
the position is typically responsible.
Levels
1. Actions and decisions have an impact on the immediate work of the position and may have a
minor impact beyond the position itself.
2. Individual actions and decisions have a moderate impact on the objectives and/or results of
specific projects, programs, or services within a Department,
and/or
Collaborative involvement in decision-making has a major impact on the objectives and/or
results of specific projects, programs, or services within a Department or, a moderate impact
beyond a Department or within a Faculty or Administrative Unit.
3. Individual actions and decisions have a major impact on the objectives and/or results of
specific projects, programs, or services within a Department and/or a moderate impact
beyond a Department or within a Faculty or Administrative Unit,
and/or
Collaborative involvement in decision-making has a major impact on the determination of
the objectives, and the evaluation of specific projects, programs or services of a Faculty or
Administrative Unit; or, a moderate impact beyond a Faculty or Administrative Unit; or, a
moderate impact on the University.
4. Individual actions and decisions have a major impact on the determination of the objectives,
and the evaluation of specific projects, programs or services of a Faculty or Administrative
Unit, and/or a moderate impact beyond a Faculty or Administrative Unit; or a moderate
impact on the University,
and/or
Collaborative involvement in decision-making has a major impact on the direction of
programs and services beyond a Faculty or Administrative Unit and/or a major impact on the
University.
5. Individual actions and decisions have a major impact on the direction of programs and
services beyond a Faculty or Administrative Unit and/or actions and decisions may have a
major impact on the University.
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APT Classification Plan
Effective Date: November 1, 2011
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FACTOR 2 – RESPONSIBILITY FOR HUMAN RESOURCES
Definition – This factor assesses the degree of responsibility for providing guidance,
direction, training and supervision to others in their work as a regular part of the job.
Levels
1. Provides informal guidance to others, including orientation to new situations.
participate in a work group or team. No formal supervision is exercised at this level.
May
2. Provides on-going guidance, direction and co-ordination to others. May provide input into
selection and evaluation of staff,
or
Provides ongoing operational or technical support or training to others.
No formal supervision of permanent staff is exercised at this level.
3. Provides direct, formal supervision to permanent staff within a small work unit,
or
Is responsible for the supervision of a large group of casual staff or volunteers,
or
Where project management is a major responsibility, assigns, monitors, checks and reviews
the work of others,
or
Provides functional guidance, and/or specialty advice on the interpretation of policies and
practices to management.
4. Provides direct, formal supervision to permanent staff within a large work unit.
5. Where managing human resources is a major responsibility, provides direct, formal
supervision to permanent staff performing diverse activities for a large work unit, ensuring
the optimum use of staff to achieve service goals. Typically would supervise staff having
formal supervisory responsibilities.
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APT Classification Plan
Effective Date: November 1, 2011
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FACTOR 3 – RESPONSIBILITY FOR FINANCIAL, MATERIAL AND INFORMATION
RESOURCES
Definition – This factor assesses the level of responsibility and accountability for financial,
material and information resources.
Levels
Financial
1 - May handle small daily cash
accounts; catalogue or file
paperwork related to programs,
policies, services or budgets.
Material
- Responsible and
accountable for exercising
care and accuracy in the
performance of duties and is
responsible for the
safekeeping of equipment,
machines or vital records
while in use, including
confidential files.
2 Responsible and accountable for
a portion of a department’s
financial resources (e.g. projects
or events).
- May make purchasing
decisions of minor scope
and accountable for
resources within a
department, such as
maintaining inventory
levels.
3 Individual responsibility and
accountability for a project’s or
department’s financial resources
or shared responsibility and
accountability for a project’s,
Faculty’s or Administrative
Unit’s resources with at least one
other position.
Ensures the accurate recording
of assets and liabilities,
accounting and financial
transactions according to
generally accepted accounting
principles.
- May make purchasing
decisions of moderate
scope; reporting detailed
information to granting
agencies.
- Responsible for
maintaining a science lab or
workshop.
- Oversight of policies,
procedures and activities in
respect to material resources
that impact individuals or
groups but not operations
affecting the entire
Information
- Information used in the job is
mostly straightforward with clear
rules for location or retrieval;
incumbent records or stores
information in existing systems or
formats.
- Regular requirement to use
computer software to develop or
create reports, documents or
drawings.
- Ensures the accuracy, and/or
updating of records and
information (including procedure
manuals).
- Maintain, store and safeguard
sensitive confidential records or
process, search for and/or develop
information sources; ensures
others have information, data or
files in the form they need.
- Responsible for maintaining one
or more information systems
where this is a significant job
responsibility.
- Responsible for adapting or
designing information systems as
a primary job responsibility.
- Oversight of policies,
procedures and activities in
respect to information resources
that impact individuals or groups
but not operations affecting the
entire University; typically would
include reviewing, monitoring,
and approving.
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APT Classification Plan
Effective Date: November 1, 2011
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Financial
- Oversight of financial policies,
procedures and activities that
impact individuals or groups but
not operations affecting the
entire University; typically
would include reviewing,
monitoring, reconciling and
approving.
4 - Responsible and accountable
for projects or resources within a
Faculty or Administrative Unit
or shares responsibility and
accountability that affects the
entire University.
- Typically responsible for the
development and modification of
policies and procedures that
determine the use of resources.
- Maintenance and oversight of
financial policies, procedures
and activities that affect
operations throughout the entire
University; typically would
include controlling, updating,
and implementing.
5 - Responsible and accountable
for developing and/or planning
programs and budgets and
overseeing operations or services
that support and affect the entire
University.
- Typically responsible for
initiating, recommending and
implementing policies and
procedures, or creating or
developing a unique product(s)
or service(s) affecting the entire
University e.g. large-scale
financial oversight measures.
Material
University; typically would
include reviewing,
monitoring, and approving.
Information
- Makes purchases of major
scope.
- Maintenance and oversight
of policies, procedures and
activities in respect to
material resources that
affect operations throughout
the entire University;
typically would include
controlling, updating and
implementing.
- Responsible for the management
of information systems for a
Faculty or Administrative Unit as
the primary job responsibility.
- Responsible for the design and
development of major
information systems across the
University.
- Maintenance and oversight of
policies, procedures and activities
in respect to information
resources that affect operations
throughout the entire University;
typically would include
controlling, updating, developing
and implementing.
- Responsible for the management
of information systems across the
University as the primary job
responsibility.
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APT Classification Plan
Effective Date: November 1, 2011
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FACTOR 4 – PROBLEM SOLVING
Definition – This factor assesses the application of knowledge to the analysis and resolution
of problems. It is a measure of the difficulty and complexity of the work.
Levels
1. Requires some analysis of problems for which solutions can be identified through the
application of existing procedures, policies and precedents.
2. Requires analysis of varying problems as well as judgement in the identification of solutions
that are not always easily found. Solutions are generally guided by procedures, policies and
precedents. Investigation is sometimes required to adapt methods and procedures.
3. Requires analysis of complex and variable problems as well as critical thinking and
judgement to identify solutions. Solutions require the interpretation, evaluation and
adaptation of procedures and policies. Investigation is often required to implement new
methods and procedures.
4. Requires in-depth analysis of complex and unique problems as well as creative and strategic
thinking to arrive at distinctive solutions. Investigation and innovative thinking are required
to develop new methods and procedures.
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APT Classification Plan
Effective Date: November 1, 2011
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FACTOR 5 – KNOWLEDGE
Definition – This factor assesses the depth and breadth of knowledge required to perform
the duties of the job.
Levels
1. Requires the knowledge to perform basic administrative, professional, technical or scientific
tasks.
2. Requires practical and procedural knowledge of administrative, professional, technical or
scientific concepts, generally within more than one subject area.
3. Requires theoretical, practical and procedural knowledge of administrative, professional,
technical or scientific concepts, within a range of subject areas,
or
Requires advanced theoretical, practical and procedural knowledge within one or two subject
areas.
4. Requires advanced theoretical, practical and procedural knowledge of administrative,
professional, technical or scientific concepts, within a range of subject areas,
or
Requires advanced theoretical, practical and procedural knowledge within one or two subject
areas and theoretical, practical and procedural knowledge of administrative, professional,
technical or scientific concepts, within a range of subject areas,
or
Requires advanced theoretical, practical and procedural knowledge of professional, technical
or scientific concepts within one or two subject areas, in addition requires ongoing
application of a majority of the following management practices: policy development, budget
development, formal supervision, strategic planning, facilities management, career planning,
long-term planning, and optimal use of resources.
5. Requires advanced theoretical, practical and procedural knowledge of professional, technical
or scientific concepts within a range of subject areas, in addition requires ongoing application
of a majority of the following management practices: policy development, budget
development, formal supervision, strategic planning, facilities management, career planning,
long-term planning, and optimal use of resources,
or
Requires knowledge of extremely complex concepts and procedures within a highly
specialized area of research or practice.
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APT Classification Plan
Effective Date: November 1, 2011
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FACTOR 6 - INTERPERSONAL SKILLS
Definition – This factor assesses the skills typically required to communicate with others in
carrying out the duties of the job.
Levels
1. Requires courtesy and tact to obtain, provide, or explain factual information.
Communications do not generally involve difficult or emotional situations.
2. Requires interpretive skills and discretion to exchange or explain specialized or technical
information. Tact or diplomacy may be required to deal with minor conflicts or complaints.
Communications occasionally involve difficult or emotional situations. Generally the
incumbent can refer or confer on a difficult or challenging situation.
3. Interactions primarily require the ability to identify needs or requests and to provide advice,
instruct, train or facilitate. These skills would be used to persuade or influence and to obtain
co-operation or understanding. Communications often involve complex or emotional
situations and an attempt must be made to resolve before being referred to others or
conferred on with others.
4. Interactions primarily require the ability to identify and respond effectively to needs and
requests that require probing for information. Requires negotiating, conflict and crisis
resolution, or therapeutic intervention skills. Communications typically involve complex or
emotional situations.
5. Interactions require the regular use of highly developed mediation, negotiations, counseling
or media relations skills used in influencing, persuading, motivating or negotiating with
others. Communication skills may be used in resolving highly critical situations.
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APT Classification Plan
Effective Date: November 1, 2011
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FACTOR 7 – WORKING CONDITIONS
Definition – This factor assesses the disagreeable conditions of the job environment. It also
includes the degree of health hazard and any aspects of necessary travel or unusual hours
occasioned by the job.
Levels
1. The work is performed in an environment with little or no exposure to disagreeable working
conditions.
2. The work is performed in an environment with occasional exposure to disagreeable working
conditions.
3. The work is performed in an environment with frequent exposure to disagreeable working
conditions.
4. The work is performed in an environment with continuous exposure to disagreeable working
conditions.
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APT Classification Plan
Effective Date: November 1, 2011
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FACTOR 8 – PHYSICAL AND MENTAL DEMANDS
Definition – This factor assesses the physical and mental demands of the job.
Levels
1.
Light physical effort required involving stooping and bending; individual has limited
discretion about walking, standing, etc; occasional lifting of lightweight objects.
Occasionally must handle multiple priorities, priorities can be anticipated, occasional
interruptions, demands and pressures, customer interaction, meet occasional/routine
deadlines.
2.
Moderate physical effort required involving long periods of standing, walking on rough
surfaces, bending and/or stooping; periodic lifting of moderately heavy items. Moderate
changes in priorities, imposed deadlines set and revised beyond one’s control, moderate
interruptions, demands and pressures from persons other than immediate supervisor.
3.
Considerable physical exertion required involving bending, stooping, climbing, lifting or
carrying heavy items) and periodically working in difficult or awkward positions.
Interruptions influence priorities, externally imposed deadlines set and revised with short
notice.
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APT Classification Plan
Effective Date: November 1, 2011
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