Job Evaluation Update December 2015

What is Job Evaluation?  Joint system between the Union and the University  A gender neutral system to assess your job based on skill, responsibility, effort, and working conditions  Equal pay for work of equal value  Pay equity and internal equity

The History  The union started working on JE in 2003  Negotiations to create the factors, scores and questionnaires  Each position in our bargaining unit was evaluated, with Wave 7 finishing in 2012  Maintenance phase  new positions are rated  existing positions can be re-evaluated if the work has changed

What’s New?  Negotiations on job evaluation broke down in 2013  Outstanding cases were put on hold  The new executive negotiated a new maintenance protocol, effective October 1, 2015, with the university to get things back on track

What’s Changed?  The Same  The JE system of factors, points and paybands  The questionnaire is the same, BUT  Only for new positions  No manager comments  Retro calculations  Different  a streamlined dispute mechanism - a referee step before arbitration  new Statement of Significant Change Form for re-classifications, instead of questionnaire  retro payments go back 6 month from when the SSCF is submitted  Implementation within 2 pay periods  You can’t request a reclassification after a re-organization

What about Me?  Cases in progress  Clearing the backlog, faculty by faculty  Oldest to newest  Updating members  Sorting out manager-initiated re-classifications  Cases in progress before October 1 st are under the old protocol  New cases  Contact the JE team for assistance BEFORE completing  significant change form  questionnaire  Contact the JE team if you don’t know the status of your manager- initiated re-classification

Understanding the Process – new positions  When a new position is created University creates job JD, rationale, score and payband to union Union reviews 20 working days to dispute

 Six months later... Incumbent gets questionnaire Contact union before filling it out If the job has changed from the job description Complete a significant change form to start the review

Understanding the Process – Re-classifications  Manager Initiated Re-classification (MIR)  Employee Initiated Re-classification (EIR)  Employee must be in his/her position for at least 6 months  Employee must be in active employment, i.e. not in receipt of notice of organizational change or lay-off  There is no other outstanding re-classification pending  There is a significant change in the duties and responsibilities of the position

Understanding the Process - Manager Initiated Reclassification University says position has changed and provides the following to the employee and the Union - Updated job description - Job Class Placement and Rationale - SSCF from the Manager - Line Score Union reviews Union disputes the university’s placement 20 working days to dispute the change Union Agrees Job is re-classified

Understanding the Process - Employee Initiated Re-classification Employee contacts the union for assistance Completes the Significant Change Form University has 20 days to decide if there has been a significant change If University agrees, it has 20 days to provide - Updated JD -Job Class Placement and Rationale - Line Score Job is re-classified If the University says there’s no change, the Union has 20 days to dispute it

Understanding the Process - Disputes Dispute Resolution Form - Job class, pay band - rationale - Line score Other party has 20 days to respond Informal meeting of the parties Referee Collaboration Arbitration

Where can I get answers and help?  Contact the JE Team:  JE Principal:  P.C. Choo, ext. 225  Pay Equity Analyst and Member Services Coordinators:  Jan Eichmanis, ext. 230  Patrick Legay, ext. 235  Kim Walker, ext. 236  