WEIGHTING OF FACTORS and Sub-Factors Pay Equity Bureau WEIGHTING OF FACTORS and Sub-Factors

Weighting What is weighting? Weighting represents the value or importance given to each of the factors and subsequently sub-factors. The value or importance depends on the organizations’ goals, objectives and mission. Today we are going to provide you with an overview of the Joint Job Evaluation Project undertaken by CUPE 1252 and the Employer. We will present the material in 6 parts Part I Introduction Part II Job Evaluation Part III Roles and Responsibilities Part IV Collecting Job Information Part V Data Collection Process Part VI What’s Next Document 6.15

Considerations There is no universal “weighting” Should reflect the value of the organization Should not discriminate against women or men

How is it determined? Determine what is valued by the organization Discuss and agree on principles Should groups of similar factors have equal weights? Should the weighting of each factor be of sufficient size to be meaningful? (so that all individual factors add value) Before starting the session, we would like to welcome the members of The Joint Steering Committee and Advisors: Names and titles (people to introduce themselves) The Data Collection Teams: List handed out The Joint Job Evaluation Committee: - Names and titles Document 6.15

Guidelines As a general rule, no sub-factor should be weighted at less than 5% or more than 15% The total of the weights assigned to each factor equals 100% (=1000 points) The total of the weight assigned to each sub-factor equals the weight assigned to the factor Before starting the session, we would like to welcome the members of The Joint Steering Committee and Advisors: Names and titles (people to introduce themselves) The Data Collection Teams: List handed out The Joint Job Evaluation Committee: - Names and titles Document 6.15

Factors The four key factors used to measure the value of the work are: skill, effort, responsibility and working conditions. For instance: Qualifications Responsibilities Required Effort Working Conditions A joint job evaluation project has been contemplated by the union and the Government of New Brunswick for some years now. In the last round of bargaining, agreement was reached to proceed with the project. Today we want to explain an overview of this project. Document 6.15

Sub-Factors In order to conduct an exhaustive, balanced analysis, the four factors are broken down into 10 sub-factors, which will allow you to consider all of the important aspects of the work carried out What is the goal of the joint job evaluation project? To develop a logical, well-defined job evaluation system. To jointly review all jobs. To address the internal relativities among the jobs within the CUPE 1252 contract. The results of the study will be reported to the negotiating teams. Document 6.15

Qualification The sub-factors for the Qualification factor are: Education Experience Dexterity and Coordination

Responsibility The sub-factors for the Responsibility factor are: Accountability/Decision Making Communication/Interpersonal Relations Supervision

Required Effort The sub-factors for the Required Effort factor are: Intellectual Effort Concentration and Sensory Attention Physical Effort

Working Conditions The sub-factor for the Working Conditions factor is: Inconveniences and inherent risks

Determining Weights of Factors Weighting Qualifications 20% to 35% Responsibilities 25% to 30% Effort Required 20% to 40% Working Conditions 5% to 15%

Determining Weights of Sub-factors Weighting Education 10% to 15% Experience 6% to 12% Dexterity and Coordination 4% to 8% Accountability/Decision Making 9% to 10% Communication/Interpersonal Relations Supervision 7% to 10% Intellectual Effort 8% to 14% Concentration and Sensory Attention 6% to 13% Physical Effort Inconveniences and inherent risks 5% to 15% Job Evaluation is a systematic procedure used for determining the relative value of jobs within an organization (internal relativity). - In other words it compares jobs to each other in order to determine a relative ranking order within the organization. It consists of factors and subfactors against which all jobs are rated/evaluated. Reminder – As a general rule, no sub-factor should be less than 5% or more than 15% Document 6.15

Arithmetic Progression Formula Once you have determined the weights for each sub-factor, you will be able to determine the value for each level within the sub-factor by using the following arithmetic progression formula: Level X Max. # of points of sub-factor = Points Total # of Levels It is not: -The individual’s performance is not a factor that is assessed during the job evaluation process. -The salaries will be negotiated between the Employer and the Union during the collective bargaining process. -Job Evaluation is not an exact science; it is a technique. Document 6.15

An example It has been determined that the Education sub-factor has been weighted at 14% (140 points). The level required for this job has been determined to be 1 and there are 7 levels within the sub-factor. Level X Max. # of points in sub-factor = Points Total # of Levels Job Evaluation consists of Factors and Subfactors. Factors Skill Responsibility Effort Working Conditions The Job Evaluation System has been designed to measure the value of jobs within CUPE Local 1252 hospital sector. 1 X 140 = 20 Points 7 Document 6.15

Converting ratings into total points The point value of each level will be used to determine the total point value of each job. To ensure objectivity, compare all the rating decisions made to previous rating decisions of similar and/or related positions. Further reassessment may be required if some jobs seem out of place. The Data Collection Team members will provide information sessions for Employees and Managers during a two-week period (March 20th to March 31st). The Joint Data Collection Teams are responsible to distribute and track the JAQ’s for their RHA. You will be available to assist employees and managers to answer questions about the process and questionnaire. After the JAQ’s are completed by Employees and Managers, they will track and forward the completed questionnaires to the JJEC via HR. The JAQ’s will then need to be sent by courier to Sharon Hamilton, Office of Human Resources (we will give them the mailing address). Document 6.15