Job Evaluation Resources

 

Frequently Asked Questions (FAQs)

What is job evaluation?

Job evaluation is a tool used to determine the relative value of jobs.  It measures job requirements in terms of skill, effort, responsibility and working conditions.  It does not measure the skill or performance of the individual in the job.  In 1999, the University and OPSEU, Local 365 agreed to negotiate a new job evaluation system that would better reflect the work done at Trent University by OPSEU members and that would continue to be compliant with the Pay Equity Act.

 

Why do we have a job evaluation system? 

To ensure jobs performing the same or characteristically similar responsibilities are equitably compensated.

 

How do I know if my job should be re-evaluated?
There are a number of common indicators:

  • reporting to a supervisor at a much higher level in the organization
  • assuming responsibility for making decisions beyond the level of authority previously exercised
  • supervising a much larger group of staff which may include the administration of more than one collective agreement
  • significant growth in the size, breadth and/or complexity of the department, program, and/or services provided
  • notable increase in the level of minimum qualifications required to perform the work of the job

What type of job evaluation system does Trent use?
For OPSEU positions, a quantitative "Point Factor” method is used.  This method uses defined factors and degrees to establish job value.  Job descriptions are compared to the definitions of degrees in order to determine the most appropriate level.  The corresponding points for that level are then awarded to the job and combined for all factors to derive a total score. 

 

For Exempt positions, a quantitative “Proportional Value” method is used. 

 

What input do I have into the evaluation of my job?

You and your manager will contribute to the evaluation of your job by providing accurate and relevant information in a Trent University/OPSEU joint questionnaire about your position.  You will also have the opportunity to present briefly to, and answer questions of, the JJEC. 

 

What is the role of the Union in the current job evaluation system?

The job evaluation process is a joint system that has been mutually created by the University and the Union.  The membership elects representatives to the JJEC and the process by which job are jointly evaluated is entrenched in the OPSEU, Local 365 Collective Agreement (July 1, 2007 – June 30, 2010). 

 

What is my Manager’s role?

Your manager has several roles in the job evaluation process. 

    • If you have questions about job evaluation, your manager can direct you to the right source of information.
    • He/she may update and submit your job description to Human Resources.
    • He/she may participate in the completion of the joint questionnaire agreed to by the University and the Union. 
    • As part of the review, he/she may be contacted to provide additional information.
    • He/she will be asked to attend the JJEC meeting at the time the position is reviewed.

 

Is a job evaluation a performance evaluation?

No.  Job evaluation is about evaluating the skill, effort, responsibility and working conditions of a job or job class; it is not about evaluating an individual staff member’s performance or personal qualification.  The job evaluation process assesses the requirements and responsibilities of a job or job class.

 

 

Will I be paid more as a result of the job evaluation exercise?

Employees reclassified to a higher band level shall be placed at a step level in the new band that represents, as a minimum, one step increase from the previous salary.  It is understood that there shall be no retroactivity payment, including any retroactivity awarded through arbitration, prior to the date of the receipt of the written request for review in HR. 

 

Is there a “sample” and/or other tools available to assist me in preparing my own submission?

Yes, a Tool Kit, including a sample submission, manual, questionnaire, etc., is available to help you prepare your own submission.    

 

Am I able to access others’ job descriptions and/or related position information to use for comparison purposes when preparing my own submission? 

Under the Collective Agreement, Human Resources is not obligated to release job descriptions, questionnaires, points sheets or other related position information to anyone other than the incumbent of the position, his/her supervisor or member of the OPSEU executive.  Human Resources may, however, release copies to others upon request, where appropriate. 

 

If I am not satisfied with the result of my review and wish to appeal the JJEC decision, what steps am I to take?

In accordance with Article 17.9 of the Collective Agreement between Trent University and OPSEU, Local 365, an employee who claims his/her assigned job is improperly classified and that he/she should be properly classified to another classification may appeal the committee’s findings by presenting a request for review in writing to the JJEC, c/o Human Resources, Attention: Stephanie Williams, Director Human Resources within six (6) months of JJEC’s decision under Article 17.6. 

The written request must specify the classification claimed by the employee to be inappropriate together with those individual job factors which are being contested and the substantive basis on which the claim is advanced.  Any changes from the original questionnaire should be included.  The employee may also request to give a brief verbal submission to the JJEC on the date of the joint review.  http://www.trentu.ca/humanresources/documents/opseu_2007-2010.pdf

 

If, after appealing the JJEC decision, I am not satisfied with the result of my appeal, is there anything further I can do?  

Yes.  Under Article 17.11 of the Collective Agreement, if you are not satisfied with the final decision of the JJEC, you may file a grievance directly in writing, within thirty (30) working days of the date of the JJEC decision.  The job evaluation grievance will be forwarded to the Mediator/Arbitrator at the earliest available date acceptable to the parties.  A brief written notice of the Mediator/Arbitrator’s decision will be issued within ten (10) working days of the mediation/arbitration process.  The mediation/arbitration process shall be limited to the consideration of those relevant facts submitted for review to the JJEC.  http://www.trentu.ca/humanresources/documents/opseu_2007-2010.pdf

 

Is there a limit to the number of times I can request a formal review of my position? 

In accordance with Article 17.9 of the Collective Agreement, the JJEC shall be under no obligation to accept or respond to more than one (1) request for review of the same position within any twelve (12) month period. 

 

Where can I get more information about job evaluation?

If you have additional questions regarding job evaluation, please refer to OPSEU, Local 365 Collective Agreement (July 1, 2007– June 30, 2010)-Article 17 (Job Classification) or contact one of your JJEC representatives.