About Job Evaluation
Job evaluation provides for a systematic review and comparison of jobs to assess their relative value and determine how jobs fit together and where they fit in the relevant pay scale.
According to Ontario’s Pay Equity Act, there are four factors that must be assessed to determine the value of a job: skill, effort, responsibility and working conditions. Download the USW Local 1998 SES/U Job Evaluation Project Plan (DOC, 228 kB), which covers these four factors through 17 sub-factors.
Job evaluation is administered by the University, with input from the Union, and is used fo r maintaining pay equity in compliance with the Pay Equity Act, and internal equity, for job classes within the USW Local 1998 bargaining unit. Job evaluation is not designed to measure personal attributes or qualifications of an employee, nor is it intended to assess performance or volume of work.
The University creates and evaluates new positions and provides the Union with written notice of its decision. Once an employee has been in a newly-created position for six months, the University forwards a questionnaire on behalf of the Union for completion by the employee, copied to the Union.
Effective October 1, 2015, managers of USW employees do not review or comment on completed questionnaires.
Change in Job Classification
Employees, who believe there has been a significant change to their position such that it no longer fits within its current job class, can complete the online Statement of Significant Change Form (SSCF). Where a completed questionnaire exists for the position, a copy will be made available upon request to the employee. Staff in Human Resources will review the SSCF and advise within 20 working days on whether the University agrees that significant change exists.
Excluded managers and academic administrators who supervise staff can also submit a request for reclassification of a USW position where they believe that the position has significantly changed, by submitting this online form.
The University and USW have agreed to a three-step process for addressing and resolving job evaluation disputes between the parties:
- The first step involves an informal meeting of the parties
- The second is the referee collaboration stage
- The third and final stage is a hearing before an arbitrator