Human Resources
The Job Classification Audit Committee (JCAC) — a committee represented by employees from both the Faculty & Staff Association (FSA) and the employer — classifies permanent staff positions (type A).
Classification is done using an approved 13 sub-factor job evaluation plan that places positions on the staff pay scale based on factors such as education, experience, judgment, and complexity of work.
The process for amending a job description is as follows:
If additional duties have been assigned to a position, will it increase pay groups?
Not necessarily. There is a points range for each pay group. It is not unusual for duties to change within a position, or duties to be added that require the same type of function and thus are awarded the same rating.
Also, the position may have a new, higher rating assigned to it, however, it could still remain within the same pay group.
If the volume of work has increased, can an employee be compensated through job review?
No. The classification system does not take into consideration the volume of work. Its purpose is to examine the functions and responsibilities of the position. Assigning additional weight to an area of responsibility causes superficial inflation in the assigned points and inequity across other positions within the system. As a result, doing more of the same work does not result in a changed classification rating or pay group.
Can a position be reclassified to a pay group lower than the current classification?
Yes, this can happen. The current incumbent will not be penalized for this. Please refer to the collective agreement article 21.6 Rate of Pay on Reclassification.
Does the performance evaluation of an employee have an impact on the classification of their position?
No. The performance evaluation process is a separate and distinct function from classification.
I have the same title (e.g.: Coordinator, Officer, Analyst) as someone else. Why aren’t our ratings the same?
Many positions at UFV share similar titles but have different levels of responsibility and duties. It is the job content as measured by the classification system that determines similarities and differences between jobs, not the job title.
I know another employee, in a different department, who holds a similar position to me. It has a different title, but I know we do the same things. Why aren’t the ratings the same?
Jobs are evaluated based on the requirements of the job and information provided at the time of rating. In some cases, jobs are given weight based on context or details in a job description or additional documentation beyond the job posting or job description. Although two positions may appear similar, they may, in fact, carry weight in different areas that affect the ratings.
Who should be contacted regarding classification questions?
As an employee, your first resource is your supervisor since this is the person responsible for your work assignment. If you need additional information, your next contacts are Brittany Grewal, employer co-chair of the Job Classification Audit Committee (JCAC) and Julie Croft, Faculty & Staff Association (FSA) co-chair of the JCAC.
How do you determine if the position’s duties and responsibilities have undergone substantive changes?
Not all changes in duties and responsibilities may be significant enough to warrant a classification review or necessitate a revised job description. Some research and analysis is required as the ranges within a classification rating allow for a degree of flexibility in terms of the depth and scope of a position's responsibilities. The first step is to consult with your HR advisor to understand how the job evaluation plan and the 13 sub-factors are applied within the plan. In addition, the following questions may help to identify if significant changes have been made and if a job review is warranted.
The changes identified were not determined to be substantive. What does that mean?
If substantive changes were not identified, it means that the previous classification was determined to reflect a range of duties and responsibilities and the changes were deemed to be within that range. The job classification system allows for a number of criteria to impact the classification, however, an impact on the pay group requires a position to have changed substantially, or, in a way that brings the duties and responsibilities outside the most recent classification rating's range. In some instances, if a position's rating was at the lower end of the range, it might mean that there was a wider range for the position to grow into that still kept it within the same pay group.