Victoria University Job Evaluation
FREQUENTLY ASKED QUESTIONS:

1. What is the timeline for implementing the Job Evaluation System at Vic?

ANSWER:  In the 2005 Collective Agreement Victoria University agreed to introduce a mutually acceptable, gender neutral, job evaluation system and methodology for bargaining unit positions. The parties agreed to use their best efforts to implement this system by March 31, 2008. One member from Victoria University is working in conjunction with the ten-member USW Committee, supported by a Job Evaluation expert from the Steelworkers National Office, to keep the project moving forward.  The SES-U system which is being developed by the University of Toronto and the United Steelworkers will be the basis for the job evaluation system at Victoria University, recognizing the need for modification for Victoria University jobs.

2. Where what are the next steps in Vic’s Job Evaluation Process?

ANSWER:  The next steps including negotiating with Victoria University for factor language changes to the SES-U and negotiating logistics for the Job Evaluation process at Vic. Joint agreements are necessary to ensure that all Vic Unit employees are able to fully participate in the job evaluation process.

3. Why should I participate in this process?

ANSWER:  The existing job evaluation process is about 30 years old and has become ineffective in meeting the needs of the Local 1998 membership.  The Union and the University have agreed to the process that is underway to put a new, gender-neutral system in place.  Member participation in this process will be critical to the success of the new system. Copies of completed Questionnaires will be retained only by the member and the Union.  The contents will be used by the Union to advocate on behalf of its members if a University rating of a position is lower than the Union’s rating.

4. What can I personally expect from the new job evaluation system?

ANSWER:  Some members may see a wage or salary adjustment. The principal benefit for all members will be the introduction of a continuously maintained, equitable, and transparent process for valuing the work you do.  You will be better able to manage your own career at the University by having a regular, seamless job review process and a system that permits you to see why your position and others are classified as they are. This will help you determine what skills and experience is required for advancement either within your position or to move into other positions.

The Job Description that I received from Human Resources is not an accurate reflection of my current tasks.  What should I do to correct this?

ANSWER:  Talk to your supervisor and Human Resources about having the necessary corrections made. Keep notes of what changes you feel are necessary whether these are revised by HR or not.

1. When will I be interviewed by a member of the JEC? 

ANSWER:  The Union is committed to meeting every one of the Victoria University Unit members.  Interviews will begin to take place once logistics have been negotiated with Vic. We plan for the most part to proceed with interviews on a departmental basis. The interview will allow the JEC to gather additional details about your job that may not have come through in the Job Description. These details will allow a more accurate assessment of the 17 Factors that make up the SES-U system and will be used by the JEC when it meets with its University counterparts to rate your job.

Questions?
Valerie Ferrier
Steelworkers Job Evaluation Committee
Local 1998, Victoria Unit
25 Cecil Street, 2nd Floor
Toronto, Ontario M5T 1N1
416-506-9090, ext 237, fax 416-506-0640
valerie.ferrier@usw1998.ca
www.usw1998.ca