Job evaluation is a process in place at the University to ensure equal pay for work of equal value–in other words, pay equity. It’s your chance to have a say in what your compensation should be. The University and the Union use a gender neutral system to assess your job based on skill, responsibility, effort, and working conditions.
The questionnaire is one of the tools we use to complete an assessment. It is how we make sure your voice is heard in job evaluation. The questionnaire allows you to describe your work in detail and provides important insight to those who are evaluating your position, particularly in cases where the job description doesn’t accurately capture your work.
The questionnaire is very important. What you write can directly affect your pay, as the job evaluation process directly affects your compensation. The questionnaire and job evaluation assessment is not about evaluating your performance or you as an individual. It is about the work of your position within the University.
The Union can help you! Please contact us to set up a meeting with one of your Job Evaluation Counsellors and we can assist you with the Questionnaire and the entire job evaluation process.
The Pay Equity Act requires an employer to achieve and maintain pay equity in the workplace. Your Union and the University have negotiated an agreement that guarantees an ongoing, open process to maintain pay equity and internal equity with a consistent and fair job evaluation system: The Maintenance Protocol.
A new position is a position that has yet to be evaluated by the Union. When a position is created, the University does an assessment of it. The first incumbent to reach 6 months in that position should receive a questionnaire from the University. If you have not received a questionnaire and have been in your new position for longer than six months, you can request one through HR (and copy us on the email) or through us directly. We recommend that you speak with one of your Job Evaluation Counsellors before you begin this process.
When the University creates a position, it assesses it based on the job description. As you know, job descriptions can be inaccurate and sometimes miss duties, simply because a job changes over time. This is exactly why we like to give you 6 months in a new position, so that we can hear your side and understand if the original placement was appropriate, or if it needs to be changed.
Why is the Union disputing the classification/rating proposed by the University? Does the Union think my position should be rated at a lower pay band?
The Union disputes classifications/ ratings proposed by the University in cases where it believes the placement is unfair, inconsistent, or inappropriate. When the Union disputes the University’s placement, it is because the Union believes that the University is not valuing the position properly. Your Union will never advocate for a position to be placed in a lower pay band than its current one.
I have filled out my questionnaire and now I fear that if my job is reclassified I might get laid off. What can I do? Should I withdraw my request?
The job evaluation process is something that you have a protected right to access. It helps ensure that the University’s compensation system is rational, fair and consistent. There is nothing wrong with filling out a questionnaire – it provides information to ensure fairness. Contact us and let us know what is happening. We can help make sure your manager and/or HR understands that job evaluation and pay equity is your right.
If your job description is outdated, please discuss this with your manager. The University has an obligation to ensure job descriptions are up-to-date. The Union is always available to you as a resource for advice in this process.