The 2006-2010 BCGEU Collective Agreement Article 20 states “The Joint Committee shall review the reclassification process during the term of this Agreement.”
On January 9, 2007, the Joint Committee established a sub-committee – the Joint Job Evaluation Committee (JJEC) - consisting of two BCGEU members and two Okanagan campus management representatives.
The University maintains the right to classify or reclassify jobs as stated under Article 18, 19, and 20 according to the emerging and changing needs of the University. The University shall stipulate the effective date of any reclassification.
Note: Employee qualifications, individual job performance, volume of work or salary assigned to the grid range level are not valid grounds for a classification review.
Please access the following online forms:
The JJEC is comprised of two BCGEU members and two Okanagan campus management representatives.
The Joint Job Evaluation Committee (JJEC) will conduct evaluations in a transparent, honest, and objective manner.
A JJEC member will be declared in a conflict of interest for classifying or reclassifying a job as follows:
The process of rating jobs is called job evaluation and it is aimed at determining the relative worth of each UBC's Okanagan campus. Each of the 10 compensable job factors used in the Job Evaluation Plan can be divided into a number of degrees and each degree is assigned a point value.
The Joint Job Evaluation Committee (JJEC) assigns each job the number of points that corresponds to the degree that factor is present in the job. For example, the job of custodian might be assigned many points for involving difficult working conditions. The job of payroll clerk might receive fewer points on that factor since more agreeable working conditions are involved, but it might receive more points for having a greater financial responsibility.
When the points for each factor are totalled, they will fall within a pay range and that is where the classification is determined.
These 10 factors determine the classification and compensation for a job. Please see Definition of Factors for the definitions of these factors. Each factor has a certain weighting or measure of importance for the overall rating of a job.
|Factor||Percentage of the Total Weight|
|Consequence of Error||13|
|Supervision of other staff||5|
|Contacts – internal and external||12|
The JJEC looks at many things in evaluating a job including:
This is why it is very important to be deliberate and thoughtful in writing a job description because it is the basis of rating the work. Again, the job evaluation system is not meant to evaluate individual job performance, volume of work or salary assigned to the grid range level.
A new job is defined as a position with duties and responsibilities that differ from an existing job and has a distinct job title. The JJEC will evaluate and classify the work.
In the event of a job vacancy, the supervisor might decide to update the existing job description. HR will review for substantive changes to the job description and determine whether a formal evaluation review by the Joint Classification Committee is required. If a review is conducted and results in a reclassification, the updated classification will be posted for recruitment. This process is considered a reclassification of an existing position, rather than a classification of a new position.
Human Resources retains the right to classify auxiliary work. If an auxiliary job becomes regular, the job will be evaluated by the JJEC.
Job descriptions may be submitted for job evaluation 12 months from the last evaluation. For help on writing or revising job descriptions, please see the Recruitment Guide.
A request for a reclassification may be initiated by the Employer or the Employee.
The employee will first discuss the revised job description and any concerns regarding classification with the direct supervisor as they must work collaboratively to obtain the final job description. The employee shall submit to the direct supervisor the following:
Within 20 working days of receipt of the reclassification request, the supervisor will submit all forms to HR electronically. HR will review documentation for completeness and evaluate the job. HR may have meetings with the supervisor and the employee during initial review.
HR will send job description to JJEC for reclassification and review. The JJEC has 15 working days to complete the reclassification review.
After classification, HR will forward the documents to the Union for their review. The Union will have 5 working days to complete their review.
The HR Advisor will advise the Director, Human Resources of the Committee’s recommendation for classification.
The HR Advisor will verbally advise the supervisor of the decision and the supervisor will verbally advise the employee. The supervisor will submit a Staff Appointment Form to HR to process any increase in salary.
The HR Advisor will confirm the classification decision in writing to the employee outlining if any factors have changed. A copy will be sent to the supervisor and the Union Chairperson.
In accordance with Article 22.7 “Where an employee is appointed to another position which carries a higher salary scale, the employee will receive the rate in the new salary scale which is closest to but not less than an increase of 3.5% of the previous salary or the minimum of the new scale, whichever is greater.”
If the position is reclassified to a higher salary grade, the effective date of increase will be retroactive to the date the evaluation request was received in HR.
When a job remains in the same salary grade, there will be no change to the salary.
Where a job is reclassified to a lower salary grade than the current job, the employee’s salary will be red-circled until the maximum salary for the lower classification equals or exceeds the red-circled salary rate. “Red-circled” means that the incumbents’ current salary exceeds the top of the range for the lower classification.
Where more than one incumbent occupies the same classification in that area, one document and job description will be submitted. For instances, two or more clerks in a department may perform the same work and if there is a classification review, only one set of documents is required.
Auxiliary employees who occupied a reclassified position receiving a higher pay grade will receive retroactive pay for the time worked beginning when the evaluation request was received in HR, to the end of their auxiliary assignment.
If the reclassification is unsuccessful, the incumbent and/or management has the right to appeal. The Reclassification Appeal Form (Reclassification Appeal Form ) must be submitted to HR within 10 working days of the date on the letter advising the incumbent of the classification decision. The Joint Job Evaluation Appeal Panel (JJEP) which consists of one member appointed by the University and one member appointed by BCGEU, will undertake the appeal process.
To ensure objectivity, neither of these two individuals will have had any prior involvement with the file under appeal.
The employee has the right to meet with the JJEP and the JJEP has the right to call any person it deems necessary to arrive at a just decision. The information contained in the Reclassification Appeal Form must only provide clarification of existing information that was submitted on the original reclassification request form. The introduction of new information or changes to original information will not qualify for an appeal.
If the reclassification appeal process does not result in a new classification, the member cannot request another reclassification review for 12 months from the date of the appeal decision.
When a position is reclassified to a higher salary grade through the appeal process, the date of increase will be retroactive to the date the original request was received in HR.
When considering whether or not to file an appeal, it may be helpful for the employee or manager to consider the following:
If the Appeal presents new information, it will be not be considered and the reclassification request will have to wait one year before the JJEC will consider it again.
If the Joint Committee is unable to agree on the proposed classification, the Grievance Procedure under Article 70 may be invoked. The collective agreement may be viewed online.
In the event a reclassification is not approved upon first submission but subsequently approved by either the Joint Committee or through the grievance procedure, the effective date of such reclassification will be the date the request was received by Human Resources.
Chairperson, UBCO Support Unit
|George Athans, Manager
Last reviewed 3/13/2012 9:16:44 AM