RCEA Classification Presentation October 2005

1
RCEA Classification PresentationOctober 2005

• Introduction

2
The Basics

• What is classification
• Where classification came from
• Why we have classification.

3
Underlying Concepts and Principles of
Classifications

• Relative Value
• Pay Equity
• External Market Rates
• Job and Bench Mark Comparison
• Principle of key jobs or Bench Marks which are
  used in each comparison
• Principle of significant difference
• Provides a basis for the negotiation of pay rates
  through the collective bargaining process

4
Classification System

• Direct result of introduction of collective
  bargaining
• Recognizes need for
• Discrete occupational components
• Demands of internal relativity
• Salary structures
• Permits delegation of classification authority of
  pay

5
Classification Systems at NRC

• What are the systems at NRC
• How do they work

6
Categories and Groups at NRC

• Management (MG)
• Scientific and professional
• LS Library Science
• Technical
• TO Technical Officer
• Administrative and Foreign Services
• CS Computer Systems Administration
• FI - Financial Administration
• IS Information Services
• PE Personnel Administration
• PG Purchasing and Supply
• TRA Translation
• AS Administrative Services
• Administrative Support (AD)
• Operational
• Craftsmen, Printers, Electricians, Laboratory
  Attendants, etc..

7
Operational Category

• Common Sub-Group
• Building /Structural
• Mechanical
• Plant Assistant (PLA)
• Laboratory Service Attendant (LSA)
• Research Animal Care (RAC)

8
Administrative Support CategoryAD
Administrative Support

• The Administrative Support Group is engaged in
  the preparation, transcribing, transmitting,
  systemizing and maintenance of records, reports
  and communications, or by operating various
  machines and equipment such as personal computers
  including word-processing, or in the direct
  application of rules and regulations. Also
  included are positions Involved in various
  functions related to the operation of a supply
  unit.

9
Elements of the NRC Classification System

• Roles
• Tools
• The Work Description
• The Evaluation System
• The NRC Grievance Process

10
Job Description Key Points

• Understand the job
• Format
• Key Activities (Duties)
• Order of Key Activities
• Style

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PIQ Measures (factors)

• Knowledge (education experience)
• Minimum required for the job
• Decision Making and Problem Solving
• Supervisory Responsibilities
• Creativity/Innovation
• Contact Communications
• Physical Demand Job Environment

12
Job Evaluation Key Points

• Classification Standard
• Category Definition
• Group Definition
• Benchmark
• Job Evaluation Plan
• Grade/Level Description Method
• Point Rating Method

13
Key Consideration (Rationale)-Key Points

• Definition
• Format
• Identifying Information
• Body
• Category
• Group
• Factors

14
Classifications Managers Role

• Assign duties
• Update position description
• Establish date of commencement of duties
• Manage expectations

15
Classification - Employees Role

• Input to job content
• Clarification
• New duties
• Perform duties assigned

16
Classification - Unions Role

• Collective Bargaining
• Represent employees

17
Classification Policies at NRC

• What are they
• What do they mean to you

18
AD/TO Collective Agreement re PIQ

• Employee entitled to see most recent PIQ
  (including duties)
• Employee entitled to submit a new PIQ setting out
  the duties request review
• Employee shall be informed of results of review
  (classification level and points)

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Questions and Answers

• Thank you