Victoria University Job Evaluation Information Session

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Victoria UniversityJob Evaluation Information
Session

• Steelworkers Local 1998,
• Victoria Unit
• October 23-24, 2006

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Pay Equity Act (PEA)

• 1987 Ontario Pay Equity Act
• Requires employers to pay female job classes at
  least as much as male job classes if, following a
  job comparison process, the jobs are found to be
  of equal or comparable value.
• Employers plans 1990
• Requirement for maintaining Pay Equity

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Key Provisions PEA

• equal work equal value
• Comparisons based on the value of the work
• skill
• mental and physical effort
• responsibility
• working conditions
• Measure of what the job is.
• Gender neutral job comparison system.
• The job rates of job classes are compared to
  determine pay equity adjustments. Job rate is the
  highest rate of compensation paid to a job class.

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Maintaining PEA

• Responsibility for maintaining the Pay Equity
  Plan.
• Pay Equity is not meant to be a one-time effort -
  the Act states that pay equity must be
  established and maintained. Maintaining means
  that employers must monitor changes in their
  establishments for pay equity implications. For
  instance, wage gaps between female and male job
  classes cannot be re-opened once closed, or new
  gaps created.

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Job Evaluation and Pay Equity

• Job Evaluation is a method for measuring the
  value of work (composite of the skill, mental and
  physical effort, responsibility and working
  conditions involved in doing the jobs).
• JE must work for pay equity and maintenance.

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Local 1998 2006Needs Assessment

• Job Evaluation was identified 2nd in order of
  priority for members in the Local 1998 2006 Needs
  Assessment.

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Job Evaluation at Vic

• Letter of Agreement
• Collective Agreement, page 85
• The parties agree to introduce a mutually
  acceptable, gender neutral, job evaluation system
  and methodology for bargaining unit positions.
  The job evaluation system will be a point factor
  system, will reflect the Universitys values, and
  will be compliant with the Pay Equity Act. The
  SES-U system 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.

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SES

• SES A Simple Effective Solution to Pay Equity
  and Job Evaluation
• SES is an evaluation system made up of seventeen
  factors selected to best reflect job requirements
  in a workplace.
• Fair job evaluation is absolutely dependent on
  collection of accurate and up-to-date information
  about jobs. Information collected is used to
  evaluate jobs on each of the factors in SES.

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From SES to SES-U
SES-U
SES
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Job Evaluation Factors

• June 2006
• Under the SES(U) system, there will be a total of
  17 factors. Each factor has nine levels with
  scores ranging from a minimum of 10 points to a
  maximum of 50 points.
• Skill Factors (45 of the total points)
• 1. Previous Education and/or Training
• 2. Previous Experience
• 3. Interaction Skills
• 4. Movement Skills
• 5. Decision Making
• Responsibility Factors (30 of the total points)
• 1. Responsibility for Information
• 2. Responsibility for Materials, Equipment and/or
  Outcomes
• 3. Responsibility for the Safety of Others
• 4. Financial Responsibility
• 5. Manage or Direct Others
• Effort Factors (10 of the total points)
• 1. Mental Effort
• 2. Physical Effort
• Working Conditions (15 of the total points)

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Information Gathering

• Questionnaires/Interviews
• The Union will 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.

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Timeline

• Victoria Unit JEC October 2, 2006
• Meeting with HR October 13, 2006
• Job Description Mailing/Emailing
• Meetings re Modifications Union/Vic
• plan, factor language
• questionnaire, interview logistics

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Timeline

• Questionnaires/Interviews 2007 spring?
• Additional Information Sessions
• Implementation
• The parties will use their best efforts to
  implement this system by March 31, 2008.

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Links, Contacts

• Pay Equity Act www.cbs.gov.on.ca/obc/english/642K3
  9.htm
• JEC www.uswa1998.ca
• SES www.usw.ca
• 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 [phone]
• valerie.ferrier_at_usw1998.ca
• www.uswa1998.ca