Human Resources


(December 1998)

Human Resources is your partner in the employment relationship

The fall 1998 seminar for administrative staff specialists and executive assistants was held Nov. 25 at Hampton Hall in the Fisheries and Marine Institute. The day-long seminar involved a series of presentations from each section of Human Resources. Among the topics covered were recruitment and job evaluation, immigration, benefits and pensions, payroll, leave management, alternative dispute resolution and quality service.

The group also heard from Donna Scotton, regional manager of CHC Working Well, the university's Employee Assistance program (EAP) providers.

The Department of Human Resources views these workshops as an opportunity to receive feedback from university personnel. It is expected that the fall workshop will become an annual event. Plans are now underway for a series of workshops and presentations on the University's Performance Management System.

Update on CUPE Anomalies Committee activities

As part of job evaluation system maintenance, and in conjunction with the CUPE Anomalies Committee, CUPE classification titles are being reviewed and revised. Committee membership includes Joe Boland, Mary Clarke, Brian Farewell, Monty Green, Claude Horlick, Lorraine Jackson, Robert Nichols and Jerry Smith.

The proposed changes will reduce the number of classification titles substantially, which is consistent with one of the goals of the job evaluation system.

Four reasons for the proposed title changes include:

1. Gender - Use titles that do not refer to gender (e.g., craftsperson will replace craftsman);

2. Dated titles - Use titles that reflect Memorial's current environment and technology (e.g., stores attendant will replace stores clerk);

3. Duplicate titles - Titles allocated to the same band level, will be deleted and replaced with one title (e.g., delete clerk and intermediate clerk and replace with clerical assistant);

4. Classification series - Classification titles in a numbered series will now be referenced by band level number only (e.g., library assistant, band level 1 will replace library assistant I).

For recruitment purposes, advertisements will include the salary scale and band level assigned to the vacant position.

Although the generic classification title will be revised, employees, in conjunction with their supervisors, may still use working titles that are more reflective of the work performed.

The review of CUPE classifications should be completed over the next few months. At that time, employees will be informed in writing that their classification title has been changed without changing their assigned band level. Implementation will occur for non-bargaining staff shortly thereafter, following the same notification procedure.

The CUPE Anomalies Committee has also developed a memorandum of understanding that deletes reference to Clause 39.06 (a) of the collective agreement which states that:

"A request for classification review shall not be entertained on the grounds of the inadequacy of the band level assigned to the classification."

This deletion reassures employees of the benefits and greater flexibility of the new system for classification review.

If you have any comments or questions, please contact on the committee members listed above.