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Access to job evaluation information continues
A training session in the application of the Aiken Plan held in January included members of the CUPE Local 1615 executive, some of whom will be the information providers. Information providers are trained in the application of the Aiken Plan but not raters on the Job Evaluation Committee. They act as resource or contact people to help employees understand the Aiken Plan or the revised job evaluation review and appeal procedures. The following CUPE information providers are available for questions: Ralph Tapper, Dawn Learning and Troy Giles. Resource people in Human Resources include Mary Clarke and Colleen Butler.
How was the access to job evaluation information initiated?
It was a joint project between CUPE and the Department of Human Resources,
as per the memorandum of understanding on job evaluation. Both parties
wanted to provide more transparency in the job evaluation process and
to provide employees with access to more data.
When I can I access job evaluation information on my position?
Depending on an employee’s pay group, access to job evaluation information
has been available as of the following dates:
CUPE Local 1615 - as of Jan. 2, 2002
Non-Bargaining - as of March 1, 2002
NAPE Locals 7801, 7803, 7804 - as of March 1, 2002
NAPE MI Local 7850 - as of April 1, 2002
Who
can access job evaluation information on my position?
Only the employee who occupies the position on a permanent basis can obtain
the position specific rating information. Deans and directors will be
given confidential rating information on the positions in their respective
units; however, release of information to employees will occur only through
Human Resources.
How do I access my rating information?
You can receive information on your position by submitting a completed
“Request for Job Evaluation Rating Information” form (available
at www.mun.ca/humanres/
or from the Department of Human Resources).
What are factors?
Factors refer to the elements on which each job is evaluated. The Aiken
Plan has nine factors or elements including complexity-judgement, education,
experience, independence of action, result of errors, contacts, supervision,
physical and mental demands, and working conditions. An explanation of
the aspect of the position considered under each factor is available on
the Human Resources Web site.
What are ratings?
Ratings are the numeric grades assigned to each position on each of the
nine Aiken Plan factors.
How is the point total determined?
The point total is calculated by adding up the points rating assigned
to the Aiken Plan factors.
How is the band level determined?
There are 15 band levels with incremental point ranges. The lower levels
have a narrower point range to reflect the minimal change in job content
required to move to a higher one. For example, Band Level 1 range is 108
to 123 points, a 15-point spread. Band Level 13 has a range of 355 to
404 points, a 50-point spread. The point ranges were released in 1995
and are available on the Web site www.mun.ca/humanres/.
What are the benchmark ratings?
Benchmark ratings are the ratings assigned to each classification, as
opposed to the ratings assigned to each individual position.
What information will I receive?
You will receive the most recent ratings assigned to your position on
each of the Aiken Plan factors, as well as the point total. In addition,
employees in a classification series (e.g., stores clerk I, II, III) will
be provided, on request, the ratings assigned to the benchmark for the
next higher classification in the series. For example, an employee occupying
a permanent position of library assistant V may request the library assistant
VI benchmark ratings. If an employee occupies a one-of-a-kind classification
every attempt will be made to provide relevant information.
Can I access the Aiken Plan manual?
Yes. Just contact one of the information providers: from the CUPE executive,
Ralph Tapper, Dawn Learning, Troy Giles; and from Human Resources, Mary
Clarke and Colleen Butler.
Can I receive rating information on all of the university classifications?
At this time, information provided will be specific to an employee’s
individual position. In time, additional information may be released.
Can I access the job evaluation information for a position to which
I am temporarily assigned?
Employees can access the rating information if he/she occupies the position
on a regular or permanent basis. For long-term temporary assignments,
the Department of Human Resources will consider such requests and determine
appropriate action.
Is access to job evaluation optional?
Yes, employees have a choice to obtain job evaluation information on their
position. The Department of Human Resources will forward the rating information
only when they receive a signed request form from the employee.
Will I be advised if my position ratings resulted in a higher band
level than the benchmark band level for my classification?
Yes. Employees in such positions were advised of the higher band level
during job evaluation implementation and are already being paid on the
higher level.
Will I be advised if my position ratings resulted in a lower band level?
Yes, if you request the rating information. To date, employees in such
positions have not been advised.
What happens if my position rated lower than the band level assigned
to the benchmark?
No action will be take until the position is vacated. You will continue
to receive step increases until the maximum of the scale is reached. When
you resign from the position, discussion will be held with your department
to determine appropriate action, which may include downgrading the position
to the appropriate band level.
Can I appeal the ratings obtained through job evaluation access?
No, the ratings are not appealable.
My job has changed since the last job fact sheet was submitted, so
what should I do?
If your job has changed significantly, and the duties are permanently
assigned, you can initiate a job evaluation review.
Will there be contact people available if I have questions on the ratings
assigned to my position?
Yes, contact any of the information providers named above.
Have the job evaluation review procedures changed?
Yes. These are the primary changes:
an employee requesting review must complete the “Request for Job Evaluation Review” form, as opposed to writing a letter;
an employee must enclose a completed job fact sheet or update with the request form, in order for the review to be considered;
an employee must be able to identify how the job has significantly changed since the last time it was rated;
an employee will be provided with the ratings assigned to the position, as well as the point total, following the review.
Other
changes include improved time lines.
Can I appeal the job evaluation review results?
Yes, for employee-initiated reviews, the result remains appealable.
Have the job evaluation appeal procedures changed?
Yes. The primary changes are:
an employee requesting appeal must complete the “Request for Job Evaluation Appeal” form, as opposed to writing a letter;
the appellant must identify the Aiken Plan factor(s) he/she is appealing, the rating requested and the reason for the rating requested;
the appellant will meet with all members of the appeal committee;
the appellant will be provided with the ratings assigned to the factor(s) appealed.
Other
changes include improved time lines.
Can I obtain ratings if I did not complete a job fact sheet for the
position I currently occupy?
Yes, if you are in the position on a permanent or regular basis.
Can I view the job fact sheet for my current position if I did not
complete the sheet?
In this instance you will be provided with a summary of the activity section
of the sheet.
Employees with further questions can contact Mary Clarke, Manager - Recruitment,
Classification and Job Evaluation (737-4557) or Colleen Butler, Human
Resources officer (737- 4568).