Frequently Asked Questions
In February of 2006, a committee made up of representatives from the Canadian Media Guild and CBC Management (the Joint Job Evaluation Challenge Committee), began meeting to review the 799 employee challenges submitted after implementation of the new Job Evaluation plan a month earlier. The plan covers the work done by all unionized employees represented by CMG working at the CBC. Job Evaluation was first bargained in 1996 and the language has been modified and/or updated through successive rounds of bargaining since that time.
1. What is Job Evaluation (JE)?
Job Evaluation is a process used to establish the relative value of classifications within an organization to ensure that its employees are fairly compensated. The first step is to describe the work required within a classification. The second is to seek feedback from employees on the proposed job descriptions. That feedback is assessed and where appropriate incorporated into the job description. Each classification is then evaluated on the basis of the skill, effort, responsibility and working conditions inherent in the classification. It is the classification that is being rated; not individuals who are performing the work of the classification. Job Evaluation is classification based – notindividual based. Once classifications are evaluated and ranked, classifications of similar (points) value are grouped into pay bands and salary scales are established for them. Federal legislation on Pay Equity requires that an employer have a job evaluation process in place. It is important to note that our Job Evaluation plan was not designed to measure or place a value on workload (quantity of work) or market rates.
2. How does JE work?
Under the new Job Evaluation plan, we have 142 classifications (down from about 400) slotted into 13 pay bands. The first thing we did when we started the JE process was update the classification descriptions covering work done by unionized employees. Many existing classification descriptions dated back to the early 1980’s. The evolution of technology and the changing demands of the business meant that most classifications were modified and new ones were created under the new JE Plan. This project allowed the CBC and its bargaining units jointly to describe and categorize work the way it is being done today.
More detailed information that will help you better understand the job evaluation program and view the final classification descriptions, ratings and the plan can be accessed at either www.hr.cbc.ca or at www.cmg.ca/en/cbcradiocanada/jobevaluation
3. When was JE implemented?
The results of the final slotting were communicated to individual unionized employees by letter through line managers from November 2005 through January 2006. In the letter, employees were informed of their new classification and pay band, as well as their new salary with all negotiated and anniversary increases, effective January 9, 2006.
4. What happened if an employee disagreed with the slotting of his/her position?
Under Article 55.6 of the CMG Collective Agreement, an employee had 60 calendar days from the day he/she was notified of the job classification into which his/her job had been slotted, to submit a challenge to Human Resources. During the challenge review process, the Joint JE Challenge Committee decided to extend the deadline an additional five days, to take into account unforeseen circumstances that may have delayed employee receipt of slotting notification. In the end, the committee took the time to review every individual challenge, regardless of whether it was late or ineligible in some other way.
5. What could an employee challenge?
An employee could challenge his/her classification – either on the basis that he/she did not believe that the new classification properly reflected the majority of his/her core duties and responsibilities, or on the basis that he/she did not see a classification that described the work that he/she does. The employee could not challenge the pay band for his/her job classification, nor the job description, nor the rating, nor anything related to the overall design and administration of the Job Evaluation plan. The CBC and the Union — through former CMG Units 1 and 3 and CEP Unit 2 — individually described the work within their units and jointly rated the classifications with Management. In the last round of bargaining, the CMG and CBC agreed to the pay bands and salary scales.
It is important to note that, generally speaking, the classification descriptions are broader in scope than they were in the past. Each description profile describes the core function of the employees in that classification, as well as the range of duties expected of them.
6. Who is on the JE Joint Challenge Committee?
The Joint JE Challenge Committee is composed of representatives from the Canadian Media Guild, line management and Human Resources, most of whom participated in developing the Job Evaluation Plan, as well as the drafting, reviewing and rating of all classification profiles. Although Management made the final decisions on slotting, the Union had access to the information prior to implementation and was able to question a particular employee’s slotting. In scores of cases, the Union’s input persuaded Management to change their slotting decisions. Various line managers across the country also attended some meetings to provide additional information regarding the work involved for some classifications within their particular area of expertise. Management and staff were also available to committee members to respond to questions they had when researching an employee’s slotting within a specific classification profile.
7. My manager/supervisor told me that he/she endorsed my JE challenge. How could my challenge have been denied if this was the case?
When evaluating the merits of a challenge, Management solicited, and carefully considered, information and feedback from more than one manager or supervisor in a location. Management also took a look at how other employees doing similar work had been slotted. Ultimately, however, , it was CBC and CMG members of the Joint Committee who agreed and decided jointly what job classification best fit the work performed by the employee in question.
8. If my challenge was not accepted, is there another course of action I can take?
The Joint Committee carefully and diligently reviewed all of the 799 challenges. As part of the process, both the Union and Management independently and, in some cases, jointly carried out additional research into the merits of challenges.
In all cases the decisions of the Joint Committee are final. There is no further appeal.
9. What happens if the Joint Committee could not come to an agreement on an employee’s challenge?
In accordance with Article 55.6 of the CMG Collective Agreement, if the members of the Joint Committee,, are unable to come to an agreement about an employee should be slotted, the challenge may proceed to arbitration.
However, an Arbitrator will only have jurisdiction to determine the proper slotting of an employee’s position and will not have the authority to revise classification profiles, re-rate jobs or modify the Job Evaluation plan itself. Further, the parties continue to have the opportunity to resolve the challengebefore it goes to arbitration.
10. If I have a salary adjustment or retroactivity as a result of re-slotting, when can I expect to receive it?
For most challenges, the effective date for re-slotting will be the date the new JE plan was implemented – January 9, 2006.
Reclassification may trigger salary adjustments retroactive to January 9, 2006, as well as an additional JE fund amount. If so, you will receive that money on May 10, 2007
11. What happens with regard to job evaluation now that the Joint Committee has finished reviewing the challenges?
The Collective Agreement (Article 55) contemplates the creation of new profiles or the amendment of current classification profiles where the duties and responsibilities of a classification have changed significantly. A joint process for the evaluation of new classification profiles is outlined in Collective Agreement (pdf).