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Job Evaluation at CBC/Radio-Canada: Frequently Asked Questions
On October 14th, 2005, the CBC and the CMG finalized an agreement for the implementation of a new Job Evaluation plan that 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 – JE is not new to the most recent collective agreement.

1. What is 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 skills and duties required within a classification. 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 that are in the classification. Job Evaluation is classification based – not individual based. Once classifications are evaluated and ranked, classifications of similar 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?

First, the classification descriptions covering work done by unionized employees were updated. Many existing classification descriptions dated back to the early ‘80’s. The evolution of technology and the changing demands of the business meant that some classifications have been modified and new ones have been created. This project has allowed the CBC to describe and categorize work the way it is being done today. Under the new Job Evaluation plan, we have about 140 classifications (down from about 400).

It’s important to note that the three different units that now make up the CMG bargaining unit did not use the same system for establishing pay for job classifications. For example, in the former Unit 3, there were individual position descriptions written to cover the work done by each employee. In the former Unit I, there were no descriptions. The JE system we are implementing now is classification-based. Each classification description covers the skill, effort, responsibility, and working conditions normally found in that classification (e.g. Producer). It does not describe all the individual responsibilities contained in a particular job (e.g. News Producer) but describes the core functions typically performed by the majority of employees within a particular job classification.

One of the most important steps in the process of writing new classification descriptions was ensuring that the descriptions properly described the typical core functions of each role. When the classifications were drafted, the Joint Union-Management Committee ensured that these were validated by employees and managers. We received a response rate of 60% or better from employees in Units I, II and III. Based on the feedback we received from employees and managers through this validation process, the classification descriptions (pdf) were amended and finalized.

3. Once the work gets described, how are jobs “evaluated”?

When the JE project started, the CBC and CMG selected a “point factor” job evaluation system (pdf) to evaluate each classification. This means that classifications were evaluated or assigned points on the basis of a number of factors. These factors are: Skill, Effort, Responsibility and Working Conditions. In the JE plan developed jointly between the CBC and the CMG, each of these four factors had several “sub-factors”, as follows:




– Body of Knowledge (Education & Experience)
– Dexterity

Effort – Judgment– Creativity
– Exertion
Responsibility – Accountability
– Communication
– Coordination of Work
Working Conditions measures General Environment, Pressure, Task Interference and Travel

Each sub-factor has several levels; each of these levels is assigned a “weighting” or a number of points. A joint union-management committee evaluated each job classification using the agreed-upon description on the basis of each factor and assigned each classification a total number of points based on this evaluation.


In the factor called Body of Knowledge (or Education and Experience), there are four levels of education that can be combined with nine different levels of work experience. The points assigned to each of these levels reflect a higher requirement for education and experience as you move from one level to the next. If we take three different classification descriptions, we can see how the factor is applied.

In the Generalist Clerical classification description, the Body of Knowledge requirement is high school or equivalent and one year of related experience. The classification is awarded 70 points.

In the Editor classification description, the Body of Knowledge requirement is a community college education in television arts or the equivalent and three years related experience. This combination of education and experience is awarded 130 points.

In the Producer classification description, the Body of Knowledge requirement is a university degree or equivalent and five years of industry experience. This combination of education and experience is awarded 170 points.

You can see how the different levels of experience and education affect how many points are awarded to the job. One more word about the Body of Knowledge factor – this factor describes the level of education and experience generally required within a classification. Many employees working in a particular job classification are likely to have more education and experience than that outlined in the classification description. However, it’s the job classification and what’s required to perform the core duties in the classification that we’re evaluating, not individuals.

Each job classification was evaluated in this way, using all of the factors. This produced a total number of points per classification. We then ranked all the job classifications by total points (highest to lowest) and grouped classifications of similar value together into 13 different pay bands. On Friday, October 14th, the CBC and the CMG agreed to salary scales for each pay band and that’s what we will move forward with for implementation.

4. When will JE be implemented?

The CBC and the CMG have agreed that JE will be implemented on January 9, 2006. This will provide us sufficient time to confirm one last time with managers that we have employees slotted in the right job classification as of the week of August 8, 2005 (since eligibility for retro payments is based on the work an employee was doing as of August 14, 2005). We will then be in a position to communicate the results to employees and to implement all of the changes to employees’ pay.

5. What will happen to the old salary scales?

One of the benefits of the JE process is the opportunity, for the first time, to have all employees paid on the same salary scales. Under JE, we have decreased the number of salary scales from 100 to 13 pay bands. As of January 9, 2006, the former salary scales will no longer be in effect.

6. What do the new pay bands look like?

Attached is a document showing the new salary scales (pdf) for the 13 pay bands, the job classifications that correspond with each pay band, the applicable hours of work and the corresponding salary scales (based on hourly rates). The salaries are stated on an hourly basis since different hours of work (36.25 hours or 38.75 hours) apply to different classifications.

To calculate your annual salary:

For employees whose classification normally falls within 36.25 hours per week

Hourly rate x 1,892.25 hours = Annual Salary

For employees whose classification normally falls within 38.75 hours per week

Hourly rate x 2,022.75 hours = Annual Salary

7. What happens next?

We are taking one more opportunity to confirm the slotting of employees with managers. We will then be providing managers with letters that they can use to advise each employee of his/her job classification, the pay band and hours of work associated with that classification, and the salary he/she will receive according to the new pay structure. Employees will be asked by their managers to acknowledge receipt of this letter by signing and dating a register. This is an acknowledgment of receipt only and it does not mean an employee accepts their assigned slotting.

8. What happens if an employee disagrees with where he/she has been slotted?

An employee will have 60 calendar days, from the day he/she is notified of the job classification he/she will be slotted into, to submit a challenge (Word) electronically to Human Resources. The Joint Job Evaluation Committee will review each challenge and make a determination about it within 90 days of receipt. If the Committee cannot come to an agreement about how to decide the challenge, it will forward the challenge to a third party for a final decision.

9. What can an employee challenge?

An employee may challenge his/her classification – either on the basis that he/she does not believe that the classification he/she has been slotted into properly reflects the majority of his/her core duties and responsibilities, or on the basis that he/she does not see a classification that sufficiently describes the work that he/she does. The employee cannot challenge the pay band that his/her job classification falls into. The CBC and the CMG have jointly described the work, rated the classifications and agreed to the pay bands and salary scales.

It is critical to note that the classification descriptions are wider in scope than they have been in the past. This doesn’t mean that a profile doesn’t fully encompass the core duties and responsibilities of the majority of the employees in that classification, but the duties are described more broadly. This is fundamentally different than the individual profiles that existed for Unit 3 in the past.

If an employee is going to file a challenge, they should discuss this with their supervisor first to determine if the issue can be resolved prior to moving to the formal challenge process.

10. What is the supervisor’s role in the challenge process? What should a supervisor do if s/he does not agree with how an employee has been slotted (classification or band)?

The supervisor’s role is critical to the implementation of JE. They have three roles in this process:

1) They will confirm where employees within their department/unit should be slotted based on the position the employee held the week of August 8, 2005.

2) They will sign and hand out the letters notifying employees in their unit/department of how their jobs have been slotted. Part of this process will include obtaining each employee’s signature, acknowledging receipt of the letter. It’s important to note that in signing this acknowledgement, an employee is NOT giving up his/her right to challenge the slotting decision.

3) They may be called upon to provide information to employees who have questions about their slotting and to provide information and advice to the Joint Job Evaluation Committee should the employee challenge his/her classification.

During the JE project, supervisors and managers were involved in slotting jobs several times. However, the level of involvement may have differed from department to department. In some departments, many levels of manager were involved in slotting, while in other departments, the slotting was done by senior level managers. If a supervisor feels that the slotting of an employee in his/her area is incorrect, he/she should find out who did the slotting and raise the matter with that person or with Human Resources.

Only the classification into which an employee has been slotted can be challenged; the pay band into which a classification has been assigned cannot.

11. The top of my new pay band is lower than the top of my current salary scale. Am I being demoted? Is my salary frozen?

The CBC and the CMG have agreed that there will be no red-circling or frozen salaries when we implement JE. An employee whose salary is currently higher than the top of scale for his/her new classification will have his/her salary maintained and will receive negotiated salary increases for the life of this collective agreement (i.e., 2.1% as of April 1, 2006; 2.5% as of April 1, 2007; and 3% as of April 1, 2008).

Overtime will continue to be paid according to the terms of the agreement, based on an employee’s base salary.

12. How does an employee move along the steps in the new salary scales?

Progression through the new salary scale will occur on the same basis it always has. An employee who is not at the top of his or her scale will move to the next step on the salary scale on the anniversary of either his or her hiring at CBC or his or her move into the classification, whichever is more recent.

13. What will I receive in JE payments?

A total of $20 million has been set aside to implement JE. Of that amount, all eligible employees will receive a portion of $7.5 million, based on two factors: their previous bargaining unit (CMG or CEP) and their years of service in the bargaining unit since the appropriate JE implementation date:

For members from the former Units 1 & 3 (CMG), the implementation date was November 1, 1997. The full payment for those members is $2,391 and it will be prorated according to the employee’s years of service since the implementation date.

For members from the former Unit 2 (CEP), the implementation date was July 1, 1999. The full payment for those members is $1,881 and it will be prorated according to the employee’s years of service since the implementation date.

In addition, $500,000 will be paid to people who retired from the bargaining unit between the applicable retroactivity date (CMG: November 1, 1997 or CEP: July 1, 1999) and the date of implementation.

The balance of the $20 million will be divided among employees whose classification has increased in value as a result of JE and who are not currently paid overscale. It is deemed that an employee’s position has increased in value if the top of their new salary scale is $0.30 or more per hour greater than the top of their current salary scale. Each eligible employee will receive an amount in lieu of retroactivity that is based on his/her time in the bargaining unit during the retroactivity period noted above.

14. When will I receive retroactive pay?

Eligible employees will receive JE payments no later than the pay of February 2, 2006.

15. What happens to the premium that former Unit II employees receive in lieu of meals and turnaround?

Employees who currently receive this premium will continue to receive it after JE has been implemented. For the purpose of slotting employees on to the new salary scales, the premium will be removed, the employee’s salary will be adjusted to the nearest higher step on the appropriate scale (or maintained, if it is higher than the top of the salary scale) and then the premium will be added back on to the new salary.

16. What happens to other premiums I currently receive?

Under the terms of the previously negotiated collective agreements and the new collective agreement, the following premiums will cease to exist upon the implementation of Job Evaluation:

– Cam/Video

– Lighting Director

– Production Switcher

– Audio Post

– Hybrid

– Letter of Understanding: Maintenance/IT Upgrades

– Multi-skill and cross-skill premiums

– Coordinating Premium

– Remote Area Premium

17. What do I do if my job has been incorrectly slotted?

You will receive a letter from your supervisor in November 2005 telling you what your new classification is, what pay band it belongs to and what your new salary will be on January 9, 2006. That same letter will describe the JE challenge process that is available to you. You will have 60 calendar days from the day you are advised of this new classification to submit a challenge to Human Resources.

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