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Victoria University Job Evaluation Information Session

Victoria University Job Evaluation Information Session. Steelworkers Local 1998, Victoria Unit October 23-24, 2006. Pay Equity Act (PEA). 1987: Ontario Pay Equity Act

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Victoria University Job Evaluation Information Session

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  1. Victoria UniversityJob Evaluation Information Session Steelworkers Local 1998, Victoria Unit October 23-24, 2006

  2. 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

  3. 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.

  4. 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.

  5. 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.

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

  7. 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 University’s 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.

  8. 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.

  9. From SES to SES-U SES-U SES

  10. 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) • 1. Temperature, Noise and Other Environmental Conditions • 2. Hazards • 3. Stress • 4. Work Interruptions and Distractions • 5. Social Disruption Required by Work Scheduling

  11. 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.

  12. 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

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

  14. Links, Contacts • Pay Equity Act www.cbs.gov.on.ca/obc/english/642K39.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 416-506-0640 valerie.ferrier@usw1998.ca www.uswa1998.ca

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