Support Staff Classification

The College evaluates support staff positions with a “Job Evaluation System” that has been agreed to by the College Compensation and Appoints Council and the Ontario Public Service Employees Union. The system is used to evaluate full-time support staff positions. This plan excludes Appendix G – Summer Student Workers and part time support staff positions.

Job evaluation is the process of systematically analyzing the duties and responsibilities of a position and the skills required to perform the duties in order to determine its relative value to the organization. After evaluating a position, a payband is assigned that is internally equitable with other support staff positions in the college system.

Job evaluation reviews the content of a position and not with the assessment of an individual’s performance.

The Job Evaluation Committee (JEC) is lead by Human Resources and maintains a weekly schedule for the summer months to review and evaluate new or revised position description forms (pdf).

2019 Summer JEC Schedule (July – August)

PDF’s must be kept current and consistent job evaluation procedures must be followed. The pdf is intended to reflect the assigned duties and responsibilities of the position. It is not intended to represent a detailed working procedure nor a list of miscellaneous duties that are infrequently assigned to the position. Each employee must have a current signed pdf and a copy must be retained on file in the Human Resources Department.

Process for job evaluation:

  1. Work with your HR Consultant when writing or revising a pdf
  2. The HR Consultant will submit to the appropriate HR person for evaluation
  3. The manager, with a copy to the HR Consultant, will be advised of the outcome of the classification review.
  4. The support staff union receives a copy if the evaluation results in a higher payband for the position.

Classification Documents

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Evaluation Factors and Weighting are as follows

Factor Weighing % Minimum Points Maximum Points
1A. Education – minimum 8.6 9 86
1B. Additional Education 3.0 3 30
2.  Experience – minimum 8.6 9 86
3.  Analysis & Problem Solving 14.2 14 142
4.  Planning/Coordinating 8.0 8 80
5.  Guiding/Advising Others 5.3 5 53
6.  Independence of Action 14.2 14 142
7.  Service Delivery 7.3 7 73
8.  Communication 14.2 14 142
9.  Physical Effort 4.7 5 47
10. Audio/Visual Effort 5.0 5 50
11. Working Environment 6.9 7 69
TOTAL 100% 100 1000

It is important to determine whether the example provided in the pdf reflects a core or significant skill, responsibility or action. Also a determination must be made whether the skill, responsibility or activity is “regular & recurring” or “occasional“.

Regular & recurring: If a specific task occurs daily or weekly it is considered regular and recurring. However, a specific task that occurs once or twice a year, every year, and takes up approx. 25% of the work year is also recognized as regular and recurring. Any task or responsibility that is an integral part of the position’s work and is expected or consistently relied on should be considered “regular & recurring”.

Occasional: The term “occasional” is considered in a few different time frames. It can be defined as once or twice a month or three or four times per year. This factor is only to be used when identifying significantly higher skills or responsibilities that occur for a short period of time, on a few occasions or sporadically throughout the year.

Regular  or Casual Part Time Support Staff Positions

Process for job evaluation:

  1. Work with your HR Consultant when writing or revising a pdf
  2. The HR Consultant will coordinate arrangements to have the PDF formally evaluated.
  3. The Manager, with a copy to the HR Consultant, will be advised of the outcome of the classification review.

Classification Documents

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