The Job Evaluation Project
Every OPSEU
member in the OPS is getting a new job description. But
not right away.
Under Appendix
34 of the new collective agreement, OPSEU and the Ontario
government agreed to update the job classification system
in the OPSEU bargaining unit.
Our current
job classification system is out of date. Technology has
changed, management has changed, and jobs have changed.
These days, job descriptions don’t reflect the work we
actually do.
The Job
Evaluation Project will not create new pay rates. Pay
rates will be negotiated during the next round of contract
talks.
The current
collective agreement expires at the end of December 2008.
No pay adjustments will happen before then unless required
to maintain pay equity.
For a full
explanation of the Job Evaluation Project, read the
Question-and-Answer document at
http://www.opseu.org/ops/frontlines/frontlinesfeb142006attach.htm
February 29, 2008 Since the last update
the JE team (Including OPSEU members John Watson and Spencer Mitchell) has
been working on writing and testing the tool that will be used for job
evaluation and pay equity in the OPS. The Joint Working Group has been
working diligently to do the work outlined in Appendix 34.
In mid-2007 Nichola Martin joined the OPS team as the OPSEU staff person.
Nichola was hired by the union as a negotiator with pay equity expertise.
Article 34 requires the job evaluation process to be pay equity compliant.
It is the union’s position that for the process to be pay equity compliant
the union needs to be involved in more than just testing the job evaluation
tool.
We are presently discussing with the employer how to proceed on a process of
joint job evaluation that will be both pay equity compliant and that will
also be used by the employer to do job evaluations for classification
purposes. OPSEU clearly expects this job evaluation process to maintain pay
equity.
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