Introduction

The job evaluation plan used to evaluate jobs in the CUPE 3433 bargaining unit is known as a weighted point job evaluation plan.  The plan was developed in the 1990's using the CUPE job evaluation plan as a basis.

The Joint Job Evaluation Committee consists of three CUPE 3433 representatives and three Employer representatives.  The Committee is responsible for evaluating all new positions and those existing positions where changes have been made to a position's responsibilities.

The members of the Joint Job Evaluation Committee are:

CUPE 3433 Representatives

Paul Del Motte (Co-chair)
Suzette Kean  
Kellie Mattatall

Employer Representatives  

Ron Sutherland (Co-chair)
Katherine DeVere-Pettigrew
Michelle Strain

Principles of job evaluation and the Mount Allison job evaluation plan

Job evaluation is a tool used to determine the value of each job in relation to the other jobs in the bargaining unit.  It concerns itself with job content and not with the person performing the job.  Through the process of job evaluation, it is possible to set up and maintain a hierarchy of jobs from which compensation (pay rates) can then be determined.

The weighted point job evaluation plan is the most common method of job evaluation and is also the preferred plan by pay equity regulatory agencies.  It can be summarized as follows:

A. The compensable factors are chosen.  Compensable factors are broad categories of job content and/or qualifications that provide a common job measurement link between jobs.  The factors must be representative of tasks which are both present and substantive in a majority of jobs in the bargaining unit.  It is also important to note that the compensable factors must reflect an overall combined measure of the following four categories.

a. Skill

b. Effort

c. Responsibility

d. Working Conditions

The job evaluation plan used at Mount Allison has (12) compensable factors.  Each factor is assigned a percentage weighing to indicate its relative importance.

 Skill  

  • Knowledge
  • Experience
  • Continuing study

Effort

  • Problem solving
  • Concentration
  • Physical demands
  • Manual dexterity

Responsibility

  • Accountability
  • Contacts
  • Supervision of others
  • Safety of others

Working conditions

  • Working conditions

B. Each factor is divided into parts known as degrees to which points are allocated.  Click here to see the factor weightings and the degree breakdown for each factor.

C. The Committee then analyses each job factor by factor and awards the appropriate degree points, the sum of which equals the job's total score.

D. The job, on the basis of the total points awarded, is then placed at the applicable pay grade.  Each pay grade has a predetermined point range.