The job evaluation plan used to evaluate bargaining unit jobs is known as a weighted point job evaluation plan. The plan was developed in 1993 by the Joint Job Evaluation Committee which consisted of three representatives from the Staff Association and three representatives from the Administration. During 1994, the Committee used the plan to evaluate all jobs in the bargaining unit. The Committee's recommendations were implemented effective January 1, 1995.

The Joint Job Evaluation Committee continues to function and is responsible for evaluating new and revised jobs. The Committee is also responsible for reviewing the status of the job evaluation plan on a regular basis and coordinating the triennial review of all position descriptions.

2. Principles of Job Evaluation & 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 the following twelve (12) compensable factors.

B. The compensable factors are defined. The definitions of the compensable factors are found in the job evaluation plan which is available from the Human Resources Office.

C. Each factor is assigned a percentage weighting to indicate its relative importance. The assigned weights in Mount Allison's plan are as follows:

D. Each factor is divided into parts known as degrees to which points are allocated. The factor breakdowns are found in the job evaluation plan which is available from the Human Resources Office.

E. 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.

F. The job, on the basis of the total points awarded, is then placed at the applicable pay grade on the Mount Allison Staff Association salary scale. Each pay grade has a predetermined point range.

3. Job Analysis & Position Descriptions

In 1993, employees and supervisors completed Job Questionnaires which represented the primary source of information for the Committee to analyse and evaluate all jobs which existed at that time. The Committee is currently producing position descriptions for each position in the bargaining unit.

Position descriptions are intended to provide a summary of the nature of the job and its responsibilities. It is the responsibility of employees and supervisors to periodically review position descriptions to ensure that they accurately reflect the major responsibilities of the position.

Every three years, the Joint Job Evaluation Committee will send all position descriptions then on file to employees and supervisors for review and update where necessary.

4. Appeals

A rating decision made by the Joint Job Evaluation Committee may be appealed by the employee or the supervisor within thirty (30) calendar days of the receipt of the decision. Please refer to the procedure "Requesting Reconsideration of a Rating Decision" (available from the Human Resources Office) for the process to be followed in such a case.

5. Reclassification

Where an individual job is reclassified upwards, the salary of the incumbent will be increased to at least the minimum salary of the new pay grade.

Where an individual job is reclassified downwards, the salary of the incumbent will not be decreased, however, the incumbent will receive 50% of any future salary scale increase until such time as his or her salary equals the normative salary for his or her job's classification. Nevertheless, any long service bonus payment will be calculated on the actual salary paid.