SEIU Job Classifications and Evaluation
The structure and role of the SEIU Job Evaluation Committee is defined by Article 33 of the Collective Agreement.
Applications for review are to be accompanied by the Position Evaluation Request Form. Please provide all the attachments listed on the form, and ensure that all required signatures are obtained before forwarding to Human Resources.
When considering making an evaluation request, please first review Article 33 in the Collective Agreement, and the specifications for each job classification and grade level. The committee will only be considering the current responsibilities of a position; please do not include duties that have not yet come into effect. In its deliberations, the committee will be comparing the factors of the class specifications to the current job description. Please note that the volume of work is a staffing matter and is not for the committee to consider.
It is also important to note that it is only the job description that is being evaluated, not the performance of an employee. Therefore, the evaluation process is not to be used as a vehicle to reward performance or long service of an employee.
It is helpful to demonstrate to the committee how the position has changed since it was last evaluated; however, it is the current job description that is measured against the class specifications. During the Job Evaluation Committee meeting, the incumbent and their supervisor will be asked to provide a brief statement describing how the job has changed, and respond to questions from the committee to help them better understand the responsibilities and function of the position. Meetings typically last about an hour.
When a job description is updated and signed by the supervisor and incumbent, it becomes the official document of record, and remains as such whether or not there is an application made for reclassification, or if an application is made but is unsuccessful.
The decision of the Job Evaluation Committee is normally conveyed to both the incumbent and the supervisor of the position that has been considered later on the same day that the meeting was held, and is provided by e-mail. No reason will be given for the results – just the committee’s decision, and if applicable, the new salary and effective date for the salary change (per the Collective Agreement).
For further information or clarification about the evaluation process, please feel free to contact the current Chair of the SEIU Job Evaluation Committee, Marian Reid.