AUPAT Job Evaluation

The purpose of job evaluation is to establish relative job work rankings of positions within the AUPAT employee group, for the purpose of establishing a grade level on which salary rates and other benefits are determined. All positions are rated within Human Resources through Acadia’s application of the Aiken Plan, which provides for an examination and comparison of the key responsibilities and related factors of a position, considering the relative value of the position within the university.

This comprehensive analysis allows positions to be assigned an AUPAT grade level which corresponds to the AUPAT salary grid. There are ten Aiken Plan job evaluation factors, and when ranked, they provide a total point score. A specific grade may be achieved by many different combinations of factors/rankings/total points. This evaluation process utilizes a systemic and detailed analysis and valuation of job content – it does not measure or consider the qualifications or performance of the incumbent.

Systematic job analysis and evaluation is based on two premises:

  • certain identifiable elements or factors are present in all jobs, but to a varying degree
  • these identifiable elements or factors can be measured or evaluated
Application for Evaluation

The following documents are required to be submitted to Human Resources by the Department Head/Supervisor to initiate the evaluation process:

  • completed Job Fact Sheet (incomplete forms will be returned). For existing position descriptions please highlight additions, deletions, or any other updates
  • full organizational chart for the department
  • a letter from the Department Head/Supervisor highlighting the significant aspects of the position and, the grade level they would recommend based on other positions within the department

Where the position to be evaluated is that of a modified job description for an existing incumbent, the responsibilities of the position must reflect those duties which have been assigned to the incumbent for a minimum of six months. The position description cannot contain duties which are only anticipated to occur or would be assigned if a higher-grade level is recommended.

The evaluation committee will only consider applications for classification if the position is new, or if the job duties and responsibilities being performed have changed significantly enough to warrant a review; it will not consider potential changes in responsibility.

The Evaluation Process

Once the evaluation application has been received by Human Resources an evaluation meeting will be scheduled with the Department Head/Supervisor. This meeting is to clarify any questions Human Resources may have from the Job Fact Sheet. It is also an opportunity for the supervisor/manager to provide additional examples, clarify and explain the work of the position, etc.

Members of the Human Resources Department (typically 3), who have been trained in the application of the Aiken Plan will evaluate the position in accordance with the Aiken Plan.

Approval for Implementation of Evaluation Results

The grade level determined through the evaluation process will be communicated to the Department Head/Supervisor. The corresponding starting salary for a new employee, or salary increase for an existing incumbent, is to be determined in accordance with section S-1 – Salary Administration of the AUPAT Terms of Employment.

Approval to advertise the new/vacant position, or to promote an existing incumbent, must be given by the Executive Committee through the Hiring Authorization process. The start date noted on the requisition form will be the effective date for any salary increase resulting from a grade level increase.

In the case of a modified job description for an existing incumbent, a letter will be sent from Human Resources to the incumbent confirming the implementation date of the new grade level and any related salary adjustment.

Contact for Job Evaluation

For further information or clarification about the evaluation process, please contact the Director of Human Resources, Kerry Deveau.