A joint PEA/University committee has begun work on a new job evaluation system for PEA staff at the University of Victoria. The work on the new system flows from article 19 of the 1998-2001 collective agreement between the University and the PEA. The Parties agreed “to jointly establish a gender neutral job evaluation plan to facilitate the objectives of equal pay for work of equal value and the University’s competitiveness with respect to recruitment and retention of staff members.”
What are the objectives of building a new job evaluation system?
To develop a plan that is transparent and fair in its application, and easier to administer and understand. By creating a plan that will allow job comparisons across the University, we hope to achieve an equitable evaluation system.
Will a new system give members equity with similar positions in other organizations/industries?
The joint project committee will be primarily concerned with developing a job evaluation plan that will achieve internal equity between jobs within the PEA bargaining unit. The University and PEA
will, however, also look at the relationship of University positions with those in other peer organizations, and consider that information in developing the new plan.
Will this be a way for the University to look at work performance of PEA members?
No. The process of job evaluation is a method of looking at the relative value of jobs within the PEA–not with the issue of work performance of individuals.
Will this process deal with some of our workload issues?
No. Workload is a separate issue, and can be addressed through other channels. If you have such concerns, please talk to your supervisor or PEA Local Rep.
How is the process being carried out?
The University and PEA have assigned staff and member volunteers to work on a project committee to develop a job questionnaire (measurement tool) and to use information gathered from members’ responses to the questionnaire to develop a rating system for all PEA jobs in the organization.
A consultant in job evaluation methods, Ted Byrne, from the Trade Union Research Bureau, has also been contracted to assist the Parties. The project committee and consultant will consult with a joint steering committee on key policy questions as the project proceeds.
Will members receive increases in their salaries as a result of this process?
As stated in the Collective Agreement, this will be the subject of future bargaining between the Parties.
At this point, the implementation of a new pay scale has not been negotiated.
How do I find out more about this process?
The joint committee will be holding meetings on campus to explain the process as it proceeds. At key points in the process, the committee will send out bulletins to University staff affiliated with this process and PEA members. These will keep you updated on meetings, necessary involvement in the process, etc.
If you have questions you may contact the Committee by Email at peajec@uvic.ca.
