Salary Settings
Frequently asked Questions and Answers
Job Descriptions
To view and/or print job descriptions, please see our new job description web page.
PEA
General
Job evaluation is... [Read more]
The university has a number of different terms of employment where job evaluation systems may apply. It is important to verify that you are referring to the appropriate system for your position as the plans used differ from one another. To confirm your employment terms, you might refer to your offer letter or ask your supervisor or manager.
PEA & UVic Joint Job Evaluation
Background
Job evaluation is applied to positions within the Professional Employees Association as established by mutual agreement and as set out in Article 19 of the collective agreement.
The purpose of the joint job evaluation plan is... The job evaluation plan includes... The joint job evaluation plan measures...[Read more]
Stakeholders & Roles
Employees, Supervisors, Managers, Human Resources, Professional Employees Association, Joint Job Evaluation Committee... Each stakeholder is required to...[Read more]
Evaluation Timelines
Support an efficient process... Turnaround times... Frequency of committee meetings... [Read more]
New positions
Vacant positions with changes... Brand new positions being defined...[Read more]
Re-evaluation
An initial review of a position is conducted on implementation to establish the classification, subsequent reviews may be conducted... Why, when, how and who? [Read more]
Sample Re-evaluation process, from JEQ to implementation[Read more]
Re-evaluation Results
Results depend on a position’s initial classification rating and rational... no change, change and anything in between...[Read more]
Request for Reconsideration
Wait a minute, I disagree, there’s more the committee needs to know...[Read more]
Reconsideration Requirements [Read more]
References, Resources and Tools
JE Questionnaire and Guidebook
The questionnaire contains the factor level definitions, a box to indicate your level choice, and space to provide examples for each factor. When you have completed the JEQ and highlighted the changes to the position, please send to your supervisor and excluded manager for their comments and signature. You then add any final comments and your own signature before submitting to the Committee.
The guidebook contains the necessary instructions for completing the JEQ, plus the factor definitions; please refer to this document when completing your JEQ.
Information for Supervisors and Excluded Managers
Guidelines are available here.
Subsequent to the job re-evaluation, reconsideration of factors may be requested within fifteen days from the date of committee's notification of job re-evaluation rating decision. The Reconsideration Request form  is required to request a reconsideration.
Exempt Support Staff
Content update coming soon!
Existing Exempt Support employees, their supervisors and excluded managers may refer to the SharePoint site for information, resources and tools. Contact Human Resources with any questions and for support.
CUPE LOCAL 951
New positions
Where a department creates a new position, they must complete a job description form (job description template) in detail and submit it electronically to your assigned HR Advisor - Recruitment and Classification, who will assign it a temporary rating for posting purposes. Six months after starting date, the incumbent may submit JEQ for job evaluation by JJE committee.
Requests for re-evaluation
Where a position has changed since it was last rated by the JJE committee, an employee or a manager can request a re-evaluation. The employee must complete a new Job Evaluation Questionnaire (JEQ), highlighting changes to the position, with comments and signatures from the supervisor and excluded manager. A Joint Job Evaluation Committee, made up of representatives from CUPE 951 and University management, will evaluate all requests. A job description form (job description template) must be submitted with the JEQ. Please submit the JEQ and job description form electronically to Job Evaluation Committee c/o your assigned HR Advisor - Recruitment and Classification.
Resources
To make it easier to complete the job evaluation questionnaire, it is encouraged that the job description form be completed first (job description template).
The JJEC is undertaking an initiative to help to make the JE process work more quickly and correctly.
In the case of members who wish to have their ratings reconsidered, the
Committee has in the past required members (or supervisors or managers) to
submit the reconsideration request in writing within 15 days of the notice
of rating, but allowed them to state the reasons for the disagreement and
include any new information relevant to the evaluation of the job at a later
date. This was technically not following the agreement (Art. 27.08), which states
that all documentation (notice of intent and reasons) be received within 15
days.
Therefore, from January 2006 the JJE Committee is going to follow the
language in the Collective Agreement. Incumbents (or supervisors or
managers) wishing to request reconsideration of the job rating by the JJEC
will need to supply reason(s) for the disagreement and any new information
relevant to the evaluation of the job in the written request for
reconsideration, within 15 working days of the notice of rating.
We hope that this will help speed up the process and allow the Committee to make its most reasoned and responsible recommendations.
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