Tag Archives: classification

Occupational Group Structure: an update on the classification process

Stairs

The Office of the Chief Human Resources Officer, part of the Treasury Board of Canada Secretariat, has been working to modernize several classification groups in the core public service. This work is intended to align classification groups, many of which are decades old, with the work of today’s public service. PSAC is ensuring that consultation takes place and that our members are kept informed throughout the process.

Classification is necessary to determine the relative value of one job in relation to other jobs in the public service, for the purposes of pay. Classification systems must operate without sexual bias and be capable of measuring the relative value of all jobs in the same establishment.

Classification Standards must assess skill, effort, responsibility and working conditions, to ensure compliance with the Canadian Human Rights Act.

Your current rights will be protected regardless of the outcome of this process. This means no one will suffer a reduction in salary due to their classification potentially being converted to a lower wage level. You will be guaranteed to remain at your current salary (this is enshrined in the collective agreement as Salary Protection Status). This protection will apply until the position is vacated. In addition, as wages for your new classification exceed your current salary, your pay will be increased to the new classification levels.

Finally, the policy grievance we filed against Treasury Board for contravention of the timelines for the implementation of the Occupational Group Reform is proceeding with hearing dates planned for December. Stay tuned for updates!

  • Treasury Board says implementation date of the new job evaluation standards is between 2020 to 2022.
  • The Computer Systems (CS) group will change to a new occupational group called Information Technology (IT)
  • The Program and Administrative Services (PA) group will be restructured to *five new sub-groups:
    • 1. PA-PVO (Program and Service Operations) = CR, AS, PM-01, PM-02, AS-01 and AS-02
    • 2. PA-EAA (Executive Administrative Assistant) = AS, CR and ST largely excluded
    • 3. PA-PDM (Program Development and Administration) = AS-03 to AS-07, PM-03 to PM-07
    • 4. PA-RHB (Rehabilitation and Reintegration) = WP
    • 5. PA-CMN (Communications) = IS

*The mapping of actual positions to sub-groups has not taken place yet. Updates will be provided once the mapping exercise is underway.

  • A new Comptrollership (CT) group will be created to bring together work in the areas of financial management, as well as external and internal audit.

The original version of this article was first posted on the PSAC website.

Classification Reform: PSAC Files PA Bargaining Unit Policy Grievance

CIU Flag / Drapeau du SDI

The Public Service Alliance of Canada (PSAC) has filed a policy grievance on behalf of the Program and Administrative Services (PA) bargaining unit in response to Treasury Board failing to meet classification reform deadlines.

The classification reform process

Classification reform across most of our Treasury Board bargaining units has been a painstakingly slow process that was further delayed throughout the years of Harper’s cutbacks.

In the last round of negotiations, PSAC’s bargaining team negotiated stronger language into the PA collective agreement regarding a review of the occupational group structure, as well as general timelines for classification reform. The occupational group structure review was to be completed by December 30, 2017.

Failing to meet deadlines

During this round of bargaining, the employer was expected to come to the table ready to negotiate with new classification standards and job descriptions for the PA group. The employer has failed to meet that obligation, which has led to the filing of the policy grievance.

PSAC’s long-standing objectives on classification reform continue to be:

  • replacement of the current, very outdated Treasury Board classification system;
  • development of job evaluation standards and job descriptions that reflect current work realities and that are pay equity compliant.

Now that collective bargaining has resumed we will be addressing this issue at the negotiation table in addition to enforcing the existing contract.

PSAC will continue to pursue a classification system that will evaluate and compensate all of our members fairly and equitably for the important work they do.

A version of this article was posted on the PSAC website.