Transcript Document

Classification in the
Government of Alberta
Government of Alberta Classification System
The Government of Alberta currently has a
classification system in place that allows us to map out
the thousands of jobs within the public service. The
system defines, analyzes and measures each job in our
organizations against established criteria in a consistent
manner.
The classification system is comprised of classification
structures, tools, supports and processes.
7/17/2015
2
Acts, Regulations and Directives
Public Service Act
• Establishes the classification plans (PREP & MJEP)
• Establishes the third party review of decisions (Appeals Process)
• Allows the Public Service Commissioner to delegate classification
authority to Deputy Ministers
• http://www.chr.alberta.ca/legislation
Public Service Employment Regulations
• Part 5 outlines the regulations relating to Classification
http://www.chr.alberta.ca/Practitioners/DocList819.cfm
Classification Directives
• Describe processes and timelines in detail
• Identify processes for classification exceptions
• http://www.chr.alberta.ca/classificationemployees
7/17/2015
3
Roles and Responsibilities
Public Service Commissioner
• Creates and maintains classification plans
• Coordinate quality assurance process
• Maintains tools used to evaluate jobs
• Leads cyclical reviews
• Coordinates the classification appeal process
Deputy Ministers/Deputy Heads
• Structure their organization
• Job design and assignment of work
• Complete all non-management and management job evaluations
• Prepare and issue the classification decision maintaining the integrity of
the plans
• Represent the employer/ministry at an appeal hearing
Classification Plans
The Government of Alberta uses two classification plans to
evaluate the diversity of jobs within the Alberta Public Service.
• The Management Job Evaluation Plan (MJEP) evaluates
management positions (Executive Managers, Senior
Managers and Manager)
• The Point Rating Evaluation Plan (PREP) evaluates nonmanagement positions (Bargaining Unit and Opted Out &
Excluded)
• Both plans are based on the Hay job evaluation methodology.
This methodology is based on the concept that jobs can be
measured on the basis of their relative contribution to the
overall objective to the organization
7/17/2015
5
What is Job Evaluation?
• Job evaluation is a systematic review and
analysis of job responsibilities, relationships
and requirements in order to determine the
relative position of one job to another within
an organization
• Job evaluation measures the size of the job, not
the ability of the employee
7/17/2015
6
Job Evaluation Factors
• Attributes of a job on which the organization places
value and is willing to compensate/pay for and focus
on the added value of the job to the organization
• Used when determining the relative value of each
job
• Example: knowledge, creativity/problem solving
skills and responsibility
FACTORS
Job Content
Knowledge/
Know-How
Input
Creativity/
Problem
Solving
Responsibility/
Accountability
Throughput
Output
PREP
• Structure aligns with the work in each subsidiary
• Stream definitions define the work being performed
• The number of levels of work in a particular stream is
reflective of the work in the GoA
• The number of classes and levels within and across a
subsidiary varies
• Stream Definitions, Guide Charts and Benchmarks
are the tools to classify positions
• The associated compensation is reflective of market
pay for that occupation
MJEP
• Capacity to equitably value traditional managers and
knowledge workers or specialists, regardless of the
organizational structure such as hierarchical, flattened,
matrix or team-based
• Structure has 4 classes: Executive Manager 2, Executive
Manager 1, Senior Manager and Manager
• The Senior Manager and Manager classes have 2 zones
established for pay purposes
• Point ranges are associated with each class and zone.
• Exclusion Criteria, Guide Charts and Benchmarks are
the tools to classify positions
Steps in the Classification Process
1. Change Analysis: Process used to identify any significant changes
that have taken place since the time of last review (updated Job
Description)
2. Stream/Exclusion Analysis: Process used to ensure the work being
performed is still accurately reflected in the classification stream
definition
3. Audit: Process used to clarify and obtain job information
4. Factor Analysis: Evaluation of the position using the guide charts
5. Benchmark Analysis: Validation process where the factor analysis
is compared to benchmark positions
6. Classification Decision: Final evaluation which includes the
stream, level, factor analysis and total point assigned and sign-off
on classification review
Classification Tools and Supports
• Guide Charts: Are the main tool used in the factor analysis
process. The guide charts describe the factors, dimensions
and point values used to evaluate jobs
• Stream Definitions: Occupational groupings found within a
subsidiary. Inside each subsidiary there are several different
streams of work. Streams are divided into levels that are
called classes
• Benchmark Listings: Reference point against which other jobs
are measured to ensure cross-government consistency
• Job Ladders: Put jobs into the classification system context
Classification Appeal Process
• A 3rd party, independent review is conducted by a 3person board consisting of a chair and two members
• The non-management classification appeal board is
known as the Classification Appeal Board or CAB and
the management classification appeal board is
known as the Management Job Evaluation Plan
Appeal Board
Further information can be found on the
Government of Alberta website at:
http://www.chr.alberta.ca/classificationemployees