Joint Job Evaluation was bargained in the mid 1990s. Prior to that, all jobs were created and rated by Human Resources exclusively — the Union had no input — and it was extremely difficult to compare the work done in different departments within the local. Implementing JE allowed Union members to have input and it ensured equal pay for equal work. Positions were first assessed under the current system in 1996-97.
Article 27 of the Collective Agreement outlines the details of Joint Job Evaluation. Appendices in the Collective Agreement outline the JE point spreads of each payband that correspond to the salary grid and the basic job titles used when creating new positions.
When positions are rated, the HR members of the committee read over the overall job duties and job description and then look at each subfactor, considering where the duties fit in relation to work done in other positions. While you may be the only person who does your job, the type of work you do — its complexity, the level of understanding required, and the responsibilities you hold — can be compared.
Most importantly, the committee looks only at the position requirements, not the unique skills and abilities that you as an individual may add to the job. We refer to “the incumbent” i.e. the person currently holding the job, because it is never a personal judgement. The JE plan cannot measure how far above and beyond you go in carrying out your duties — nor could it penalize anyone who was not meeting those requirements. JE looks at the position as if the University needed to hire a new person to fill it; this is why it asks questions such as whether or not specific licenses or training is required.
JE can be a timely process — both in completing the JEQ and the timeline that follows — but you owe it to yourself and to all those working around you to stay current in JE and to file a new request whenever duties or responsibilities change.
There is never a guarantee that your reevaluation will result in a reclassification into a higher (or lower) payband. However, about 80% of those who go through the process will see a raise. In very rare cases, a lower payband is assessed but there is protection for existing pay in the Collective Agreement for as long as the incumbent remains in that position. You have nothing to lose (aside from some time) and potential to gain.
If you need assistance, please contact a steward or the JE co-chair and we will find someone who can walk through the process with you or answer your questions.
Next: JE: How to Get Started