EC Classification Reform Update, July 2005
July 20, 2005
Work on the new EC Classification Standard continues, and is on schedule for completion in time for the next round of collective bargaining.
As of June 2005, the employer's arm responsible for classification, the Public Service Human Resources Management Agency (PSHRMA), has chosen the eight elements that will be used to evaluate EC work. It has prepared the element descriptions and the scales that will be used for evaluating work descriptions. The agency has also determined the relative value of each element, though not the point rating for the scales. Finally, PSHRMA has also prepared the work description format that will be used in conjunction with the new standard.
Over the next few months, the standard will be tested for consistency of application. Departments will begin the exercise of re-writing work descriptions in the new format and will try to evaluate the work descriptions in the Fall. If the evaluation tests are successful, the point rating system and a levels system, which have yet to be elaborated, will be applied. The results will be entered into a database. The database will be made available to Treasury Board and CAPE for collective bargaining which will begin some time in June 2006.
New pay scales for the new EC levels will be negotiated at the bargaining table. Once negotiations are completed, either in the latter part of 2006 or some time in 2007, the "conversion" exercise will begin. Positions will be converted from ES and SI to EC. At that time, the 9,000-plus EC members of CAPE will have an opportunity to grieve their new classifications. For conversion purposes, the parties involved prepare for an avalanche of grievances. The rule of thumb is to expect that a conversion will generate grievances at a rate of approximately 15% of affected employees.
SSEA cum CAPE has been preparing for the EC conversion since 2000. The systems are ready to manage the process. It is unclear at this time what human resources will be available.
See CAPE's annual report in the Fall for more details and analysis.
July 20, 2005
Work on the new EC Classification Standard continues, and is on schedule for completion in time for the next round of collective bargaining.
As of June 2005, the employer's arm responsible for classification, the Public Service Human Resources Management Agency (PSHRMA), has chosen the eight elements that will be used to evaluate EC work. It has prepared the element descriptions and the scales that will be used for evaluating work descriptions. The agency has also determined the relative value of each element, though not the point rating for the scales. Finally, PSHRMA has also prepared the work description format that will be used in conjunction with the new standard.
Over the next few months, the standard will be tested for consistency of application. Departments will begin the exercise of re-writing work descriptions in the new format and will try to evaluate the work descriptions in the Fall. If the evaluation tests are successful, the point rating system and a levels system, which have yet to be elaborated, will be applied. The results will be entered into a database. The database will be made available to Treasury Board and CAPE for collective bargaining which will begin some time in June 2006.
New pay scales for the new EC levels will be negotiated at the bargaining table. Once negotiations are completed, either in the latter part of 2006 or some time in 2007, the "conversion" exercise will begin. Positions will be converted from ES and SI to EC. At that time, the 9,000-plus EC members of CAPE will have an opportunity to grieve their new classifications. For conversion purposes, the parties involved prepare for an avalanche of grievances. The rule of thumb is to expect that a conversion will generate grievances at a rate of approximately 15% of affected employees.
SSEA cum CAPE has been preparing for the EC conversion since 2000. The systems are ready to manage the process. It is unclear at this time what human resources will be available.
See CAPE's annual report in the Fall for more details and analysis.