Town Of Ajax Job Evaluation Report

In the second half of my field placement, I got a chance to get involved in the Town of Ajax’s Job Evaluation Committee 2016. For unionized employees (Union Local 54, and Fire Fighter Union 1092 of Canadian Union of Public Employees (CUPE)), the Town of Ajax has internal Job Evaluation Committee (JE). For exempt group members (who are not members of the union or non-unionized employees), job evaluation process is usually completed by the Town’s compensation consultant. The main purpose of the Job Evaluation Committee is to provide outline of the position and maintain internal pay equity. Every job/position within the organization is evaluated by point factor. The Job Evaluation Committee comprises of eight members in total including two co-chairs.

Their parent union is Canadian Union of Public Employees (CUPE). “CUPE is a founding union of the Canadian Labour Congress. Globally, CUPE is a proud and active affiliate of Public Service International. As the global federation of public sector unions, PSI represents 650 affiliated trade unions in 148 countries and territories worldwide, uniting more than 20 million public sector workers.” (CUPE, n.d.). I learned about union structure in my Employee and Labour Relation course (topic 6, chapter 3). Based on that knowledge, it was so easy for me to identify and understand the Town of Ajax’s union structure. It helped me to identify that CUPE - 54 is a local union for the Town of Ajax and its parent union is CUPE. CUPE is associated with the Canadian Labour

The National Union Representative means a person who is authorized by the parent union to visit local unions frequently for updates and other matters. Currently, the Town is using a manual template as a job evaluation tool. As per current practice, the Job Evaluation Committee chooses the job position either randomly or based on an employee initiated request for review. The employee and his/her current supervisor or manager has to fill out the Job Evaluation Template. Based on that, the Job Evaluation Committee would review the job position and take final decision to continue or update the respective position. In case of an update, the management committee has to revise the documentation for approval and submit it to the Human Resources Department for next steps in the process. Regarding potential change/update to the existing evaluation tool, the committee decided to set up a new meeting date after one month and meanwhile Human Resources staff will complete the research on suggested tool and other potential options. During the conversation, I suggested them to check Pay Equity Commission’s tools (http://www.payequity.gov.on.ca/en/resources/case_tools.php) for job evaluation. Based on Pay Equity Commission’s suggested