By now, some members have been contacted to attend an information session on participating in the first round of its Job Analysis Questionnaire (JAQ). In addition to documentation sent, here is more information on the project. The information on this page is also open to members not contacted who wish to know more about the work-in-progress.
This page will continue to be updated as the union gets more information from the committee in charge of this project. All members will be notified of these updates via the newsletter.
What’s a job evaluation?
A “job evaluation” is a method of evaluating skills, experience, level of responsibility and the working environment in order to assign a salary within an organization.
Since the 1980’s, Concordia University has been using the same job evaluation program (JEP), which does not fully reflect the considerable changes that have taken place in the job market over the past 40 years. In 2015, the University and CUPEU agreed to look at and modify the JEP (under the Collective Agreement’s Letter of agreement 2017-001: Regarding the Job Classification System) to reflect changes in society, technology and a work/life balance. In 2019, a joint committee was formed to implement this project.
Job profiles should be re-evaluated regularly to accurately reflect the reality of the job market and skill set needed to do our jobs well. Some skills included in Concordia job profiles are no longer relevant in today’s workplace (e.g., typewriting skills) while new skills may not be factored in (e.g., social media skills).
Who is selected to complete the Job Analysis Questionnaire (JAQ)?
The joint committee identified 80 CUPEU positions for evaluation in the first round. These positions are categorized into groups (jobs with the title “advisor” are in one group, for example).
Unfortunately, some groups are too large to gather everyone’s input. A sample will be used in this case for groups with:
1-3 people: the sample will consist of all the incumbents.
4-7 people: the sample will consist of 3 incumbents
8-15 people: the sample will consist of 5 incumbents.
16-28 people: the sample will consist of of 7 incumbents.
In subsequent rounds, all positions will go through the same evaluation.
What if I don’t agree with the other JAQ comments from my group?
While there may be instances where you may feel that your role is not well-reflected in this exercise, it is important to to note that what you do, and what your supervisor expects of you may be different (based on your job profile). The ongoing JAQ process is the way to align this for more consistency.
Members can ask for a profile re-evaluation once this process is complete. The Collective Agreement describes appealing a job evaluation in Articles 40.05 and 40.12.
Will JAQ impact my grade?
Yes. It can lower, maintain or increase your grade. If the outcome is a lower grade, there will be no impact on your current salary (Article 40.12).
Where should I send my questions or seek support to complete the job analysis questionnaire?
If you encounter difficulties in filling in your questionnaire, please refer to your immediate supervisor. You can also contact your union representative (Subject: JAQ). If your immediate supervisor cannot answer your questions, that person will seek advice from a Human Resources’ representative.