Job Evaluation

Job evaluation is a systematic ranking of jobs, in relation to other jobs in the organization. 

Evaluations (or classifications, as they are sometimes called) can be done when a position is vacant and you want to ensure you are recruiting for the correct level, based on the expected duties, or they can be done when the duties of the job have changed substantially since the incumbent was hired.

Job evaluation systems

There are many different systems for evaluating jobs, and UBC uses two of these systems, depending on employee groups -- a classification system, and a point factor system.

With either system in use at UBC, job evaluation uses:

• Job description
• Job standards or Occupational Guidelines
• Job families

The result is an ordering of jobs in levels of relative worth.  Attaching salaries to these levels is the next step.  This process is used for identifying requirements for new hires and determining salary bands for all jobs at UBC. 

Job evaluation process

The process for evaluating jobs at UBC varies, according to employee group:

• CUPE 2950
• CUPE 116
• Management & Professional (includes AAPS, excluded and SUDS)
• Non-union technicians/research assistants (TRA's)
• Executive Administrative Staff
• CUPE 2278 (job evaluation is embedded in collective agreement)
• IUOE 882
• BCGEU Okanagan
  

When jobs evolve

In cases where there has been substantial change in a job's duties and responsibilities, managers and staff members may also request a job be re-evaluated, or reclassified.

QUICKFIND

• Agreements & Handbooks
• CUPE 116 Trades Review
• Honoraria for Staff
• Salary Scales
• Salary Progression