Frequently Asked Questions
What steps should be followed to have an existing position reviewd by the Joint Job Evaluation Committee (JJEC)?
- The incumbent and their supervisor should review the current job description. Does it accurately reflect the duties and responsibilities of the position?
- Discuss significant changes to the position. Work together to revise the job description to ensure it accurately reflects the duties of the position.
- Ensure all additions are indicated in bold type and strikeout any deletions so that the JJEC can clearly see what changes have been made to the job description.
- The incumbent and the supervisor should work with the Human Resources Consultant that supports the department to articulate the job duties and to ensure the job description revisions reflect Kwantlen standards.
- Complete the template memo. Include the names of all incumbents to the position. Be sure to outline any major changes to the position as well as the reasons for the changes and their impact on the job.
- Submit the revised job description to the first level Administrative Group supervisor/manager for review. Please note the JJEC will not accept a submission for review unless it has been agreed to and approved by the Administrative Group supervisor.
- The Human Resources Consultant will submit the agreed upon revised job description to the JJEC for review.
- The JJEC may ask the incumbent(s) and the supervisor to attend a JJEC meeting to answer any questions the Committee may have.
Is there a template for BCGEU job descriptions?
Yes. Please click here for the template.
Is there language in the Collective Agreement regarding job classification?
Yes. Check out Article 31 - Job Classification and Reclassification - of the Collective Agreement.
You may also want to refer to the Joint Job Evaluation Plan Manual.
I am an Administrative Group manager who wishes to create a new support staff position. What do I need to do?
Work with your Human Resources Consultant to draft a job description using the support staff job description template.
Include a memo to highlight key aspects of the role. The JJEC may ask that you attend a JJEC meeting to answer any questions the committee may have.
What does the JJEC consider when a position is reviewed?
The JJEC uses the gender-neutral Joint Job Evaluation Plan (JJEP) agreed to by the Union and the Employer in 1997 to determine the classification of all support staff positions.
The factors considered by the JJEC include:
- Job knowledge
- Mental demands
- Interpersonal communication
- Physical coordination and dexterity
- Responsibility for work assignments
- Responsibility for financial resources
- Responsibility for physical assest/information
- Responsibility for Human Resources
- Responsibility for well-being/safety of others
- Sensory effort/multiple demands
- Physical effort
- Surroundings
- Hazards
What happens after the JJEC has reviewed the position?
Once the review is complete, the JJEC will notify the incumbent(s), the Administrative Group supervisor, and the Human Resources Consultant of the outcome of the review.
Information regarding any changes in classification and/or title, the effective date of change, and the names of the incumbents will be forwarded to Payroll. BANNER will be updated as well as the Personnel File and Appendix "B" of the Collective Agreement.
Copies of the finalized job description will be distributed to the incumbent(s) and their Administrative Group supervisor. A copy of the new/revised job description will also be forwarded to the bargaining unit chair.
How often does the JJEC meet?
The JJEC typically meets once every month. Additional meetings are scheduled as necessary.
See the meeting schedule for upcoming JJEC meeting dates.
How long will it take for the JJEC to review a position once it has been submitted?
The JJEC reviews reclassification requests in the order in which they are received. However, positions that are vacant and need to be posted are given priority.
Generally, the JJEC reviews between 3 and 5 positions in a meeting day. To assist the JJEC in processing submissions in a timely manner, here is what you can do to help:
- Work with the Human Resources Consultant assigned to your department to ensure that the wording in your revised job description meets Kwantlen standards
- Ensure that any additions to your job description are bolded and deletions are formatted as strike out.
- Include a covering memo that highlights the changes to the job, the reasons for the changes, and the impact of the changes.
What happens to the effective date of change to the position in the event the JJEC is delayed in evaluating it?
Any change to pay that results from reclassification will be retroactive to the 1st of the month following the date it was received by the JJEC.
How often can a job description be submitted for review?
- There must be substantive changes to the duties and responsibilities of the position
- There must be at least six months between submissions
What happens if I the incumbent/Supervisor is not satisfied with the JJEC decision?
If you feel that all relevant information may not have been included in the review of the position, request an opportunity to review the outcome with the JJEC.
Please note that the decisions of the Joint Job Evaluation Committee are binding on the parties.
