According to Pay Equity legislation, positions with similar duties and responsibilities, similar qualifications, similar recruitment practices and same compensation are grouped together as one job class.
From there, the Skill, Effort and Responsibility inherent in each job class and the working conditions under which the work is performed is valued and compared in a gender neutral way.
OPSEU represents two bargaining units within the OPS: Unified and Corrections. Under the Pay Equity Act, each unit is responsible for bargaining its own pay equity plan.
The OPS Unified Bargaining Unit is currently comprised of approximately 500 job classifications with positions ranging from Artisans to Admins to Inspectors to Scientists and Economists.
The Unified Bargaining unit began the process of developing a revised pay equity plan, pursuant to Appendix 34 of the collective agreement, and the parties have developed a Terms of Reference outlining the parameters of the project.
Under the agreements two committees were established: a Joint Steering Committee (JSC) and a Joint Working Group (JWG). Each have different and defined responsibilities. The following members have been appointed to the committees:
Members: Neil Martin, Daryl O’Grady, and Nicole St. Amand
Staff: Len Elliott, Roxanne Barnes, and Ayla Davey
Members: Daryl O’Grady, Coleen Houlder, and Leslie Aiston
Staff: Ayla Davey
Since September 2019 the Joint Working Group has been working hard reviewing the current job classification system and have reviewed approximately 330 different classes, which comprised over 3500 job descriptions. Further analysis will be required of the employer’s job classification system.
Since the development of the Joint Committees, the parties have also developed a Gender Neutral Comparison System (GNCS) tool to rate job classes and a Position Information Questionnaire (PIQ) to solicit relevant job information from our members.
In September 2021, the JWG paused their work while bargaining commenced. Now that the new collective agreement has been ratified, the JWG has returned to this project.
We are currently in the Testing Phase of the GNCS and PIQ and want to ensure that these tools have the ability to measure the scope, diversity and complexity of job classes across the Unified Bargaining unit.
Pay Equity is a long and involved process, and we appreciate your support and patience as we work through it.
Stay tuned to this webpage for further updates. Should you have any questions, please email them to email@example.com.