Tuesday, June 27, 2017

PAY EQUITY JOB EVALUATION STUDY

 PAY_EQUITY_JOB_EVALUATION_STUDY download  

PAY EQUITY JOB EVALUATION STUDY

NEW BRUNSWICK UNION OF PUBLIC AND PRIVATE EMPLOYEES

& THE GOVERNMENT OF NEW BRUNSWICK

QUESTIONS YOU MAY HAVE

 

What is Pay Equity?

 

Pay Equity is based on the principle that wages should reflect the value of the job regardless of whether it is a male or female doing the job.   Certain jobs which have been traditionally performed by women may have been undervalued and paid less simply because these jobs were held by women.

The Pay Equity Act, 2009 was proclaimed April 1, 2010.  The Act applies to Parts I, II, III and IV of the Public Service.

A Pay Equity study is different than a Job Evaluation study.  A Job Evaluation study determines the relative worth of an individual job in relation to other jobs within the same bargaining group; a Pay Equity study compares female-dominated jobs to male dominated jobs inside and outside of the bargaining group.

 

Why was a pay equity job evaluation study necessary?

 

Because the female dominated classifications covered by some NBUPPE groups (Specialized Health Care, Medical Science Professionals and Professional Support) had never been evaluated for pay equity purposes, the Act required that the female-dominant job classifications be evaluated and compared to male-dominant job classifications using a non-discriminatory job evaluation system. 


What was the Pay Equity Questionnaire (PEQ) used for?

 

The PEQ was the document that was used to gather job information; all employees had the opportunity to submit an individual PEQ or submit as part of a group.  This information was used by the Joint Pay Equity Evaluation Committee (JPEEC) to evaluate the jobs.

 

What does “evaluate (rate) jobs” mean?

The PEQ’s completed by employees and reviewed by supervisors were the basis for all ratings and were read by the JPEEC.  Each of the classifications was compared and evaluated (rated) based on the following factors:

Factor Responsibility Skill Effort Working Conditions
Subfactors Contacts Education Physical and Sensory Demands Environment
  Accountability Experience Multiple demands/Deadlines Hazards
  Responsibility for well-being of patients/students/clients Judgment    
  Financial Responsibility      
  Confidentiality      
 

Responsibility for

Human Resources

     

 

What were the male comparators classifications that were used for comparison to the NBUPPE classifications?

28 male comparator classifications from the NB Public Service were compared to NBUPPE classifications:

 

Clinical Engineering Technologist 1 Environmental Services Coordinator Public Health Inspector Industrial Development (Pay Band 6)
Clinical Engineering Technologist 2 Power Engineer II Technical Services Inspector II Engineer I
Clinical Engineering Technologist 3 Food Services Worker B Veterinarian II Engineer II
Clinical Engineering Technologist 4 Orthopedic Technologist Veterinarian III Engineer III
Plumber Bridge Supervisor Geologist Engineer IV
Laundry Services Worker Labourer Forest Management Senior Systems Analyst
Electrician Conservation Officer 3 Industrial Development (Pay Band 5) IT Manager

 

 

 What was the role of the Joint Steering Committee?

The Joint Steering Committee consisted of representatives for both the Union and the Employer.  They jointly established terms of reference, agreed to the methodology to be used, agreed to the male comparators to be used, established a communication plan and lastly they agreed to the inequities between the NBUPPE classifications and the male comparator classifications.

 

 

RESULTS

Inequities were identified and agreed to by both the Employer and the Union in October 2016; under the Act the Employer then is required to determine the proportionate share of the amount of the pay adjustments to be allocated and how to allocate (timing).  All adjustments (if applicable) are beginning April 1, 2012 and retro is to that date.  The chart below shows the implementation timeframe for the various NBUPPE classifications. Wage adjustments will be made in January and July of each year and the total increase to the hourly wage rate once fully implemented.

For those classifications that were reviewed as part of the study but are not receiving pay equity adjustments, it was determined that no inequity exists and that wages reflect the value of the job.  This means that wages for those jobs have not been undervalued or paid less because the jobs are held by women.

PROFESSIONAL SUPPORT CLASSIFICATION Number of Years for Pay Equity adjustments  to be fully implemented (starting on April 1, 2012) Pay equity adjustment per lift (i.e. March and September) Total increase in Hourly Rate due to PE Study (does not include negotiated GEI)
Behavior Intervention Mentor 10 $0.44 $8.94

SPECIALIZED HEALTH CARE PROFESSIONALS

CLASSIFICATION

Number of Years for Pay Equity adjustments  to be fully implemented (starting on April 1, 2012) Pay equity adjustment per lift (i.e. March and September) Total increase in Hourly Rate due to PE Study (does not include negotiated GEI)
Dietician 2 10 $0.22 $4.44
Occupational Therapist 1 10 $0.18 $3.57
Occupational Therapist 2 10 $0.27 $5.49
Physiotherapist 2 10 $0.17 $3.46

MEDICAL SCIENCE PROFESSIONALS

CLASSIFICATION

Number of Years for Pay Equity adjustments  to be fully implemented (starting on April 1, 2012) Pay equity adjustment per lift (i.e. March and September) Total increase in Hourly Rate due to PE Study (does not include negotiated GEI)
Clinical Specialist 1 10 $0.35 $6.97
Health Information Professional 4 10 $0.18 $3.58
Magnetic Resonance Imaging Technology 10 $0.18 $3.58
Medical Laboratory Technologist 2 8 $0.14 $2.20
Medical Laboratory Technologist 3 10 $0.35 $7.02
Medical Laboratory Technologist 4 10 $0.33 $6.50
Medical Laboratory Technologist 5 10 $0.49 $9.70
Medical Radiation Technologist 3 10 $0.32 $6.37
Medical Radiation Technologist 4 10 $0.38 $7.60
Registered Cardiology Technologist 10 $0.31 $6.23
Respiratory Therapist 3 10 $0.42 $8.49

THANK YOU!

Thank you to all employees who submitted Pay Equity Questionnaires, to both the Joint Pay Equity