Job Re-evaluation: CUPE, Local 3338 FAQs
CUPE, Local 3338 Weighted Job Questionnaire (WJQ) Custom Employee Initiated Job Re-evaluation, Reclassification and Job Description Frequently Asked Questions & Answers
For employee assistance with the Article 17: Job Re-evaluation and Reclassification and Article 15: Job Descriptions processes and procedures, please review the Frequently Asked Questions and Answers below.
If you require clarification or have additional questions, you can contact the CUPE Union Office (local 25494 or e-mail firstname.lastname@example.org) or contact your Human Resources Assistant in Human Resources (general local 23237 or general e-mail email@example.com ).
Table of Contents
If the duties and responsibilities of my position change, or if I believe that my position is incorrectly classified, what should I do?
|Step 1||Get information, forms and resource guides on the CUPE, Local 3338 job evaluation system. Go to the Human Resources web site, click on Job Evaluation Systems – CUPE, Local 3338.|
|Step 2||Complete the Position Re-evaluation Request Form.|
|Step 3||Review the current approved WJQ Part I: Job Description for your position and update the job description. Use the job description writing guide and glossary of job description verbs to assist you.|
|Step 4||Prepare a summary of the substantive differences between the current and revised job descriptions for your position.|
|Step 5||Complete the WJQ Part II: Job Questionnaire Answer Sheet. Use your updated job description, summary of substantive differences, and the helpful hints job questionnaire guide to assist you in selecting answers to questions in the WJQ Part II: Job Questionnaire.|
|Step 6||Review your completed Position Re-evaluation Request Form, current and updated WJQ Part I: Job Descriptions, summary of substantive differences, and the WJQ Part II: Job Questionnaire Answer Sheet with your supervisor. Have your supervisor approve all three forms in your re-evaluation package.|
|Step 7||Your Supervisor sends a copy of the re-evaluation package to the Union and submits the original re-evaluation package to his/her applicable Human Resources Assistant.|
Yes. Contact the CUPE, Local 3338 Union office (local 25494 or e-mail firstname.lastname@example.org).
Submit your request to your supervisor, who has 20 working days to send a copy of the request to the Union, while on the same day submitting the original request to Human Resources.
You will receive notification from Human Resources that your re-evaluation request has been received. You will be contacted for a job evaluation interview with a Consultant in Human Resources that specializes in job evaluation. The job evaluation interview is approximately one hour. The job evaluation interview is an opportunity for you and the Consultant to discuss the responsibilities of your position.
After the job evaluation interview, the Consultant will normally recommend changes to the revised job description submitted as part of the re-evaluation package to ensure the revised job description is a complete and an accurate reflection of the responsibilities and qualification requirements of your position and that it is consistent with other positions in the University performing similar work. After the revised job description is approved by your supervisor, a copy of the revised approved job description is sent to the Union. The Union can review the revised approved job description with you.
The re-evaluation process continues after one of the following events take place:
The Union notifies Human Resources that the newly approved job description has been accepted by you and the Union;
The job description review process in Article 15.02 (b) is completed; OR
Thirty (30) working days have elapsed without notification of the acceptance of the revised job description or a request for a review of the job description under Article 15.02 (b).
The re-evaluation of your position is completed and the result of the re-evaluation is communicated to you, your supervisor and the Union.
If my position is reclassified to a higher salary grade, what is the effective date of the reclassification?
The effective date of the reclassification is the date your complete Re-Evaluation Request and required documentation and information is received in Human Resources.
If I disagree with the revisions the Consultant made to the job description after my job evaluation interview, what can I do?
You can request that a review of the revised job description be conducted by the Job Description Committee. You must make your request for review within thirty working days from the date the revised job description was sent to the Union. Your request for review must include a summary of where the revised job description is inaccurate or inconsistent. You submit your job description review request to the Associate VP of Human Resources.
The Job Description Committee is a University and Union Committee composed of one University representative and one Union representative.
They conduct interviews with you, your supervisor and the Consultant conducting the re-evaluation and any other person(s) they determine appropriate to make a recommendation to resolve the disagreement.
The Job Description Committee distributes a written recommendation to you, the Union, and the University.
You can appeal the re-evaluation in accordance with Article 17.09 of the CUPE collective agreement. Please note that you cannot appeal a University-initiated re-evaluation request.
Yes. You have thirty (30) working days from the date that you received the re-evaluation report from the Consultant that conducted the re-evaluation.
You can appeal answers on the Job Profile report that were finalized in the re-evaluation process that are different from the answers you provided in your WJQ Part II: Job Questionnaire Answer Sheet that you submitted with your re-evaluation package.
You or the Union can appeal the re-evaluation.
Information in the revised job description that was finalized in the re-evaluation process, along with supporting examples of your work and procedures and/or policies you reference in the course of doing your work, etc. that substantiate your answer selection(s) in the WJQ Part II: Job Questionnaire Answer Sheet you submitted with your re-evaluation package.
A copy of the revised job description that was finalized in the re-evaluation process;
A copy of the Job Profile report that was finalized in the re-evaluation process;
A copy of the WJQ Part II: Job Questionnaire Answer Sheet you submitted with your re-evaluation package; and
A memo addressed to the Associate VP of Human Resources that includes a list of the answers from your WJQ Part II: Job Questionnaire Answer Sheet that you are appealing, along with the reason(s) why you are appealing each answer. To help substantiate your appealed job questionnaire answers, you can make references to the revised job description that was finalized in the re-evaluation process and use any supporting examples of your work and policies, procedures, tools, etc.
Attach a copy of the revised job description, Job Profile report and WJQ Part II: Job Questionnaire Answer Sheet with your memo, and submit your appeal package to the Associate VP of Human Resources.
The Joint Re-evaluation Appeal Committee (JRAC) adjudicates your re-evaluation appeal.
The Joint Re-evaluation Appeal Committee is a University and Union Committee composed of two University representatives and two Union representatives.
The Joint Re-evaluation Appeal Committee (JRAC) holds a meeting within fifteen (15) days of the receipt of your re-evaluation appeal. Normally, JRAC conducts interviews with you, your supervisor and the Consultant that conducted the re-evaluation of your position and any other person(s) they determine appropriate. Generally speaking, JRAC makes a determination on the re-evaluation appeal following one or two meetings of the Committee. The Committee’s decision is provided in writing to you, the Union and the Associate VP of Human Resources.
If the salary grade assigned to my position goes up as a result of my re-evaluation appeal, is the salary increase retroactive?
NOTE: The Frequently Asked Questions & Answers are a summary of the CUPE job re-evaluation and job description processes. For the official text, please see Article 17: Job Re-evaluation and Reclassification and Article 15: Job Descriptions in the CUPE Collective Agreement.