Job Evaluation Systems: CUPE, Local 3338

What type of job evaluation system does SFU use?

A "point factor" job evaluation system is used by SFU to determine the relative worth of positions in the CUPE, Local 3338 bargaining unit. The job evaluation system is known as the Weighted Job Questionnaire Custom (WJQ Custom).  The job evaluation system is comprised of two directly related components, a job description and a job questionnaire.  Both components gather information on the responsibilities, effort, working conditions, and skill and knowledge characteristics of positions.  In the process of determining salary grade assignments, job description and job questionnaire responses are reviewed and validated using job analysis and computer verification routines.  Each pay grade on the CUPE salary scale has a range of points. Salary pay grades for positions are determined by cross-referencing total point values calculated by the system to the salary grades on the CUPE salary scale.   

What is job evaluation?

It is a systematic process of determining the relative worth or value of a job and not the skills, abilities or performance of an individual.

Why do we have a job evaluation system?

To ensure jobs performing the same or characteristically similar responsibilities are equitably compensated.

When is a job evaluated?

A job is evaluated when it is established.  It is re-evaluated when there are substantive changes to the responsibilities, effort, working conditions, and skill and knowledge requirements.

What articles of the CUPE Collective Agreement apply to job evaluation?

Article 17 – Job Re-evaluation and Reclassification

Where can I get assistance with the job evaluation process?

Contact your Human Resources Business Partner for general information on job design and writing and editorially revising job descriptions or for a referral to a Compensation Consultant in Compensation & Employee Recognition

How is a job evaluated?

The process starts with a review of the job description and may include a number of steps such as an interview(s) (supervisor/employee/group/content expert), organizational (department/university) review, on-site observation, and a written report.

What is considered when a job is evaluated?

There are many factors considered when a job is evaluated. Some of the most common involve:

  • appreciating it is the job being evaluated, not the employee (where there is one)
  • ensuring neutrality
  • respecting that every job is important and unique and that no two positions are identical
  • identifying what other positions within SFU may be characteristically similar
  • ensuring all of the recurring responsibilities, effort, working conditions, and skill and knowledge requirements of the job are represented in the job description and that the answers in the job questionnaire validate these characteristics of the job
  • ensuring the entrance qualifications represent the minimum required to satisfactorily perform the work, are consistent with the qualifications of other characteristically similar jobs, are required and not "preferences or assets", etc.

What happens after a job has been evaluated?

It is assigned a formal classification title and a salary grade.