Frequently Asked Questions: Occupational Group Structure Review - Program and Administrative Services Group Model

Questions

1. What is the occupational group structure review and why is it required?
2. Why is the occupational group structure review being undertaken now?
3. Is this review exercise linked to the deficit reduction action plan?
4. How long will the occupational group structure review take?
5. How will the review impact my position now?
6. Has my union been consulted during this review process?
7. Will the occupational group structure review result in job cuts?
8. How will the occupational group structure review impact my current classification and salary level?
9. How will the occupational group structure review affect employees' mobility within the core public administration?
10. Why is the Program and Administrative Services (PA) occupational group one of the first groups to be reviewed as part of this process?
11. Will the revised model mean that some employees will be represented by a new bargaining agent?
12. Which classification standards are currently used to evaluate the work contained within the PA Group?
13. What is being proposed to replace the existing PA occupational group?
14. So does this mean my old job acronym (CR, PM, AS, etc.) won't exist anymore?
15. When can I expect to receive more information on how the proposed model will affect me?
16. How will the proposed model improve on the existing PA Occupational Group?
17. Is this review exercise linked to the Universal Classification Standard initiative from the 1990s?

Answers

Q.1. What is the occupational group structure review and why is it required?

• It is the review of the occupational groups used to organize similar kinds of work within the core public administration. These occupational groups serve as the foundation for the organizational structure. Currently, there are more than 70 classification standards used to classify work within the core public administration. This classification system was put into place in 1967 and few significant changes have taken place since.
• The review of all occupational groups within the core public administration is required to:
  • reflect the activities and organization of work within the core public administration;
  • support the business needs of the core public administration;
  • review and update classification systems and tools;
  • facilitate labour market comparisons; and
  • provide a solid foundation for human resources management.

Q.2. Why is the occupational group structure review being undertaken now?

• The Government of Canada wants to ensure that we have a system in place that meets the government business needs of today and tomorrow. This has been and continues to be a priority for the Government. This long-term project was initiated in 2009 and is expected to continue over the next seven years.
• An improved occupational group structure will help support a more mobile and flexible workforce.
• Ultimately, the occupational group structure review will lead to improvements to the existing classification structure to support improved human resources management.
• In addition, this review is also aligned with the Government's objective to modernize itself and become more efficient by pursuing renewal and transformation opportunities.
• In 2009, the Public Service Alliance of Canada (PSAC) was the first bargaining agent to engage in these discussions. A Memorandum of Understanding is in place with the PSAC and provides for a review of all occupational groups represented by this bargaining agent.

Q.3. Is this review exercise linked to the deficit reduction action plan?

• No, the occupational group structure review is not linked to the deficit reduction action plan. This exercise has been ongoing since 2009.

Q.4. How long will the occupational group structure review take?

• The occupational group structure review will eventually address all occupational groups in the core public administration. Given the scope of this initiative and the numerous steps involved in examining each group, the review must be rolled out in phases and is expected to continue over the next seven years.
• The Program and Administrative Services (PA) occupational group is currently being reviewed. The proposed model is expected to be finalized in late 2012.

Q.5. How will the review impact my position now?

• There is no immediate impact on employees. The review of each occupational group involves a number of steps before a determination is made as to whether or not a conversion to a new occupational group will take place.
• The review of each occupational group is conducted in a series of steps that can take several years to complete:
  1. The occupational group is reviewed to determine if the groups reflect the work and activities of employees and support the current business needs of the core public administration.
  2. Revisions are proposed to the model as required, and consultations are undertaken with stakeholders, bargaining agents and departments to enable them to contribute to the model.
  3. The classification standard used to evaluate the work is then reviewed; it is expected that new classification standards will be developed and tested for most core public administration work. 
  4. If a new occupational group is created, the Public Service Labour Relations Board is responsible for determining which bargaining agent will represent employees performing this work, under the Public Service Labour Relations Act.
  5. New rates of pay are negotiated with the bargaining agent. The new rates of pay will reflect the new classification standard. This step will be undertaken through the collective bargaining process.
  6. Conversion to the approved occupational group takes place when the newly negotiated rates of pay are applied following the ratification of the collective agreement. It is at this point that impacted employees will be converted to a new group and the newly negotiated rates of pay will be applied.

Q.6.Has my union been consulted during this review process?

• Yes, the bargaining agents have been and will continue to be consulted at a national level throughout the process.

Q.7. Will the occupational group structure review result in job cuts?

• No. The review is not about analyzing how many jobs are required to deliver programs and services. The review will serve to organize similar kinds of work within occupational groups.

Q.8. How will the occupational group structure review impact my current classification and salary level?

• As the proposed model is not finalized, the full impact on classification and salary levels is not yet known.
• Any impact on salaries will only be known when new pay rates are negotiated with bargaining agents. At the time of conversion, relevant salary protection provisions will be applied, as required.

Q.9. How will the occupational group structure review affect employees' mobility within the core public administration?

• The review of the occupational group structure will continue to allow for the mobility of employees by providing clear indicators of qualifications and requirements for each occupational group.
• Historically there has been excellent mobility within and between occupational groups. There has typically been a high level of mobility within and between occupational groups for those who remained in the core public administration and this is expected to continue.

Q.10. Why is the Program and Administrative Services (PA) occupational group one of the first groups to be reviewed as part of this process?

• In 2009, the Public Service Alliance of Canada (PSAC) was the first bargaining agent to engage in discussions with the Treasury Board Secretariat about the occupational group structure review. A Memorandum of Understanding is in place with the PSAC and provides for a review of the PA occupational group represented by this bargaining agent.

Q.11. Will the revised model mean that some employees will be represented by a new bargaining agent?

• The Public Service Labour Relations Board is responsible for determining new bargaining units and certifying their bargaining agents under the Public Service Labour Relations Act.

Q.12. Which classification standards are currently used to evaluate the work contained within the PA Group?

There are nine:

• Administrative Services (AS)
• Information Services (IS)
• Program Administration (PM)
• Welfare Programs (WP)
• Communications (CM)
• Data Processing (DA)
• Clerical and Regulatory (CR)
• Office Equipment (OE)
• Secretarial, Stenographic and Typing (ST)

Q.13. What is being proposed to replace the existing PA occupational group?

• The proposed model involves three new occupational groups:
  • one containing administrative support and transactional work;
  • one containing program and services delivery and management work; and
  • one containing most of what is known today as Welfare Programs  work.
• All of the work contained within the PA occupational group can be migrated to one of the proposed groups.
• Work is still being conducted on finalizing occupational group definitions and names.

Q.14. So does this mean my old job acronym (CR, PM, AS, etc.) won't exist anymore?

• Yes. Each new occupational group will be assigned a new two letter acronym that will be applied to the positions allocated to the new occupational groups.

Q.15. When can I expect to receive more information on how the proposed model will affect me?

• The conversion to the approved occupational group cannot be implemented until new classification standards are developed and new pay rates negotiated with the bargaining agent. This process can take several years to complete.
• Information updates will be posted on the Treasury Board Secretariat Publiservice website as the project moves forward. Information on the Occupational Group Structure (OGS) Review is also available on the Public Service Alliance of Canada's website.

Q.16. How will the proposed model improve on the existing PA Occupational Group?

• The review of the PA Group will deliver more homogeneous occupational groups. This will make it easier to recruit and retain employees, and will better support career and talent management. The structure will also continue to support the mobility of employees between levels by providing clear indicators of qualifications and requirements for each position.
• These reframed occupational groups have been designed to enhance professional identity through a tighter definition of work and to help brand the work that is at the foundation of the Government's business.
• The restructuring of the PA group will also permit more focused collective bargaining by better aligning the activities of each of the groups.

Q.17. Is this review exercise linked to the Universal Classification Standard initiative from the 1990s?

• Work on the Universal Classification Standard was initiated in the 1990s with the intent to unify all work under one general classification standard. This project was not continued as it was found that it was not a sustainable long-term model for the public service.
• Although the Universal Classification Standard project provided significant insight that has helped to shape the current review initiative, the occupational group structure review is not an extension or duplication of this earlier project.
• The Occupational Group Structure review is looking first at how work is defined prior to developing tools to evaluate this work.