Frequently asked questions: CS group

1. How does this initiative align with the PSMA?
2. How can we benefit from standardized organizational models and associated classified generic work descriptions?
3. What are the risks involved in using standardized organizational models and associated classified generic work descriptions?
4. What are standardized organizational structures?
5. What are generic work descriptions?
6. What is a classification rationale and how does it work?
7. Who 'owns' implementation?
8. Where can we get implementation support?
9. What can we do to contribute to successful implementation?

1. How does this initiative align with the PSMA?
Among other goals, the PSMA aims to bring about change in human resources management by simplifying staffing and supporting more constructive, collaborative labour-management relations. Standardized Organizational Models and Associated Classified Generic Work Descriptions simplify staffing through reduced variation in description of work and make it easier to set up and maintain pools of candidates for CS jobs across the public service, thus reducing staffing time.

2. How can we benefit from standardized organizational models and associated classified generic work descriptions?
Common organizational models and standardized work descriptions can:

• assist departments and agencies with modernization and enhance their capability to deliver IT systems and service to meet demanding business requirements; 
• assure users the products are current, relevant and adaptable to meet the needs of business today, and in the future;
• simplify recruitment, staffing, career development, and learning efforts through reduced variation in the description of work;
• reduce the time and effort required to write and classify work descriptions and keep them up to date;
• facilitate career planning, progression and mobility within an organizational group;
• make it easier to set up and maintain pools of candidates across the public service, and thus reduce staffing time;
• increase the understanding of classification decisions by managers and employees; and
• facilitate the delegation of classification authority to managers.

3. What are the risks involved in using model organizational structures and associated pre-classified generic work descriptions?
There is a risk of inadvertently impacting classification relativities through the improper use of generic work descriptions, particularly when used outside the organizational context. Refer to the Guidelines on the Evaluation Process for information about internal and external relativity of similar positions. 

Other potential impacts are:

• an increase in overall salary costs due to the inappropriate mapping of generic work descriptions; 
• an increase in overall salary costs resulting from level changes; 
• undervalued or overvalued work due to the inappropriate mapping of generic work descriptions; and
• an increased number of job content grievances and other grievances due to improper mapping, a lack of understanding of the process, and a lack of transparency in the process.

4. What are standardized organizational structures?
They are models developed to meet the current and future business requirements of departments. They organize work for increased efficiencies.

5. What are generic work descriptions?
A generic work description describes identical or similar work being performed across organizational boundaries. It includes the occupational group and level of work assigned by the manager, within an organizational context.

6. What is a classification rationale and how does it work?
A classification rationale is the document prepared by classification evaluators to justify the allocation of group and level of a position. It includes a context or history, a detailed justification of the rating of each elements of the standard used to classified the position, a summary of the ratings and points by elements as well as the group and level of the position.

7. Who 'owns' implementation?
Each department or agency that decides to implement any of the IT Community Generics products is responsible for its own implementation project, including budgeting, scheduling, selecting a standardized organizational model, mapping to the generic work descriptions, managing the change, communications, and training. 

8. Where can we get implementation support?
The Organizational Readiness Office (ORO) provides implementation expertise and guidance, shares implementation best practices, and updates and enhances the Standardized Organizational Models and Associated Classified Generic Work Descriptions. The Office of the Chief Human Resources Officer provides advisory services on the standardized organizational models and associated classified generic work descriptions to the Organization and Classification community.

9. What can we do to contribute to successful implementation?
Organization and Classification specialists can contribute by:

• Reviewing the proposal and providing initial advice, including during the Organizational Readiness Assessment;
• Assessing the appropriateness of the organizational context;
• Participating on the senior review committee where the outcome is unclear;
• Reviewing, tracking, and reporting on proposed selections to the implementation leader and senior management;
• Jointly developing and providing training with IT;
• Conducting issue resolution reviews on informal complaints;
• Recommending or approving final decisions, as delegated; and
• Managing the grievance process.