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Commerce classification standard
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This classification standard mapping tool has been developed to ensure consistency in applying the Commerce classification standard to UCS-style work descriptions and to assist in identifying and collecting information that may be missing from these work descriptions.
Before you begin, you will need to read the entire work description. The map will guide you to the UCS elements where you are most likely to find the information you need to evaluate the position for each of the factors in the classification standard. However, there may be relevant information elsewhere in the work description. You may also have to talk to the manager and consult other sources of information such as your human resources information system or other documentation to gain a good understanding of the position being evaluated.
In the map below, you will find a list of the elements in the UCS-style work description that are relevant in applying the Commerce classification standard, for each of the factors in the standard. The factors in the classification standard appear on the left. The map will also help you identify other information that is required to evaluate the work description, as well as where you can find this additional information. The UCS element(s) that are considered most relevant to the factors in the classification standard appear in bold.
|UCS element||What to look for|
|Kind of assignments|
|Information for the use of others||Responsibility for information may provide an indication of the scope and variety of assignments|
|Ensuring compliance||May have some relevance for scope of assignments (investigational work in particular)|
|Job Content knowledge application||
Breadth and depth of expertise and how that expertise is applied will provide a
good indication of scope of the work and variety of tasks
|Contextual knowledge||Application of contextual knowledge in terms of knowledge of legislation, industry, etc. reflects scope, variety of tasks|
|Communication||Some relevance for scope, variety of tasks|
Provides good indication of scope of work, guidance received, variety of tasks,
extent of planning and development; some relevance for objectives
|Other information required and where to find it||
May need more information, especially in terms of objectives established by others - manager, business plans, mandate, etc.
Key activities may provide further information on kind of assignments
|Complexity of work|
|Information for the use of others||Some relevance for requirement to communicate with others|
|Leadership of human resources||May have some relevance for the need to coordinate work with others|
|Job content knowledge application||Breadth and depth of area(s) of expertise indicate requirement for application of theories, principles, approaches, etc.|
Application of contextual knowledge provides indication of complexity - difficulty of obtaining information and
data, effect of
activities of others, knowledge of industry, departmental and other programs, policies, legislation, etc.
|Communication||Relevant for requirement for communication with others - confrontational discussions, persuasion, negotiation, reaching agreement|
Relevant for requirement to modify, develop, apply approaches, methods, techniques; obtain information and data;
and interrelationship of variables; analysis under conditions of uncertainty
|Information for the use of others||Responsibility for information may indicate responsibility for presentation of results and conclusions, interpretation of information, etc.|
|Leadership of human resources||Responsibility will reflect guidance received, requirement for planning/leading projects, extent of authority|
|Ensuring compliance||Relevant for investigative work - extent of authority to reach final conclusions on compliance|
|Communication||May have some relevance for interpretation of information, presentation of findings|
|Intellectual effort||Provides a good indication of responsibility for definition of problems, planning and conducting assignments, interpretation of findings|
|Leadership of human resources||Will reflect responsibility for effective use of staff, hiring consultants, organization structure, coordination of work|
|Money||Relevant for responsibility for financial resources|
|Physical assets and products||Relevant for responsibility for physical resources|
|Job content knowledge application||Relevant for managerial knowledge|
|Contextual knowledge||Application of contextual knowledge reflects responsibility for improving administrative methods and techniques, and administrative coordination of work|
|Communication||May have some relevance|
|Intellectual effort||Difficulty of problems related to management of resources and projects, defining requirements for external resources, organization and coordination of work|
|Other information required and where to find it||Organization chart may provide further information|
|Impact of recommendations and Activities|
|Information for the use of others||Responsibility for information and impact provides a good indication of impact of recommendations and activities|
|Ensuring compliance||Responsibility for compliance provides good indication of impact in all areas|
|Job content knowledge application||Breadth and depth of knowledge and its application will reflect impact of recommendations|
|Contextual knowledge||Application of contextual knowledge reflects impact on all areas|
|Communication||May have some relevance|
|Intellectual effort||Difficulty and complexity of problems may provide indication of impact|
|Other information required and where to find it||Client service results and key activities may provide further information|
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