Directive on Classification Grievances

Outlines a consistent and equitable recourse process for employees who wish to grieve the classification of the work that the responsible manager assigns and that the job description of the position they occupy describes.
Date modified: 2015-06-19

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The obligation of an individual or an organization to account for its activities and the associated consequences.
An objective and systematic examination of activities that provides an independent assessment of the performance and management of those activities.
The power to make decisions or take actions
A description of duties and responsibilities illustrating the application of the job evaluation standard.
Every two years.
classification accreditation
Attestation that classification trainees have successfully completed all requirements of the Organization and Classification Learning Curriculum.
classification authority
The power to authorize classification decisions.
classification conversion
A change made in the method of establishing the relative value of work for an occupational group. It is based on one or more of the following conditions: the introduction of a different method of evaluating work; the replacement of a job evaluation standard by another job evaluation standard; the addition, deletion or substitution of one or more of the evaluation factors or elements significantly affecting the structure of a job evaluation standard; or the combination or restructuring of previously existing occupational groups in the CPA. The Chief Human Resources Officer must declare such a change to be a classification conversion. A classification conversion is not a reclassification.
classification decision
An establishment or confirmation of the occupational group, sub-group (if applicable), level or ratings assigned to a job, which must be made by an employee exercising delegated/sub-delegated classification authority.
classification grievance
A written complaint by an employee against the classification of the work assigned by the responsible manager to the position the grievor occupies and described in the job description. A classification grievance does not involve issues related to the job content or effective date of the job description.
classification program
The infrastructure for the effective management and control of the classification of jobs or positions in the core public administration. It includes policies and related instruments, job evaluation standards, occupational groups, job descriptions, job evaluations, learning, oversight, as well as recourse mechanisms. The program ensures the determination of the relative value of work and provides a basis for employee compensation in the core public administration.
deputy head
Has the same meaning as set out in s. 11(1)(a) and (b) of the Financial Administration Act.
early warning system
A system involving a set of monitoring arrangements, based on indicators supplied by the Office of the Chief Human Resources Officer and designed to identify potential issues as they arise.
human resources (HR) advisor
For the purpose of the classification policy instruments, the term HR advisor refers to HR advisors working in organization and classification.
A collection of duties assigned by management and performed by one or more employees.
job description
A document approved by the responsible manager, which describes the work requirements of a position or a job. A job description contains all the information needed to evaluate the work using the appropriate job evaluation standard.
job evaluation (classification evaluation)
The process of assessing work against a job evaluation standard to determine the relative value of work, based on the work requirements described in the job description and the organizational context/environment.
job evaluation standard (classification standard)
An instrument that describes the factors, elements and other criteria used to establish the relative value of work for an occupational group.
key activity / Duty
The main duties and responsibilities assigned to a job, which may be composed of several related tasks.
A numerical indicator of the relevant ranking of a position within its occupational group according to its value which has been established in accordance with the appropriate job evaluation standard.
The activity whereby programs, operations and outcomes are continuously reviewed to assess their effectiveness.
occupational group
A series of jobs or occupations related in broad terms by the nature of the functions performed.
occupational group structure
With regard to the CPA, means the occupational groups defined by the Treasury Board.
organizational structure/organizational chart
The hierarchical arrangement of work and lines of authority of an organization to support the achievement of departmental business objectives. The organizational structure is often depicted graphically in an organizational chart.
Refers to the organizations named in Schedule I and the other portions of the federal public administration named in Schedule IV of the Financial Administration Act.
Review of the Classification Program to safeguard its integrity across the CPA. Oversight includes monitoring, studies, reporting and audits.
performance indicators
A qualitative or quantitative means of measuring an output or outcome, with the intention of evaluating the performance of an organization, program, policy or initiative in light of expected results over time.
A specific set of duties and responsibilities assigned to an individual employee and described in the job description. An employee is appointed to a position and the position is linked to a specific job. There can be more than one position linked to a job. Each position has its own identifying number (position number) in the human resources information management systems.
A document substantiating a classification decision as a result of a detailed analysis and evaluation of duties using the appropriate job evaluation standard.
A reclassification occurs when there is a change in the occupational group, sub-group and/or level of an existing job within the CPA in accordance with the employer's classification program. For greater certainty, a reclassification is not a classification conversion.
The work, function or activities assigned to an organization, unit or individual.
standardized job description
Document that describes the work assigned to a job classified at a specific occupational group and level, which is common across a number of work units, regions or organizations.
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