Joint Job Classification and Evaluation Framework Services

The Vendor is required to provide to assist in the development of a job classification and evaluation framework (“Framework”) for bargaining unit employees which will be jointly developed by a committee with representatives from both the agency.
- Currently conducts job evaluations using a points-factor system with four primary criteria factors (skill, effort, responsibility and working conditions) and ten sub-factors (education, experience, physical demand, sensory demand, impact of decisions, decision making, supervision, financial responsibility, interpersonal contacts and working conditions).
- Provide a standardized, objective and transparent process to evaluate and classify unionized positions in the agency, which will inform wage rate structures that are equitable, competitive, and aligned with the duties and responsibilities of each position.
- Consensus of the working committee when ready for presentation and recommendation, and must include but is not limited to assisting the working committee with:
• Educating the working committee members on the current public sector job evaluation landscape, trends and best practices, to help inform decision making.
• Presenting and recommending an evaluation system that best suits the stated purpose of the new framework development and agency breadth of positions.
• Developing the framework, including:
• Creation of evaluation criteria for the purpose of establishing and measuring relative internal job value;
• Establishing guidelines that govern when/how a job evaluation is triggered, including timelines for processing evaluations; and
• Setting a dispute resolution mechanism.
• Developing documents and forms to operationally support the use of the framework.
• Drafting communications and change management plans.
• Working with the committee to come to agreement on evaluation of all positions within the developed framework.
• Developing an implementation plan that considers:
• Timing of implementation
• Strategies for addressing differences between current classification and new classification
• Communicating the new framework to bargain in unit members and management
• Changes to the current job description template