Resources

Classification Project

Background

Questions

For any questions related to the classification project, please contact classifications@rrc.ca.

In 2017 it was determined that the College needed to redevelop the job classification system to ensure that job evaluations are fair and equitable and to establish more efficient processes and procedures. 

In 2019, the College moved forward with a new point factor rating system in consultation with Korn Ferry, a leading global organization consulting firm. Over the past couple of years, Human Resource Services has worked closely with Korn Ferry to adopt their Guide Chart Profile Method at the College. 

While the project has faced delays and project constraints, we have been actively working to address setbacks. With the re-establishment of the project team in March 2022, we are moving forward and making progress with this important project. 

Commitment

Starting in June 2022, the project team is committed to providing you with monthly communication to inform you about the Classification Project’s progress, and to make sure that you have the resources available to understand classification at the College. To view the most recent updates, please visit News and Events.

Frequently Asked Questions

Classification vs. Compensation

What is classification?

Classification is a systematic process of evaluating a job based on point factors and assigning it to a classification. Job evaluation is designed to assign a total number of points to a job, it is not designed to achieve a specific pay outcome.

What is compensation?

Compensation is a systematic approach to remunerating employees based on the job that they are performing.

Are classification and compensation the same?

Classification and compensation are not the same. Classification is focused on evaluating the job, whereas compensation is focused on the monetary value of a job based on its classification.

How does the new classification system relate to compensation?

A job is evaluated through classification. The outcome of the evaluation results in a total point score which then determines the pay band (compensation) of a position.  

Existing Classification System

What are the issues of the existing classification system?

The existing point factor method for evaluating jobs was a custom solution created for the College that reflected their values at a point in time (2007). Fifteen years later, the College’s organizational structures and jobs have changed, and improvements are needed to improve clarity, objectivity, and consistency in the job evaluation process. The existing system results in jobs being evaluated in isolation, and internal relativities are not considered. 

How was it determined that a new classification system was required?

After identifying concerns in the existing classification process and tools, an independent classification expert was contracted to review the system as a whole and provide recommendations on next steps. The review ultimately resulted in a recommendation to implement a new system. 

Job Evaluation

What is a job evaluation?

A job evaluation is a systematic process designed to establish the relative value of jobs within an organization. Jobs are evaluated on the information contained within the job description. 

Why is job evaluation important?

Job evaluations are critical in ensuring that the classification of jobs is consistent, fair and equitable.

What information is required in a job description for a job to be evaluated?

A job description includes the job summary, organizational structure, position responsibilities, and information regarding the requirements for knowledge, skills, and experience, as well as the job’s working relationships, problem solving, decision making and working conditions.

What is not included as part of a job evaluation?
  • Individual performance, characteristics, and education specific to the employee that is not a requirement to perform the job, are not included in the job description as they are based on individual attributes as opposed to the job itself.
  • The job’s current banding and remuneration.
  • An increase in workload that is of the same nature and level of complexity.
  • Using new technology or tools (e.g. new software) that do not substantially alter the essential functions of an employee’s job, particularly if the industry is similarly changing to the new technology.
Who is responsible for evaluating jobs at the College?

The Joint Job Evaluation Committee (JJEC) is responsible for evaluating jobs at the College.

Joint Job Evaluation Committee (JJEC)

Who is a part of the JJEC?

The JJEC is comprised of unionized employees as well as non-union members, specifically members of Human Resource Services, who have been trained on the use of the Korn Ferry classification tool.

How were JJEC members selected?

Identification of unionized employees was done by the union, and members were given the opportunity to put their names forward as part of the selection process. Non-unionized members were selected by Human Resource Services.

What training is required for JJEC members?

The Korn Ferry Hay Guide Chart-Profile Method is a very in-depth job evaluation system. To be able to rate jobs, each JJEC member is required to go through multiple day, virtual and in-person training sessions provided by Korn Ferry. The training not only explains the tool itself, but also gives the JJEC member the opportunity to apply their knowledge and practice evaluating sample job descriptions provided by RRC Polytech.

What does a JJEC meeting include?

In advance of a JJEC meeting, the members review the job description, organizational chart, supporting documentation, and comparator jobs and prepare their evaluations. The JJEC then meets and discusses each of the standardized factors (Know-How, Problem Solving, Accountability and Working Conditions) and awards a total point score. Consensus need to be reached on an evaluation for it to be finalized.

Does JJEC know what my job will be paid?

During the life of the Classification Project, the evaluations were done by JJEC without their knowledge of what point ranges fell into which pay bands. Therefore, JJEC did not know what job fell into what pay band during the evaluations, nor do they consider pay when evaluating the jobs. Pay bands are not a consideration in the job evaluation process.

Korn Ferry Hay Guide Chart-Profile Method

Who is Korn Ferry?

Korn Ferry is a global organization consulting firm and leader in job evaluations. Korn Ferry’s job evaluation system is the most widely used in the world with more than 12,000 organizations using it, including many post-secondary institutions. Their system brings clarity, objectivity and consistency to the job evaluation process.

What is a Point Factor Rating System?

A point-factor based job evaluation is a quantitative form of job evaluation that uses defined factors and levels within them. The key factors of the Korn Ferry Hay Guide Chart-Profile Method are Know-How, Problem Solving, Accountability, and Working Conditions.

What role did Korn Ferry play?   
  • Classification System, Tools and Templates – Korn Ferry provided resources on their Korn Ferry Guide Chart Profile Method, as well as the job description template.
  • Training – Korn Ferry provided training to members of the Human Resource Services team, as well as the JJEC.
  • Benchmarking – Korn Ferry worked directly with the Compensation Specialist to identify 50 jobs that would be used as a benchmark, and jointly evaluated those jobs with the JJEC.
  • Pay Bands – Korn Ferry developed the point ranges for each pay band.
  • Audit and Quality Control – subsequent to the evaluations of the 50 benchmark jobs, Korn Ferry provided a quality control review on over 300 positions that had been evaluated by the JJEC.
What are the benefits of the Korn Ferry Guide Chart Profile Method?
  • Improvements in consistency, fairness, and internal equity of all active, unionized jobs at the College, excluding Instructors.
  • Job evaluations assess important factors that differentiate positions.
  • The Korn Ferry Hay Guide Chart-Profile Method will address issues in the existing classification system and is proven to have long-term sustainability.
  • Jobs have been structured and evaluated to allow for opportunities for career advancement.