Provider Group Joint Job Evaluation
CUPE, SEIU, SGEU and SAHO, through a joint job evaluation project, have undertaken to develop and implement a sustainable plan using the principles of Equal Pay for Work of Equal Value and Pay Equity. Minimum qualifications will be determined and the skill, effort, responsibility and working conditions evaluated for all jobs in an organization.
NOTICE - June 202214-Jul-2022
NOTICE – June 2022
1. Topic: NEW JOB(s): Implemented by JJEMC
•Provincial Job Description #532 – Print Shop Coordinator
•Provincial Job Description #533 – Cardiac Rhythm Device Technologist Working Supervisor
2. Topic: PROVINCIAL REVIEW COMPLETED:
Provincial Job Description #012 – Information Technology Analyst
Provincial Job Description #109 – Information Technology Senior Analyst
Provincial Job Description #057 – Information Technology Technician
Provincial Job Description #058 – Information Technology Support Working Supervisor
Provincial Job Description #031 – Information Technology Team Leader
Provincial Job Description #161 – Information Technology Telecommunications Analyst
Provincial Job Description #330 – Information Technology Educator
Provincial Job Description #250 – Materials Management Systems Analyst
Provincial Job Description #251 – Client Information Systems Analyst
Provincial Job Description #502 – Midwifery Second Attendant
Provincial Job Description #131 – Speech & Language Pathologist Assistant
Provincial Job Description #442 – Newborn Hearing Screener
Provincial Job Description #516 – Audiology Assistant
Provincial Job Description #302 – Tuberculosis Control Worker
Provincial Job Description #343 – Parent Mentoring Program Worker
Provincial Job Description #133 – Spiritual Care Coordinator
Provincial Job Description #462 – Entrance Attendant
3.Topic: PROVINCIAL REVIEWS INITIATED:
Provincial Job Description #007 – Utility Worker
Provincial Job Description #021 – Maintenance Services Worker
Provincial Job Description #043 – Independent Living Maintenance Worker
Provincial Job Description #044 – Plumber
Provincial Job Description #437 – Plumbing Project Coordinator
Provincial Job Description #054 - Carpenter
Documents necessary for the Provincial Review were sent to Local Unions and HR Representatives June 20, 2022.
Dates of completion are as follows:
Employer HR Department is required to distribute to Employees by – June 28, 2022
Employee(s) date of completion and submitted into OOS Supervisor by – August 2, 2022
OOS Supervisor date of completion and submitted in to HR representative by – September 13, 2022
Employer HR date for submission to JJEMC Assistant by – September 27, 2022
Please contact Laurie Kisilowski (347-1528) if you have any questions.
UPCOMING PROVINCIAL REVIEW CALL OUTS
Documents required to participate in upcoming Provincial Review Call Outs will be forwarded to HR Departments in the corresponding month as listed below:
July 2022 Call Out
#055 - Floor Covering Installer
#056 - Painter & Decorator
#103 - Controls Technician
#137 - Refrigeration Mechanic
#001 - Electrician
#142 - Steamfitter - Pipefitter
August 2022 Call Out
#156 - Maintenance Supervisor
#187 - Industrial Mechanic
#238 - Carpenter & Locksmith
#274 - Refrigeration Mechanic with Domestic Gas Ticket
#405 - Plumbing Inspector
September 2022 Call Out
#196 - Support Services & Maintenance Working Supervisor
#200 - Facility Maintenance & Operator
#234 - Network Technician & Maintenance Operator
#348 - Head Maintenance Worker
#436 - Building Systems and Maintenance Supervisor
#433 - Medical Equipment Coordinator
October 2022 Call Out
#020 - Licensed Practical Nurse (LPN)
#340 - LPN Working Supervisor
#341 - Home Care Support Supervisor
#037 - Operating Room Technician/LPN
#432 - Licensed Practical Nurse Supervisor
November 2022 Call Out
#022 - Continuing Care
#311 - OR Equipment Resource Technician
#063 - Education Coordinator
#494 - Orthopedic Specialty/LPN
#308 - Assisted Daily Living Recreation Worker
4. Topic: INITIATING A MAINTENANCE REQUEST:
Documentation required and process to follow for all changed and new jobs submitted to the Provider Group Joint Job Evaluation Maintenance Process.
(Process for an employee(s) requesting to be reclassified to a new job or another existing job in the plan)
Provincial Job Description (PJD) (Amended from the PJD the incumbent is currently in) Provincial Job Descriptions
Provincial Job Fact Sheet (PJFS) (Amended from the PJFS the incumbent is currently in) Provincial Job Fact
(Process for Employers to create new jobs – no employee(s) attached to submission)
Draft Job Description
Documents must be reviewed and commented on by either the OOS Manager or employee(s), whichever is applicable. (e.g., if an employee initiates the Maintenance request, the OOS Manager is the “Reviewer”; if an OOS Manager initiates the Maintenance request, the employee(s) is the “Reviewer”).
Completed documents are forwarded to employer Human Resources department. Employer Human Resources department provides a copy to the local Union and forwards a copy to the Joint Job Evaluation Maintenance Committee (JJEMC) Assistant.
The Human Resources department and the local Union will arrange to meet with the JJEMC Assistant to discuss (three-party meeting) the maintenance request.
5. Topic: HEALTH INFORMATION PROTECTION ACT:
Should Employees or Employers wish to provide supporting documentation further to the required documents, then Regional Policies and Procedures and the Health Information Protection Act (HIPA) must be adhered to.
HIPA requires protection of health information such as Social Insurance Number (SIN), names, addresses, Health Services Number (HSN), next of kin or signatures that would identify an individual, who has not provided consent for information to be shared.
Please reference HIPA, the Office of the Privacy Commissioner of Saskatchewan’s website at www.oipc.sk.ca or contact your Regional Privacy Office for further information.
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MOA/LOU EDUCATION FACTOR
In November of 2017, a Letter of Understanding was signed by the parties and a sub-committee was formed and a subsequent Memorandum of Agreement was signed in January 2019. It was agreed that a change in education hours would not automatically affect the Provincial Job Description pay band going up or down unless one of the other nine factors changed as well.
PHARMACY TECHNICIAN ARBITRATION MEMORANDUM OF SETTLEMENT
In 2015 a settlement was reached in the Pharmacy Technician arbitration.
The history of this arbitration dates back to 2006, when a number of employee maintenance requests had been submitted to the Joint Job Evaluation Maintenance Committee (JJEMC). It was decided at that time that the classification as a whole would be reviewed. In 2007, the JJEMC completed their review which resulted in an increase to the existing pay band. The increase was implemented the first Sunday after the decision, as per the language governing annual/provincial reviews.
Grievances were filed shortly afterward on the basis that the effective date should be the date that individual requests had been submitted rather than the date relevant to the annual/provincial review. This dispute moved forward to arbitration and mediation, which then considered not only this classification, but others that posed a similar potential conflict. In addition, a review of the existing language was also undertaken. An agreement was reached on December 16, 2015, in which the parties agreed to operational language that will avoid this type of dispute in the future, with an effective date of February 1, 2016 for the language revisions. Revised timelines were the only changes to current processes that impacted employers, employees or unions.
MAINTENANCE LETTER OF UNDERSTANDING
In 2010, a Letter of Understanding was signed between the Saskatchewan Association of Health Organizations (SAHO) and the Canadian Union of Public Employees (CUPE), Service Employees International Union-West (SEIU-West) and the Saskatchewan Government and General Employees’ union (SGEU). This letter speaks to the commitment from all parties to maintain a join Union/Management maintenance committee.
JOB EVALUATION PLAN
The Joint Job Evaluation Manual is the working guide that explains in greater detail the factors that are evaluated in the maintenance review process.