In order to maintain internal and external equity of positions within the University, Concordia has adopted a comprehensive compensation system centered on a Job Analysis process. The Job Analysis process examines the following:
- Job Description - The narrative definition of job content
- Job Specifications - The minimum qualifications required to perform a job
- Job Classification - A family of jobs substantially similar or related in tasks, responsibilities and environmental factors and requiring the same qualifications
- Job Evaluation and Ranking - The methodological determination of the relative value of job content in the University
The Job Analysis process is a consultative process between a) compensation professionals and the manager and b) between managers and the employees that report to them. Communication between these groups is important in order to properly reflect the duties and responsibilities of a position and ensure a proper evaluation.
Job Evaluation and Ranking - Is Not:
- Salary comparison against other universities or other organizations (market survey)
- Special Recognition - Recognition of an employee's outstanding performance
- A way to compensate for work volume
- Means to compensate for long hours and overtime
Compensation
The total amount of the monetary and non-monetary pay provided to an employee by Concordia in return for work performed as required
Work
Separate tasks which by themselves represent an end product or result, or separate tasks combined into activities that produce a larger end result
Job
The combination of tasks and/or activities
Job Analysis
The process used to identify, collect and examine, and record job content information
Job Evaluation and Ranking
The methodological determination of the relative value of job content in the University
As positions are created within the University, compensation professionals, with the help of the manager responsible, work through the Job Analysis process to determine among other things, the worth of the position to the University, i.e. its ranking and related level
Once this is done, unless there are major changes to the responsibilities and duties of the position its rank and level should remain stable for many years to come. However, during periods of extremely rapid growth and/or organizational change, there may be a need to re-look at a position or several positions
As a first step in bringing about organizational changes, managers work with the Senior Advisor, Organization Development. Once the organizational changes are decided and approved, all concerned parties then work with compensation professionals to bring about the required change to the job(s).
Below are some tips and guidelines to help us provide you with timely and efficient service:
Review of a position
To initiate the re-evaluation of a position, please provide the following information:
- A Request for the Review of a Position form signed by the immediate supervisor, the Unit or Department Head and/or the employee containing the following information:
- A revised job profile including:
- Education and experience required for the new position
- Other specific requirements (no more than four)
- A completed Job Evaluation Questionnaire
- Organizational chart
- Any other information relevant to the re-evaluation
2. Evaluation of a new position
When a new position is authorized and needs to be evaluated, the same process as above shoud be followed
All requests are handled in a timely manner dependant on the complexity of the change and/or changes.
