The Classification and Pay Equity Division is responsible for maintaining and administering position classification processes for government departments and select agencies, boards, and commissions. The Division also provides consultative and strategic services related to position management and organizational structure reviews.
Resources specific to the Classification and Pay Equity Division can be found below. For additional information or support please contact the division at (709) 729-3383 or via JobEvaluation@gov.nl.ca.
Job Evaluation
Job evaluation is a systematic way of determining the value of a job in relation to other jobs in an organization based on skill, effort, responsibility and working conditions. Its purpose is to assess, in a fair, consistent and equitable manner, the relative value of jobs to establish and maintain internal equity. It is intended to measure the job as it is defined at a certain point in time and assumes that the job is performed competently. It does not consider how the job was defined in the past, nor how it will be in the future. It is not designed to measure the qualifications, performance, potential or current pay of an incumbent, nor the amount paid by other organizations for similar jobs.
The Government of Newfoundland and Labrador complies with pay equity standards and assesses jobs in a gender-neutral manner.
A job should be evaluated when:
- a new position has been created.
- an existing classified position has undergone a substantive change (increase or decrease), which has impacted the nature and scope of the position since it was last evaluated (it is important to note that “more of the same or same type of work” or “doing the same thing differently or with different tools” is unlikely to result in a change in evaluation results).
- a department or unit is reorganized.
When a new job is designed or created, or an existing job undergoes substantive change, it may mean that other jobs in the organization’s structure have experienced change and the impact on those jobs should also be considered. It may be necessary to review and update more than one position in a department/division in order to achieve the desired new structure. In such cases, Treasury Board Secretariat may request the submission of additional position descriptions as a part of the overall review and evaluation.
Managers and employees are encouraged to complete periodic reviews of position descriptions to ensure they accurately reflect the job and associated responsibilities. These reviews may not warrant a job evaluation review by Treasury Board Secretariat unless it has been determined there has been substantive change in the nature and scope of the position.
There are two job evaluation methodologies currently utilized by the Government of Newfoundland and Labrador. For additional information on these methodologies, please select the links below.
The Korn Ferry Hay Group Guide Chart-Profile Method (Hay Method)
Job Evaluation System (JES) – Bargaining and Non-Management/Non-Bargaining Positions