Canada Employment and Immigration Union -

The classification system

The employer has been pressed by the union for two decades to put a coherent gender-neutral classification system into place, but progress has been slow.

The pay equity victory strongly affirmed the need for classification reform and the Canadian Human Rights Commission later made recommendations, endorsed by the union, that might have salvaged the proposed Universal Classification System (UCS). The employer has abandoned the UCS in favour of standards for individual groups. In April 2006, the PSAC and the Public Service Human Resources Management Agency of Canada (PSHRMAC) signed an agreement to fast-track a comprehensive classification review for Table 1 – the Program and Administrative (PA) Services Group. The vast majority of CEIU members fall into this group.

How classification works – an outline

The classification system is profoundly complex and the information on this page is intended to give you only some preliminary information.

An analysis of the duties of a position is used by the employer to situate that job within an occupational group like Program and Administrative Services, then further into groups like Clerical and Regulatory (CR). Each occupational group has a classification standard set by the employer within which a point rating system and bench-mark positions are used to determine the classification of your job.

However, the classification standards in the current system can, in some instances, date back to the 1960’s and the bench-mark positions may bear little resemblance to your job. Until the classification system is genuinely reformed, the conclusions around your position’s group and level will continue to be determined by the prevailing standards.

Challenging the classification of your position

Information on challenging the classification of your position is available elsewhere on this site.

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