HomeMy WebLinkAboutOCDSB 610.004 Gender Comparison System Dec 2009
GENDER NEUTRAL COMPARISON SYSTEM
(R:PP.094.HRPPR.610.HR)
EFERENCES OLICY AND ROCEDURE
Note: This document is an attachment to Procedure PR.610.HR – Classification Review System, Union-
Exempt Employee Group Levels 2 to 12, and should be referenced when completing the required
Classification Review forms.
The following is a description of the sub-factors that are used to measure the value of jobs.
Factor: Skill
Sub-Factor 1 Education
This sub-factor is used to measure the minimal level of educational achievement or
equivalency necessary to start in the job. This sub-factor measures the degree or level of
knowledge, specific abilities and specialized or vocational training necessary to perform
job responsibilities in a competent manner.
Sub-Factor 2 Job-Related Experience
In order to do many jobs completely and competently, an employee may need previous
experience in one or more job functions. In addition to the education needed to do the job,
a period of on-the-job training and/or period of learning may be needed. This sub-factor
measures both previous and on-the-job training. It also includes the time needed to update
or upgrade job knowledge on the job.
Sub-Factor 3 Applied Reasoning, Analytical and Problem Solving
Most jobs require employees to understand, collect and interpret different kinds of
information and to solve problems. This sub-factor is used to measure the range (number
and diversity) and complexity of skills relating to the application of information and the
degree of problem solving that is required to start in the job.
Sub-Factor 4 Communication
This sub-factor measures the skill required to communicate and interact effectively with
others on the job. Communications may be in writing, or oral, including sign language,
and carrying varying degrees of responsibility for the handling of contacts tactfully and
harmoniously. It measures common communication skills and specialized communication
skills. As well, the sub-factor measures the need to interact in the public sphere,
conveying a “public face” or point of contact to those outside the organization.
Sub-Factor 5 Mechanical
This sub-factor measures familiarity with the operation and basic maintenance of
mechanical equipment required to perform the functions of the job. Operation of such
equipment is classified as basic, complex, or specialized. This sub-factor also measures
OCDSB 610.004 Human Resources (December 2009) Page 1 of 3
the ability to troubleshoot, repair, improvise or build tools or equipment. Fatigue
associated with use of skills is measures in the ‘Physical Demand’ sub-factor.
Sub-Factor 6 Dexterity
This sub-factor measures the level of dexterity (physical skill) required to do the job. The
sub-factor considers large and small muscle movement, co-ordination (hand-eye, eye-foot,
ear-hand, etc), precision (accuracy) and speed (frequency of muscle movements for tasks
which must be completed within a set time or at a set rate) required to do the job. Gross,
fine and medium motor skills are considered.
Factor: Effort
Sub-Factor 7 Strain from Lack of Control Over Work
This sub-factor measures the effort, strain or demand on energy that comes from pressures
or demands affecting control over the flow of work, and the requirement to switch from
one task to another. Work flow may be controlled by others, i.e. supervisors, managers,
co-workers, members of the public (including ratepayers/parents/guardian), students,
systems, or by machinery. This sub-factor includes deadlines (frequency and criticality),
volume of work and interruptions.
Sub-Factor 8 Physical Demand
This sub-factor measures the physical exertion required to perform the job. The intensity
and duration of physical effort is measured, as is the frequency of the required effort.
Sub-Factor 9 Mental Demand
This sub-factor measures the mental effort or demand on mental energy required to do the
job. This sub-factor considers the frequency and intensity or degree of mental effort
required, including: concentration (thinking, passive listening, active listening in which the
listener uses concentration while the other person speaks in order to follow up with probing
questions, interpreting, observing) and sensory demands (seeing, hearing, smelling,
touching, tasting).
Factor: Responsibility
Sub-Factor 10 Resources
This sub-factor measures the responsibility or accountability for resources required in the
position. When measuring this sub-factor you should consider that there may be
responsibilities for resources in a single area or in a number of different areas. This sub-
factor also measures responsibility for decisions involving the safe-keeping, storage,
maintenance, and/or use (including managing, allocating, spending, manipulating and/or
handling) of resources. Resources include information, finances, equipment, materials,
buildings and confidentiality.
OCDSB 610.004 Human Resources (December 2009) Page 2 of 3
Sub-Factor 11 Guidance and Responsibility for Students
This sub-factor deals with the requirement to influence the students of the OCDSB. It
considers the nature of the responsibility, amount of time in contact with students, and
number of students.
Sub-Factor 12 Staff Supervision
The purpose of this sub-factor is to measure the continuing responsibility that the
incumbent assumes for the supervision and direction of staff. Three aspects of supervision
are measured:
a) nature of supervisory responsibility;
b) number of people (in terms of full-time equivalencies); and
c) whether the reporting relationship is direct or indirect.
Factor: Working Conditions
Sub-Factor 13 Environment
This sub-factor measures the physical and social environmental conditions and hazards
that are usually present while performing the job. It measures the frequency and severity
of unpleasant working conditions over which there is little or no control.
OCDSB 610.004 Human Resources (December 2009) Page 3 of 3
/!-- This code was added to remove the metadata from document view in Weblink -->