Hello,
We want to take a moment to shed light on an important aspect that surges every time an update is done on a Job Description (JD), including the recent JD updates circulated by the employer. As you know, the employer has recently updated JDs in anticipation of the Pay Equity Analysis at CCC. Some members have expressed concerns with the accuracy of the JDs; however, on review, we have found the JDs to be imperfect, but appropriate. This is normal.
A Job Description is a foundational document that outlines the responsibilities and expectations associated with your job using generic and expansive phrasing to capture a wide variety of tasks, conditions, skills, etc. It is meant to describe most of your daily tasks and guide you in their accomplishment. For your knowledge, it is crucial to understand that Job Descriptions are never perfect, they serve as a guideline rather than a rigid set of rules. JDs are also an employer document for which the employer determines the structure, parameters, content, phrasing, etc. You are entitled to a JD that is generally accurate and complete, but the employer is free to determine how it describes your work.
If your Job Description captures roughly 70% of your important tasks, it is considered satisfactory. However, we understand that there may be instances where your daily tasks may not fully align with the description provided. In such cases, it's essential to wait and see how these tasks apply to your daily responsibilities. JD is generic and it is normal that you do not do everything written or that the phrasing is very general. What is important is that you can find a place within your JD for most of the complex and impactful work you do. This is what lends itself to your classification level.
If you find that your JD is completely irrelevant to your daily tasks or if you think it is leaving out a key and important aspect of the work you regularly do, we encourage you to reach out to your Employee Relations Officer (ERO) as your first point of contact. Our EROs are here to provide guidance and support to ensure that your JD reflects your role within the organization and is aligned with the clauses of your Collective Agreement.
If a JD is missing key components of your work, you will need to gather convincing proof to build a case for the grievance process. Be aware that the job content grievance process is long and requires significant work on the part of the griever. I want to underscore the significance of this matter, as we have encountered numerous instances where the Institute was compelled to withdraw representation due to insufficient evidence. Your ability to provide concrete proof is paramount to the success of your grievance, especially when the case escalates to the second, or third level, eventually to adjudication levels.
Thank you for your attention on this matter and be reminded that we are always here to provide you with support and guidance.
In solidarity,
PIPSC Compensation Team