Update on the new SR Job Description Implementation


The implementation of the new SR job descriptions remains ongoing.  Since being jointly approved by PIPSC and employer representatives, the employer has conducted Job Validation Reviews (JVR) and has prepared summaries for the classification committees.  The next step is for the employer to classify the new job descriptions and issue classification decisions to the SRs.  We have sought clarity on the employer’s expected timeline; however, we have not yet been given a clear direction.  Additional information is forthcoming and will confirm the classification decisions being issued in the next few months.  



As previously announced, the employer has committed to backdate the new SR job description to the introduction of the SR standard (2015).  PIPSC remains in discussions with the employer to obtain a Memorandum of Understanding (MOU) that will address many of our members’ concerns around retroactivity.  Any classification decision should be backdated to the introduction of the SR standard (2015).  This may entitle an SR to a retroactive salary adjustment if they are in a job that is reclassified to a higher level.


Treasury Board guidance on retroactive job description and classification limits retroactivity to current incumbents (acting and substantive) and grievors.  This means that a member who has been in the same job since 2015, continues to have that job, will be reclassified upward and would be entitled to a retroactive salary adjustment from 2015. Former SRs (including those who quit or retired) who grieved their job description and classification are generally entitled to the same treatment.  As part of our MOU discussions, PIPSC is asking the employer to apply the new JD and forthcoming classification decision to everyone still employed by the agency who has held an SR job since 2015.  We are also asking the employer to treat SRs who leave the agency between now and the issuance of the SR classification decisions in the same manner.  Should we finalise this MOU as expected, it will, generally,  protect the interests of all current CFIA employees who have worked as an SR at some point since 2015.


PIPSC has taken exception with the aforementioned Treasury Board guidance.  We believe members are entitled to have their work recognised and classified (and compensated) fairly regardless of their employment status at the time of a job description or classification decision.  Current and former SRs should not be penalised because of the excessive delay to resolve job content and classification issues.  We continue to explore options to protect the interests of former SR members who may be excluded from a favourable retroactive change in classification.


Remapping Concerns

Some members have flagged concerns about the mapping of their position - alleging that the work they regularly perform is better described by a job description other than the one assigned to them.  PIPSC staff have supported these members during the JVR process.  While we had hoped the employer would quickly act upon the data collected during the JVR process, no remapping decisions have been made to date.  We expect to have additional information in the next couple months on how the employer intends to move forward with remapping concerns.  


If you are planning to retire, change jobs, or quit

A grievance is the ultimate tool to protect your rights.  While we expect to have an MOU in place that will ensure the rights of  current CFIA employees, including those who leave the agency/change jobs in the next few months,  are protected, we strongly encourage SRs who will be retiring, quitting, or changing jobs/positions  to reach out to the PIPSC Classification Coordinator at compensation@pipsc.ca.  This includes members who have changed jobs within the agency (ex: Senior Inspector to Supervisor Inspection & Advisory Services).  It may be appropriate to file a grievance to safeguard your entitlement to any retroactive change in classification or job description.