in the position. These are then re-
viewed by the Supervisor of Personnel
Administration, who compares them to
numerous factors common to all jobs.
Typical among these are: level and
number of prerequisites; complexity
of duties; extent of supervision that
is both received and given by the
incumbent; consequence of errors; and
working conditions.

Should the respective natures of a new
and an existing job appear equivalent
at, say, Pay Rate 6, the new position
will be placed at that particular level
with a job-classification title being
assigned to more precisely identify

the nature of the position as it
relates to that of others in the
College.

"In all life's systems, however," he
points out, "certain anomalies must be
recognized: and, in the case of the job
classification system, local 'going

rates' cannot be ignored. We must there-
fore bear in mind that the impact of such
factors can be that of artificially
skewing upward the classification assigned
to a particular position at a given time."

That, however, is not the end of the
evaluation and classification process.
What happens when, for instance, the
nature of the duties on an existing
job changes significantly owing to
growth and development of the College?
"when this occurs," explains Neil
Hill, "the job description is updated
and again reviewed to ensure that the
classification level is kept current
with what has actually happened and
what is now required of the employee."

In the case of new appointments, and
where an applicant lacks the pre-
requisites for a particular job, he
or she may still be appointed at a
lower salary level until the require-
ments are met. Should an appointee
be "over-qualified," however, no
extra compensation is paid since the
basic assumption is that salary is
regarded as payment for what one is
actually required to do.

 

 

MEET VI BROOKS...

The job-description form defining
the position occupied by Mrs. Violet
Brooks in Personnel Administration is ©
titled "Personnel Clerk.”

This established terminology is
truly a misnomer -- a "short handle" for
a big job. For, apart from being
responsible for a multiplicity of
normal administrative duties requiring
specialized knowledge and initiative,

Vi must keep posted on provincial labor
legislation, as well as on medical
insurance, group life insurance, and
employee pension plans.

Vi's routine administrative duties --
routine, that is, to one as experienced
and efficient as she -- include:

a) Checking the accuracy and thorough-
ness of records and documents
prepared by other employees;

b) Greeting visitors to the Personnel
area and answering their queries,
or directing them to the approp-
riate officials;

c) Initiating and preparing numerous
administrative forms (e.g. Payroll
Advisements, Group Plan Enrolments);