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Staff job evaluation and classification

Job evaluations or classifications can be done to ensure that a hiring manager is recruiting for the correct level, or it can happen when job duties have changed substantially.

How jobs are evaluated and reclassified

Staff job evaluation refers to a systematic classification of jobs in relation to other roles at the university. This can happen when:

  • A position is vacant and the hiring manager wants to ensure, based on expected duties, that they're recruiting for the correct level
  • The duties of the job have changed substantially since the incumbent was hired (known as a reclassification or re-evaluation).

Job evaluations

There are many different systems for evaluating jobs, and UBC uses two of these systems, depending on employee groups:  a classification system, and a point factor system.

With either system in use at UBC, job evaluation uses:

  • job description
  • job standards or occupational guidelines
  • job families.

The result is an ordering of jobs. Attaching salaries to these levels is the next step. This process is used for identifying requirements for new hires and determining salary bands for all jobs at UBC.

Where to find job descriptions

Note that standard job descriptions for Research Assistants and Technicians can be found online. For standard job descriptions for all other CUPE 116 positions, please speak with your departmental administrator.

Steps in job evaluation

The first step is writing the position description, which outlines the specific duties, responsibilities and qualification requirements for a particular position. For more information, see the writing a job description portion of the creating a position page

Once a position description has been written, positions are evaluated, based on a number of criteria:

  • complexity – the number and variety of tasks or functions, and the number of procedures, policies and practices that govern those functions
  • accountability – the position’s freedom to organize, plan, execute and control tasks, as well as the probability of errors and the consequence of errors not being detected (excluding human errors)
  • judgement/decisions – the nature of decisions and judgements – whether quoting documented facts, interpreting information or providing advice
  • supervision given – the number and classification level of employees for which a position is responsible, and the type of supervision provided by the position; levels of supervision can range from no responsibility for others’ work; to training / assigning / reviewing others’ work for accuracy and quality; to recommending candidates for appointment and training, and establishing overall standards of performance / evaluating performance
  • contacts – the level of tact, frequency and complexity of contacts and relationships with others
  • job requirements – minimum education, skill requirements and training that are necessary to do the job

Individual performance and volume of work are not considered criteria in evaluating jobs.

When jobs evolve: reclassification/re-evaluation

In cases where there has been substantial change in a job’s duties and responsibilities, managers and staff members may also request a job be re-evaluated and reclassified.

Re-evaluation and reclassification are used to refer to the same process at UBC – re-evaluation for CUPE 2950, and reclassification for the other employment groups at UBC.


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