View the CUPE Local 133 Agreement - Niagara Falls, Ontario, Canada

- 49 -
Article 41 - Job Evaluation Maintenance Manual
Purpose:
The Maintenance Manual has been established between the City of Niagara Falls and
CUPE Local 133 to provide an ongoing maintenance program consistent with the
Memorandum of Understanding dated March 14, 1989 and the Terms of Reference dated
April 14, 1989. Specifically for the purpose of providing and maintaining the basis of
an equitable wage structure and providing the method by which job descriptions and job
ratings shall be maintained to meet changes in the work place and work requirements.
Any amendments to this manual will be brought before the parties for approval.
Definitions:
The following definitions are to apply to the terms used herein and throughout the Job
Evaluation Program:
Job Evaluation:
Is a process for determining the relative worth of a position to an organization. It
involves studying and analyzing a job to obtain information about the content of the job,
the preparation of a job description and the rating of the job by use of a rating system.
Employee:
An employee of the City of Niagara Falls in the bargaining unit for which Local 133 is
the recognized bargaining agent as defined in the Collective Agreement.
Factors:
The major criteria, i.e. skill, effort, responsibility and working conditions, etc. as set out
in the Rating Manual to measure all jobs covered by this Job Evaluation Program.
Factor Degrees:
The actual measurement levels within each factor.
Green Circled:
The wage rate an employee is receiving that is lower than the wage rate that has been
established for the job in accordance with the Job Evaluation Program.
Red Circled:
The wage rate an employee is receiving that is in excess of the wage rate that has been
established for the job in accordance with the Job Evaluation Program.
Incumbent:
An employee who has been hired into or promoted to a job. (An employee is an
incumbent in one job only).