Job Evaluation

What is Job Evaluation?

The GNWT complies with equal pay for work of equal value and ensures that jobs are assessed in a gender-neutral manner and based on skill, effort, responsibility and working conditions.

Job Evaluation (JE) is the analysis and evaluation of work for the purpose of determining the relative value of each job in an organization. Job evaluation is the basis for fair compensation.

What is the Hay Method of Evaluation?

The GNWT uses the Hay Method of Job Evaluation and it is a gender-neutral evaluation system that assesses jobs on skill, effort, responsibility and working conditions. It focuses on the nature and requirements of the job itself, rather than on the skills or qualifications of a particular incumbent.

Adopted by the GNWT and the UNW in 1999, the Hay Method of Evaluation is the most widely used process for evaluating management, professional and technical jobs. It is used by more than 7000 organizations in over forty countries, in both the private and public sectors.

For an overview of the methodology, an online resource developed by Korn Ferry Hay Group is available through the online Learning and Development Calendar. “Hay in a Hurry” is a 1-hour burst of on-line learning that builds awareness and understanding of Hay job evaluation.

When should a job description be submitted to the Job Evaluation & Organizational Design unit?

A job description should be submitted when:

A “New” position is established
The responsibilities of a position have changed
An organizational change has occurred
There are changes to the job’s working conditions, tools, technology, etc.
The job description has been updated into a fresh template, and/or had any other edits (i.e., KSA’s and/or TAB statements)

How do I create a Job Evaluation Submission?

Job Evaluation Submission - Flowchart

Click here for more information on Job Evaluation Submissions and important details regarding Exclusions, Continuous/Non-Continuous and 'French-Required' positions.

What is the Job Evaluation process?

Non-Senior Management Positions - Job Evaluation Process

Job Evaluation Process (Non-SRM) - Flowchart

Click here for more information on the Job Evaluation Process (Non-SRM)

Senior Management Positions - Job Evaluation Process

Job Evaluation Process (SRM) - Flowchart

Click here for more information on the Job Evaluation Process (SRM)

What do I do if an employee doesn’t agree with their job evaluation?

Go to the Position and Salary Information webpage to obtain a current copy of the Job Description: https://www.fin.gov.nt.ca/en/services/position-and-salary-information Contact Job Evaluation & Organizational Design at: job_evaluation@gov.nt.ca to obtain the rationale for the evaluation of the position.
Review the job description to ensure that it is an accurate representation of the job. If the job description does not adequately reflect the work being assigned and performed, you may need to update it and resubmit the position for evaluation. Consult the Job Evaluation unit for advice regarding this.
If it is determined that the job description is an accurate representation of the job, discuss the evaluation results with the employee.
If the employee is still in disagreement with the evaluation of the job description, the next step would be for the employee to appeal the evaluation.
Questions? Email Job Evaluation and Organizational Design at job_evaluation@gov.nt.ca

How does an employee appeal the evaluation of their position?

An appeal is based on the perceived incorrect evaluation of a job, as it is written, at the time of the appeal. Only the incumbent of a position may appeal its evaluation. Employees are encouraged to discuss any concerns regarding the content of their job description (or evaluation of their position) with their supervisor prior to filing an appeal.

The appeal process differs depending on whether the position in question is unionized or excluded:

UNW position

UNW employees may appeal the evaluation of their position at any time while they occupy the position. The appeal process is as follows:

The employee makes an appeal in writing to the departmental Deputy Head, copying the immediate supervisor.
The Deputy Head will refer the appeal to the Manager, Job Evaluation & Organizational Design, who in turn refers it to the Job Evaluation Appeal Board. The Job Evaluation Appeal Board consists of two representatives of the union, and two representatives of the employer, all trained in the evaluation system.
The Appeal Board conducts a hearing; at which time the appellant (incumbent) and supervisor of the position are each invited to make a presentation. After the presentations, the Appeal Board will have the opportunity to ask questions and seek clarification until they are confident that they understand the job in question.
The appellant and supervisor of the position are excused from the hearing and the Appeal Board deliberates.
A unanimous decision by the Appeal Board is final and binding.
If a unanimous decision is not reached, the appeal is referred to the 2nd level, which is the Job Evaluation Review Board (Review Board), on behalf of the appellant. The Review Board consists of an Independent Chair, a representative of the union, and a representative of the employer, all trained in the evaluation system.
The Review Board conducts a hearing. The appellant and supervisor are each invited to speak about the position, and the Review Board will ask questions and seek clarification until they are confident that they understand the job.
The appellant and supervisor of the position are excused from the hearing and the Review Board deliberates. The majority decision is final and binding.

Excluded position

The appeal process for Excluded positions is as follows:

The employee makes an appeal in writing to the departmental Deputy Head, copying the immediate supervisor.
The Deputy Head will refer the appeal to the Manager, Job Evaluation & Organizational Design, who in turn refers it to a job evaluation review board known as the Special Review Committee. The Committee consists of an Independent Chair, a representative of the employer and an employee designate. The designate is chosen by the appellant, and must be trained in the evaluation system.
The Committee conducts a hearing; at which time the appellant (incumbent) and supervisor of the position are each invited to make a presentation. After the presentations, the Committee will have the opportunity to ask questions and seek clarification until they are confident that they understand the job in question.
The appellant and supervisor of the position are dismissed, and the Committee deliberates.
The majority decision of the Committee is final and binding.