Public Service Commission

Classification of Positions - Management Group

The Government of Yukon management group includes the deputy ministers (DM), managerial, including program officers*; (MGR), and legal officers (LE).  Program officers are those central agency positions in which the principal responsibility includes the planning, implementation and evaluation of government wide or corporate programs or policies; or those that advise on the corporate management of government wide or corporate programs or policies.

Job Evaluation

Job evaluation is the process of determining the value of each job compared to all the other jobs in an organization. It is the job that is being classified, not the employee in that job.  It is also essential that the evaluation focuses on the duties and responsibilities of work assigned to the position and not the employee's performance of that work.

Point Rating Systems

A formal classification system provides a means by which GY can demonstrate that the salaries paid to employees reflect the value of their work to the organization and that the determination of the value of the work is based on a fair and rational system of measurement.

Point rating plans have several advantages over other systems. The primary advantage is that there is a greater degree of objectivity. The factors provide a basis for consistency among different evaluators and each of the major areas of job demand is assessed systematically. Point rating plans do not consider current salary, market supply or historical relationships as only position content is being evaluated.

The Hay System is a point rating plan.  It is an analytical system that assigns point values to each set of job factors.  Job factors are divided into dimensions and each dimension is broken down into a set of objectively defined levels.  Through using a common framework for analyzing all jobs, the point rating plan provides an objective method for comparing jobs.  All positions, regardless of function, level or Department, can be described using the factors and their dimensions.  The relative size and complexity of each position can be measured.

Each job is assessed as having a certain point value for each factor.  Part of this assessment includes a comparison to benchmark positions which are representative job descriptions used to ensure consistent application of the rating scales.  Benchmark descriptions are accompanied by a detailed analysis of how the dimension definitions of each factor are interpreted.

The points for each factor are added to give a total.  The total is applied to the appropriate point range and this establishes the level of the job.