Position Evaluation Committee

The position evaluation process used by the CRNA is based on a point-factor position evaluation system which assesses the extent to which a number of “factors”, known as compensable factors, are present in positions. This assessment is gender-neutral and does not consider the market value of positions. Instead, it measures the relative value of positions when compared to one another within CRNA. It does not assess the performance of employee members in the position nor their work habits. 

Based on objectively determined position evaluation criteria, all positions will be ranked relative to other positions. CRNA’s position evaluation system covers all factors referenced in human rights and pay equity legislation, including skill, effort, responsibility and working conditions. 

The evaluations will be completed by a Position Evaluation Committee, in accordance with the terms of reference for the Committee, and by utilizing the position evaluation system and process described herein. 

Through facilitation by the Human Resources department, the Position Evaluation Committee will evaluate all positions at the CRNA following the plan and the plan guidelines, and with reference to evaluations of positions previously evaluated using the position evaluation system.

The mandate of the Position Evaluation Committee is to: 

• review and assess the contents of all positions relative to the position evaluation factors prescribed in the position evaluation system;
• determine, by consensus, a relative ranking for each position in the organization based on the aggregate of rankings assigned for each factor;
• ensure consistency of application of the position evaluation system throughout the organization;
• maintain adequate and timely records of all position evaluation transactions for reference by current and future PEC members;
• orient and train new PEC members as they may be assigned; and
• ensure strict confidentiality of all discussions and proceedings.