Professional Documents
Culture Documents
Introduction
2.
3.
2.1
2.2
Job Descriptions
902
Evaluating a Position
4.
5.
6.
Know-how
4.2
Problem Solving
4.3
Accountability
4.4
Working Conditions
GNWT Benchmarks
5.1
Introduction
5.2
5.3
Administrative Assistants
6.2
Clerks / Assistants
6.3
Collections Officer
July 3, 2001
6.4
College Instructors
6.5
Engineering / Technologist
6.6
6.7
Human Resources
6.8
Information Technology
6.9
Inspectors / Regulatory
6.10
6.11
Legal Counsel
6.12
Nursing
6.13
Policy Officers
6.14
6.15
6.16
Social Workers
6.17
Trades
July 3, 2001
As the organization continually changes, the information in this manual may become
outdated or new information may be added. The Job Evaluation section of the Financial
Management Board Secretariat will send out replacement pages or post replacements
on the World Wide Web as may be appropriate. Manual holders are responsible for the
maintenance of their own manuals.
For additional information, users of this guide may contact the Job Evaluation Section,
Labour Relations and Compensation Division, of the Financial Management Board
Secretariat at (867) 920-8900.
July 3, 2001
Delegation
The Chairman of the Financial Management Board has overall responsibility for
implementing and maintaining the Job Evaluation system used to evaluate Public
Service Jobs in the Government of the Northwest Territories.
The Chairman of the Financial Management Board has delegated responsibility for
evaluating Public Service jobs, other than those jobs in the senior management group
or Human Resource Jobs (as defined by the FMBS), to the Deputy Heads of the
following departments, boards and agencies:
The Department of Justice;
The Department responsible for Resources, Wildlife and Economic Development;
The Department responsible for Education, Culture and Employment;
The Workers Compensation Board;
The Executive;
The Ministry of Aboriginal Affairs;
The Department responsible for Municipal and Community Affairs;
The Department responsible for Health and Social Services;
The Department of Finance;
The Department of Transportation;
The Legislative Assembly;
The Department responsible for Public Works and Services; and,
The Northwest Territories Housing Corporation.
This delegation will be made subject to departments, boards and agencies meeting and
maintaining Job Evaluation Standards as established by the Financial Management
Board Secretariat and as detailed in this document. Delegation is also subject to the
wishes of the Job Evaluation Facilitators Committee in respect of any particular job.
The final arbiter of any disagreement between a department and the Job Evaluation
Facilitators Committee shall be the Secretary of the Financial Management Board.
2.
Financial Management
Responsibilities
Board
Secretariat,
Job
Evaluation
Unit
The Financial Management Board Secretariat, Job Evaluation Unit is delegated the
responsibility for implementing and maintaining standards and processes respecting the
Job Evaluation system. This includes, but is not limited to:
The development, implementation and operation of quality control measures and
processes to ensure consistency and the overall integrity of the job evaluation
system;
The provision of job description writing training to departmental Human Resource
staff and job evaluation training to departmental staff as appropriate;
Last Revision: April 22, 2004
Page 1 of 13
The maintenance of records respecting benchmarks and job model descriptions and
evaluations as well as any other job evaluation tools provided;
The management of job evaluation appeal and special review processes including
the representation of the Secretary of the Financial Management Board on Special
Review and Job Evaluation Appeal Committees and Boards;
The maintenance of a master list of the evaluations for Public Service jobs;
Auditing compliance by delegated departments and agencies with Job Evaluation
standards including maintaining current listings of all departmental committee
members inclusive of the names, gender, position and training history of each
member;
Making appropriate recommendations to the Secretary of the Financial Management
Board upon the conclusion of audits respecting additional training requirements,
establishing special processes to meet specific deficiencies or the withholding or
rescinding of delegation where a department, board or agency fails to meet or
maintain Job Evaluation Standards;
Communication with the Union of Northern Workers with respect to matters related
to job evaluation such as the development of agreements to address specific
concerns, appeals of evaluations by Union members or the general operation of the
Job Evaluation system and processes;
The evaluation of jobs for a department, board or agency where delegation of
responsibility for this function has not taken place or has been rescinded;
The development, implementation and maintenance of systems in support of job
evaluation
Chairing Job Evaluation Facilitators Committee meetings;
Communication and consultation with Hay Management Consultants.
3.
Departmental
Job
Evaluation
Committees
have
designated
authority/accountability from their respective Deputy Heads to carry out job
evaluation functions in a department.
Page 2 of 13
Job Evaluation Facilitators are accountable to their respective Deputy heads for:
Chairing departmental job evaluation committees and leading evaluation
discussion and processes;
Page 3 of 13
Page 4 of 13
Job Evaluation Facilitators are appointed by their respective Deputy Heads and
as such, speak for their respective departments in reaching final evaluation
decisions as members of the Job Evaluation Facilitators Committee and on
behalf of their respective Deputy Heads.
iii.
Job Evaluation Committee Members are fully trained in the use of the Hay Job
Evaluation System. Appropriate training consists of no less than the three-day
training program as delivered by Hay or the Job Evaluation Section of the Labour
Relations and Compensation Division of the Financial Management Board
Secretariat.
Job Evaluation Committee Members are responsible for evaluating jobs in
accordance with their training and in a manner consistent with the organizational
view and application of the system and its specific factors and dimensions.
iv.
Deputy Heads
Terms of reference
The terms of reference for the Job Evaluation Facilitators Committee is attached
as Appendix #1.
ii.
Page 5 of 13
5.
Internal processes
Departmental Human Resource Staff ensure that internal processes with respect
to writing job descriptions, preparing organization charts, completing required
documents and obtaining appropriate sign-off, are established, disseminated
within the department and adhered to within the department.
Department Human Resource Staff ensure that a valid and appropriate NOC
code is assigned to each job in the department and that this information is
reflected accurately in the Job Evaluation panels in the HRMS (PeopleSoft).
Departmental Human Resource staff ensures that managers/supervisors are
aware of and follow internal procedures respecting the preparation of jobs
descriptions, certification of job description content as well as documentation
standards in preparing requests for evaluation.
6.
Job Descriptions
i.
Job Descriptions for evaluation purposes must be current. Job Descriptions are
current if they accurately reflect the duties assigned to the job in question and
are described in the appropriate format. The information evaluated by the
Departmental Job Evaluation Committee must be consistent with Job Description
content.
ii.
Certification
Job Descriptions are certified as accurate by the supervisor and the Deputy Head
(or designate).
Job Descriptions are signed by incumbents to certify that they have been read
and understood.
Page 6 of 13
iv.
Content Disputes
Evaluations
i.
Rationales
Factors
An evaluation considers all compensable factors and the elements of each factor
(Cognitive Know-How, Managerial Know-How, Human Relations Know-How,
Thinking Environment, Situational Challenge, Freedom To Act, Magnitude and
Impact, Physical Demands, Environmental Demands, Sensory Demands and
Mental Demands) as well as the short profile.
iii.
Page 7 of 13
iv.
Organizational Context
Jobs are evaluated within their organizational context, taking into account the
jobs of subordinate, peer and supervisory/management jobs up to and including
the Senior Management Levels, as well as the entire Government structure.
v.
Documentation
Position Files
Page 8 of 13
iii.
Electronic Records
9.
Employees are encouraged to discuss concerns about their evaluations with their
supervisor/manager.
Employees are provided with copies of their job
description, evaluation result and job evaluation rationale upon request.
iii.
Page 9 of 13
as
may
be
Quality Assurance
i.
Reports to Facilitators
All Job Evaluation Facilitators will be provided complete sore thumb reports of all
jobs on a monthly basis for their review and comment with respect to anomalies
that may exist among the evaluations as well as for use as Job Evaluation
reference material.
ii.
Page 10 of 13
iii.
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Job Descriptions and Organization Charts
Bargaining Group and Excluded Positions
JOB DESCRIPTIONS
BARGAINING GROUP AND EXCLUDED POSITIONS
INTRODUCTION
1.
Managers are responsible for assigning work to the positions under their
direction and for describing that work in a job description. Deputy Heads are the
final authority respecting the assignment of work and job description content
within their departments, boards or agencies.
APPLICATION
2.
These guidelines and procedures apply to all positions except for the following:
Casual jobs,
Senior Management positions
NWTTA bargaining unit positions, and
Positions in the NWT Power Corporation
DEFINITIONS
3.
4.
A Job is either a unique position or a number of positions that are similar and
are adequately described by one job description.
5.
6.
7.
Task means a unit of activity, which with other units, make up a responsibility.
8.
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GUIDELINES
9.
Managers wishing to compare job descriptions and evaluations must request job
descriptions directly from the department concerned through their departmental
Human Resource unit.
10.
To be valid for the purpose of job evaluation, a job description must be approved
by the Deputy Head of the employing department, board or agency.
11.
The approval date for a job description is normally the date that the position is
established (new position) or has been re-written. However, the Deputy Head
may indicate a more appropriate effective date to coincide with a departmental
re-organization.
12.
Explanation of the components of the job description follow. Please refer to the
GNWT Job Description Writing Manual for complete and comprehensive
instructions on job description development, including examples.
13.
Section 1 - Identification
The Identification Section should include the position number, position title,
department, division/region and location of the position.
In the case of a new position, enter the department code and the word NEW.
14.
Section 2 - Purpose
A narrative statement explaining briefly why the position exists, including what
the position does, within what context, and what overall result is expected of the
position. This is not a summarized list of the responsibilities.
15.
Section 3 -Scope
This section describes the impact the position has on the area in which it is
located, the department, other departments, the government as a whole or the
public as well as the importance of the impact.
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16.
Section 4 - Responsibilities
This section summarizes the major responsibilities and the expected outcomes
of those responsibilities that contribute to the overall purpose of the position.
A job typically has 1 5 major responsibilities, and these responsibilities may be
further clarified by describing 1 8 major activities that are carried out in meeting
a specific responsibility.
Responsibilities describe the accomplishments with regards to people, ideas and
things that contribute to the overall purpose of the position.
Statements of responsibilities do not reflect any value to the position until they
are described within a context and a stated end result (outcome).
17.
18.
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Frequency, duration and intensity, measured in time (i.e. every day, 7 hours
per day, two or three times a week, low, medium high intensity), documents the
conditions of work, not the effect it may have on the incumbent. Examples which
define the levels of intensity are available from departmental Job Evaluation
Facilitators and should be referred to in preparing this section of the job
description.
Physical demands: jobs may require levels of physical activity that vary in
intensity, duration and frequency, or any combination of these factors that
produce physical stress or fatigue (i.e. handling of materials; lifting, stretching,
pulling; working in awkward positions; other unusual circumstances.
Environmental conditions: jobs may include progressive degrees of exposure of
varying intensity to unavoidable physical and environmental factors, which
increase the risk of accident, ill health or physical discomfort (i.e. exposure to
toxic or unpleasant fumes; extremes of temperature, noise, vibration, dirt, dust;
unavoidable exposure to hazardous substances, equipment and/or situations).
Sensory demands; jobs may require concentrated levels of attention with any
combination of the senses in order to discern something in the course of meeting
the responsibilities, and may vary in intensity, duration and frequency. The
intensity may be affected by subtle sensory factors that may be difficult to
discern. Demands may include: reading, watching, studying, observing; smelling
touching, attending to the nuances of sound; inspecting, proof reading, manual
manipulation; operating equipment, monitoring computer terminals, technical
trouble shooting.
Mental demands: jobs may have external factors that create the risk of mental or
emotional fatigue and may include: lifestyle disruption caused by work schedules
or travel requirements; boredom resulting from work repetition; concentrated
attention for prolonged periods of time; lack of control over work pace or
priorities; emotional deprivation resulting from isolation or lack of privacy;
exposure to emotionally disturbing experiences.
19.
Section 7 -Certification
All of the following signatures are required:
(a)
(b)
The supervisor's signature confirms that the duties described are those
assigned to the position and provide a basis for performance review.
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JOB EVALUATION
Job Descriptions and Organization Charts
Bargaining Group and Excluded Positions
(c)
The signature of the Deputy Head authorizes the creation of the position
and recommends the inclusion or exclusion of the position from the
bargaining unit. The Deputy Heads (or delegates) signature must be
present for the job description to be considered official
20.
The effective date for the official assigning of the duties in the job description to
the position is the date on which the Deputy Head signs the job description.
21.
Organization Chart
22.
23.
24.
25.
Organization charts have a separate box for all indeterminate, term, seasonal and
part-time positions.
26.
Organization charts do not include casual positions, or positions where the salary
funds have not yet been allocated.
27.
The reporting relationship indicated on the charts must match that on the related
job descriptions. When reporting relationships change, the organization chart and
job descriptions must be updated to reflect the change.
28.
The position title used in a box is the same as the title on the job description. It
also matches the position title on the Job Evaluation form and in the human
resource information system.
29.
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Bargaining Group and Excluded Positions
A solid line connects boxes indicating direct line reporting relationships, e.g.
between a supervisor and a supervised position.
The line of authority always drops DOWN from the base of the supervisor's
position box.
The line of authority to a supervised position always enters the box at the top or
the side.
A broken line indicates functional reporting relationship, e.g., when policy
and/or technical advice is provided, but not direct supervision.
A solid line box indicates the position is indeterminate.
A broken line or shaded box indicates the position is a seasonal, part-time,
term or a trainee position.
Charts are numbered in sequential order, usually starting with the Directorate.
An index of charts lists the organization's various divisions and regions with
their chart numbers. This is to be maintained by the departmental Human
Resource office and updated as necessary.
Charts must be on 8 x 11 paper
30.
31.
The position title and number are identified in each position box.
32.
Optional information outside and below the position box include the following:
PROCEDURES
33.
The manager completes the job description. It is encouraged that this be done in
concert with the incumbent if the position is occupied. Guidelines on how to
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JOB EVALUATION
Job Descriptions and Organization Charts
Bargaining Group and Excluded Positions
complete the job description are contained in the Job Description Writing Manual
which is available from departmental Human Resource Offices.
34.
35.
36.
The Deputy Head reviews the job description and organization chart and signs
both indicating approval of the work assigned to the position and the job
description content.
37.
38.
Departments are responsible for the creation, maintenance and on-going review
of job descriptions and organizational charts.
39.
The departmental human resources office ensures the job description is filed in
the position file and that positions are scheduled for job evaluation as necessary.
40.
Upon written request, a current job description and organization chart is provided
to the incumbent of the position either by the manager or the departmental
Human Resources office.
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Bargaining Group and Excluded Positions
Attachment 1
SAMPLE JOB DESCRIPTION: NURSE IN CHARGE
IDENTIFICATION
Position Number
00-0000
Department
Position Title
Nurse in Charge
Division/Region
Location
Anywhere, NT
SCOPE
(Describe in what way the position contributions to and impacts on the
organization)
This position is located in a 6-bed health centre in the community of Anywhere, serving
a client population of 1200. The Health Centre is the sole medical facility in the
community, and the provision of critical incidence services are supported by physician
contact through telephone and tele-medicine when communication links are available.
Provides health services through four community health nurses who provide nonemergency medical care, and responds to medical crises that require decision making
outside of the usual policies, procedures, and standards of care on a weekly basis. The
incumbent manages a $700,000 dollar budget allocated to provide a standardized
health care program as determined by Department of Health and Social Services.
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Bargaining Group and Excluded Positions
RESPONSIBILITIES
(Describe major responsibilities and target accomplishments expected of the
position. For a management position, indicate the subordinate position through
which objectives are accomplished)
1.
2.
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Job Descriptions and Organization Charts
Bargaining Group and Excluded Positions
3.
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Bargaining Group and Excluded Positions
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JOB EVALUATION
Job Descriptions and Organization Charts
Bargaining Group and Excluded Positions
WORKING CONDITIONS
Physical Demands
Lifting and carrying patients.
Frequency
3x a week
Duration
5 minutes
Intensity
Moderate
Assists staff member to transport incapacitated patients within the Health Centre
and Emergency patients coming to the Health Centre.
Environmental Conditions
Exposure to communicable diseases
Frequency
Every day
Duration
4 hours
Intensity
Low
Exposure to blood, drawn from patients in sick clinic and during the processing of body
fluids for transportation. Exposure to clients who are on TB medications, and to
common airborne diseases encountered in the clinic setting.
Sensory Demands
Crisis situations (hearing, sight and
smell)
Frequency
4x a month
Duration
30 minutes
Intensity
High
Involved in every situation that requires dealing with difficult clients experiencing
medical problems, and requiring an immediate outcome. Exposed to situations that can
become volatile as the incumbent is the first line contact by community members for the
resolution of problems that require immediate intervention.
Mental Demands
Limited access to medical backup.
Frequency
Duration
Each day and 2 hours
night.
Intensity
Moderate
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Bargaining Group and Excluded Positions
CERTIFICATION
Position Number:
__________________________________
Employee Signature
______________________________
Supervisor Title
__________________________________
Printed Name
______________________________
Supervisor Signature
_________________________________
Date
______________________________
Date
_______________________________________
Deputy Head/Delegate Signature
_______________________________
Date
I approve the delegation of the responsibilities outlined herein within the context of the
attached organizational structure.
The above statements are intended to describe the general nature and level of work being
performed by the incumbent of this job. They are not intended to be an exhaustive list of all
responsibilities and activities required of this position
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Bargaining Group and Excluded Positions
SAMPLE DEPARTMENT
Headquarters: Yellowknife
Program Evaluation Division
Organization Chart #3
Deputy
Minister
Person Years
Continuing 5.0
Senior
Program Advisor
Senior Program
Evaluation Officer
Program Advisor
Program Evaluation
Officer
Approved:
Deputy Minister
August 18,1999
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JOB EVALUATION
Evaluating a Position
Bargaining Group and Excluded Positions
EVALUATING A POSITION
INTRODUCTION
1.
Positions are evaluated using the Hay job evaluation methodology which is a
ranking system that compares jobs based on criteria comprised of four
compensable factors Know How, Problem Solving, Accountability, and Working
Conditions, to determine their relative ranking in the organization.
2.
The responsibility for carrying out the job evaluation function is delegated to
departments, boards and agencies of the Government of the Northwest
Territories as appropriate, by the Chairman of the Financial Management Board.
APPLICATION
3.
DEFINITIONS
4.
5.
6.
7.
Page 1 of 7
JOB EVALUATION
Evaluating a Position
Bargaining Group and Excluded Positions
GUIDELINES
8.
The effective date of an evaluation action is generally the date that the Deputy
Head signs and formally approves the job description.
Managers are
responsible for ensuring that the evaluation process is initiated as soon as
material changes occur to positions within their organizations.
PROCEDURES
9.
10.
11.
12.
The Departmental Job Evaluation Committee will review the organization chart
and job description for the position as well as any applicable benchmarks or job
family information.
13.
Should the job description not be clear and complete in describing the position it
should be returned to the manager to be re-written.
14.
Departmental Job Evaluation Committees may ask the employee and the
supervisor or manager of the position to make a presentation on the position to
ensure the committree members have a full and clear understanding of the job.
15.
The employee (or representative) is not present during the evaluation process
nor do they have any authority in the final decision of the committee.
16.
An evaluation is conducted using the Hay Guide Charts, benchmarks, GNWT job
family information, comparisons to similar jobs and HRXpert. Attention is paid to
the organizational context of the position and consistency with similar positions in
the GNWT.
17.
A rationale for the evaluation is outlined and recorded along with the evaluation
in HRXpert.
18.
Once the Departmental Job Evaluation Committee has developed the evaluation
for a position, original documents including the certified job description,
organization chart, and a completed job evaluation form (as per Attachment 1
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JOB EVALUATION
Evaluating a Position
Bargaining Group and Excluded Positions
and 2) are forwarded to the Job Evaluation Section of FMBS by the Human
Resource Office of the Department.
19.
The required information for the job evaluation process is reviewed to ensure it is
complete and appropriately authorized. The Job Evaluation Section of FMBS
conducts a quality assurance check of the evaluation. For clarification, all
questions are directed to the Department Human Resource Office.
20.
The evaluation of the position is entered into the Human Resource Information
System once all pertinent information is received and the job evaluation is
reviewed for consistency with other positions across the Government. The
departmental Human Resource Office is notified once this has been completed.
21.
The Facilitator for the Departmental Job Evaluation Committee ensures the
results are communicated to the Manager of the position. The manager should
notify the incumbent of the job evaluation results.
22.
Copies of all job evaluation documentation are then filed in the Departmental
position file.
23.
Should the incumbent of the evaluated position disagree with the results of the
evaluation they may appeal the decision. Incumbents occupying UNW positions
are to follow the appeal process outlined in Article 36 of the UNW Collective
Agreement (Section 903a of the Human Resource Manual). Incumbents
occupying excluded positions shall follow the Special Appeal Procedures
outlined in Section 903b of the Human Resources Manual.
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JOB EVALUATION
Evaluating a Position
Bargaining Group and Excluded Positions
ATTACHMENT 1
Union Code
Sr. Mgmt UNW
NWTTA
Excluded (approval required from Labour
Job Title
Relations)
Department/Di
v.
Work Schedule
Monday to Friday Rotating Irregular
42 Hours 40 Hours 37.5
Hours
Other, specify ____ weekly
hours
Dept Code
NOC code
Other
Permanent
Position
Term / End Date (dd/mm/yy)
______/_____/_____
Full Time Part Time _________% FTE
Non-Continuous
Continuous
Location
Location Code
Supervisor #
Review Request
Action Reason:
New Position
NOC Code Change
Position Deletion
Position Transfer
Position Extension Position Union
Position
Other
Change
Reclassification
______________
Comments:
A. New position: Why is the position being established? Where did duties come from?
B. Existing position: Briefly explain change in duties and nature of transfers.
C. List other positions affected by changes.
Requested by
Date
Evaluation
Factor
Know How
Cognitive
Managerial
HR
Problem Solving
Latitude
Challenge
%
Accountability
Degree
Points
Comments
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JOB EVALUATION
Evaluating a Position
Bargaining Group and Excluded Positions
Freedom
Magnitude
Impact
Profile
Working Conditions
Physical
Environmental
Sensory
Mental
WC Total
TOTAL
Entered in HRXpert
Effective Date
New duties added to Job Description (JD) (Date JD is signed by Deputy Head or up to 60
days before the signing of the JD if the Deputy Head certifies that the described duties
were assigned) (Article 24.11 (c) of Collective Agreement)
Interdepartmental Job Family Review (retro to April 1, 1998 where the Job Family was
created prior to April 1, 2000)
Conversations between an employee and the supervisor regarding items missed in the job
description or job evaluation (Note on page 151 of Collective Agreement):
After March 1, 1999. Retro no more than 90 days.
Before March 1, 1999 and referral made to informal review process. Retroactivity
may be to April 1, 1998 assuming that the affected employee was performing the duties for
that period of time.
Evaluation Appeal prior to March 31, 2000 Retroactivity may be to April 1, 1998
assuming that the affected employee was performing the duties for that period of time.
Evaluation Appeal or Request for review filed after March 31, 2000 Retro no more than
60 days prior to filing.
Comments:
DATE (dd/mm/yy)
Authorized by
____________/___________/___________
Supporting Documentation
Attached
Date
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ATTACHMENT 2
JOB EVALUATION REQUEST FORM
Information Requirements
In order to maintain accurate and current position information in the GNWT Human
Resources Management Information System (HRMS), the Job Evaluation section of
FMBS requires full and complete information from departments whenever a change is
made to a position, a new position is created or a position becomes inactive. The
information required for position management is itemized on the Job Evaluation form.
The following is an explanation of some of the fields:
JOB DATA PANEL
Continuous or Non-continuous:
exercised properly.
Position # and Job Title: The title and number of the position being reviewed must
match the job description and organization chart.
Union Code: Reflects whether the position is UNW/ Excluded/NWTTA/Senior
Management.
Department:
Department code: The six (6) digit number representing the department. A
department may have more than one code, one for each Division, Board, etc.
NOC Code: Refers to the National Occupational Classification Code, a three or four
digit number assigned to every position in the GNWT. NOC codes are useful in
conducting occupational surveys and various occupational statistical analyses.
Departments are responsible for assigning an appropriate NOC code to new and
existing positions. When the Job Evaluation Form is received by the Job Evaluation
Section the NOC code is reviewed to ensure it is appropriate to the position and
consistent with codes applied to other comparable positions.
Location: Where the position is geographically located.
Location Code: The HRMS code indicating where the position is geographically
located.
June 29, 2001
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JOB EVALUATION
Job Evaluation Appeal Process
UNW Employees
An employee who is a member of the UNW may appeal the evaluation of their
position.
APPLICATION
2.
DEFINITIONS
3.
4.
5.
Hay Guide Charts are the Hay Guide Charts produced by Hay Management
Consultants as contained in Appendix C of the Collective Agreement.
6.
7.
April 4, 2003
Page 1 of 1
JOB EVALUATION
Job Evaluation Appeal Process
UNW Employees
GUIDELINES
8.
Only the incumbent of a position may appeal the evaluation of their position.
9.
Employees cannot appeal the evaluation for a position they are acting in unless
that acting assignment is for a period in excess of six months. However they can
appeal the evaluation for a position that they occupy by virtue of a transfer
assignment or a secondment.
10.
A position can only be appealed on the basis of the evaluation and not an
inaccurate job description.
11.
Employees may not sit on the Job Evaluation Appeal Board or Job Evaluation
Review Board where the position they occupy may be affected by the outcome of
the appeal.
12.
At all levels of the appeal process the Hay Job Evaluation Guide Charts and the
Job Evaluation Manual will be used for evaluating positions.
13.
The evaluation of a position by the Job Evaluation Appeal Board shall be final
and binding if the decision is unanimous.
14.
Where the decision of the Job Evaluation Appeal Board is not unanimous, no
change will be made to the current evaluation and the employee may further
appeal to the Job Evaluation Review Board which will make a final and binding
decision.
15.
The employee may withdraw their appeal request at any time during the appeal
process.
PROCEDURES
16.
Before submitting a written request for a review by the Job Evaluation Appeal
Board to the Deputy Head, employees are encouraged discuss any concerns
with the evaluation of their positions or the content of their job description with
their respective managers.
17.
If the job description was not accurate when evaluated by the Departmental Job
Evaluation Committee, the manager/director shall rewrite the job description and
re-submit it to the Departmental Job Evaluation Committee after the Deputy
Minister (or delegate) has approved the assignment of work and job description
content. This should occur within four weeks of the initial discussion.
18.
The employee should document any concerns that they have with their
evaluation. Written documentation of concerns respecting the evaluation, along
April 4, 2003
Page 2 of 2
JOB EVALUATION
Job Evaluation Appeal Process
UNW Employees
with the most current job description (which will be provided by the manager),
should be re-submitted to the Departmental Job Evaluation Committee (please
see Attachment 1 for a sample letter).
19.
The Departmental Job Evaluation Committee will consider the job description
along with the employees concerns and review the evaluation. The Departmental
Job Evaluation Committee will provide the evaluation, as well as a written
rationale to the manager/director who will then discuss this with the employee
(please see Attachment 2 for a sample letter).
20.
If an employees concerns have not been addressed through the above process,
the employee may forward a written request for an appeal including their
concerns to the Deputy Head (please see Attachment 3 for a sample letter).
The Deputy Head refers the appeal to the Job Evaluation Appeal Board through
the Manager, Job Evaluation, FMBS.
22.
The FMBS coordinates the convening of the Job Evaluation Appeal Board
(please see Attachment 4 for a sample letter).
23.
The employee (or a representative) has the right to make a presentation on the
employees behalf.
24.
25.
The decision of the Job Evaluation Appeal Board is final and binding when it is
unanimous. (Please see Attachment 6 for the Appeal Board meeting process).
When the decision is not unanimous, the employee may request that the Deputy
Head refer the appeal to the Job Evaluation Review Board via the Manager, Job
Evaluation, FMBS. Such a request must be made within a 14 calendar day
period after the employee is mailed a written decision.
27.
Decisions of the Job Evaluation Review Board are final and binding (Please see
Attachment 7 for the Job Evaluation Review Board meeting process).
28.
April 4, 2003
Page 3 of 3
JOB EVALUATION
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UNW Employees
30.
The decisions of the Job Evaluation Appeal Board or the Job Evaluation Review
Board are communicated in writing to the employee, the Manager, Job
Evaluation, FMBS and the employees Deputy Head.
31.
The Deputy Head ensures that the Board decisions are implemented within one
week where such decisions are final and binding.
April 4, 2003
Page 4 of 4
JOB EVALUATION
Job Evaluation Appeal Process
UNW Employees
(Date)
Sincerely,
(employee name)
April 4, 2003
Page 5 of 5
JOB EVALUATION
Job Evaluation Appeal Process
UNW Employees
(Date)
Dear (Manager):
Subject:
This is to advise that the Departmental Job Evaluation Committee met on (Date) to
review the position of (position name and number).
The Committee determined the proper evaluation for this position to be (evaluation
string) based on the following rationale:
(Rationale)
Please discuss the results of this review with the incumbent of the position. If the
incumbents concerns have not been resolved by this review, he/she may request in
writing that a further review be conducted by the Job Evaluation Appeal Board. Their
request is to be sent to the Deputy Head, who will forward it to the Manager, Job
Evaluation, FMBS.
Sincerely,
(Facilitator Name)
(Department)
cc. Position File
April 4, 2003
Page 6 of 6
JOB EVALUATION
Job Evaluation Appeal Process
UNW Employees
(Date)
This is to advise that I wish to have my position evaluation formally reviewed by the Job
Evaluation Appeal Board.
I am making this request for the following reasons:
(Rationale)
I have attached a current job description for my position and the relevant organization
chart, as provided to me by my manager.
Sincerely,
(Employee)
cc. Position File
April 4, 2003
Page 7 of 7
JOB EVALUATION
Job Evaluation Appeal Process
UNW Employees
(Date)
Your request to have the evaluation of your position reviewed by the Job Evaluation
Appeal Board has been received. Employees are encouraged to forward a detailed
rationale for their appeal to the Job Evaluation section of FMBS.
Please contact the Job Evaluation section of FMBS at (867) 873-7076 if you need
further clarification.
Sincerely,
Position File
HR Division
April 4, 2003
Page 8 of 8
JOB EVALUATION
Job Evaluation Appeal Process
UNW Employees
(Date)
Your request to have the evaluation of your position reviewed by the Job Evaluation
Appeal Board has been received. It has been placed on the Agenda for the next
committee meeting, which is scheduled for (time) on (date).
Please make yourself available for this meeting and if you (or a representative) choose
to make a presentation at this meeting, please contact me by (date) to make the
appropriate arrangements.
Sincerely,
Attachment 6
April 4, 2003
Page 9 of 9
JOB EVALUATION
Job Evaluation Appeal Process
UNW Employees
The following is an outline of the process the Job Evaluation Appeal Board will
undertake when it convenes to review a job evaluation appeal.
The Secretary of the Financial Management Board and the President of the Union of
Northern Workers or their designates shall jointly chair the Board.
1. The Chairs shall introduce the members of the Appeal Board and bring the meeting
to order.
2. The Chairs shall confirm that the Appeals have been properly registered, the Board
has been properly constituted, and that each Board member has the same
information. This information shall include the position descriptions and relevant
organization charts of the positions to be reviewed, a copy of the Job Evaluation
Manual (inclusive of the benchmarks), and the Hay Guide Charts.
3. The Board shall review and discuss the job descriptions to ensure all members have
an understanding of the jobs.
4. The Board shall call upon the employee(s) and his or her representative to attend
the hearing.
5. The Chairs shall introduce the employee and provide sufficient time for the
employee or their representative to give relevant information on the position, and the
rationale for requesting a review of the evaluation of their position. The Board will
ask the employee or their representative to clarify any points that the Board is
unclear on.
6. The Chairs shall explain the decision making process to the employee and provide
an indication as to when a response may be anticipated. Unless there are unusual
circumstances, the decisions shall be rendered within 10 working days of the date of
the hearing.
7. The Chairs shall introduce the manager/director responsible for the position under
appeal and provide sufficient time for the manager/director to provide relevant
information on the position.
Board members may ask questions of the
manager/director to address matters requiring clarification.
8. The manager/director and the employee (or representative) are not present during
the evaluation process nor do they have any authority in the final decision of the
committee.
April 4, 2003
Page 10 of 10
JOB EVALUATION
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UNW Employees
9. The Board shall proceed with the evaluation of each position utilizing the Job
Evaluation Manual, benchmarks and Hay guide charts.
10. The Board shall arrive at a decision as to the evaluation of each of the positions in
question. In the event that consensus cannot be reached, the dissenting member
shall file a minority opinion.
11. The Chairs shall record the decision of the Board, its rationale, whether the decision
is unanimous or not, prepare a draft of the decision, including any minority opinions
and circulate the draft decision to the other Board members for their review and
authorization. When finalized, all members of the Board are to sign the decision.
12. The Chairs will provide the employees, their departmental Human Resources
offices, the union and the other Board members with a signed copy of the decisions.
The original copy will be the one forwarded to the employees.
13. The Board will conclude with a review of the process (what worked, what requires
improvement), and with a commitment regarding completion of the report, release of
the decision, and timelines.
Notes on the Appeal Process
The Appeal Board must work co-operatively to review the factual information about
the jobs and arrive at a decision as to their proper evaluation.
At least two working days prior to the actual appeal hearing the following materials
must be distributed to all committee members; employees appeal letter, an accurate
job description and organizational chart, current job evaluation and rationale.
The Board must review the same disputed evaluation result that was previously
reviewed by the Departmental Job Evaluation Committees.
The personal qualifications and/or performance of the incumbents are not relevant to
the review of their evaluations.
April 4, 2003
Page 11 of 11
JOB EVALUATION
Job Evaluation Appeal Process
UNW Employees
The following is an outline of the process the Job Evaluation Review Board will
undertake when it convenes to review a job evaluation appeal.
1. The Chair shall introduce the members of the Review Board and bring the meeting
to order.
2. The Chair shall confirm that the Appeals have been properly registered, the Board
has been properly constituted, and that each Board member has the same
information. This information shall include the position descriptions and relevant
organization charts of the positions to be reviewed, the benchmarks, a copy of the
Job Evaluation Manual, and the Hay Guide Charts.
3. The Board shall review and discuss the job descriptions to ensure all members have
an understanding of the jobs.
4. The Board shall call upon the employee(s) and his or her representative to attend
the hearing.
5. The Chair shall introduce the employee and provide sufficient time for the employee
or their representative to give relevant information on the position, and the rationale
for requesting a review of the evaluation of their position. The Board will ask the
employee or their representative to clarify any points that the Board is unclear on.
6. The Chair shall explain the decision making process to the employee and provide an
indication as to when a response may be anticipated. Unless there are unusual
circumstances, the decisions shall be rendered within 10 working days of the date of
the hearing.
7. The Chair shall introduce the manager/director responsible for the position under
appeal and provide sufficient time for the manager/director to provide relevant
information on the position. Board members may request clarification as necessary.
8. The manager/director and the employee (or representative) are not present during
the evaluation process nor do they have any authority in the final decision of the
committee.
April 4, 2003
Page 12 of 12
JOB EVALUATION
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UNW Employees
9. The Board shall proceed with the evaluation of each position utilizing the Job
Evaluation Manual and Hay guide charts together with the addendum to be
developed and used in all appeals and also for the use of the DEPARTMENTAL
JOB EVALUATION COMITTEEs stated in the MOU in the Collective Agreement,
pg. 195.
10. The Board shall arrive at a decision as to the evaluation of each of the positions in
question. In the event that consensus cannot be reached, the dissenting member
shall file a minority opinion.
11. The Chair shall record the decision of the Board, its rationale, whether the decision
is unanimous or not, prepare a draft of the decision, including any minority opinion
and circulate the draft decision to the other Board members for their review and
authorization. When finalized, all members of the Board are to sign the decision.
12. The Chair will provide the employees, their departmental Human Resources offices,
the union and the other Board members with a signed copy of the decisions. The
original copy will be the one forwarded to the employees.
13. The Board will conclude with a review of the process (what worked, what requires
improvement), and with a commitment regarding completion of the report, release of
the decision, and timelines.
April 4, 2003
Page 13 of 13
JOB EVALUATION
Job Evaluation Appeal Process
Excluded Employees
INTRODUCTION
1.
APPLICATION
2.
DEFINITIONS
3.
4.
5.
6.
Hay Guide Charts are the Hay Job Evaluation Methodology Guide Charts
produced by Hay Management Consultants for the Government of the Northwest
Territories.
7.
8.
Page 1 of 12
JOB EVALUATION
Job Evaluation Appeal Process
Excluded Employees
GUIDELINES
10.
Appeals should contain detailed information providing a rationale for why the
employee believes that their position is improperly evaluated.
11.
Only the incumbent of a position may appeal the evaluation of that position.
12.
Employees cannot appeal the evaluation for a position in which they are acting.
However they may appeal the evaluation for a position they occupy by virtue of a
transfer assignment.
13.
An appeal may be filed with respect to Job Evaluation results only and not with
respect to job description content.
14.
An appellant cannot act as his or her own designate to the Special Review
Committee.
15.
The Special Review Committee will evaluate positions utilizing all factors in the
Hay Guide Charts in conjunction with GNWT Benchmarks, job families and
model jobs and other materials contained in the GNWT Job Evaluation Manual
or materials contained in the Hay Job Family and Model Job binder.
16.
The evaluation of the position by the Special Review Committee shall be final
and binding, based on the majority decision of the committee.
17.
An employee may withdraw an appeal at any time during the appeal process.
This withdrawal must be in writing addressed to the Manager, Job Evaluation,
FMBS.
PROCEDURES
18.
19.
If the job description was not accurate when evaluated by the Departmental Job
Evaluation Committee, the manager shall rewrite the job description and re-
Page 2 of 12
JOB EVALUATION
Job Evaluation Appeal Process
Excluded Employees
submit it to the Departmental Job Evaluation Committee after the Deputy Head
(or delegate) has approved the assignment of work and job description content.
20.
The employee should document any concerns that they have with their
evaluation. Written documentation of concerns respecting the evaluation, along
with the most current job description (which will be provided by the manager),
should be re-submitted to the Departmental Job Evaluation Committee (please
see Attachment 1 for a sample letter).
21.
The Departmental Job Evaluation Committee will consider the job description
along with the employees concerns and review the evaluation. The
Departmental Job Evaluation Committee will provide the evaluation, as well as a
written rationale to the manager who will then discuss this with the employee
(please see Attachment 2).
22.
If an employees concerns have not been addressed through the above process,
the employee may forward a written appeal including their concerns to the
Deputy Head (please see Attachment 3).
23.
The employee has a time limit of 30 days to file an appeal with the Special
Review Committee following the notice of evaluation results for their position
from the Departmental Job Evaluation Committee.
24.
The Deputy Head refers the appeal to the Special Review Committee through
the Manager, Job Evaluation, FMBS.
25.
26.
The Employee may request that a Public Service employee designate, trained in
the Hay Job Evaluation Methodology, sit on the Special Review Committee:
The employee selects any person on this list or another Public Service employee
who meets the training and experience requirements of an employee designate
and requests their membership at the Special Review Committee. It is up to the
employee to ensure they are comfortable with their choice of employee
designate.
Page 3 of 12
JOB EVALUATION
Job Evaluation Appeal Process
Excluded Employees
27.
The employee must be present for the Special Review Committee hearing.
28.
29.
The employee (or representative) is not present during the Special Review
Committee evaluation process nor do they have any authority in the final
decision of the committee.
30.
31.
32.
33.
The Deputy Head ensures that the Special Review Committee decisions are
implemented within one week of receipt.
Page 4 of 12
JOB EVALUATION
Job Evaluation Appeal Process
Excluded Employees
(Date)
Subject:
Sincerely,
(employee name)
Page 5 of 12
JOB EVALUATION
Job Evaluation Appeal Process
Excluded Employees
(Date)
Dear (Manager):
Subject:
This is to advise that the Departmental Job Evaluation Committee met on (Date) to
review the position of (position name and number).
The Committee determined the proper evaluation for this position to be (evaluation
string) based on the following rationale:
(Rationale)
Please discuss the results of this review with the incumbent of the position. If the
incumbents concerns have not been resolved by this review, he/she may request in
writing that a further review be conducted by the Special Review Committee. Their
request is to be sent to the Deputy Head, who will forward it to the Manager, Job
Evaluation, FMBS.
Sincerely,
(Facilitator Name)
(Department)
Page 6 of 12
JOB EVALUATION
Job Evaluation Appeal Process
Excluded Employees
(Date)
Subject:
This is to advise that I wish to have my position evaluation formally reviewed by the
Special Review Committee.
I am making this request for the following reasons:
(Rationale)
I have attached a current job description for my position and the relevant organization
chart, as provided to me by my manager.
Sincerely,
(Employee)
Page 7 of 12
JOB EVALUATION
Job Evaluation Appeal Process
Excluded Employees
(Date)
A request to have the evaluation of your position (Title) reviewed by the Special Review
Committee has been received. This matter will be placed on the Agenda for the next
committee meeting, which is tentatively scheduled for (time) on (date).
Attached is a list of Employees training in the use of the Hay Job Evaluation
Methodology and who are willing to act as an Employee Designate on the Special
Review Committee. Please arrange with an individual of your choosing for them to act
as your designate on the committee and let me know as soon as possible who the
individual is.
You will be contacted closer to the hearing date as to specific times that you will be
required to be available to make a presentation to the Special Review Committee.
Alternately, you may choose any other individual to make a presentation to the
Committee on your behalf.
Please contact me should you have any questions about this process.
Sincerely,
Page 8 of 12
JOB EVALUATION
Job Evaluation Appeal Process
Excluded Employees
(Date)
(Name)
(Position)
(Department)
cc.
Position File
ATTACHMENT 6
Page 9 of 12
JOB EVALUATION
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Excluded Employees
(Date)
(Name)
(Position)
(Department)
Page 10 of 12
JOB EVALUATION
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Excluded Employees
Attachment 7
Page 11 of 12
JOB EVALUATION
Job Evaluation Appeal Process
Excluded Employees
9. The Committee exclusively deals with issues of Job Evaluation. The Committee may
not proceed with the evaluation of a position if, during the process, it has been
determined that the job description may not be accurate (confirmed by the positions
Deputy Head), that the issue is one of labour relations and not job evaluation, or that
the complaint is related to salary and not to the evaluation of the position.
10. Evaluations will be finalized according to the majority opinion of the Committee
members.
11. Evaluation decisions will be final and binding and shall implemented within one
week of the decision of the committee.
An employee of the Financial Management Board Secretariat Job Evaluation Unit shall
co-ordinate the convening of Committee meetings, distribute all relevant documents
(i.e. the employees appeal letter, an accurate job description and organizational chart,
and current job evaluation and rationale and other relevant documentation) in advance
of the Special Review Committee meeting to all committee members and shall attend
Committee meetings in order to provide administrative support to the Committee.
The Special Review Committee shall submit a report detailing Committee decisions
(evaluations, evaluation rationales, names of evaluators, etc.) after each Committee
meeting to the affected employee, the Secretary of the Financial Management Board
Secretariat, to the Manager, Job Evaluation, FMBS and to the appropriate
Departmental Human Resources Manager and Deputy Head.
Meetings shall convene in Yellowknife when there are enough jobs/positions to warrant
a Special Review Committee Hearing.
Page 12 of 12
Authority
The Job Evaluation Facilitators Committees mandate and authority is assigned and
designated by the Financial Management Board Secretariat whose responsibility it is to
select, modify and maintain the GNWT job evaluation systems.
2.
Mandate
The scope of the committee does not include evaluation of union jobs that have been
put forward for the formal appeal process under Article 36 of the UNW Collective
Agreement or the evaluation of Senior Management and Human Resource jobs or jobs
within the NWTTA bargaining unit and the Power Corporation.
The mandate of the Committee is to carry out the following functions for the
decentralization and implementation of the Hay Job Evaluation System for Union of
Northern Workers and Excluded jobs including those in the Housing Corporation and
Workers Compensation Board:
1.
2.
3.
4.
5.
6.
7.
3.
Members
The Committee shall consist of the Job Evaluation Facilitators from all Government
Departments as well as from the Legislative Assembly, the NWT Housing Corporation
and the Workers Compensation Board.
Page 12 of 13
Facilitators must have received training on the Hay Job Evaluation System and be in
jobs at the Manager or Director level and report directly to the Deputy Minister for their
respective Department on job evaluation matters. In order to ensure continuity of the
working processes/issues of the JE Facilitators Committee, it is recommended that this
be the incumbent of a job who is able to commit their time to attending committee
meetings.
The Manager of Job Evaluation will chair the Committee.
administrative support to the committee.
4.
Evaluation decisions made by the committee will be by majority vote of the attending
members which must constitute a quorum of fifty percent (50%) plus one (1) of the total
of the Committee members.
Where a facilitator is unable to attend, another departmental representative, trained in
the Hay Job Evaluation Method may attend the meeting and vote on evaluations on
behalf of the Facilitator. The designated Facilitator for the department is accountable
for their representatives vote.
Evaluation decisions will be binding upon the department and implemented within one
week of the decision of the committee.
5.
Reporting
Meetings
Meetings shall be held monthly or as necessary in the opinion of the Committee Chair to
carry out the Committees responsibilities.
Page 13 of 13
recognizes four compensable factors that fit closely with the factors stipulated in equal
pay legislation:
Page 1 of 31
Skill
Know-How
Effort
Problem Solving
Responsibility
Accountability
Working Conditions
Throughout this section reference is made to the Hay Guide Charts (please see Section
2 of the manual). The Guide Charts are an evaluation tool for the Hay method of job
evaluation and provide the criteria on which evaluation decisions are made. Each of the
four compensable factors has a Guide Chart outlining the dimensions of each of the
factors and their respective point levels. Each job is given a ranking in accordance with
the four factors in relation to other jobs in the organization, resulting in a total point level.
The white areas on the charts suggest logical combinations between the dimensions
within each of the factors.
Government of the Northwest Territor ies Job Evaluation Committees use the Hay Job
evaluation methodology to rank jobs based upon consistent criteria as defined in the
guide charts. Jobs are not rated. It is important to note that job evaluation tries to
reflect the relative added value or worth of jobs in an organization.
Based on this
premise, the Hay methodology works with the concept of step differences. Through
statistical research it was concluded that a Just Noticeable Difference or step
difference between factors is 15%. Step differences are the underlying logic of the
Guide Charts.
In the following sections each of the Hay job evaluation factors is reviewed. Please
note that this serves as an introduction to the topic only and does not qualify an
individual to be a job evaluator.
Page 2 of 31
Know How
Know how is the sum total of every kind of knowledge and skill, however acquired,
needed for acceptable job performance. Know How has three dimensions:
Cognitive Know How
Cognitive Know How refers to the requirements for practical procedures, specialized
techniques, or scientific disciplines. This type of knowledge and skill may be
characterized by breadth (variety), or depth (complexity), or both. Jobs may require, in
varying combinations, some knowledge about many things or a good deal of knowledge
about a few things. Thus, the measuring of Practical, Technical Know-How requires an
understanding of How much knowledge is needed about how many things and how
complex are they?
L.
LEVEL
EXPLANATION
Limited
A. Basic
B. Elementary
C. Vocational
D. Advanced
Vocational
POSSIBLE EXAMPLES
Dishwasher
Page 3 of 31
EXPLANATION
Extensive knowledge and skill gained through broad
or deep experiences in a field (or fields) which
requires a command of EITHER involved, diverse
practices and precedents OR scientific theory and
principles OR both.
POSSIBLE EXAMPLES
G. Specialized
Mastery
H. Profession
al Mastery
Manager Personnel
Services
Controller
Manager Integrated
Resource Management
Seasoned Professional
(Engineering, Law, etc.)
Expert Professional
(Engineering, Law, etc.)
CEO (most)
Deputy Head (most)
Senior Vice President
Externally recognized
expert
Managerial Know How is a continuum like all other factors in the ranking process.
Evaluators must always compare what levels apply to a job being evaluated relative to
other positions in the organization. Deputy Ministers and Maintenance supervisors both
plan but there is a significant difference in difficulty, scope and time frames.
The
organizational structure in which a job exists must be considered so that the job above
the one being evaluated and its impact, is considered. The next layer above the job
being evaluated is there because the job being evaluated cannot do it all on its own.
The level above brings added value from the standpoint of planning, organizing and coordinating activities. Layers of management cannot be ignored with respect to their
impact on the positions below both in managerial know how and freedom to act.
March 31, 2002
Page 4 of 31
Level
N.
I.
EXPLANATION
Performance of a task(s), highly specific as to
objective and content, and not involving the leadership
of others.
Performance or direction of activities, which are
similar as to content and objectives with appropriate
awareness of other activities.
POSSIBLE
EXAMPLES
Payroll Clerk
Receptionist
Accountant
Officers &
Analysts
First Line
Supervisor or
Manager
Trades
Director
Superintendent
Executive
Manager
Assistant Deputy
Head
Deputy Head
Director of a
large unit with
functional variety
CEO Medium
organizations
Large Deputy
Head
CEO Large
Organizations
Former GNWT
Commissioner
position
II.
III.
IV.
V.
Page 5 of 31
LEVEL
1
Basic
Important
.
Critical.
EXPLANATION
This is the base level of interpersonal skill utilized
by most individuals in the course of performing the
job. It includes the ability to communicate with
ordinary courtesy and effectiveness with others in
the organization to request or transmit information,
ask questions or get clarification.
This level of interpersonal skill is required in jobs in
which understanding and influencing people are
important requirements in the job. Skills of
persuasiveness or assertiveness as well as
sensitivity to the other persons point of view are
often required to influence behaviour, change an
opinion, or turn a situation around. The
requirement for public contact does not necessarily
demand this level of human relations skills,
particularly if the purpose is to provide or solicit
information. Positions which assign work, monitor
and review work of other employees, usually
require at least this level of skill.
The highest level of interpersonal skill is usually
required by positions in which alternative or
combined skills in understanding and motivating
people are important in the highest degree. Jobs
which require negotiating skills are often found at
this level, but consideration has to be given to the
power bases being utilized. In negotiations
between buyers and sellers of products, services,
concepts, or ideas, less Human Relations skill may
POSSIBLE EXAMPLES
Buyer
Maintenance Coordinator
Youth Officer I
Registered Nurse
Supervisor HR
Crew Foreman
Most Managers (not all)
Most First Line Supervisor
(not all)
CEO
Assistant Deputy Head
Deputy Head
Page 6 of 31
EXPLANATION
POSSIBLE EXAMPLES
2.0
Problem Solving
Problem Solving is the amount and nature of the thinking required in the job for
analyzing, reasoning, evaluating, creating, using judgement, forming hypotheses,
drawing inferences, arriving at conclusions and the like. To the extent that thinking is
limited or reduced by job demands or structure, covered by precedent, simplified by
definition, or assisted by others, Problem Solving is diminished and results are obtained
by the automatic application of skills rather than by the application of the thinking
processes to knowledge. Problem Solving measures the extent to by which Know-How
is employed or required. You think with what you know. Therefore Problem Solving is
treated as a percentage of Know-How.
Problem Solving has two dimensions:
The environment in which the thinking takes place the extent to which assistance
or guidance is available from others or from past practice and precedents.
The challenge of the thinking to be done the novelty and complexity of the thinking
required.
The evaluation of Problem Solving should be made without reference to the jobs
freedom to make decisions or take action; these are measured on the Accountability
Chart.
The thinking environment is guided and circumscribed by:
Page 7 of 31
Highly Structured: Thinking within very detailed and precisely defined rules and
instructions AND/OR with continually present assistance.
B.
C.
D.
E.
Clearly Defined: Thinking within a well- defined frame of reference and toward
specific objectives, in situations characterized by functional practices and
precedents.
F.
G.
H.
2.
3.
4.
Page 8 of 31
Uncharted:
Novel
or
3.0
Accountability
Accountability is related to the opportunity which a job has to bring about some results
and the importance of those results to the organization. Tied closely to the amount of
opportunity is the degree to which the person in the job must answer for (is accountable
for) the results. There are three components of Accountability, in the following order of
importance:
Freedom to act the degree to which personal or procedural control exists
Job impact on end results
Magnitude the size of the unit or function most clearly affected by the job
These factors are intended to be evaluated in the sequence shown above.
Freedom to Act
Freedom to act measures the nature of the controls that limit or extend the decisionmaking or influence of the job. It is measured by the existence or absence of personal
or procedural control and guidance (supervision and guidance). Limitations on freedom
to act are largely organizational (relating to both organizational placement and control
as well as the nature of the activity in terms of end results and can differ between
seemingly equivalent jobs in different departments). Freedom to act in a job is
constrained to the degree that it is more circumscribed or limited by external factors or
is defined by others and/or is limited by organization or functional policies. The Freedom
to Act can be evaluated in a range from R to H. Quantitatively it is the most important
dimension of accountability.
Page 9 of 31
Level
Explanation
Possible
Examples
Day Labourer
Facility Service
Worker
Office Helper
General
Maintenance
Worker
General Clerk
Trades Helper
Carpenter
Secretary
Production
Operator
Many first level
clerical and craft
supervisions
Many
professional
positions
Some managers
Some
superintendents
Some
Department
Managers
Some Directors
Some Senior
Advisors
Some Function
Executives
Some Assistant
Deputy Heads
Some Deputy
Heads
Key Function
Executive
Some Deputy
Heads
Page 10 of 31
Level
A
Explanation
Ancillary.
One of several/many positions which contribute to the
end results expected of the unit or functions OR
informational, recording, or other facilitating services for
use by others in achieving results.
Contributory
One of few positions which contribute significantly to the
end results expected of the unit or function OR
interpretive, advisory, or other important supporting
services for use by others in achieving results.
Shared
Equal and joint control, with one other position, of the
activities and resources which produce the results OR
control of what are clearly most (but not all) of the
variables which are significant in determining results.
Primary
Controlling impact the position has effective control
over the significant activities and resources which
produce the results and is the sole position (at this level
of Freedom to Act) which must answer for the results.
Possible Examples
Page 11 of 31
Usually the
importance of this role is more easily understood in the context of a part of the
organization, that is, an organizational unit such as a department, division or section or
of a function such as purchasing, Human resources or information technology.
Budgets or other dollar figures, are used only to define the relative size of the
organizational unit or the function on which the job is clearly impacting.
It is essential that Magnitude be seen in combination with Impact. For example, a job
may have primary impact (controlling impact on end results, the sole position
answerable for the results) on a relatively small part of the organization, or contributory
impact (indirect control, interpretative, facilitative, advisory and/or supporting services in
achieving results) on a relatively large part of the organization. Consider Magnitude and
Impact in terms of the most significant objectives of a job. Again, the answer to the
question why does this job exist can be very helpful in determining the appropriate
impact and magnitude. The combination of magnitude and impact that generates
the most points should be selected when more than one possibility exists.
Level*
Explanation
(up to
$50K)
1
($50k to
Results can be non-quantifiable or can affect a smaller work group or unit within the
department.
$500K)
Page 12 of 31
Results are internally focussed and affect a unit of the department or may be externally
focussed and affect a limited segment of clients outside the department.
$5M)
3
($5M to
Results are generally internally focussed and may affect several units within a
department and/or some other departments and/or are externally focussed affecting a
significant clientele within a program or functional area.
$50M)
4
($50M to
Results typically affect an entire department and may have some impact on other
departments and/or are externally focussed affecting a large clientele within a program or
functional area.
$500M)
5
($500M to
Results achieved primarily affect other departments, the government as a whole and
significant client groups external to government operations. Work performed may affect
provincial or territorial clientele within a variety of programs or functional areas.
$5B)
When Magnitude and Impact are combined with Freedom to Act to generate
points, the resulting points should reflect the relative value of the impact of the
job on the organization as a whole.
Page 13 of 31
something about the character of the job. The profile itself is not an indicator of the
level of the job. There are high level jobs in scientific research that have a 3 profile,
while there are low level management jobs that have a +3 profile.
Profile
+3
+2
+1 or 0
Explanation
Line management job that has a controlling impact on end
results in some part of the core business of the organization.
The job is primarily responsible for implementation (make it
happen). Typically oversees day to day or established
operations. Policy and program development is (typically)
provided by others.
Individual contributor that is authorized to make decisions within
its field of expertise and act in an enforcement, regulatory or
investigative capacity. These jobs take primary responsibility, but
their profile is +2 instead of +3, as their freedom to act is limited
by the legal framework they have to operate in.
Typical Positions
Line management
(e.g.,production)
Sales
Department Head
Head of Purchasing or
Mterial Management
Head of Maintenance
Labour Relations
Staff jobs (e.g.,
finance, human
resources)
Most (but not all)
individual contributor
jobs
Most support jobs (e.g.,
clerical, trades,
technical jobs)
-1
Focus on analysis more than on end results. Methodologies often predefined and analyses typically completed over (shorter) time frame.
Findings may influence future development.
Planning
-2
Applied Research
-3
Original Research.
Fundamental Research
Page 14 of 31
As per the previous table, differences between the score for Accountability and Problem
Solving can range from minus 3 to plus 3. A -3 profile means that Accountability scores
3 steps lower than Problem Solving, each step being a 15% difference (please see
page 8 for an explanation on step difference). For example, a job that has a score of
152 points for Problem solving with a -3 profile indicates that Problem Solving is 3 steps
(i.e. 3 times 25%) higher than Accountability, resulting in 100 Accountability points.
Page 15 of 31
Working Conditions
Working Conditions measure the unavoidable conditions under which the job is
performed in four dimensions:
Physical Demands
Environmental Conditions
Sensory Demands
Mental Demands
of each dimension.
Normal
Moderate
Substantial
Extreme
12 hours/day
(<25%)
2-4 hours/day
(25% - 50%)
4-6 hours/day
(50% - 75%)
> 6 hours/day
(>75%)
3
3
3
8
3
8
8
16
3
8
16
33
3
16
33
33
Please note that job evaluation factors are only useful if they help to identify differences
between jobs. If everyone in a specific organization gets the same level of intensity for
a specific working condition, it will not result in differences in job size. In fact, if the
same intensity level applies to all jobs, it implies that for this organization the condition
is normal. Double counting must also be avoided. For some jobs a high level of Human
Relation Skills is required (i.e.: some HR professionals).
automatically that there is a higher than normal level for Sensory Demands, since
something different is measured to determine the level of Sensory Demands.
Page 16 of 31
Page 17 of 31
Level of Intensity
2-4
(25% - 50%)
4-6
(50% - 75%)
>6
(>75%)
16
16
33
16
33
33
Page 18 of 31
Physical
Demand
Resource
Food
Services
Supervisor
82-0229
Chief Negotiator
18-6979
Information
Systems Officer
82-8175
Nurse in Charge
88-0482
Mining
Engineer/Inspector
97-7949
Local Librarian
71-8219
Custodial Worker
Bench Mark #51
78-0791
Rationale
The Job Holder works in a generally
comfortable office with little need to lift heavy
or awkward objects.
There is frequent
opportunity to get up and move around the
office (i.e.: coffee breaks and lunch).
The Job Holder will, on occasion, be required
to assist Correctional staff to restrain or subdue
angry or irate inmates. This may require
substantial physical effort but happens rarely
(<1 hour per week).
The Job Holder spends significant time sitting
at a desk or at negotiation tables for lengthy
periods of time. However, the incumbent has
the opportunity to move about the office during
breaks.
Moderate level of intensity for 2 to 4 hours per
day required when installing cabling, carrying
systems, and crawling under desks to install
computers.
Substantial level of intensity required for 2 to 4
hours per day while working with patients
which includes lifting, transferring and working
in physically awkward situations.
30% of the Job Holders time will be spent
conducting inspections (2-4 hours per day),
which includes climbing ladders up to 200 feet,
walking in muck and crawling inside stopes
which is a moderate physical demand.
Moderate levels of physical effort are required
for up to 2-4 hours per day to lift boxes and reshelve material (books, videos, etc) which may
require the use of ladders.
Moderate levels of physical effort are required
for 4 6 hours per day to lift cleaning
materials,
handle
or
push
equipment
(polishers, brooms, mops, etc..) of moderate
weight. In addition, the Job Holder will spend
most of his/her time in a standing or stooped
position.
Page 19 of 31
System
Plumber
32-3272
16
16
** There were no positions within the GNWT evaluated at 33 points for Physical
Demands in September 1998 **
Page 20 of 31
Level of Intensity
Normal.
Environment
is
generally
comfortable
with
exposure to some dust, dirt or
other conditions that might
produce mild discomfort. Very
remote possibility of accident or ill
health.
Moderate. Exposure to various
conditions which could produce
considerable discomfort and/or a
moderate risk of accident or ill
health.
Substantial. Exposure to various
conditions which could produce
extreme discomfort and/or a
substantial risk of accident or ill
health.
Extreme.
The exposure to
hazardous substances equipment
and/or situations is great enough
that there is an extreme risk of
accident or ill health.
2-4
(25% - 50%)
4-6
(50% - 75%)
>6
(>75%)
16
16
33
16
33
33
Page 21 of 31
Env.
Demand
3
Youth Officer
82-0648
Project Geologist
52-7166
Nurse In Charge
88-0482
Correctional Center
Cook
82-6312
Personal
Effects
Security Officer
82-8247
Rationale
Most of the Job Holders time is spent in a
comfortable working environment with minimal
risk of ill health or injury.
The Job Holder is required to inspect boiler
rooms, garages and welding shops for 25% of
the time where they are exposed to chemicals,
etc. which may cause considerable discomfort
or a moderate risk of accident or ill health.
The Job Holder will have moderate exposure to
communicable disease from time to time but
for less than 25% of the time in total
Required to live in tents from spring to fall (2550% of work year) and work on the land where
they are exposed to moderate Environmental
Demands in the form of changing weather and
climate conditions for up to 4 6 hours per
day. In addition they are exposed to loud
noises and fumes from operation machinery
(i.e.: helicopter, ATVs, snowmobiles, float
planes, etc..) for extended periods of time.
Moderate level of intensity for 50 to 75% of the
time as a result of exposure to blood, body
fluids, sharps and medications that are
considered health risks.
Required to work in institutional kitchen where
the Job Holder will be exposed to moderate
Environmental Demands such as extreme
heat, fumes and moisture (steam) consistent
with institutional kitchens for 50 to 75% of the
time.
Moderate for 2-4 hours per day. Approximately
25% of the time is spent processing intakes
and their personal effects, which requires the
Job Holder to frisk inmates. Clothing is often
dirty or infested and must be inspected prior to
storing and cleaning. As a result, there is
moderate risk of ill health or injury (needles,
etc.)
Page 22 of 31
Laboratory
Technician
Technologist
94-5787
Plumber/Gas fitter
32-3744
16
16
Page 23 of 31
The sensory
Level of Intensity
2-4
(25% - 50%)
4-6
(50% - 75%)
>6
(>75%)
16
16
33
16
33
33
Page 24 of 31
Sensory
Demand
Resource
Boiler/Gas
Inspector
32-7191
Assistant Negotiator
18-1823
Mining Engineer/
Inspector
97-7949
Nurse In Charge
88-0482
Translator
71-2543
Rationale
The job holder will be required to focus on
documents and tasks with normal intensity. On
occasion greater concentration or focus of two
or more senses may be required but not for
extended periods of time.
The Job Holder will be required to inspect
propane products 10% - 15% of the time for 1
2 hours per day which may require
concentrated use of two or more senses
(smell, listening, & sight).
The Job Holder will be required to spend time
attending land claims negotiations where they
would be required to lead discussions at side
tables. As the leader they have to listen and
watch intently to other participants at the table
in order to ensure the true meanings of the
discussion are accurately captured.
This
concentrated use of two or more senses
happens from between 10 15% of the time.
Required to conduct inspections for up to 30%
of the time ( 2 4 hours per day). During
inspection the Job Holder will be required to
use a combination of concentrated senses at a
moderate intensity (i.e.: primarily sight and
hearing with smell in order to detect gasses
and chemicals).
Moderate levels of intensity for 4 6 hours per
day as a result of the use of combined senses
(sight, smell and hearing) while performing
patient assessment and providing patient care.
Moderate level of concentration required for up
to 2 4 hours per day during proofreading,
translating or interpreting to ensure exact
meaning of written or spoken material is
consistent in translated or interpreted
language.
Page 25 of 31
Plant
Operations
Coordinator
32-4058
Corrections Officer
82-1310
Sonographer
95-3294
16
Court Reporter
82-1304
16
** There were no positions within the GNWT evaluated at 33 points for Sensory
Demands in September 1998 **
Page 26 of 31
Page 27 of 31
Level of Intensity
2-4
(25% - 50%)
4-6
(50% - 75%)
>6
(>75%)
16
16
33
16
33
33
Page 28 of 31
Mental
Demand
Carpenter
32-2458
Pensions Case
Manager
97-4725
Human
Officer
11-2399
Resource
Safety Officer
97-6500
Special
Assistant
78-7802
Needs
Income
Worker
71-6551
Support
Rationale
The Job holder will be required to travel to
surrounding communities 4 or 5 times per year
where they may be required to stay for 2 3
days (15-20% of the year) which may cause
some disruption to family or social life.
The Job Holder is required to deal with very
difficult clients or cases which may cause
moderate levels of mental stress for 1 2
hours per day.
The Job Holder will be required to deal with
unpleasant or upset clients from time to time
(applicants, staff, mgmt) which may cause
moderate levels of mental stress. However,
this mental stress would not be noticeably
disruptive to the work nor would the unpleasant
reaction be too strong or persistent.
The Job Holder will be required to deal with
stressful situations such as child and/or
spousal abuse, death of a patient, and other
traumatic situations which may cause
substantial levels of mental stress for up to 2
4 hours per day.
The Job Holder is required to travel for 30
40% of the time which may cause some
disruption to family or social life.
Moderate levels of mental stress for up to 6
hours per day as a result of work with
handicapped children and the uncertainty of
events which may occur as a result of working
with these children on a day to day basis.
Moderate levels of mental stress for 4-6 hours
per day occur as a result of work place
harassment from clients. The Job Holder is
often faced with irrational clients who have
been denied assistance for a variety of
reasons. Client harassment may not be limited
to just the workplace which may cause
disruption of the Job Holders family and social
life.
Page 29 of 31
Community
Development
Advisor
93-4543
Correctional Center
Cook
82-1940
Nurse in Charge
88-0482
Administrative
Coroner
82-3684
16
16
16
16
Youth Officer II
82-0648
33
Corrections Officer
82-7152
33
Page 30 of 31
Page 31 of 31
Total Points
275
Comparable Positions:
Position #
Dept.
23/11/00
Date:
September 30, 1999
April 10,2001
124
For a complete listing and description of the GNWT Model Jobs please refer to
Tab 6 in this manual.
The development and maintenance of the GNWT Model Jobs are the
responsibility of the Financial Management Board Secretariat.
September 2004
Page 1 of 1
Know How
DEPT.
DATE HEARD
BY JE APPEAL
BOARD
Problem Solving
Mgr Know
How
Accountability
HR Skills
POS. #
Position
H&SS
10350
10-Dec-03
E3
H&SS
5727
Nurse in Charge
10-Dec-03
E3
ECE
7159
25-Feb-04
H&SS
Aurora
2987
2465
24-Oct-02
28-Jan-04
E
E
I
I
3
3
D4
E3
Aurora
2946
27-Jan-04
D4
Aurora
4643
27-Jan-04
D4
Aurora
2945
27-Jan-04
D4
H&SS
11162
10-Dec-03
E3
ECE
2764
ABE Instructor
02-May-02
E3
1S
ECE
115
ABE Instructor
02-May-02
E3
ECE
2958
ABE Instructor
02-May-02
ECE
2935
ABE Instructor
02-May-02
Aurora
10461
28-Jan-04
DOT
6785
04-Mar-02
Aurora
2664
29-Jan-04
YKHSSA
659
11-May-04
YKHSSA
218
11-May-04
YKHSSA
95046
11-May-04
H&SS
5733
10-Dec-03
E3
H&SS
5498
Regional Nutritionist
10-Dec-03
E3
DOT
2277
18-Jan-02
II III
Working Conditions
Total Points
ACC
2P
264 100
152
516
22
538
3S
264 100
132
496
16
35
531
264 100
132
496
17
513
264 100
264 100
115
115
479
479
3
3
3
3
3
3
3
8
12
17
491
496
1S
264 100
115
479
22
501
1S
264 100
115
479
22
501
1S
264 100
115
479
33
47
526
264 100
115
479
27
506
264 100
100
464
12
476
1S
264 100
100
464
12
476
E3
1S
264 100
100
464
12
476
E3
1S
264 100
100
464
12
476
E3
1S
476
D4
1P
2P
2P
3C
KH
Full
Points
PS
Total
Points
Points
Practical, Specialized,
Scientific Knowledge
PD ED SD MD
264 100
100
464
12
E3
3C
230
87
100
417
17
434
E3
1P
230
87
100
417
17
434
E3
1P
230
87
100
417
16
25
442
E3
1P
230
87
100
417
16
25
442
E3
6749
13-May-02
WCB
7181
25-Feb-04
WCB
38
Assessment Auditor
25-Oct-02
230
87
100
417
16
25
442
230
76
100
406
33
57
463
3C
230
76
100
406
17
423
E3
2C
230
87
87
404
17
421
E3
2C
230
87
87
404
27
431
E3
2C
230
87
87
404
12
416
E3
3C
230
76
87
393
16
25
418
H & SS
1P
3C
H & SS
6386
Ophthalmic Technologist
08-Mar-02
D3
2C
230
76
87
393
32
425
H & SS
9520
Ophthalmic Technologist
08-Mar-02
D3
2C
230
76
87
393
32
425
H & SS
6387
Ophthalmic Technologist
08-Mar-02
D3
2C
230
76
87
393
32
425
H & SS
4461
Ophthalmic Technologist
08-Mar-02
D3
2C
230
76
87
393
32
425
25/11/2004
Page 1 of 5
DEPT.
POS. #
Position
DATE HEARD
BY JE APPEAL
BOARD
Problem Solving
Mgr Know
How
II III
Accountability
Total Points
Working Conditions
HR Skills
KH
PS
ACC
Total
Points
PD ED SD MD
Points
Practical, Specialized,
Scientific Knowledge
Full
Points
H & SS
4373
Ophthalmic Technologist
08-Mar-02
D3
2C
230
76
87
393
32
425
H & SS
9519
Ophthalmic Technologist
08-Mar-02
D3
2C
230
76
87
393
32
425
H & SS
4462
Ophthalmic Technologist
08-Mar-02
D3
2C
230
76
87
393
32
425
H & SS
4460
Ophthalmic Technologist
08-Mar-02
D3
2C
230
76
87
393
32
425
H & SS
6434
Occupational Therapist
10-Dec-03
D3
2C
230
76
87
393
22
415
410
H & SS
658
10-Dec-03
D3
2C
230
76
87
393
17
H & SS
5846
Physiotherapist
10-Dec-03
D3
2C
230
76
87
393
22
415
H & SS
9505
Audiologist
10-Dec-03
D3
1S
230
76
87
393
17
410
JUS
10138
25-Sep-02
ECE
872
23-Oct-02
H&SS
3294
Sonographer
25-Sep-02
H & SS
95006
10-Dec-03
H & SS
9509
10-Dec-03
H & SS
6247
Respiratory Therapist
H & SS
8812
H & SS
H & SS
4240
4855
FSHSSA
JUS
ECE
ECE
ECE
ECE
2230
252
7171
3248
2729
2543
JUS
JUS
DOT
DOT
H & SS
D3
1P
200
66
87
353
33
52
405
E3
2C
200
66
76
342
17
359
D3
2C
200
66
76
342
33
52
394
D3
2C
200
66
76
342
32
374
D3
2C
200
66
76
342
17
359
10-Dec-03
D3
1S
200
66
76
342
16
16
16
51
393
Dental Therapist
10-Dec-03
D3
2C
200
66
76
342
16
16
48
390
RN, Emergency
RN, Operating Room
10-Dec-03
10-Dec-03
E
E
I
I
2
2
D3
D3
2C
2C
200
200
66
66
76
76
342 16
342 16
16
16
16
16
16
16
64
64
406
406
15-Mar-04
15-Mar-04
15-May-02
14-May-02
14-May-02
14-May-02
I
I
I
I
I
I
E3
D3
D3
D3
D3
D3
1S
1S
1C
1C
1C
1C
200
200
200
200
200
200
66
66
66
66
66
66
76
76
66
66
66
66
342
342
332
332
332
332
8
3
3
3
3
3
8
16
3
3
3
3
3
8
3
8
8
8
3
33
3
3
3
3
22
30
12
17
17
17
364
402
344
349
349
349
8154
8102
1066
7783
5696
1C
57
57
57
57
57
66
57
76
76
76
323
314
308
308
308
3
3
8
3
8
16
3
8
8
16
8
3
3
8
8
33
16
3
8
16
60
25
22
27
48
383
339
330
335
356
JUS
H & SS
10139
5414
Institutional Nurse
Homecare Nurse
24-Sep-02
10-Dec-03
I
I
H & SS
4443
Clinic Nurse
10-Dec-03
H & SS
4304
10-Dec-03
H & SS
410
RN, Psych
10-Dec-03
H & SS
4134
RN, Medicine
10-Dec-03
25/11/2004
29-Jan-04
25-Oct-02
16-Jan-02
16-Apr-02
10-Dec-03
D
E
E
E
E
E
E
D
D
E
E
E
D
I
I
I
I
I
3
2
2
2
2
3
2C
200
200
175
175
175
D3
D3
2C
2C
175
175
57
57
66
66
298
298
3
8
8
16
8
8
33
8
52
40
350
338
D3
2C
175
57
66
298
27
325
D3
1C
175
57
66
298
32
330
2
3
2
2
2
D3
D3
D3
D3
D3
2C
2P
1P
D3
2C
175
57
66
298
27
325
D3
2C
175
57
66
298
32
330
Page 2 of 5
DEPT.
POS. #
Position
DATE HEARD
BY JE APPEAL
BOARD
27-Feb-04
Problem Solving
Mgr Know
How
II III
Accountability
Total Points
HR Skills
KH
PS
ACC
175
50
66
175
57
57
IRHSSA
2374
JUS
4957
Admission and
Discharge/COMS Training
Officer
17-Mar-04
H & SS
4219
10-Dec-03
DOT
7792
Airport Firefighter
17-May-02
DOT
7798
Airport Firefighter
17-May-02
DOT
7791
Airport Firefighter
17-May-02
DOT
7797
Airport Firefighter
17-May-02
DOT
7795
Airport Firefighter
17-May-02
DOT
7793
Airport Firefighter
17-May-02
D3
2S
152
43
DOT
163
26-Jan-04
C3
1S
152
43
JUS
3631
24-Sep-02
C3
2C
152
43
JUS
7589
24-Sep-02
C3
2C
152
43
1P
2024
D3
JUS
11-May-04
Working Conditions
D3
1C
Total
Points
291
289
PD ED SD MD
Points
Practical, Specialized,
Scientific Knowledge
Full
Points
33
16
65
356
17
306
D3
2C
175
50
57
282
33
52
334
C3
2C
175
50
50
275
16
16
38
313
D3
2S
152
43
57
252
16
40
292
D3
2S
152
43
57
252
16
40
292
D3
2S
152
43
57
252
16
40
292
D3
2S
152
43
57
252
16
40
292
D3
2S
152
43
57
252
16
40
292
57
252
16
40
292
57
252 16
16
16
56
308
50
245
22
267
50
245
22
267
309
H & SS
8210
L.P.N., Emergency
10-Dec-03
C3
2C
152
43
50
245 16
16
16
16
64
H & SS
11060
10-Dec-03
C3
1S
152
43
50
245
27
272
H & SS
8327
16-May-02
D3
2C
152
43
43
238
17
255
H & SS
4211
Radiological Technologist
10-Dec-03
C3
1C
152
43
43
238
27
265
C3
1C
152
38
43
233 16
33
16
73
306
C3
JUS
2025, 1304,
3533, 0448 Court Reporter
27-Feb-04
FMBS
6083, 6862,
10300,
0317, 6857,
10612, 6452 Payroll Specialists
23-Feb-04
2C
152
38
43
233
17
250
DOT
7787
18-Jan-02
D3
2C
132
38
50
220
16
40
260
DOT
7786
18-Jan-02
D3
2C
132
38
50
220
16
40
260
DOT
7788
18-Jan-02
D3
2C
132
38
50
220
16
40
260
DOT
7790
18-Jan-02
D3
2C
132
38
50
220
16
40
260
DOT
7789
18-Jan-02
D3
2C
132
38
50
220
16
40
260
DOT
7750
Facility Maintainer
17-Apr-02
D3
2C
132
38
50
220
27
247
25/11/2004
Page 3 of 5
DEPT.
POS. #
Position
DATE HEARD
BY JE APPEAL
BOARD
Problem Solving
Mgr Know
How
II III
Accountability
Total Points
Working Conditions
HR Skills
KH
PS
ACC
PD ED SD MD
2397
Plumber
16-Jan-02
JUS
232
Maintenance Officer
24-Feb-04
JUS
7396
Cook - SMCC
05-Mar-02
JUS
260
Cook - SMCC
05-Mar-02
JUS
230
Cook - YCC
05-Mar-02
JUS
2202
Cook - YCC
05-Mar-02
1C
132
29
43
204
DOT
4905
Contracts Administrator
23-Sep-02
C3
1C
132
33
38
203
PW&S
3207
Contracts Administrator
23-Sep-02
C3
1C
132
33
38
203
PW&S
86
Contracts Administrator
23-Sep-02
C3
1C
132
33
38
203
SMCC
Corrections Officer
20-Mar-03
C3
MS
132
33
38
JUS
YCC
Corrections Officer
20-Mar-03
C3
MS
132
33
DOT
2676
Welder
15-Jan-02
C3
1C
132
33
JUS
TWCC
30-Jan-04
C3
MS
132
33
38
I
I
D
C3
PWS
JUS
Total
Points
Full
Points
MP
132
38
50
220 16
16
16
56
276
1C
132
33
43
208 16
16
33
73
281
C2
1C
132
29
43
204
16
16
48
252
C2
1C
132
29
43
204
16
16
48
252
C2
1C
132
29
43
204
33
57
261
C2
33
57
261
12
215
12
215
12
215
203
16
16
33
73
276
38
203
16
16
33
73
276
38
203 16
16
43
246
203
16
33
65
268
C3
Points
Practical, Specialized,
Scientific Knowledge
H&SS
5617
Correction Officers
Community Health
Representative
10-Dec-03
C3
1C
132
33
38
203
17
220
JUS
245
Crew Officer
24-Feb-04
C3
1C
132
33
38
203
16
16
33
73
276
1C
207
4399
Medical Dictatypist
27-Sep-02
115
29
33
177
16
30
ECE
8337
Secretary
06-Mar-02
C2
1C
115
25
29
169
12
181
H&SS
10358
10-Dec-03
C2
1C
115
25
29
169
32
201
H&SS
94015
10-Dec-03
C2
1C
115
25
29
169
27
196
186
C3
H&SS
FSHSSA
16-Mar-04
C2
1C
115
25
29
169
17
DOT
9083
Parts Person
15-Jan-02
C2
MC
100
22
29
151
22
173
DOT
7740
Airport Clerk
02-May-02
C2
1C
100
22
25
147
12
159
25/11/2004
Page 4 of 5
GNWT JOB
GROUPINGS AND
MODEL JOBS
Table of Contents
Job Evaluation Manual GNWT Job Families and Model Jobs
1.
Administrative Assistants
2.
Clerks / Assistants
3.
Collections Officer
4.
College Instructors
5.
Engineering / Technologist
6.
7.
Human Resources
8.
Information Technology
9.
Inspectors / Regulatory
10.
11.
Legal Counsel
12.
Nursing
13.
Policy Officers
14.
15.
16.
Social Workers
17.
Trades
ADMINISTRATIVE ASSISTANTS
June 1, 2001
Administrative Assistants 0
(without WC)
900-999
800-899
650-799
550-649
450-549
370-449
320-369
270-319
230-269
190-229
160-189
130-159
70-129
June 1, 2001
Administrative Assistant 1
Administrative Assistant 2
Administrative Assistant 3
Administrative Assistant 4
Administrative Assistant 5
Administrative Assistants 1
Administrative Assistant 5
General Characteristics:
Performs receptionist duties with some secretarial and administrative support
duties. Requires a basic understanding of administrative procedures as well as
keyboarding skills. This is an entry level support position.
Representative Activities:
1. Answers telephone calls and directs caller to appropriate person within limited
area.
2. Performs limited secretarial services as required, such as keyboarding,
photocopying, faxing documents, etc.
3. Maintains correspondence files.
4. Performs routine data entry for divisions (i.e. leave, financial documents, etc.).
CI-1
87
C2(19%)
16
Work is well defined and involves similar situations. Unusual problems are referred
to the supervisor.
Accountability
B-1A
16
June 1, 2001
Administrative Assistants 2
119
Administrative Assistant 4
General Characteristics:
Performs secretarial and administrative duties of a routine nature for one or more
people (usually in the same division). This is a support position, requiring a basic
understanding of administrative and secretarial procedures. This level of
knowledge may be acquired through the completion of a secretarial certificate.
Representative Activities:
1. Formats and produces standard documents such as letters, reports, and
presentations as directed.
2. Retrieves information from files to compile statistics as directed.
3. Maintains correspondence files.
4. Performs data entry for divisions (i.e. leave, financial documents).
5. Acts as receptionist for division by screening telephone calls, visitors and
correspondence.
CI1
C2(22%)
100
Individual contributor
22
June 1, 2001
Administrative Assistants 3
144
Administrative Assistant 3
General Characteristics:
Performs administrative duties in support of a Director and/or Division. Carries
out support activities with minimal supervision. Has a good understanding of the
functions and responsibilities of the Division. This position requires discretion
and independent judgement, and knowledge of secretarial support procedures.
Requires progressively more responsible secretarial support experience (typically
three to five years).
Representative Activities:
1. Formats and produces documents, letters, reports, and presentations usually
from available material.
2. Screens telephone calls and visitors, answers questions and provides
information when possible.
3. Schedules appointments and coordinates arrangements for meetings as
directed.
4. Makes travel and accommodation arrangements for supervisor.
5. Maintains divisional records following approved schedules.
CI2
115
June 1, 2001
Administrative Assistants 4
173
Administrative Assistant 2
General Characteristics:
Performs administrative duties in support of a Senior Manager in a government
department, board or agency in conjunction with an Executive. Requires a
thorough knowledge of the interrelationships within the department, board or
agency. Is a senior support position requiring a comprehensive knowledge of
administrative and secretarial support procedures. The position requires a good
deal of independent judgment, working under minimal supervision. The position
generally provides advice and support to lower level administrative support
positions.
Requires considerable and progressively more responsible
administrative support experience (typically five to seven years).
Representative Activities:
1. Drafts correspondence, reports and presentations, usually from available
material.
2. Screens telephone calls and visitors, answers questions and provides
information when possible.
3. Schedules appointments and coordinates arrangements for meetings and
conferences as directed.
4. Makes travel and accommodation arrangements for supervisor.
5. Communicates Deputy Heads instructions to appropriate personnel.
6. Maintains records following approved schedules.
Job Evaluation Rationale
Know-How
132
C+I2
Acts within
June 1, 2001
Administrative Assistants 5
198
Administrative Assistant 1
General Characteristics:
Performs administrative duties in support of the Senior Manager in a government
department, board or agency.
Requires a thorough knowledge of the
interrelationships within the department, board or agency; within the government
as a whole; and with external organizations and issues. Is a highly responsible,
senior support position requiring a comprehensive knowledge of office and
administrative procedures. Responsibilities are diversified and involve close
coordination with other Senior Managers and their administrative support
personnel. Operates with a great deal of latitude, which allows for independent
judgement. Provides advice and support to lower level administrative support
positions.
Requires considerable and progressively more responsible
administrative support experience (typically seven to ten years).
Representative Activities:
1. Drafts correspondence, reports and presentations, usually from available
material.
2. Screens telephone calls and visitors and responds to requests for information.
3. Coordinates arrangements for appointments, meetings and conferences.
4. Organizes and expedites flow of work through the Senior Managers office.
Initiates follow up.
5. Communicates Senior Managers instructions to appropriate personnel.
6. Maintains records following approved schedules.
June 1, 2001
Administrative Assistants 6
DI2
152
D3(29%)
43
C+1C
43
End results and advice are subject to well-defined practices and procedures as well
as supervisory review.
Short Profile
June 1, 2001
Administrative Assistants 7
238
CLERKS/ASSISTANTS
June 1, 2001
Clerks/Assistants - 1
(without WC)
900-999
800-899
650-799
550-649
450-549
370-449
320-369
270-319
230-269
190-229
160-189
130-159
70-129
June 1, 2001
Assistant Seasoned
Assistant Fully Qualified
Clerk Fully Qualified
Clerk - Developing
Clerk Entry Level
Clerk Data
Clerks/Assistants - 2
Clerk Data
General Characteristics
Performs simple clerical duties requiring a general understanding of department
procedures or instructions related to work performed. The work is standardized
and closely supervised.
Typical Jobs: Mail Clerk, Order Filler, Clerk Typist, File Clerk.
Representative Activities
1. Processes repetitive documents in accordance with established procedures
or standard instructions.
2. Records data and produces lists from documents or records where
knowledge of subject matter is not required.
3. Files routine material according to a prescribed breakdown.
extracts material from files when requested.
Locates and
B+N1
66
Carries out uninvolved, standard procedures in a narrow field. Contact with others
limited to requesting or giving information.
Problem Solving
B2(16%)
10
ANC
12
+1
June 1, 2001
Clerks/Assistants - 3
88
CN1
76
Applies well-defined work methods and procedures in a narrow field. May require skill
in the use of specialized equipment. Contact with others limited to requesting or giving
information.
Problem Solving
B2(16%)
12
BMA
14
Works within established work
+1
June 1, 2001
Clerks/Assistants - 4
102
Clerk Developing
General Characteristics
Performs clerical duties requiring limited analysis or judgement. Requires
working knowledge of departmental procedures related to work performed.
Supervision is available to assist on any work not clearly covered by standard
procedures.
Typical Jobs: General Clerk, Tape Librarian
Representative Activities
1. Processes straightforward documents.
2. Maintains and updates records, according to standard procedures and
formats.
3. Compiles various reports according to standard operating procedures and
formats.
4. May perform general clerical duties for departmental staff.
C+N1
87
C2(19%)
16
B1A
19
Provides information in support of the function. Works within established work routines
and/or close supervision.
Short Profile
+1
June 1, 2001
Clerks/Assistants - 5
122
CI1
100
Applies well-defined work methods and procedures in a narrow field. Contact with
others limited to requesting or giving information.
Problem Solving
C2(22%)
22
B1C
25
Contributes to the function. Works within established work routines and supervision.
Short Profile
+1
Process orientation.
Total without Working Conditions
June 1, 2001
Clerks/Assistants - 6
147
D-I1
115
C3(25%)
29
Problems related to day to day work are solved based on job related knowledge,
within established guidelines and practices and with readily available assistance.
Accountability
C-1C
33
Provides a support service to the function. Works within standardized procedures and
supervision.
Short Profile
+1
Process orientation.
Total without Working Conditions
June 1, 2001
Clerks/Assistants - 7
177
Assistant Seasoned
General Characteristics
Performs a variety of assignments requiring some analysis in a specialized
functional area. Requires a total understanding of functional practices and
procedures as well as a solid knowledge of departmental procedures and
processes. Supervisory review of results, provides technical direction to other
clerks.
Typical Jobs: Sr. Accounting Clerk, PC Support Assistant
Representative Activities
1. Processes complex documents to assure completeness and accuracy and
the fulfilment of government requirements.
2. Performs preliminary analysis of functional data.
3. Provides functional information to employees and management staff.
4. Compiles special reports involving co-ordination of information from other
areas. May co-ordinate assigned projects.
5. Provides technical direction to other clerks.
DI1
132
D3(29%)
38
C1C
38
Provides a support service to the function. Works within standardized procedures with
supervision of results.
Short Profile
June 1, 2001
Clerks/Assistants - 8
208
COLLECTIONS OFFICERS
June 1, 2001
Collections Officers
Page 1 of 5
Collections Clerk
General Characteristics:
Under the direction of a Senior Collections Officer, provides day to day credit and
collections services to user departments of the GNWT, Boards and Agencies.
Representative Duties:
1. Assess sensitive collection situations and determines the most effective
collection approach.
2. Suggests approaches to complex account disputes.
3. Maintains a complete collection file indicating collection procedures and
results.
4. Prepares the documentation to initiates payroll recoveries and garnisheeing
action on wages and/or bank accounts.
5. Contacts customers for background information and gathers information from
credit bureau, banks and suppliers to determine customers or principals
management experience, past credit experiences and capacity to pay.
Job Evaluation Rationale
Know-How
D-I1
115
Applies moderately complex, practical procedures and systems requiring some
specialized skills in a narrow functional area. HR skills required are limited to
giving and receiving information; position is not required to make actual contact
with clients to initiate recovery action.
Problem Solving
25% (C3)
29
Work challenges resolved within diversified procedures and precedents.
Assistance available for unusual situations.
Accountability
C-1C
Provides a support service to the function.
procedures with supervision of results.
Short Profile
Strong process orientation
+1
FULL POINTS
June 1, 2001
33
Works within standardized
177
Collections Officers
Page 2 of 5
FULL POINTS
June 1, 2001
275
Collections Officers
Page 3 of 5
Collections (departments)
General Characteristics:
Under the direction of the director/assistant director, provides day to day credit
and collections services to user departments of the GNWT, Boards and
Agencies.
Representative Duties:
1. Assess sensitive collection situations and determines the most effective
collection approach.
2. Resolve complex account disputes and negotiates with various parties to
establish sound repayment schedules.
3. Maintains a complete collection file indicating collection procedures and
results.
4. Initiates payroll recoveries and garnisheeing action on wages and/or bank
accounts.
5. Contacts customers for background information and gathers information from
credit bureau, banks and suppliers to determine customers or principals
management experience, past credit experiences and capacity to pay.
Job Evaluation Rationale
Know-How
DI3
175
Applies complex, procedures and systems requiring specialized collection skills.
May provide guidance to collection clerks. Highest level of HR know-how
required when negotiating with clients they are arranging to collect from as
passing file on to collection agency or courts is the last possible option as this is
expensive.
Problem Solving
33% (D+3)
57
Work challenges resolved within diversified procedures and precedents.
Assistance is not readily available.
Accountability
D1C
57
Has latitude to choose proper course of action within varied work procedures,
work is only periodically reviewed.
Short Profile
0
Balanced profile for research and direct service provision for support role.
FULL POINTS
June 1, 2001
289
Collections Officers
Page 4 of 5
Representative Duties:
1. Assess sensitive collection situations and determines the most effective
collection approach.
2. Resolve complex account disputes and negotiates with various parties to
establish sound repayment schedules.
3. Maintains a complete collection file indicating collection procedures and
results.
4. Initiates payroll recoveries and garnisheeing action on wages and/or bank
accounts.
5. Contacts customers for background information and gathers information from
credit bureau, banks and suppliers to determine customers or principals
management experience, past credit experiences and capacity to pay.
6. Supervise activities of the Collection Officers.
Know-How
D+I3
200
Applies complex, procedures and systems requiring specialized collection skills.
May provide guidance to collection clerks. Highest level of HR know-how
required when negotiating with clients they are arranging to collect from as
passing file on to collection agency or courts is the last possible option as this is
expensive. Position deals with politically sensitive files.
Problem Solving
33% (D+3)
66
Work challenges resolved within diversified procedures and precedents.
Assistance is not readily available.
Accountability
D+1C
66
Has latitude to choose proper course of action within varied work procedures,
work is only periodically reviewed; responsible for the work of the unit.
Short Profile
0
Balanced profile for research and direct service provision and supervisory
responsibilities.
FULL POINTS
332
June 1, 2001
Collections Officers
Page 5 of 5
College Instructors
Planning:
2.
03/19/04
Instructors
3.
Evaluating:
03/19/04
Instructors
Creativity
Complexity
03/19/04
Instructors
General Characteristics
The Instructors primary responsibility is the planning, organization, delivery and
evaluation of educational programming for students in the Natural Resources
Technology program. The job holder establishes and maintains a learning
environment which is conducive to providing the highest level of education
possible within their area of specialization.
The Instructor, Natural Resources Technology Program requires a
comprehensive knowledge of natural resource theory and practice. The Job
Holder must be well versed in adult learning theory as well as adult education
program design, development, management, delivery techniques and evaluation.
Instruction can be scheduled in any number of ways depending on the particular
delivery approach of the course and/or program. Eg: Semester or Block. The
job holder may be required to teach some modules in any number of locations
from time to time as required by the design format of the particular program being
taught.
Representative Activities
1. Develops and revises course content which is relevant and current and
prepares long term and daily lesson plans for each course before the start
of the program.
2. In consultation with other program instructors identifies appropriate
program/course materials, books, equipment and other resources.
3. Instructs using appropriate and varying instructional methods.
4. Develops and prepares instructional material as required in response to
ongoing needs of students and in response to changes in curriculum
requirements.
5. Provides academic counselling and tutoring.
6. Supports students by acting as a role model, carrying out basic career and
life skills counseling and by fostering a positive learning and work
environment.
7. Administers College policies (academic standards, attendance standards,
program activity reports) relevant to program.
03/19/04
Instructors
03/19/04
Instructors
Instructor Observer/Communicator
General Characteristics
The Instructors primary responsibility is the planning, organization, delivery and
evaluation
of
educational
programming
for
students
in
the
Observer/Communicator program. The job holder establishes and maintains a
learning environment which is conducive to providing the highest level of
education possible within their area of specialization.
The Instructor, Observer/Communicator Program requires a comprehensive
knowledge of related theory and practice. The Job Holder must be well versed in
adult learning theory as well as adult education program design, development,
management, delivery techniques and evaluation.
Instruction can be scheduled in any number of ways depending on the particular
delivery approach of the course and/or program. Eg: Semester or Block. The
job holder may be required to teach some modules in any number of locations
from time to time as required by the design format of the particular program being
taught.
Representative Activities
1. Develops and revises course content which is relevant and current and
prepares long term and daily lesson plans for each course before the start
of the program.
2. In consultation with other program instructors identifies appropriate
program/course materials, books, equipment and other resources.
3. Instructs using appropriate and varying instructional methods.
4. Develops and prepares instructional material as required in response to
ongoing needs of students and in response to changes in curriculum
requirements.
5. Provides academic counselling and tutoring.
6. Supports students by acting as a role model, carrying out basic career and
life skills counseling and by fostering a positive learning and work
environment.
7. Administers College policies (academic standards, attendance standards,
03/19/04
Instructors
03/19/04
Instructors
General Characteristics
The Instructors primary responsibility is the planning, organization, delivery and
evaluation of educational programming for students in the Office Administration
program. The job holder establishes and maintains a learning environment
which is conducive to providing the highest level of education possible within
their area of specialization.
The Instructor, Office Administration requires a comprehensive knowledge of
office practices, processes, procedures and the necessary equipment associated
with office administration. The Job Holder must be well versed in adult learning
theory as well as adult education program design, development, management,
delivery techniques and evaluation.
Instruction can be scheduled in any number of ways depending on the particular
delivery approach of the course and/or program. Eg: Semester or Block. The
job holder may be required to teach some modules in any number of locations
from time to time as required by the design format of the particular program being
taught.
Representative Activities
1. Develops and revises course content which is relevant and current and
prepares long term and daily lesson plans for each course before the start
of the program.
2. In consultation with other program instructors identifies appropriate
program/course materials, books, equipment and other resources.
3. Instructs using appropriate and varying instructional methods.
4. Develops and prepares instructional material as required in response to
ongoing needs of students and in response to changes in curriculum
requirements.
5. Provides academic counselling and tutoring.
6. Supports students by acting as a role model, carrying out basic career and
life skills counseling and by fostering a positive learning and work
environment.
03/19/04
Instructors
03/19/04
Instructors
General Characteristics
The Instructors primary responsibility is the planning, organization, delivery and
evaluation of educational programming for students in the Heavy Equipment
program. The job holder establishes and maintains a learning environment
which is conducive to providing the highest level of education possible within
their area of specialization.
Knowledge of the fundamental principles in a specific field (heavy equipment
operation) is required as is knowledge in the area of adult instructional methods,
basic counseling and/or life-skill coaching, program and/or project development
and management, needs assessment and curriculum development.
Instruction can be scheduled in any number of ways depending on the particular
delivery approach of the particular course and/or program e.g. semester or block,
The job holder may be required to teach course modules in any number of
locations from time to time.
Representative Activities
1. Develops and revises course content which is relevant and current and
prepares long term and daily lesson plans for each course before the start
of the program.
2. In consultation with other program instructors identifies appropriate
program/course materials, books, equipment and other resources.
3. Instructs using appropriate and varying instructional methods.
4. Develops and prepares instructional material as required in response to
ongoing needs of students and in response to changes in curriculum
requirements.
5. Provides academic counselling and tutoring.
6. Supports students by acting as a role model, carrying out basic career and
life skills counseling and by fostering a positive learning and work
environment.
7. Administers College policies (academic standards, attendance standards,
03/19/04
Instructors
03/19/04
Instructors
General Characteristics
The Instructors primary responsibility is the planning, organization, delivery and
evaluation of educational programming for students in the Adult Basic Education
program. Instruction will be required in one or more areas including English,
Mathematics, Social Studies, Science, basic computer skills and Personal
Development up to Grade 12 Completion and University Entrance, depending on
Instructor's area of expertise. The job holder establishes and maintains a
learning environment which is conducive to providing the highest level of
education possible within their area of specialization.
Instruction can be scheduled in any number of ways depending on the particular
delivery approach of the particular course and/or program e.g. semester or block.
The job holder may be required to teach course modules off campus from time to
time.
The Instructor, Adult Basic Education Program requires a comprehensive
knowledge of the specific subject area assigned as the primary content
specialization area. The instructor must have a comprehensive theoretical and
practical understanding of adult education theory and practice. The Job Holder
must be well versed in adult learning theory as well as adult education program
design, development, management, delivery techniques and evaluation. Move
this paragraph to be the second paragraph to keep the format consistent.
Representative Activities
1. Develops and revises course content which is relevant and current and
prepares long term and daily lesson plans for each course before the start
of the program.
2. In consultation with other program instructors identifies appropriate
program/course materials, books, equipment and other resources.
3. Instructs using appropriate and varying instructional methods.
4. Develops and prepares instructional material as required in response to
ongoing needs of students and in response to changes in curriculum
requirements.
5. Provides academic counselling and tutoring.
03/19/04
Instructors
6. Supports students by acting as a role model, carrying out basic career and
life skills counseling and by fostering a positive learning and work
environment.
7. Administers College policies (academic standards, attendance standards,
program activity reports) relevant to program.
8. Evaluates students and programs and reports on both.
9. Assists with promotional activities.
03/19/04
Instructors
General Characteristics
The Community Adult Educator (CAE) is a community based position responsible
for all programs delivered through the Community Learning Centre. The adult
educator facilitates learning opportunities by the promotion, planning,
organization, delivery and evaluation of educational programming for students in
the community. The job holder establishes and maintains a learning environment
which is conducive to providing the highest level of education possible within
their area of specialization.
The job holder manages the Community Learning Centre facility and activities
independently in an isolated environment at a distance from the main campus.
The job holder represents the College at the community level and plays a critical
role in creating and maintaining a positive image for the College. The CAE
conducts comprehensive and ongoing community needs assessments through
research, surveys, consultation and liaison with elected leaders, community
administrators, employers, community groups and individuals. The CAE acts as
an ambassador for the college.
The Community Adult Educator is responsible for the planning, organization,
delivery and evaluation of educational programming for students in the
Community and promotes life long learning within the community. The job holder
conducts needs assessments and develops, delivers and evaluates programs to
meet those needs.
As well as instructing, the job holder may hire and supervise casual and part-time
instructors to deliver community programs.
Instruction can be scheduled in any number of ways depending on the particular
delivery approach of the particular course and/or program e.g. semester or block.
Representative Activities
1. Identifies appropriate programs and directs and supervises the delivery of
same.
2. Instructs courses and workshops using appropriate and varying
instructional methods.
3. Carries out financial processes related to the Community Learning Centre
activities and ensures that all financial processes comply with College and
03/19/04
Instructors
03/19/04
Instructors
The curriculum, which outlines course content and procedures, but which does
not identify day-to-day activities or methods of instruction, limits the freedom to
act. The position affects the students at the learning centre and works with
curriculum development staff, other instructors and college administration. The
position has control over most activities of the learning centre but must carry out
activities and meet objectives set by the College program/management staff.
Total without Working Conditions
479
Short Profile
+1
Reflects a directing role in implementation with high accountability for results.
03/19/04
Instructors
General Characteristics
The Instructors primary responsibility is the planning, organization, delivery and
evaluation of educational programming for students in the Teacher Education
program The instructor is also responsible for supervising TEP students and
recommending changes/improvements as required which will result in the
completion of a Teaching Diploma or 3rd year of a 4 year Degree program. The
instructor establishes and maintains a learning environment which is conducive
to providing the highest level of education possible within their area of
specialization.
The Instructor, Teacher Education Program requires a comprehensive
knowledge of the field of education, theory and practice. The Job Holder must be
well versed in adult learning theory as well as adult education program design,
development, management, delivery techniques and evaluation.
Instruction can be scheduled in any number of ways depending on the particular
delivery approach of the particular course and/or program e.g. semester or block.
The job holder may be required to teach course modules off campus from time to
time.
Representative Activities
1. Develops and revises course content which is relevant and current and
prepares long term and daily lesson plans for each course before the start
of the program.
2. In consultation with other program instructors identifies appropriate
program/course materials, books, equipment and other resources.
3. Instructs using appropriate and varying instructional methods.
4. Develops and prepares instructional material as required in response to
ongoing needs of students and in response to changes in curriculum
requirements.
5. Provides academic counselling and tutoring.
6. Administers College policies (academic standards, attendance standards,
program activity reports) relevant to program.
03/19/04
Instructors
7. Supports students by acting as a role model, carrying out basic career and
life skills counseling and by fostering a positive learning and work
environment.
8. Evaluates students and programs and reports on both.
9. Assists with promotional activities.
10. Supervises practicums.
Job Evaluation Rationale Instructor Aurora College Teacher Education
Program
Know How
EI3
264
Position requires comprehensive knowledge of education theory and practice in
addition to adult learning theory and adult education program design,
development, management, delivery techniques and evaluation. The position is
required to perform activities that are generally similar in content. The position is
required to establish and maintain a learning environment that is conducive to
providing the highest level of education possible.
Problem Solving
E3(38%)
100
Latitude exists to consider if new instructional practices and procedures must be
developed within context of clearly defined program curriculum, policies, and
practices. There is need to determine best teaching methods and to modify
methods to suit learners at many different levels and attitudes.
Accountability
E1S
100
The curriculum, which outlines course content and procedures but does not
identify day-to-day activities or methods of instruction, limits the freedom to act.
The position must consult with other program instructors to identity appropriate
resources, and is required to meet various objectives set by the College program
/ management staff.
Total without Working Conditions
464
Short Profile
0
Reflects program development and implementation role.
03/19/04
Instructors
General Characteristics
The Instructors primary responsibility is the planning, organization, delivery and
evaluation of educational programming for students in the Electrical Trades
program which will result in the completion of the NWT or Interprovincial Trades
Certification. Instruction will be required in one or more areas including the
theoretical portion of years 1, 2, and 3 of the Electrical Trades program.
Knowledge and experience setting up 3rd and 4th year electrical laboratory is
essential. The job holder establishes and maintains a learning environment
which is conducive to providing the highest level of education possible.
The Instructor, Electrical Trades program requires a comprehensive knowledge
of the electrical field theory and practice. The job holder must be well versed in
adult learning theory and principles as well as adult program management,
delivery techniques and evaluation
Instruction can be scheduled in any number of ways depending on the particular
delivery approach of the particular course and/or program e.g. semester or block.
The job holder may be required to teach course modules off campus from time to
time.
Representative Activities
1. Develops and revises course content which is relevant and current and
prepares long term and daily lesson plans for each course before the start
of the program.
2. In consultation with other program instructors identifies appropriate
program/course materials, books, equipment and other resources.
3. Instructs using appropriate and varying instructional methods.
4. Develops and prepares instructional material as required in response to
ongoing needs of students and in response to changes in curriculum
requirements.
5. Provides academic counselling and tutoring.
03/19/04
Instructors
6. Supports students by acting as a role model, carrying out basic career and
life skills counseling and by fostering a positive learning and work
environment.
7. Administers College policies (academic standards, attendance standards,
program activity reports) relevant to program.
8. Evaluates students and programs and reports on both.
9. Assists with promotional activities.
Job Evaluation Rationale Instructor Electrical Trades Program
Know How
EI3
200
Position requires comprehensive knowledge of electrical field theory and practice
in addition to adult learning theory and adult education program design,
development, management, delivery techniques and evaluation. The position is
required to perform activities that are similar in content, and to establish and
maintain a learning environment that is conducive to providing the highest level
of education possible.
Problem Solving
D3(33%)
66
Latitude exists to consider if new instructional practices and procedures must be
developed within context of standardized program curriculum, policies, and
practices. There is need to determine best teaching methods and, within
accepted practices, to modify methods to suit learners at many different levels
and attitudes.
Accountability
D1C
66
A well defined curriculum, which outlines course content and procedures but
does not identify day-to-day activities or methods of instruction, limits the
freedom to act. The impact on the organization is shared with the other
instructors, and positions must meet various objectives set by the College
program / management staff.
Total without Working Conditions
332
Short Profile
0
Reflects program development and implementation role.
03/19/04
Instructors
General Characteristics
The Instructors primary responsibility is the planning, organization, delivery and
evaluation of the Nurse Practitioner Program (NP). The instructor is also
responsible
for
supervising
NP
students
and
recommending
changes/improvements as required. The instructor establishes and maintains a
learning environment which is conducive to providing the highest level of
education possible within their area of specialization.
The instructor must have a detailed theoretical and practical understanding of
advanced nursing practice. The Job Holder must be well versed in adult learning
theory as well as adult education program design, development, management,
delivery techniques and evaluation.
Instruction can be scheduled in any number of ways depending on the particular
delivery approach of the particular course and/or program e.g. semester or block.
The job holder may be required to teach course modules off campus from time to
time.
Representative Activities
1. Develops and revises course content which is relevant and current and
prepares long term and daily lesson plans for each course before the start
of the program.
2. In consultation with other program instructors identifies appropriate
program/course materials, books, equipment and other resources.
3. Instructs using appropriate and varying instructional methods.
4. Develops and prepares instructional material as required in response to
ongoing needs of students and in response to changes in curriculum
requirements.
5. Provides academic counselling and tutoring.
6. Supports students by acting as a role model, carrying out basic career and
life skills counseling and by fostering a positive learning and work
environment.
03/19/04
Instructors
03/19/04
Instructors
ENGINEERING
Engineering Matrix
Please refer to the following Job Family Matrix illustrating the hierarchies of Model Jobs in
this GNWT Job Family.
(without WC)
900-999
800-899
650-799
550-649
450-549
370-449
320-369
270-319
230-269
190-229
160-189
130-159
70-129
Engineers
Page 1 of 11
Officer, Developing
General Characteristics:
Provides technical assistance to Assistant Regional Superintendents, Senior Technical
Officers, Project Officers or Technical Managers/Officers in the development of project
briefs, design reviews of minor building and works projects, technical performance or
status evaluations, and design standards and guidelines development. Establishes and
monitors departmental policy and procedures with respect to the operation &
maintenance of all vehicles and equipment.
This position requires good knowledge of computers, general concepts of building and
works systems, soil conditions, maintenance practices, the ability to read and interpret
designs and drawings, technical writing and drafting skills, and basic knowledge of
project management.
Representative Activities:
1. Assists Design/Project Managers in gathering technical data for preparing project
briefs.
2. Assists Design/Project Officers in checking design calculations for conformance to
design guidelines, codes and regulations.
3. Researches other jurisdictions and provides input on relevant standards, practices
and methods.
4. Provides assistance in the development, publishing and distribution of design
guidelines reference reports and manuals.
5. Administers the preparation of detailed designs and specifications and manages the
construction of minor projects.
6. Monitors project / program budget and identifies surpluses or shortfalls.
7. Conducts project inspections and prepares project progress status report.
8. Manages delivery of Maintenance Management Systems for operational programs.
9. Assists in the development of procedures and guidelines.
10. Develops and implements training programs.
Engineers
Page 2 of 11
E12
200
D3(33%)
66
Problems are resolved within area of expertise. Procedures and precedents are
available for many situations. Problems may be referred to a Manager (Engineering).
Accountability
D-2C
66
332
Engineers
Page 3 of 11
Engineers
Page 4 of 11
E13
230
D4(38%)
87
Problems are resolved within area of expertise. Procedures and precedents are
available for many situations. Problems may be referred to a Manager (Engineering).
Accountability
D+2C
87
404
Engineers
Page 5 of 11
Officer, Seasoned
General Characteristics:
Manages medium to large Capital/O&M, construction and renovation projects and
highway operations/maintenance programs throughout all stages of the project planning
and implementation process including contracting, supervision of contractor and
professional consultants, project planning and scheduling, cost estimating and financial
management. The ability to handle larger projects generally comes with familiarity of
relevant Government acts, policies and directives (i.e. Business Incentive Policy,
Financial Administration Act and Northern Manufacturers Directives). This is typically
gained through several years experience of progressively larger/ more complex projects
and GNWT specific training within the GNWT Project Management setting. Experience
gives the incumbent further knowledge in his/her area of expertise including:
Northern building practices including cultural environment, climate, logistics and
permafrost construction.
Project or Transportation system planning, research and economic feasibility;
Project Design and construction implementation;
Program planning of medium and long range highway maintenance programs;
and
Airport operations, structures and systems.
Positions at this level can also manage and focus primarily on the design of projects
both hands on and overseeing the design process using in-house resources and private
consultants.
The position also requires that construction management be conducted in a political,
socio-economic and cross-cultural setting, in accordance with Government policies and
directives that develop and encourage northern and local employment and business.
This position is responsible to achieve agreement between independent contractors and
the client Community / Department whom often enter the process with contrary
agendas.
Representative Activities:
1. Assembles all preliminary engineering and community data to establish the scope of
the project and help develop project plans.
2. Develops and/or monitors/supervises the development of designs, specification and
cost estimates in accordance with project requirements.
Engineers
Page 6 of 11
E+13
264
E3(38%)
100
E-2C
100
Findings and advice given are subject to existing policies and supervisory review.
Manages medium to large Capital/O&M, construction or renovation projects.
Short Profile
464
Engineers
Page 7 of 11
Engineers
Page 8 of 11
F13
304
E3(43%)
132
E3-C
132
The Freedom to Act of this position is defined based on engineering practices and
procedures as well as the fact that direction is set by project departments. The
position contributes to the completion of large projects often ranging from $5M - $25M.
that affect the Department/Division/Clients/Public (ie: responsible for construction
management of regional projects such as schools, arena, offices, parks, roads, water
supplies, facilities, housing, bridges and airport structures).
Short Profile
568
Engineers
Page 9 of 11
Engineers
Page 10 of 11
7. Ensures that the teams technical knowledge and expertise is provided to others
involved in area of expertise. Conducts workshops, seminars and conferences, and
prepares technical bulletins, manuals, standards, publications, etc.
8. Conducts project and design reviews to ensure all elements/systems are compatible
and that building/project program and design criteria are adequate.
9. Monitors and evaluates work being conducted by others for conformation to
financial, technical, and program requirements, including government policy.
10. Serves as the focal point of responsibility for specialized areas relating to the
delivery of projects.
11. Prepares technical/program/project management manuals, standards and
guidelines, technical bulletins and publications, technical status/performance
evaluation reports, pilot studies, and problem analysis reports.
Job Evaluation Rationale
Know-How
FI+3
350
E4(43%)
152
Professional and political direction identifies the general guidelines for what this
position is to accomplish, however, how the incumbent does so is dependent on their
own judgement. Within their body of expertise, the incumbent must develop strategies
to address the needs within their discipline for the NWT.
Accountability
E3+C
175
+1
677
Engineers
Page 11 of 11
Page 1 of 13
Page 2 of 13
Scope
Financial work is largely made up of three components:
1.
2.
3.
Planning:
conducting needs assessments
preparing, researching and developing financial resources
preparing long term and short term budgets
organizing staff and resources
Implementing:
direct delivery of financial services to the public, the department, the region or the
government
recording financial transactions
providing financial advice and analysis
maintain adherence to professional standards, guidelines, procedures, policies,
regulations and acts
Evaluating:
Evaluation of both the program and the staff
providing the required reports and other administrative tasks related to the
delivery of financial activities
recommending updated resources including funding as well as changes to
policies
In carrying out these duties, finance staff generally function as members of a team.
They share responsibility for administrative tasks needed for the effective planning,
implementation, and evaluation of their program. Financial staff can also be professional
role models for their staff, responsible for maintaining professional standards and
generally accepted accounting principles.
Financial staff often need knowledge of many seemingly unrelated areas. For example,
knowledge of labour relations issues is required in order to be able to assess and
quantify the impacts of labour relations issues. In the past, technology issues have
often arisen in the financial area and as a result, financial staff are often expected to
provide technical planning, guidance and support to staff.
Financial staff continuously work to very strict deadlines. Monthly accounting cut-offs,
year end procedures and budget deadlines are rarely flexible and financial staff are
expected to meet all deadlines.
Page 3 of 13
Senior Accounting and Financial Officers must develop and maintain a wide knowledge
framework, sub-divided within four major competency areas:
1. Technical Knowledge: Financial knowledge covers a number of areas, including
financial accounting, financial management and reporting, assurance, budgeting
and forecasting, general business advice, information technology and taxation.
2. General Management: General management skills include planning, allocating
resources, monitoring, communicating
3. Leadership:
This includes organizational and strategic leadership, staff
coaching, as well as team leadership and development.
4. Professionalism: This includes maintaining a client focus, applying professional
ethical standards, principles and codes of conduct, integrating information from a
variety of sources, using systematic problem solving techniques, engaging in
continuous professional development and conducting professional self
evaluation. It should be realized that accounting has been broadly accepted as
a profession and is self-governing.
Page 4 of 13
Creativity
Complexity
Page 5 of 13
2.
3.
Reviews documents to ensure that proper accounting treatment has been applied
(appropriate transaction code, general ledger and appropriation.
Rationale
DI1
132
Know-How
Applies moderately complex procedures and systems requiring some specialized
financial skills.
D3 (29%)
38
Problem-Solving
Work challenges are resolved within diversified procedures and precedents. Assistance
is available for unusual situations.
C1C
38
Accountability
Provides a support service to the function. Works within standardized procedures with
supervision of end results.
0
Short Profile
Primarily focused on implementation.
208
Total Without Working Conditions
Page 6 of 13
2.
3.
Rationale
DI2
152
Know-How
Applies moderately complex procedures and systems requiring specialized financial
skills (receivables, revenue and payables). Provides technical direction and may
supervise technical and clerical staff requiring moderate HR skills.
D3 (29%)
43
Problem-Solving
Work Challenges are resolved through use of functional rules and diversified
procedures and precedents. Assistance is available for unusual situations.
C1C
43
Accountability
Provides a support service to the function. Works within standardized procedures with
supervision of end results.
0
Short Profile
Primarily focused on implementation
238
Total Without Working Conditions
Page 7 of 13
Authorizes and approves transactions where best practices have been followed
and are processed in accordance with appropriate government policies, ensuring
proper accounting.
2.
Ensures program managers and financial staff receive proper instruction and
advice to prevent non-compliance.
3.
4.
5.
Rationale
EI2
200
Know-How
Applies accounting theory and practice within a specific (i.e. financial reporting,
accounts payable, accounts receivable, etc.) area. Communicates, informs and trains
staff and others on financial processes and interprets departmental programs and
policies for departmental staff.
D3 (33%)
66
Problem-Solving
Work challenges are resolved within diversified procedures and precedents. Assistance
is available for unusual situations.
D1C
66
Accountability
Contributes to financial processes as part of a financial team. Latitude to chose course
of action from within varied work procedures.
0
Short Profile
Profile reflects balanced role.
332
Total Without Working Conditions
Page 8 of 13
2.
3.
4.
5.
Rationale
E+I2
230
Know-How
High level of technical knowledge (theory and practical) required in financial planning
and analysis. May provide work direction to others. Requires specific knowledge in a
range of financial / accounting areas.
E3 (38%)
87
Problem-Solving
Operates within functional practices and precedents toward specific objectives.
Situations are resolved by current knowledge.
D2C
87
Accountability
Provides advisory and supporting services to a department. Accomplishes tasks within
broad practices and functional precedents subject to managerial direction.
0
Short Profile
Balanced profile to reflect advisory role.
404
Total Without Working Conditions
Page 9 of 13
Accounting Specialist
General Characteristics
Performs senior level accounting work such as compilation, consolidation and analysis
of financial data focusing on the long term. Modifies or develops new procedures to
meet specialized needs.
Usually regarded as a corporate financial expert.
Recommendations and decisions must be provided in accordance with professional
ethics and standards.
Requires a thorough knowledge of accounting principles and practices, as well as
organization specific systems and processes. Provides leadership as a technical
advisor. This level of knowledge is usually obtained through an accounting degree or
designation accompanied by substantial accounting experience.
Representative Duties
1.
2.
3.
4.
Rationale
F12
264
Know-How
Specialized financial knowledge in a range of areas. Provides leadership as a nonsupervisory technical expert on subject matter.
E3 (38%)
100
Problem-Solving
Operates within financial practices and precedents towards specific objectives.
E2C
100
Accountability
Contributes to departmental planning through broad financial practices and managerial
direction.
0
Short Profile
Advisory, consultative role.
464
Total Without Working Conditions
Page 10 of 13
Ensures that accounting records are prepared and maintained in accordance with
GNWT policies, chart of accounts and generally accepted accounting principles.
2.
3.
4.
5.
6.
Page 11 of 13
7.
Rationale
FI3
304
Know-How
Knowledge of specialized accounting and theory and principles required for developing
and directing the implementation of revised processes and systems. Motivates and
influences program managers in order to cause them to take appropriate action.
Develops and motivates subordinates
E4 (43%)
132
Problem-Solving
Provides strategic, functional solutions to variable situations. Development role requires
analytic, interpretive and strategic thinking and constructive solutions. Must identify,
define and resolve problems that are often non-conforming without clear precedent.
Multiple solutions are implied and research and planning are required.
E1P/E3C/E4A
152
Accountability
Interprets information and provides advice in the financial area to an entire department.
Functional goals are well defined. Has the degree of independence needed to achieve
operating results provided that activities are consistent with approved operating plans
and objectives. Positions determine how and when results are to be achieved. Directly
accountable for the work of other employees.
+1
Short Profile
Advisory, consultative role that is highly accountable for results.
588
Total Without Working Conditions
Page 12 of 13
Rationale
FI3
350
Know-How
Requires a well developed understanding of the theories and principles of accounting
that comes from having a significant amount of experience in the practice of finance and
accounting. There are multiple stakeholders and the need for extensive consultation at
this level. Provides services to all or a large number of departments.
E4 (43%)
152
Problem-Solving
Work at this level generally takes place in an environment which is complex but there
are generally some precedents that provide a good general framework of reference.
Solutions to problems are generally found through the analysis of financial or
accounting precedents and the development of opinions or positions which flow from
what has gone before but which may take the thought to a new level.
E1P/E3C/E4A
175
Accountability
The impact of the work at this level is contributory to the operation of the Government.
This is an individual contributor who has a high degree of independence needed to
achieve operating results, provided that activities are consistent with approved
operating plans and objectives and with functional policies and precedents.
+1
Short Profile
Advisory and consultative role.
A directing role in implementation with high
accountability for results.
677
Total Without Working Conditions
Page 13 of 13
HUMAN RESOURCES
May 16, 2003
GNWT
898 983
819 897
747 818
681 746
621 680
566 620
516 565
470 515
428 469
390 427
Departmental HR Manager J
Departmental HR Manager I
Departmental HR Manager H
Departmental HR Manager G
Departmental HR Manager F
Departmental HR Manager E
Departmental HR Manager D
Departmental HR Manager C
HR Specialist Seasoned Labour Relations
Departmental HR Manager B
Departmental HR Manager A
HR Generalist - Seasoned
355 389
323 354
294 322
268 293
244 267
222 243
202 221
184 201
167 183
152 166
138 151
125 137
113 124
102 112
92 101
HR Assistant
HR Clerk
Page 1 of 30
GNWT
Payroll Specialist
General Characteristics
Compile relevant payroll data and input to payroll service provider; verify output and
distribute payments to covered personnel at location. Assure proper deduction and
remittance or accounting transfer of employee contributions for such purposes as
benefit programs and payroll taxes.
Representative Activities
1) Collect, review and verify, and input payroll data to service provider.
2) Verify and control output, including cheque preparation.
3) Distribute cheques or deposit confirmations.
4) Maintain accurate records covering such areas as base pay, benefit deductions,
payroll taxes, etc.
5) Keep abreast of and monitor adherence to pertinent regulations regarding deduction
of social security, unemployment, and other taxes.
6) Field and investigate complaints concerning pay received and provide explanation;
initiate any corrective action required.
Page 2 of 30
GNWT
D+I2
152
The Payroll Specialist typically learns how to perform the job while on the job. The
knowledge is usually acquired over three to four years of on the job training with some
specialized financial and payroll system training. The incumbents have to identify and
trace pay anomalies to their source in order to come up with solutions to the identified
problem(s).. Payroll Specialists must be aware of how their work fits into the scheme of
things with respect to how employees are compensated and in terms of their setting
priorities for work. The incumbents communicate with employees and HR professionals
in a number of circumstances. Often, this simply is for straightforward exchange of
information. However, frequently they are the person who must put oil on troubled
waters for employees who are upset about a real or perceived problem with their pay
cheque. After first calming the person down, the incumbent must then communicate
sufficiently well to be able to understand the employees concern; trace any real
problem to its source and correct it; or, conversely, explain to the employee why their
pay is, in fact, correct. Consequently, tact and diplomacy are required.
Problem Solving
C3(25%)
38
The work has specific precedents and established procedures although the incumbent
is left to plan and organize the work in the best sequence. Procedures and precedents
are well established; some latitude is permitted.
Accountability
C1C
43
The Job Holders freedom to act is limited by standardized practices and procedures.
Deviation from standards and practices would not be permitted but daily priorities would
be established by the incumbent. There is little supervisory review of end results as the
incumbents are generally the experts on the subject matter.
233
+1
Process orientation
Page 3 of 30
GNWT
HR Clerk
General Characteristics
Perform a variety of clerical duties which require sound knowledge of HR department
procedures as they relate to the work performed.
Representative Activities
1) Maintain and update employee records, according to standard procedures and
formats.
2) Process group insurance claims, workers compensation, employment and other
personnel related forms.
3) Provide routine personnel information to employees and management staff.
4) Perform general clerical duties for HR department staff.
Job Evaluation Rationale HR Clerk
CI-2-
Know-How
100
Apply well-defined work practices and procedures in a narrow field. Although contact
with others generally involves simply requesting or giving information, there may be
times when employees are upset, and the incumbent must exercise tact and diplomacy.
C2(22%)
Problem Solving
22
Accountability
Support the HR function.
supervision.
22
Support role
Page 4 of 30
GNWT
HR Assistant
General Characteristics
Perform a variety of assignments in various HR areas such as employee benefits, job
evaluation, salary administration and/or employee relations. Typically the skills and
experiences for this position are obtained with a minimum of 2 years working in a
human resource setting.
Representative Activities
1) Under general direction and using established procedures, compile personnel
statistics and maintain and update employee records.
2) Provide personnel information that may be confidential to employee and
management staff (e.g., employee benefits, payroll).
3) May coordinate assigned projects such as new employee orientation or employee
newsletters.
4) Provide administrative support in the recruitment process for casual employees.
5) May perform casual staffing from administration to hiring
Job Evaluation Rationale HR Assistant
Know-How
CI2
115
Apply well-defined work methods and procedures in a narrow field. Coordination role
requires moderate level of HR skills.
Problem Solving
C3(25%)
29
Problems related to day-to-day work are solved based on job related knowledge, within
established guidelines and practices and with readily available assistance.
Accountability
C1C
33
Provide a support service to the HR function. Work within standardized procedures and
supervision.
177
+1
Process orientation
Page 5 of 30
GNWT
Page 6 of 30
GNWT
Page 7 of 30
GNWT
DI2
152
Basic knowledge of the HR areas in which the incumbent functions derived through
academic training or experience in more junior HR positions. Requires some
understanding and appreciation of the implications of own activities for broader HR
concerns. Some interactions with employees require discretion, tact, and diplomacy.
Problem Solving
C3(29%)
43
Most of the issues have been dealt with in some form or other in the past but the
number of choices is relatively large, requiring a search for the most appropriate answer
in any given circumstance.
Accountability
C2/3A
43
Works within relatively specific procedures and systems and provides basic service to a
small to medium-sized group of staff. Anything that is contentious or politically sensitive
would be reviewed with a more senior person before any action is taken.
238
Support role.
Page 8 of 30
GNWT
Page 9 of 30
GNWT
EI2
200
Sound knowledge of the HR areas in which the incumbent functions derived through
three to four years of progressive experience in the discipline. Requires some
understanding and appreciation of the implications of own activities for broader HR
concerns.
Interactions with employees frequently require discretion, tact, and
diplomacy.
Problem Solving
D3(33%)
66
The resolution of issues and/or the role in the development of programs involve a
search for the most appropriate solution and the application of judgment in situations
where the choices may not always be clear.
Accountability
D2/3A
66
Makes recommendations on the best way to resolve a variety of issues and impacts on
a small to medium group of staff.
332
Support role.
Page 10 of 30
GNWT
HR Generalist Seasoned
General Characteristics
This is the well-seasoned HR professional, able to handle most day-to-day problems
independently and is expected to know when the potential for significant precedents
exist so as to refer questions to others.
Project assignments will be only generally outlined, with the incumbent expected to
exercise professional judgement in approaching them and drawing final conclusions.
Representative Activities
1) Coordinate the recruitment process for staff up to and including senior management
levels. This might include: setting up ads, determining the screening criteria (with
the hiring manager), responding to queries, screening applicants (with the manager),
carrying out interviews (with the manager), conducting reference checks, and/or
making jobs offers. The incumbent would have a vote on the hiring committee.
Ensure that all of the rules are followed and affirmative action is applied. Prepare
reports for staffing appeals (as filed by unsuccessful candidates) which are heard by
a staffing appeal board.
2) Develop, modify, and deliver training programs.
3) Conduct routine salary administration tasks and provide advice to managers
respecting wages and salaries for employees.
4) Investigate and prepare responses to complicated grievances.
5) Advise management and staff respecting personnel matters.
documents as required.
Prepare briefing
Page 11 of 30
GNWT
EI3
230
E3(38%)
87
Handle most day-to-day problems independently. Identify situations where there is the
potential for setting significant precedents and exercise judgment as to how best to deal
with such situations. A portion of the role involves an element of proactivity (e.g.,
contributing to the prevention of grievances).
Accountability
D3C
87
Function within established HR policies and procedures but recognize the potential for
setting precedents and recommend appropriate courses of action. Serves a medium
segment of the employee population.
404
Support/advisory role
Page 12 of 30
GNWT
Page 13 of 30
GNWT
Page 14 of 30
GNWT
EI2
175
D3(29)
50
C2/3C
57
+1
Process orientation
Page 15 of 30
GNWT
EI2
175
D3(33-)
57-
C2/3C
57
Support role.
Page 16 of 30
GNWT
Page 17 of 30
GNWT
EI3
200
D3(33)
66
Many of the issues require interpretation and the exercise of judgment. Often there are
no right answers.
Accountability
D2/3C
87
Governed by policies, procedures, legislation, and the labour contract(s) but with room
to exercise judgment. Contributes advice and guidance to a small to medium segment
of the employee population.
353
+2
Page 18 of 30
GNWT
HR Specialist Seasoned
General Characteristics
This is the well-seasoned HR professional, able to handle most day-to-day problems
independently and is expected to know when the potential for significant precedents
exists so as to refer questions to others.
Project assignments will be only generally outlined, with the incumbent expected to
exercise professional judgement in approaching them and drawing final conclusions.
Because of specialization, the representative activities will vary as indicated on the
following pages, along with some variation in evaluation related to the area of
specialization.
Page 19 of 30
GNWT
Page 20 of 30
GNWT
EI2
200
D3(33)
66
Identify patterns of people and skills required by the department(s) served. Apply
processes to screen applicants prior to interview; assess the suitability of candidates for
the job in question.
Accountability
C3C/4A
76
+1
Process orientation.
Page 21 of 30
GNWT
Page 22 of 30
GNWT
EI2
200
Knowledge of adult education techniques and of existing skills-based training and other
programs oriented to higher level management jobs and of such programs that are
available externally. Coordinate the delivery of programs. Develop or contribute to the
development of additional programs. Tact and diplomacy are required to get and keep
the attention of adult students.
Problem Solving
D3(33)
66
Identify training needs/gaps; determine the costs and benefits of various training
development and delivery options. Recommend and participate in the development of
improvements in content and process. Evaluate the effectiveness of programs.
Accountability
C3C/4A
76
+1
Process orientation
Page 23 of 30
GNWT
Page 24 of 30
GNWT
EI3
230
E3(38)
87
D3/4C
115
Governed by policies, procedures, legislation, and the labour contract(s) but with room
to exercise judgment. Contributes insight, advice, and guidance to a medium to large
segment of the employee population and provides input that can influence the direction
of contract negotiations, and may actually participate in negotiations.
432
+2
Page 25 of 30
GNWT
Page 26 of 30
GNWT
EI3
200
The Benefits Officer typically learns how to perform the job while on the job, by
participating in on-going benefits courses and in other specialized training. The
knowledge is usually acquired over three to four years. Benefits Officers often have to
research and develop solutionsto problems or issues that vary somewhat from previous
situations.
Benefits officers must know how their work fits into the scheme of things with respect to
how employees are remunerated and in terms of their setting priorities for work.
The incumbents deal with employees in difficult circumstances such as deaths or
illnesses. These situations must be handled with great delicacy and often information
must be imparted in the face of strong emotions. A great deal of the jobs focus is on
dealing with individual clients.
Problem Solving
D3(33%)
66
These positions are individual contributors. There is little additional support available
within a department. The Benefits Officers supervisor (HR Manager), often knows
relatively little about the benefits area; consequently, the Benefits Officers are, to a large
extent, the local experts.
Accountability
D2A/3A
66
Freedom to Act is limited only by existing procedures which are varied. There is little
supervisory review of end results as the incumbents of these jobs are generally the local
experts on the subject matter. However, the central agency staff provide support in the
most complex situations where answers are not within the experience of the
departmental benefits person or where a new situation is encountered.
332
Support role.
Page 27 of 30
GNWT
Departmental HR Managers
General Characteristics
Develop and direct the implementation of plans and programs to assure the most
effective use of human resources to support Departmental objectives. This must be
accomplished within the framework of overall Corporate policies, plans, and programs.
The Department uses the standard Corporate benefits programs and therefore this
position has minimal active involvement in their design or administration.
This is the top HR position in the Department and, as such, is a key member of the
Departmental management group.
Major policies and programs are directed Corporately, but the Department usually must
tailor implementation to Departmental conditions (to the Departments own needs and
objectives). This requires advocacy both downward and upward to support the overall
Corporate philosophy while assuring that the impact on this Department is appropriately
understood.
This is a generalist position requiring the Manager to be involved in all specialized areas
even though detailed work may be delegated and expert resources from the Corporate
level may be used.
The Manager usually is heavily involved in HR planning, key personnel movements,
labour relations, and ensuring that Corporate/Departmental programs are being
effectively implemented through continual communication and audit.
The incumbent is a major feedback channel to the Corporate HR group on the issues
and problems in the field and the effectiveness of Corporate policies and programs.
Representative Activities
1) Interact with Departmental management to understand business plans and
objectives.
2) Work with local management to identify human resource objectives and issues.
3) Direct the development of Departmental and/or adaptation of Corporate HR policies,
plans, and programs to meet the specific identified needs of the Department.
4) Coordinate the use of expert resources from Corporate staff.
5) Direct the administration of Departmental hiring, compensation, benefits, training,
safety, and health programs.
Page 28 of 30
GNWT
6) Participate in and may lead local Joint Consultation sessions with bargaining unit
representatives. Administer the labour agreement(s).
7) Assure the implementation of Corporate HR programs and compliance with laws and
regulations within the Department.
8) Counsel Department managers on handling human resource problems.
9) Participate in and contribute to the development of Corporate HR policies.
Job Evaluation Rationale
See the next page for various evaluation permutations.
Page 29 of 30
GNWT
TOPIC
SMALL
LARGE
Job Dimensions
Serves up to about
100 FTE's (payroll
of up to $6 million
+/-)
Serves in excess of
350 FTEs (payroll
of at least $20
million)
Reporting
Relationship
Reports a level
down from the
Deputy Minister
and is NOT a key
member of the
senior
management team
of the Department.
May report to
someone in the
same discipline.
Functional
Breadth
Limited breadth of
HR Services
provided
Functional
Complexity
Excludes some of
the more complex
HR services
Other
Considerations &
Observations
Designation
Size of the Department and independence from Corporate programs are two major
variables and there tends to be some linkage between the two. A large Department tends
to be more complete functionally and more complex, requiring greater latitude. A smaller
Department is often simpler and may have certain functions such as planning pulled up to
a higher level in the organization.
If major functions do not exist at the Departmental level (e.g., labour relations), there will
likely be a pull down on the evaluation.
Know-How
EI3
Problem Solving
E3[38]
87
E3[38]
Accountability
D2/3C
87
D3C
230
Total without WC
Short Profile
EI3
E/FI3
264
E/FI3
264
E/FI3
264
E/FI3
264
FI3
304
FI3
304
FI3
304
FI3
304
87
E3[38]
100
E3[38]
100
E3[38]
100
E4[43]
115
E3[38]
115
E4[43]
132
E3[38]
115
E4[43]
132
D3C
100
D3C
115
E3C
132
E3C
132
E3C
132
E3C
132
E3C
152
E3C
152
417
+1
230
100
404
0
Full range of HR
Services provided
Reports directly to
the Deputy Minister
and IS a key
member of the
senior
management team
of the Department
464
0
479
+1
496
+2
511
+1
551
+1
568
0
571
+2
588
+1
Page 30 of 30
INFORMATION TECHNOLOGY
General Characteristics
With minimal supervision the jobholder works within a framework of established
operating procedures, precedents and standards and in close cooperation with
internal support (Server Support & Desktop/LAN Support) to provide rapid
response (usually by telephone) technical support to personal computer and PC
network users (in all regions and Departments) in response to specific requests.
The Jobholder is a first point of contact between users and the Technology
Service Centre (TSC) and will troubleshoot hardware and/or software problems,
assist users to resolve problems and provide basic education on hardware and/or
software use. The jobholder requires a demonstrated ability to work with various
PC applications and hardware.
This level of knowledge may be acquired through the completion of a college
diploma in computer science with 1 2 years related experience in the IT
industry.
Representative Activities
1.
2.
3.
4.
5.
6.
7.
8.
9.
Information Technology
Page 1 of 2
Information Technology
298
Page 2 of 3
General Characteristics
With minimal to no supervision the jobholder works within a framework of
established operating procedures, precedents and standards and in close
cooperation with internal support (Server Support & Desktop/LAN Support) to
provide rapid response (usually by telephone) technical support to personal
computer and PC network users (in all regions and Departments) in response to
specific requests. The jobholder is a first point of contact between users and the
Technology Service Centre (TSC) and will troubleshoot basic and complex
hardware and/or software problems and provide education on hardware and/or
software use. The jobholder may provide mentorship and/or direction to more
junior Service Desk staff. The jobholder requires a demonstrated ability to work
with various PC applications and hardware.
This level of knowledge may be acquired through the completion of a college
diploma in computer science with 3 5 years related experience in the IT
industry.
Representative Activities
1.
2.
3.
4.
5.
6.
7.
8.
9.
Information Technology
Page 3 of 4
12. Ensure users receive information on system updates, errors and features;
13. Remain current with environment and impart information to junior staff; and
14. Make and update accurate / consistent records of all calls.
Job Evaluation Rationale Service Desk - Senior
EI2
Know-How
200
E3 (33%)
66
The thinking environment offers latitude where thinking is done within a general frame
of reference (IT) and direction from the Manager, Service Delivery.. The incumbent
must think analytically and conceptually in order to resolve the client problems.
Accountability
D2C
76
The position's Freedom to Act is limited through established policies and procedures,
general direction from the Manager and IT solutions. The incumbent contributes to the
operation and effectiveness of the entire TSC as 67% of all problems are intended to
be resolved at this level.
Short Profile
+1
342
Information Technology
Page 4 of 5
General Characteristics
With minimal supervision the jobholder works within a framework of established
operating procedures, precedents and standards and in close cooperation with
internal support (Service Delivery & Server Support) to provide direct follow up
(usually in person) technical support to personal computer and PC network users
in response to work orders prepared by the Service Desk of the Technology
Service Centre (TSC). The jobholder will assess problems and either repair or
replace hardware and/or software as required. The jobholder requires a
demonstrated ability to work with various PC applications and hardware in order
to guide users in the use of tools and resources effectively and efficiently.
This level of knowledge may be acquired through the completion of a college
diploma in computer science with 1 2 years related experience in the IT
industry.
Representative Activities
1.
2.
3.
4.
5.
6.
7.
8.
9.
Information Technology
Page 5 of 6
Information Technology
275
Page 6 of 7
General Characteristics
With minimal to no supervision the job holder works within a framework of
established operating procedures, precedents and standards and in close
cooperation with internal support (Service Delivery & Server Support) to provide
direct follow up (usually in person) technical support to personal computer and
PC network users in response to work orders prepared by the Service Desk of
the Technology Service Centre (TSC). The jobholder will troubleshoot difficult
problems and either repair or replace hardware and/or software as required. The
jobholder requires a demonstrated ability to work with various PC applications
and hardware in order to guide users in the use of tools and resources effectively
and efficiently.
This level of knowledge may be acquired through the completion of a college
diploma in computer science with 3 5 years related experience in the IT
industry.
Representative Activities
1.
2.
3.
4.
5.
6.
7.
8.
9.
Information Technology
Page 7 of 8
13. Make and update accurate/consistent records of all calls; and Monitor call
records, service levels and status.
Job Evaluation Rationale Desktop & LAN Support - Senior
EI2
200
Know-How
The position requires a Demonstrated understanding of computer science and the
ability to review, troubleshoot and diagnose complex technical problems experienced
by users (word processors, spreadsheets, data bases, presentation packages, e-mail,
internet, security, printers, CPUs, LAN, operating systems, peripherals, servers, etc.)
and an ability to work with different PC applications and hardware. The Job holder is
responsible for providing on site IT support services and must be aware of the impact
the Services Support section has on the TSC and the GNWT as a whole. Human
Relation Skills are important, as the incumbent must be able to encourage and
convince clients to follow his/her direction.
E3 (33%)
66
Problem Solving
The thinking environment offers latitude where thinking is done within a general frame
of reference (IT) and direction from the Manager, Desktop & LAN Support. The
incumbent will be required to think analytically, conceptually in order to resolve client
problems.
D1C
66
Accountability
The positions Freedom to Act is limited through established policies and procedures,
general direction from the Manager and IT solutions. The incumbent contributes to the
operation and effectiveness of the Desktop & LAN Support Section of the TSC.
0
Short Profile
Total without Working Conditions
Information Technology
332
Page 8 of 9
General Characteristics
Under minimal supervision the jobholder works within a framework of established
operating procedures, precedents and standards and in close cooperation with
internal support (Service Delivery & Desktop/LAN Support) and departmental
personnel to provide troubleshooting and maintenance of standard data servers,
user devices, and communication links to ensure operational availability. The
jobholder focuses in on both hardware and software aspects of network
operations across multiple platform configuration (LAN).
This level of knowledge may be acquired through the completion of a college
diploma in computer science with 3 5 years related experience working with
servers and network operating systems.
Representative Activities
1.
2.
3.
4.
5.
6.
7.
8.
9.
Information Technology
Page 9 of 10
175
D3 (29%)
50
The thinking environment is limited where thinking is done within a general frame of
reference (IT Server administration), direction from the Manager, Server Support and
technical support from the Senior Server Support Representative. The incumbent will
be required to think analytically, conceptually in order to resolve server problems.
Accountability
D1C
50
The positions Freedom to Act is limited through established policies and procedures,
general direction from the Manager and Server solutions and technical
guidance/support from the Senior Sever Support Representative. The incumbent
contributes to the operation and effectiveness of the Server Support Section of the
TSC.
Short Profile
275
Information Technology
Page 10 of 11
General Characteristics
With little to no supervision the jobholder works within a framework of established
operating procedures, precedents and standards and in close cooperation with
internal support (Service Delivery & Desktop/LAN Support) and departmental
personnel to provide troubleshooting and maintenance of large or complex data
servers, user devices, and communication links to ensure operational availability.
The jobholder focuses in on both hardware and software aspects of network
operations across multiple platform configurations (LAN).
This level of knowledge may be acquired through the completion of a college
diploma in computer science with 5 - 7 years related experience working with
servers and network operating systems.
Representative Activities
1.
2.
3.
4.
5.
6.
7.
8.
9.
Information Technology
Page 11 of 12
16. Understand risk analysis, disaster recovery, planning and event simulation;
17. Participate in implementation of disaster contingency plans;
18. Proactively disclose/remedy actual or potential security breaches/risks;
19. Apply expert knowledge to good security practices and planning;
20. Maintain broad awareness of informatics and security trends;
21. Formally evaluate security features of information products/systems;
22. Initiate, establish and maintain capacity and performance function;
23. Quantify utilization, capacity and performance of current and proposed
systems, and the impact of proposed changes; and
24. Assess possible designs and implementations to ensure reasonable
solution.
Job Evaluation Rationale Server Support - Senior
EI1
Know-How
200
E3 (33%)
66
The thinking environment offers latitude where thinking is done within a general frame
of reference (IT - Server administration) and direction from the Manager, Server
Support. The incumbent must think analytically and conceptually in order to resolve
server problems.
Accountability
D1C
66
The position's Freedom to Act is limited through established policies and procedures,
general direction from the Manager and server solutions. The incumbent contributes
to the operation and effectiveness of the Server Support Section of the TSC.
Short Profile
332
Information Technology
Page 12 of 13
Regional Support
General Characteristics
Supported by the Technology Service Centre (TSC) in Yellowknife the job holder
works within a framework of established operating procedures, precedents and
standards and in close cooperation with internal support (Service Delivery &
Desktop/LAN Support) and departmental personnel to provide direct follow up
(usually in person) technical support to personal computer and PC network users
in a designate region or community in response to referrals by the Service Desk.
In addition, the jobholder maintains the server environment within the Region,
troubleshoots problems and either repair or replaces hardware and/or software
as required. The jobholder requires a demonstrated ability to work with various
PC applications and hardware in order to guide users in the use of tools and
resources effectively and efficiently.
This level of knowledge may be acquired through the completion of a college
diploma in computer science with 3 5 years related experience in the IT
industry.
Representative Activities
1.
2.
3.
4.
5.
6.
7.
8.
9.
Information Technology
Page 13 of 14
12. Make and update accurate/consistent records of all calls; Monitor call
records, service levels and status;
13. Undertake regional risk analysis, disaster recover, planning and event
simulation;
14. Participate in the implementation of disaster contingency plans;
15. Proactively disclose/remedy actual or potential breaches / risks;
16. Apply knowledge of good security practices and planning; and Maintain
broad awareness of informatics and security trends.
Job Evaluation Rationale Regional Support
EI2
Know-How
200
E3 (33%)
66
The thinking environment offers latitude where thinking is done within a general frame
of reference (IT) and direction from the Manager, Desktop & LAN Support Services.
The incumbent will be required to think analytically, conceptually in order to resolve
client problems.
Accountability
D1C
66
The position's Freedom to Act is limited through established policies and procedures,
general direction from the Manager and IT solutions. The incumbent contributes to the
operation and effectiveness of the Desktop & LAN Support Section of the TSC.
Short Profile
332
Information Technology
Page 14 of 15
General Characteristics
Within a framework of established operating procedures and standards and in
close cooperation with internal support (Server Support & Desktop/LAN Support)
the jobholder manages a group of specialists (5) and two clerical positions
located within the Technology Service Centre (TSC) in Yellowknife. The IT
specialists provide rapid response and on-going end user technical support
services that includes: troubleshooting basic and complex hardware and/or
software problems and providing education on hardware and/or software use. In
addition, the jobholder acts as an advocate for users throughout the Government
of the Northwest Territories and brings forward re-occurring user problems/issues
to the management team of the TSC for review and participates in resolution.
The jobholder requires technical expertise in end user computing activities,
hardware, software and user requirements and managerial skills to supervise
technical personnel in a service-oriented environment.
This level of knowledge may be acquired through the completion of a degree in
Computer Science or Management with 6 8 years progressive experience in
the IT industry
Representative Activities
1.
Ensure that all calls from users are handled promptly and accurately;
2.
3.
4.
5.
6.
7.
Monitor and analyze services records for trends and common problems;
8.
9.
Information Technology
Page 15 of 16
304
E4 (43%)
132
The thinking environment offers latitude where thinking is done within a general frame
of reference (IT) and direction from the Director of the TSC. The incumbent will be
required to think analytically, conceptually and strategically in order to ensure the TSC
programs and services are supported effectively and appropriately throughout the
NWT and in accordance with the political and fiscal environment of the GNWT.
Accountability
E1P
175
The Manager, Service Delivery has freedom to set direction for the TSC with respect to
service support which may and does affect the other mangers within the TSC. The
incumbent is accountable for the work of 6 subordinates ($60,000 X 6 = $360,000) +
indirect accountability for the work of desktop & Lan staff.
+2
Short Profile
Information Technology
Page 16 of 17
Information Technology
611
Page 17 of 18
General Characteristics
Within a framework of established operating procedures and standards and in
close cooperation with internal support (Service Delivery & Server Support) the
jobholder manages a group of technical specialists (11) located in several
different locations (different buildings within Yellowknife) as part of the
Technology Service Centre (TSC) who provide direct follow up support to
personal computer and PC network users in response to work orders prepared
by the Service Desk and annual upgrade schedules. The jobholder requires
technical expertise with various PC applications, software and hardware in order
to supervise technical personnel in a service-oriented environment.
This level of knowledge may be acquired through the completion of a degree in
Computer Science or Management with 6 8 years experience in the IT industry.
Representative Activities
1.
Plan, coordinate and guide technical desktop and LAN support services
within the GNWT;
2.
3.
4.
5.
6.
7.
8.
9.
Information Technology
Page 18 of 19
17. Review complex problem situations with managers of other relevant areas
(i.e. Server Support, Regional Coordinators and Service Deliver) and
develop solutions; and Analyze and prepare capacity, statistical and
trending reports.
Job Evaluation Rationale Manager, Desktop & LAN Support
EI3
264
Know-How
The position requires a Demonstrated knowledge of IT related to the delivery of IT
services supported by the Technology Services Centre (TSC) throughout the GNWT
with a primary focus on the Desktop & LAN Support functions. The Job holder is
responsible for providing and maintaining the delivery of Desktop & LAN support
services and must be aware of the impact service delivery has on the TSC and the
GNWT as a whole. The position requires strong Human Relation Skills in order to
supervise a large number of remotely located staff.
E3 (38%)
100
Problem Solving
The thinking environment offers latitude where thinking is done within a general frame
of reference (IT) and direction from the Director of the TSC and to a lesser degree from
the Manager, Service Delivery. The incumbent will be required to think analytically,
conceptually and strategically in order to ensure the Desktop & LAN Support services
of the TSC are delivered effectively throughout the NWT.
D2P
152
Accountability
The Managers Freedom to Act is limited through general direction from the Director
and operating procedures established within the TSC with respect to service support.
The incumbent is accountable for the work of 15 remotely located subordinates
($60,000 X 15 = $900,000).
+2
Short Profile
Total without Working Conditions
Information Technology
516
Page 19 of 20
General Characteristics
Within a framework of established operating procedures and standards and in
close cooperation with internal support (Service Delivery and Desktop & LAN
Support) the job holder manages a group of technical specialists (3) located
within the Technology Service Centre (TSC) who provide troubleshooting and
maintenance of large or complex data servers, user devices, and communication
links to ensure operational availability across multiple platform configurations
(LAN). The jobholder requires technical expertise with various PC applications,
servers, software and hardware in order to supervise technical personnel in a
service-oriented environment.
This level of knowledge may be acquired through the completion of a degree in
Computer Science or Management with 6 8 years experience in the IT industry.
Representative Activities
1.
Plan, coordinate and guide technical server support services within the
GNWT;
2.
3.
4.
5.
6.
7.
8.
9.
Information Technology
Page 20 of 21
17. Review complex problem situations with managers of other relevant areas
(i.e. Desktop & LAN, Regional Coordinators and Service Delivery) and
develop solutions; and
18. Prepare and analyze capacity, statistical and trending reports.
Job Evaluation Rationale Manager, Server Support
FI3
304
Know-How
The position requires a Specialized knowledge of IT related to the delivery of server
services supported by the Technology Services Centre (TSC) throughout the GNWT
with a primary focus on the Server Support functions. The Job holder is responsible
for providing and maintaining the delivery of Server Support services and must be
aware of the impact server support services have on the TSC and the GNWT as a
whole. The position requires strong Human Relation Skills in order to supervise
technical staff and negotiate server usage between the TSC and Departments.
E3 (38%)
115
Problem Solving
The thinking environment offers latitude where thinking is done within a general frame
of reference (IT) and direction from the Director of the TSC and to a lesser degree from
the Manager, Service Delivery. The incumbent will be required to think analytically,
conceptually and strategically in order to ensure the Server Support services of the
TSC are delivered effectively throughout the NWT, that architecture is appropriately
structured and that data integrity is maintained..
D1P
115
Accountability
The Managers Freedom to Act is limited through general direction from the Director
and operating procedures established within the TSC with respect to Server Support.
The incumbent is accountable for the work of 3 subordinates ($60,000 X 3 =
$180,000).and has a significant contributory impact on TSC operations.
0
Short Profile
Total without Working Conditions
Information Technology
534
Page 21 of 22
INSPECTORS/REGULATORY
June 1, 2001
Page 0 of 1212
Inspections/Regulatory Matrix
Please refer to the following Job Family Matrix illustrating the hierarchies of Model Jobs in
this GNWT Job Family.
(without WC)
900-999
800-899
650-799
550-649
450-549
370-449
320-369
270-319
230-269
190-229
160-189
130-159
70-129
June 1, 2001
Inspector V
Inspector IV
Inspector III
Inspector II
Inspector I
Page 1 of 1212
Inspector I
General Characteristics
After orientation and training, performs limited assignments of specific tasks to
determine compliance with appropriate Acts, Codes and Regulations with an emphasis
on unsafe acts, practices, procedures or conditions. Enforces all aspects of applicable
Acts, Codes and Regulations. Does not inspect trades. This is a first or entry level to
the Regulatory group.
Representative Activities
1.
2.
3.
4.
5.
6.
C+I2
132
Problem Solving
C3+(25%)
33
Work is defined by clear and numerous guidelines and procedures by may require the search
for solutions within the current acts, regulations and policies. Unusual problems are referred to
Supervisor.
Accountability
C+1C
43
Short Profile
+2
Page 2 of 1212
June 1, 2001
208
Page 3 of 1212
Inspector II
General Characteristics
Performs inspections to determine compliance with appropriate Acts, Codes,
Regulations and standards in a single discipline, with an emphasis on unsafe acts,
practices, procedures or conditions. Enforces all aspects of applicable Acts and
Regulations.
Representative Activities:
1.
2.
3.
4.
June 1, 2001
Page 4 of 1212
D+I2
175
Application of knowledge and skills along with some specialized skills in a specific area
(regulatory). Provides guidance/training as a technical expert to clients. Interacts with both
internal and external clients. Requires an understanding of human behaviour and the factors
that influence those behaviours in order to determine and develop effective corrective
measures.
Problem Solving
D3(29%)
50
Work is defined by clear guidelines and procedures requiring the search for solutions within an
area of learned things such as acts and regulations. Problems are resolved within that area of
expertise. Unusual problems referred to Supervisor.
Accountability
D2C
66
Latitude is given to choose appropriate course of action within defined practices, procedures
and legislation. Contributes to the health and safety of NWT residents by identifying,
developing and implementing corrective measures.
Short Profile
+2
June 1, 2001
291
Page 5 of 1212
Inspector III
General Characteristics
Performs inspections/investigations to determine compliance with appropriate Acts and
Regulations with an emphasis on unsafe acts, practices, procedures or conditions.
Enforces all aspects of applicable Acts, Codes and Regulations requiring awareness,
knowledge and skills in a number of related disciplines. This position is typically
appointed under legislated authority. Ensures statutory requirements and regulations
are met. Delivers training programs and plays an active role with a variety of interagencies, unions and community groups to assist in developing a co-operative
approach in the delivery of safety services. The position is required to participate as an
expert witness at hearings, inquiries and criminal prosecutions that require a high level
of exactness and detailed information.
Representative Activities:
1. Identifies and interprets applicable Acts, Codes and Regulations
2. Performs inspections and tests to verify compliance
3. Reviews, analyzes and approves designs and specifications by evaluating them
against adopted codes and standards, established professional principles and
current technology
4. Identifies existing and potential problems
5. Participates in developing corrective measures
6. Determines/directs the implementation of corrective measures
7. Develops procedures to assure continuing compliance with regulations and acts
8. Identifies need for and provides professional training
9. Develop/deliver training programs based on internationally recognized standards
10. Supervises and corrects industry examinations and confirms certification.
11. Investigates incidents, interviews witnesses, collects evidence and prepares reports
for prosecution of violations
12. Issues required permits and provides inspection reports
13. Prepares briefing notes, discussion papers, media submissions
14. Liaises with local government authorities, community councils, public agencies etc.
15. Maintains operations and maintenance budget
Page 6 of 1212
E+I2
230
D3(33%)
76
D2+C
87
+1
June 1, 2001
393
Page 7 of 1212
Inspector IV
General Characteristics
Conducts inspections to determine compliance with appropriate Acts, Codes and
Regulations with an emphasis on unsafe acts, practices, procedures or conditions in a
work environment requiring knowledge and awareness of multiple disciplines. Enforces
all aspects of applicable Acts, Codes and Regulations. Reviews and evaluates designs,
programs and specifications requiring knowledge of relevant theory and/or underlying
principles. Typically, the incumbent of this level position is a senior technical expert with
no management responsibility.
OR
Represents a management position which typically heads a team of technical inspection
staff in a single discipline. Will participate in the development of new legislation or
amendments to the existing regulations, and issues directives to the industry.
Representative Activities:
As a senior technical expert:
1. Identifies and interprets applicable regulations
2. Performs inspections and tests to verify compliance
3. Identifies existing and potential problems
4. Participates in developing corrective measures
5. Develops procedures to assure continuing compliance with regulations
6. Provides professional training
7. Supervises and corrects industry examinations and confirms certification
8. Investigates incidents, prepares reports for prosecution of violations
9. Issue required permits
10. Reviews and analyzes designs and specifications by evaluating them against
adopted codes and standards, established engineering principles and current
technology.
As a manager of technicians and inspectors in a single discipline:
Manages the activities of the unit
Typically issues directives, grants variances, issues permits
Reviews industry training needs and training programs
Reviews investigative reports conducted by inspectors and determines if incident
merits prosecution
Acts as liaison with other regulatory authorities, associations and labour associations
on matters of mutual interest
Represents the Northwest Territories as a member of Canadian Associations
Advises the legislation committee when related legislation is reviewed
June 1, 2001
Page 8 of 1212
FI2
264
Has extensive specialized knowledge and experience in a range of areas. Coordinates activities that are similar in content and nature with an awareness of related
activities. Provides leadership and guidance as a technical expert to staff and to
clients.
Problem Solving
E3(38%)
100
Latitude to develop new practices and procedures within the current Act(s),
Regulations and policies, which constitute a broadly defined environment.
Accountability
E2C
115
Contributes to the health and safety of a variety of NWT residents by applying broad
practices and procedures covered by functional precedents and policies.
Short Profile
+1
June 1, 2001
479
Page 9 of 1212
Inspector V
General Characteristics
This is a management position which typically heads a team of technical inspection staff
consisting of inspectors, technicians, and contract specialists, with responsibility for
inspection and enforcement in a number of disciplines, (multi-disciplines) as well as
delivery of training programs and courses, management of investigations, and provision
of technical advice/information to communities, government and public agencies etc.
This level requires a strong technical background as well as extensive experience in
administrative management, financial and human resource planning, problem solving,
accident investigation, prosecutions, appeals, and legal procedures. The incumbent of
a position at this level must have a thorough knowledge of applicable Acts and
Regulations and familiarity with the pertinent sections in other applicable codes and
standards.
An Inspector V assists in the development of new legislation or amendments to the
existing regulations, interpretation of existing legislation, regulations and code
requirements, issues directives to the industry and has the authority to grant variances
and decide appeals with respect to the Regulations. Many statutory functions are
exclusively performed by an Inspector V.
Representative Activities:
1. Manages the activities of the Inspection unit
2. Typically issues directives, grants variances, issues permits, decides appeals
3. Ensures technical applications and proposals are reviewed by qualified personnel
prior to granting approval.
4. Reviews industry training needs and training programs to ensure standards and
requirements are met
5. Reviews incident investigation reports conducted by inspectors and determines if
incident merits prosecution.
6. Reviews briefing notes, discussion papers, media submissions etc. as developed by
subordinates
7. Acts as liaison with other regulatory authorities, associations and labour associations
on matters of mutual interest.
8. Represents the Northwest Territories as a member of Canadian Associations
9. Advises the Legislation Committee when related legislation is being reviewed
10. Recognized as the authority in their area(s) of jurisdiction
Knowledge and abilities required:
Certified in his/her area(s) of expertise
Proven management skills
Extensive practical experience, plus additional supervisory experience.
June 1, 2001
Page 10 of 1212
FI3
304
E4(43%)
132
Strategic thinking is core at this level. Precedents provide a frame of reference but
analysis and evaluative thinking is required to arrive at solutions to problems
/questions.
Accountability
E3C
152
Contributes to results that impact on the safety of workers and workplaces throughout
the northern population.
Short Profile
+1
June 1, 2001
588
Page 11 of 1212
INSTITUTIONAL CORRECTIONS
WORKERS
Hay Point
Range
Security
Staff
Program Staff
Managers
(without WC)
900-999
800-899
650-799
550-649
Operations Manager
Facility Manager
(Warden Manager)
Specialist (Deputy
Warden Programs,
Deputy Warden
Security)
Entry Level (Program
Coordinator Young
Offenders, Deputy
Warden)
450-549
370-449
320-369
270-319
230-269
190-229
Supervisory
(Corrections
Supervisor)
Fully Qualified
(Classification Officer)
Entry Level (Youth
Officer Specialist)
Entry Level
(Corrections
Officer, Youth
Officer I)
160-189
130-159
70-129
12-09-01
Ladders
GNWT Job
Supervision provided
Breadth
Complexity
12-09-01
Ladders
GNWT Job
Typical
qualifications
for describing
scope levels
Corrections
officers,
Youth
Officer I
Entry level
Program
and Senior
Security
Positions
Senior
Supervisory
Security
Positions and
full working
level program
staff
Senior/
Supervisory
program staff
and
Managers
Experts
and
Managers
Wardens
and
Facility
Managers
Operations
Managers
Supervision
provided to the
job
Very Close
Close
Generally
regulated
Generally
regulated
General
General
Global
Breadth
One area
One or two
areas
Two or three
areas in
depth with
additional
general
knowledge
One area of
specialization
or most other
areas
Most or all
areas
all areas
and
Facility
Managem
ent
All areas
and expert
level in one
or more
areas
Complexity
10 30
inmates per
staff
member
10 to 25
clients or
one or two
sub-staff
30 100
clients or 5 to
10 staff
30 to 100
clients or 5 to
10 staff.
Multiple
programs
30 to 100
clients or
10 to 50
staff
Facility
managem
ent 30 to
100 staff,
30 to 200
inmates
2 or 3
facilities, 50
to 150 staff
12-09-01
Ladders
GNWT Job
General Characteristics
This position is one of a large number of line staff at correctional facilities. The
primary function of these positions is to maintain facility security through various
activities ranging from monitoring and reporting on inmate activities to intervening
physically to maintain control.
A sound knowledge of facility practices and procedures is required. Specialized
training is provided to all new recruits to these positions.
Representative Activities
1. Supervises inmates in all activities within the facility, in recreation programs
and in other programmed activities.
2. Maintains inmate discipline through supervision, intervention and reporting.
3. Recommends, with supporting rationale, disciplinary or criminal charges.
4. Investigates, acts on and reports any unusual occurrences that take place as
may be directed by the supervisor.
5. Deals with inmate concerns/needs appropriately
12-09-01
Ladders
GNWT Job
C+I2
132
C3 (25%)
33
Work is defined by general guidelines and procedures requiring the search for
solutions within an area of learned things. Unusual problems are referred to the
Corrections Supervisor on duty.
Accountability
B+2C
38
Accomplishes tasks within instructions and work routines. Expected results/output are
clear.
Short Profile
+1
Process orientation.
Total without Working Conditions
12-09-01
Ladders
203
GNWT Job
General Characteristics
This position is one of a small number of specialist youth officer positions at
youth correctional facilities. This provides direct programming in primarily in one
area (such as Counseling, Alcohol and Drug Treatment or Life Skills) in addition
to regular duties as a youth officer.
A sound knowledge of facility practices and procedures is required as is formal
training and certification in the specialty area.
Representative Activities
1. Plans and delivers scheduled programs within the area of specialization.
2. Supervises youth in all activities within the facility, in recreation programs and
in other programmed activities.
3. Maintains inmate discipline through supervision, intervention and reporting.
4. Recommends, with supporting rationale, disciplinary or criminal charges.
5. Investigates, acts on and reports any unusual occurrences that take place as
may be directed by the supervisor.
6. Deals with inmate concerns/needs appropriately
12-09-01
Ladders
GNWT Job
DI3
175
Program development skills and specific knowledge in counseling, life skills or alcohol
and drug treatment are required. Position is an individual contributor with a very well
developed understanding of human behaviour and factors that cause changes in
behaviour.
Problem Solving
C3 (29%)
50
Rules and procedures are established for most work routines but develops own
program delivery methods within facility framework. The most unusual problems are
referred to the supervisor.
Accountability
CIS
50
12-09-01
Ladders
275
GNWT Job
Equal
General Characteristics
This position is one of several shift supervisors at an adult or youth correctional
facility. A shift supervisor is on duty on all shifts at an adult facility and at a youth
facility for 2/3 of all shifts. This position is generally responsible for all facility
operations when more senior management staff are not at work (i.e. other than
day shift Monday to Friday). Senior staff are available by telephone at all times
but the this position is required to take all immediate action that might be required
in virtually any circumstance.
Knowledge of most fundamental principles involved in adult corrections is
required as are good supervisory skills and a sound knowledge of corrections
facility practices and procedures. Knowledge is attained generally through no
less than 3 - 5 years of progressively more responsible facility experience
including of six months of corrections supervisory experience.
Representative Activities
1. Assigns and supervises security staff resources to ensure appropriate
coverage within the facility and for any activities outside of the facility.
2. Facilitates all planned activities in the facility from recreation programming to
visits to food services.
3. Maintains inmate discipline.
4. Recommends, with supporting rationale, disciplinary or criminal charges.
5. Investigates, acts on and reports any unusual occurrences that take place.
6. Deals with inmate concerns/needs appropriately
7. Manages unusual events/crisis until relieved.
12-09-01
Ladders
GNWT Job
DI3
175
D3+ (33%)
57
Work is generally well defined and work procedures are clear . Situations encountered
may vary substantially requiring differing and specialized solutions arrived at through
search of known things.
Accountability
D-2C
66
+1
Process orientation
Total without Working Conditions
12-09-01
Ladders
298
GNWT Job
General Characteristics
This is either a single or one of a number of case management positions that
exist at an adult corrections facility. The position is generally responsible for
planning as productive as possible, an incarceration for an assigned group of
inmates.
Knowledge of most fundamental principles involved in adult corrections is
required as is a proven understanding of human behavior and of cultural
differences in the NWT. Knowledge is attained generally through no less than 3 5 years of progressively more responsible facility experience or by attainment of
a degree in Social Work or through a combination of education and experience.
Representative Activities
1. Determines in consultation with inmates, an appropriate case plan based
upon all factors including inmate cultural background, length of term and level
of education.
2. Coordinates access to community and facility resources/programs to assist
each assigned inmate in meeting case plan goals..
3. Prepares information and documentation of a statistical nature for the.
4. Recommends, with supporting rationale, security and custody changes for
each assigned inmate, up to and including conditional release (determination
of risk).
5. Deals with inmate concerns/needs appropriately.
12-09-01
Ladders
GNWT Job
D+I3
200
D3+ (33%)
66
D1C+
66
12-09-01
Ladders
332
GNWT Job
General Characteristics
This is one of two senior positions in a corrections facility, the other being the
Warden or Manager.
The Senior Position and this one comprise the
management staff of the facility. Facility operations are such that the Warden or
Manager makes most major decisions, program and otherwise. The role of the
subordinate manager is to plan and implement portions of the program as may
be directed.
Knowledge of most fundamental principles involved in either adult or youth
corrections is required as are good supervisory skills. Knowledge is attained
generally through no less than 3 - 5 years of progressively more responsible
facility experience and/or augmented through a degree and 1 year of supervisory
experience.
Representative Activities
1. Plans for appropriate program implementation.
2. Ensures that program delivery standards as set by the supervisor are met.
3. Participates in the preparation of information and documentation for the
Warden and Director.
4. Develops and recommends solutions to facility problems appropriate to the
northern cultural and economic context.
5. Develops and recommends facility procedures to implement Divisional or
Facility policy.
6. Develops subordinate staff so as to achieve a representative and competent
workforce.
7. Deals with inmate concerns/needs appropriately.
12-09-01
Ladders
GNWT Job
EI3
230
D4(38%)
87
D2C+
87
12-09-01
Ladders
404
GNWT Job
General Characteristics
This is one of two or three senior positions reporting to the Warden in a large
adult corrections facility. The size of the facility dictates that the Facility manager
requires the assistance of this specialist manager to manage a significant portion
of the facility operation.
Knowledge of the fundamental principles involved in adult corrections is required
as are good managerial skills. Knowledge is attained generally through no less
than 5 -6 years of progressively more responsible facility experience and/or
augmented with a degree and 1 -2 years of progressively more responsible
facility experience.
Representative Activities
1. Plans for appropriate program management/development.
2. Ensures that program delivery standards are met within area of responsibility.
3. As part of the Facility Management Team, participates in the preparation of
information and documentation for the Warden and Director.
4. Develops solutions to facility problems appropriate to the northern cultural
and economic context.
5. Reviews draft divisional policy in area of expertise in light of best practices
from the standpoint of appropriate and accepted practices and standards.
6. Develops subordinate staff so as to achieve a representative and competent
workforce.
7. Deals with inmate concerns/needs appropriately.
12-09-01
Ladders
GNWT Job
EI+3
264
D4 (38%)
100
E-2C
100
12-09-01
Ladders
464
GNWT Job
General Characteristics
This is the most senior facility management position. Located at an adult or
youth secure facility, and reporting to an operations Manager, this position
manages an entire facility and its associated programs. Facility budgets range
from $1.6 million to $7 million.
Knowledge of the fundamental principles involved in either adult or youth
corrections is required as are good managerial skills. Knowledge is attained
generally through no less than 10 years of progressively more responsible facility
experience and/or augmented by a degree and 5 years of progressively more
responsible facility experience.
Representative Activities
1. Plans for appropriate program and facility management/development (new
programs to meet new needs for example).
2. Ensures that program delivery standards are met.
3. As part of the Corrections Management Team, participates in the preparation
of information and documentation for the Deputy Minister and Minister of
Justice.
4. Develops solutions to facility problems appropriate to the northern cultural
and economic context.
5. Reviews draft divisional policy in light of best practices from the standpoint of
appropriate and accepted practices and standards.
6. Plans for the development of facility staff so as to achieve a representative
and competent workforce.
7. Approves the conditional release of inmates under certain circumstances,
recommends conditional release in others.
8. Crisis Management as necessary.
9. Deals with inmate concerns/needs appropriately.
12-09-01
Ladders
GNWT Job
FI3
304
D4 (38%)
115
E1P
152
+2
12-09-01
Ladders
571
GNWT Job
Operations Manager
General Characteristics
This is the most senior operational manager. Although located at Corrections
HQ and reporting to a Director responsible for all Corrections Operations, this
position manages an entire facility based corrections program (adult or youth
corrections facilities and programs). Total adult and youth corrections program
budgets range between $6 million and $15 million.
Knowledge of the fundamental principles involved in either adult or youth
corrections is required as are strong managerial skills. Knowledge is attained
through no less than ten years of facility experience of which the last 2-3 need to
be at the facility management level and/or augmented by a degree and 5 years
experience 2-3 of which need to be at the facility management level.
Representative Activities
1. Plans,
from
a
strategic
management/development.
standpoint,
program
and
facility
12-09-01
Ladders
GNWT Job
FII-3
350
E4(43%)
152
Work has a well defined frame of reference (legal and policy). Developing solutions
require true analysis .
Accountability
E-3P
230
+3
12-09-01
Ladders
732
GNWT Job
LEGAL COUNSEL
(without WC)
900-999
800-899
650-799
550-649
450-549
370-449
320-369
270-319
230-269
190-229
160-189
130-159
70-129
12-09-01
Job Ladders
Legal Counsel - 1
GNWT
12-09-01
Job Ladders
Legal Counsel - 2
GNWT
SCOPE
It is quite common for only a small difference to exist in the key responsibilities of
the various levels of Legal Counsel, with the primary difference being the scope
of the job. It is therefore crucial to clearly identify the difference in scope
between the different levels. This will ensure that jobs are accurately described
and incumbents are aware of what is expected from them and what they have to
do to move to the next level (if jobs are available). It is also important as a basis
to differentiate between job size.
For example, the litigation services provided by various Legal Counsel may
range from relatively basic to quite complex in nature. It is important to realize
that the complexity does not change the purpose or responsibilities of the job, but
should be reflected when describing the scope of the job. Written this way, the
responsibilities are relatively neutral for different levels of Legal Counsel, while
the scope determines the primary differences between jobs. Based on the scope
of the job, appropriate levels of know how, skills and abilities can then be
determined.
Typical scope factors are:
Factors
Supervision provided
Nature of the work
Complexity
12-09-01
Job Ladders
Legal Counsel - 3
GNWT
The following table identifies some typical qualifications with respect to scope for
the different job levels.
Entry
Supervision provided
Nature of the work
Complexity
Very Close
Full
Qualified
Close
Routine
Routine
Low
Low
Seasoned
Senior
Expert
At
milestones
Moderately
Varied
Global
Global
Varied or
highly
specialized
High
Moderate
High
12-09-01
Job Ladders
Legal Counsel - 4
GNWT
General Characteristics
A Legal Counsel with little or no prior legal experience. Requires an LLB degree
and has been newly admitted to the bar. Competence has yet to be
demonstrated. Receives very close supervision (careful consideration to the
nature of assignments, requirements for consultation, checking of progress and
final products) from the Director or Senior Legal Counsel. Assignments are
clearly outlined, and work is reviewed in detail.
Focus is on uncomplicated matters. Is assigned to routine tasks, handles files
where directly applicable precedents exist.
Representative Activities
1. Performs research and provides advice on routine legal questions or issues,
or supports more senior Legal Counsel.
2. Prepares and signs opinions regarding routine legal matters.
FI2
264
Requires an understanding of the law and of the practice of law. Assignments are
generally quite specific and generally involve a single stakeholder.
Problem Solving
E3(38%)
100
Almost all assignments are in areas with clear precedents. Problem solving is generally
a question of finding rather than developing an answer.
Accountability
D3C
100
12-09-01
Job Ladders
Legal Counsel - 5
464
GNWT
12-09-01
Job Ladders
Legal Counsel - 6
GNWT
F+I2
304
Requires a well developed understanding of the practice of law . In general there are
small numbers of stakeholders involved in assignments.
Problem Solving
E4(43%)
132
Precedents provide a well defined frame of reference from which work results will flow.
Analysis and evaluative thinking is required to arrive at solutions to problems/
questions.
Accountability
E3C
152
+1
12-09-01
Job Ladders
Legal Counsel - 7
588
GNWT
General Characteristics
Legal Counsel with sufficient experience (usually five or more) to demonstrate full
competence in applying legal skills consistent with the role of public legal counsel
in the NWT context. Receives general direction from the Director. Independent
judgement is exercised. Areas of specialization are being developed, not an
acknowledged legal expert in any field.
The focus is on legal matters of recognized complexity and facts that are
occasionally in question, for which considerable legal judgment, experience and
independent reasoning is required. At this level files/projects are seen through
to completion inclusive of dealing with any follow-up or ancillary issues.
Representative Activities
1. Performs research, provides advice and guidance on more complex legal
questions or issues.
2. Prepares final drafts of complex legal documents/legislation and prepares and
signs legal opinions.
3. Supervises the preparation of the defense in litigation. Conducts court trials
and recommends whether a case should be tried or settled.
4. Maintains contact with several client departments to render opinions, to
consult and advise and to draft legislation/regulations, occasionally without
supervision or consultation.
5. May provide direction to other counsel or contract counsel.
12-09-01
Job Ladders
Legal Counsel - 8
GNWT
FII2
350
Requires a well developed understanding of the theories and principles of law that
comes from having a significant amount of experience in the practice of law. There are
generally a limited number of stakeholders involved in work done at this level. May
provide services to a number of departments in a number of subject areas or be
somewhat specialized in providing specific types of services to a single client
department.
Problem Solving
E4(43%)
152
Many issues are without clear precedent and require strategic thought and an
evaluative/interpretive approach.
Accountability
E3+C
175
+1
12-09-01
Job Ladders
Legal Counsel - 9
677
GNWT
General Characteristics
Legal Counsel with substantial experience (usually ten or more years) who can
demonstrate a fully realized competence in applying legal skills consistent with
the role of public legal counsel in the NWT context, plus evidence of maturity and
judgement to help analyze and solve legal problems and deal with more complex
issues.
Is a recognized specialist in a field of law or may be qualified as both a lawyer
and in an additional field of expertise (for example, an accounting designation).
Representative Activities
1. Works closely with the Director/Client/Deputy Minister to evaluate legal
impact of major decisions where applicable law, regulations, or facts of a case
are unclear, controversial, or conflicting.
2. Writes legal opinions or drafts legislation/regulations that sometimes require
extensive research of statutes, regulations, or court decisions in complex
areas of the law.
3. Prepares defense position. Litigation usually involves complex or difficult
issues that require a high degree of original and constructive legal effort as
they are resolved.
4. Continues usual lawyers functions of research, preparing legal documents,
negotiating with outside parties, rendering opinions, consulting with and
advising client departments, and representing the department in dealing with
others.
5. Explains problems, ideas and concepts to junior Legal Counsel that are to be
incorporated into work assignments.
6. Briefs the Minister of Justice, Cabinet, and the Deputy Minister on matters of
global interest to the Government.
7. May provide direction to other counsel or contract counsel.
12-09-01
Job Ladders
Legal Counsel - 10
GNWT
FII3
400
Requires a broad understanding of the theories and principles of the law. May have
significant experience in one or more areas of law or one or more areas of
specialization (ie law and accounting). There are multiple stakeholders and the need
for much consultation at this level. Client needs may vary significantly.
Problem Solving
E4(50%)
200
Work at this level generally takes place in an environment which is complex but where
there are generally some precedents, which provide a good general frame of reference.
Solutions to problems are generally found through the analysis of legal precedent and
the development of opinions/positions, which flow from what has gone before but which
takes the thought to a new level.
Accountability
E+4C
230
+1
12-09-01
Job Ladders
Legal Counsel - 11
830
GNWT
General Characteristics
Legal Counsel who is a recognized expert in complex fields of law. Opinions and
guidance are sought by other Counsel working in related areas. Typically
requires an in-depth understanding of the governments operations and
interrelationships.
Is a recognized Government authority who performs special legal assignments of
major importance in a highly complex legal field. May be assigned to work as
Counsel for one or more departments, but generally handles the most complex
matters overall. Work involves facts that are open to various interpretations;
applicable precedents do not exist and the law does not specifically relate to or
regulate the particular situation. The matters in question usually have a highly
significant impact on Government operations, strategies or finances.
Representative Activities
1. Works closely with the Director to evaluate changes in laws and regulations,
their impact on the department, and develops departmental positions on such
changes.
2. Conducts detailed legal analysis to determine what needs to be done to build
positions and cases that will prevail in court and to create and find
interpretations and strategies that can accomplish the aims of the
Government.
3. Frequently give immediate answers from accumulated knowledge and
experience without the opportunity to research the law.
4. Directs major and unique Government litigation.
5. Remains available for consultation by more junior Legal Counsel. Briefs
Cabinet, Ministers and Deputy Ministers regarding complex legal questions,
legislation or litigation.
6. May provide direction to other counsel or contract counsel.
12-09-01
Job Ladders
Legal Counsel - 12
GNWT
G-II3
460
Requires a broad knowledge of the law that comes from significant and varied
experience.
Is a recognized expert in the organization.
There are multiple
stakeholders involved in the legal work at this level and varied interests: political;
financial and legal.
Problem Solving
F4(50%)
230
Problems encountered at this level require thinking at the highest strategic levels.
Planning is coordinated at senior levels in the Government and typically, little or no
direct precedent exists in the areas of law in which this position practices.
Accountability
E5C
264
The impact of the work at this level is contributory to the operation of Government. An
individual contributor with the ability to influence significant decisions.
Short Profile
+1
12-09-01
Job Ladders
Legal Counsel - 13
954
GNWT
POLICY OFFICERS
(without WC)
900-999
800-899
650-799
550-649
450-549
370-449
320-369
270-319
230-269
190-229
160-189
130-159
70-129
09/12/01
Project Leader
Policy Officer Expert
Policy Officer - Senior
Policy Officer - Seasoned
Policy Officer Fully Qualified
Policy Officer - Entry Level
Policy Officers - 1
09/12/01
Policy Officers - 2
New policies or
reengineering?
Complexity?
Number of projects in
different stages of
development
In the following table we tried to identify some typical qualifications for the
different job levels as indicators for describing scope levels. It is not necessary
that the levels differentiate for each qualification.
Entry Level
Full Qualified
Level
Seasoned
Level
Senior
Expert
Supervision
provided to the job
Very Close
Close
At milestones
Global
Global
Breadth
Small
Small
Different
areas
Most or all
areas
New Policies or
reengineering
Reengineeri
ng
Reengineering
New
New
New
Complexity
Low
Low
Moderate
High
High
Number of projects
in different stages
of development
09/12/01
Policy Officers - 3
09/12/01
Policy Officers - 4
General Characteristics
An entry-level position. Performs assignments that are low in complexity and
receives very close supervision and guidance. Focus is on data gathering and
reengineering already existing policies. Performs assignments in support of
higher-level policy developers and provides information to the field.
Knowledge of the fundamental principles in a specific field is required.
Representative Activities
1. Gathers data, analyzes and interprets provincial policies.
2. Supports more seasoned policy officers in developing design criteria and
identifying policy options.
3. Supports more seasoned policy officers in their presentation to and
discussion with relevant stakeholders.
4. Provides information to relevant stakeholders, once the policy is approved.
5. Manages parts of projects that focus on re-engineering existing policies and
contributes to projects that focus on developing new policies that go to
Cabinet and Legislative Assembly for approval.
6. Supports departmental management by developing briefing material.
09/12/01
Policy Officers - 5
E-I2
175
First job level for Policy Officers. Although interacting with others inside and outside
the department, the job focuses on data, and is positioned such that it does not
require the highest level of interpersonal skills.
Problem Solving
D3(29%)
50
D-1C
50
Findings and advice are subject to well-defined practices and procedures as well as
supervisory review.
Short Profile
09/12/01
Policy Officers - 6
275
General Characteristics
The first full working level. Performs assignments that are low in complexity and
receives close supervision and guidance. The focus is on data gathering and
reengineering already existing policies. Also performs assignments in support of
higher level policy developers and provides information to the field.
Knowledge of the fundamental principles in a specific field is required.
Knowledge is augmented by work experience.
Representative Activities
1. Gathers data, analyzes and interprets provincial policies.
2. Supports more seasoned policy officers in their presentation to, and
discussion with, relevant stakeholders.
3. Provides information to relevant stakeholders, once the policy is approved.
4. Manages projects that focus on re-engineering existing policies and
contributes to projects that focus on developing new policies that go to
Cabinet and Legislative Assembly for approval.
5. Supports departmental management by developing briefing material.
09/12/01
Policy Officers - 7
EI2
200
Full qualified level. Although interacting with others inside and outside the department,
the job focuses on data and is positioned such that it does not require the highest level
of interpersonal skills.
Problem Solving
D3(33%)
66
D1+C
66
Findings and advice are subject to defined practices and procedures as well as
supervisory review.
Short Profile
09/12/01
Policy Officers - 8
332
General Characteristics
A seasoned position.
Performs assignments with moderate complexity.
Supervision is provided at milestones. Typically covers one area of expertise or
different policy areas as a generalist and spends a significant amount of time on
analysis and developing new policies.
Knowledge of the fundamental principles in a specific field is required.
Knowledge is augmented by significant work experience.
Representative Activities
1. Monitors developments (political, economic, and sociologic).
2. Evaluates programs (including effectiveness and efficiency) and reviews
emerging needs with stakeholder involvement.
3. Develops design criteria and identify policy options.
4. Manages projects that focus on re-engineering existing policies and
contribute to projects that focus on developing new policies that go to Cabinet
and Legislative Assembly for approval.
5. Coordinates policy development and implementation within and across
departments to ensure consistency of interpretation.
6. Presents and discusses policy development with relevant stakeholders at
different stages of policy development.
7. Supports departmental management by developing briefing material.
09/12/01
Policy Officers - 9
E+I2
230
Deep knowledge of one subject or broad knowledge of many subjects. High level of
interaction with stakeholders, less focus on data.
Problem Solving
E3(38%)
87
D+2C
87
09/12/01
Policy Officers - 10
404
General Characteristics
A senior position. Performs assignments with high complexity. Supervision is
provided at milestones and only global. Typically covers one or two areas of
expertise or different policy areas as a generalist and spends a significant
amount of time on analysis and developing new policies.
Knowledge of the fundamental principles in a specific field is required.
Knowledge is augmented by significant work experience (7-9 years). Well
recognized for specialized knowledge.
Representative Activities
1. Strategic and business planning.
2. Analyzes to influence federal policies and policies in other jurisdictions and to
determine the impact on other departments.
3. Monitors developments (political, economic, and sociologic).
4. Evaluates programs (including effectiveness and efficiency) and reviews
emerging needs with stakeholder involvement.
5. Identifies priorities for policy changes.
6. Develops design criteria and identifies policy options.
7. Primarily manages projects that focus on developing new policies that go to
Cabinet and Legislative Assembly for approval.
8. Coordinates policy development and implementation within and across
departments to ensure consistency of interpretation.
9. Presents and discusses policy development to relevant stakeholders in
different stages of policy development.
10. Supports the Minister (or Liquor Board or Board of WCB) by giving advice,
developing briefing books, draft notes, etc.
09/12/01
Policy Officers - 11
E+I3
264
Has broad experience and covers more than one field of expertise. Responsible for
managing projects that focus on development of new policies.
Problem Solving
E3(38%)
100
E-2C
100
09/12/01
Policy Officers - 12
464
General Characteristics
An expert position. Performs assignments with high complexity. Supervision is
provided at milestones and only global. Typically covers most or all relevant
areas of expertise and spends a significant amount of time on developing new
policies and influencing stakeholders.
Knowledge of the fundamental principles in a specific field is required.
Knowledge is augmented by significant work experience (7-9 years). Seen as an
expert in its field and a recognized authority.
Representative Activities
1. Strategic and business planning.
2. Influences federal policies and policies in other jurisdictions and analyze their
impact on other departments.
3. Monitors developments (political, economic, and sociologic).
4. Evaluates Programs (including effectiveness and efficiency) and reviews
emerging needs with stakeholder involvement.
5. Identifies priorities for policy changes.
6. Develops design criteria and identifies policy options.
7. Primarily manages projects that focus on developing new policies that go to
Cabinet and Legislative Assembly for approval.
8. Coordinates policy development and implementation within and across
departments to ensure consistency of interpretation.
9. Presents and discusses policy development to relevant stakeholders in
different stages of policy development.
10. Drafts legislative instructions and/or reviews draft legislation.
11. Supports the Minister (or Liquor Board or Board of WCB) by giving advice,
developing briefing books, draft notes, etc.
12. Participates in federal/provincial/territorial discussions.
09/12/01
Policy Officers - 13
FI3
304
Know-How reflects the expert level for a Policy Officer or a generalist with in depth
knowledge in different fields.
Problem Solving
E4(43%)
132
Strategic thinking is core for this level. Identifies and resolves issues that are often nonconforming and without clear precedent.
Accountability
E3C
152
Contributes to results that impact across Departments and may affect a significant
portion of the northern population.
Short Profile
+1
09/12/01
Policy Officers - 14
588
Project Leader
General Characteristics
An expert position. Performs assignments with high complexity. Supervision is
provided at milestones and only global. Typically covers most or all relevant
areas of expertise and spends a significant amount of time on developing new
policies. Operates as project manager for complex assignments, bringing
expertise together from different departments and dealing with multiple
stakeholders.
Knowledge of the fundamental principles in a specific field is required.
Knowledge is augmented by significant work experience (10 years and more).
Seen as an expert in its field and a recognized authority.
Representative Activities
1. Strategic and business planning.
2. Gathers data, analyzes and influences federal policies and policies in other
jurisdictions and analyzes the impact on other departments.
3. Monitors developments (political, economic, and sociologic).
4. Evaluates programs (including effectiveness and efficiency) and reviews
emerging needs with stakeholder involvement.
5. Identifies priorities for policy changes.
6. Develops design criteria and identifies policy options.
7. Manages multidisciplinary projects with government wide impact: manages
projects which focus on developing new policies that go to Cabinet and
Legislative Assembly for approval.
8. Coordinates policy development and implementation within and across
departments to ensure consistency of interpretation.
9. Presents and discusses policy development to relevant stakeholders in
different stages of policy development.
10. Drafts legislative instructions and/or reviews draft legislation.
11. Supports the Minister (or Liquor Board or Board of WCB) by giving advice,
developing briefing books, draft notes, etc.
12. Participates in federal/provincial/territorial discussions.
09/12/01
Policy Officers - 15
FI+3
350
Know-How reflects the expert level for a Policy Officer or a generalist with in depth
knowledge in different fields. Complexity and Scope require managing multiple
functions, stakeholders and interests.
Problem Solving
E4(43%)
152
Strategic thinking is core for this level. Identifies and resolves issues that are often nonconforming and without clear precedent.
Accountability
E3+C
175
Contributes to results that impact across Departments and may affect a significant
portion of the northern population. Managerial direction outside of broad practices and
functional precedents.
Short Profile
+1
09/12/01
Policy Officers - 16
677
General Characteristics:
This position appraises, arranges and describes archival collections. This requires extensive research
and analysis of archival collections, analyzing complex inquiries and providing expert consultation. The
position maintains the Information System of the NWT Archives. The position also provides reference
and research services to the public and the private sector.
The position requires working knowledge in the area of archival or information management. This is
usually acquired through the completion of a Masters Degree in Information Management or Archival
Studies plus at least two to three years of progressive experience in the field. Requires in-depth
knowledge of relevant federal, territorial and provincial legislation, and the public service structure and
the operations of the GNWT. The incumbent will possess a thorough understanding of archival
management practices and principles. The incumbent will also have in-depth knowledge of issues
relating to the management of electronic information. The position also requires good communication,
planning, training and development skills and the ability to interpret legislation.
Representative Activities:
1. Preparing archival finding aids and Guides to Holdings based on Canadian standards Rules for
Archival Description (RAD).
2. Conducting archival appraisals for the GNWT and the private sector.
3. Appraising, arranging and describing archival collections.
4. Implementing acquisition strategies.
5. Identifying records that require conservation treatment.
6. Researching and preparing exhibits of archival collections.
Job Evaluation Rationale
Know-How
E12
200
The Job Holder will require a specialized knowledge of and skills in the area of archival sciences and will
need to understand the positions role within the Department as well as the positions impact on the
Government of the NWT and the NWT as a whole. The Job Holder will be required to communicate and
inform stakeholders of archival processes; interpret relevant legislation, guidelines and regulations for
staff, and the public; and, train or develop users on archival processes.
Problem Solving
E3(33%)
66
The Job Holder will be required to solve problems based on his/her knowledge of diversified archival
procedures and precedents where assistance is available, within varied work procedures, from senior
staff.
Accountability
D-2C
66
The Job Holder Contributes to integrity of archival collection as part of a team. S/he has the Latitude to
choose proper course of action from within varied work procedures. Work may be subject to supervisory
review.
Short Profile
=
332
Territorial Librarian
General Characteristics:
The recognized expert in the field, the Territorial Librarian focuses primarily on the provision of library
services across the Northwest Territories and collections management. Coordinates the operation of all
community based libraries; plans, directs and coordinates library service delivery; and develops library
services programs throughout the Northwest Territories.
As the senior librarian position in the public sector, the Territorial Librarian requires expert knowledge in
the area of Library Management. This is usually acquired through the completion of a Masters Degree in
Library Science plus at least seven years of progressive experience in the management of libraries and
the provision of library services. The position requires an integral knowledge of inter and intra
jurisdictional relationships; library theory and practice; and territorial, federal and provincial legislation.
Requires knowledge of public relations and a familiarity with northern social-demographics. Requires
specialized knowledge of library and information management policies, procedures, practices and theory.
Representative Activities:
1. Facilitating the development and delivery of NWT library programs and services.
2. Coordinating the monitoring, evaluation and updating of library programs and strategies.
3. Facilitating the development of policies, procedures, standards and guidelines for NWT Library
Services.
4. Maintaining effective contact with clients, customers and suppliers.
5. Proving functional support to local Library Boards.
6. Reviewing and evaluating current legislation, regulations and policies.
7. Coordinating the preparation of needs assessment studies.
8. Developing and maintaining effective relations with communities, industry, aboriginal groups and the
public.
9. Providing management consultation to community and school libraries.
10. Coordinating the provision of training programs for library staff.
11. Exercising administrative, budgetary, and supervisory controls to ensure the effective operation of
the NWT Library System.
12. Monitors and implements legislative trends and new technologies.
13. Strategic planning.
Job Evaluation Rationale
Know-How
F13
304
The Job Holder must possess an expert knowledge of Library Sciences in order to provide a variety of
library services throughout the entire NWT. The Job Holder must be aware of his/her role within the
GNWT and the NWT as a whole and s/he must be able to convince communities to take advantage of
programs and services (ie: literacy) available through the Territorial Librarian. The Job Holder
contributes at the organizational level.
Problem Solving
E4(43%)
132
Strategic thinking is key for this level. The Job Holder identifies and resolves issues that are often nonconforming and without clear precedent.
Accountability
D+2P
152
The Job Holder is primarily accountable to the work of a small number of employees and for the library
holdings (collection) within the NWT. In addition, the Job Holder contributes to overall organizational
results where s/he is subject to broad practices, procedures and to managerial direction
Short Profile
+1
Advisory, consultative role. In addition: directing role in implementation
Total without working conditions
588
Short Profile
Process oriented
Total without working conditions
0
332
General Characteristics:
Provides advice, assistance and training to GNWT departments, boards and agencies to manage their
recorded information in accordance with relevant legislation, procedures, standards and guidelines.
Assists departments, boards and agencies to develop strategic plans to manage their recorded
information. Authorizes the transfer of records into records centers and reviews and authorizes the
physical disposition of all government records. Develops records classification and retention schedules
for the GNWT. Ensures that government records centers operate efficiently and that records security and
confidentiality is maintained.
The position requires working knowledge in the area of records or information management. This is
typically obtained through completion of a Masters degree in Records or Information Management plus
two to three years of progressive experience or a recognized 2 year post- secondary program in records
management and four years of progressive experience. The incumbent will possess a thorough
understanding of records management practices and principles. The incumbent will also have in-depth
knowledge of issues relating to the management of electronic information. The position also requires
good communication, planning, training and development skills and the ability to interpret legislation.
Representative Activities:
1.
2.
3.
4.
5.
Short Profile
+1
Advisory, consultative role. In addition: directing role in implementation
Total without working conditions
588
15.
General Characteristics:
Coordinates the provision of advice, assistance and training on the management of recorded/archival
information throughout the GNWT. Ensures recorded information and archival holdings of the
Government of the Northwest Territories are managed according to all relevant federal, provincial and
territorial legislation and professional standards. Assists departments, boards and agencies to develop
strategic plans to manage their recorded information. Processes requests received under the Access to
Information and Protection of Privacy Act (ATIPP) for archival records and records ready for disposition.
The position requires expert knowledge in the area of records, archival or information management. This
is usually acquired through the completion of a Masters degree in Records/Information Management or
Archival Studies plus at least four to five years of progressive experience in the field. Possesses
thorough knowledge of relevant federal and territorial legislation (e.g. Access to Information and
Protection of Privacy, Archives Act, and Copyright Legislation). The incumbent will also have in-depth
knowledge of issues relating to the management of electronic information. Requires in-depth knowledge
of the public service structure and the operations of the GNWT.
Representative Activities:
1. Provides advice and assistance, and develops and delivers training, to departments, boards and
agencies.
2. Manages the holdings of the NWT Archives or GNWT records centers and develops collection
management strategies.
3. Develops and maintains the Information Management System of the NWT Archives. (Senior
Archivist).
4. Coordinates the implementation and maintenance of the GNWTs electronic document management
and records management tracking system, iRIMS. (Senior Records Analyst).
5. Provides research and public relations services.
6. Develops procedures, standards, guidelines and, manuals; and develops records classification and
retention systems for departments, boards and agencies.
7. Promotes management of records across the GNWT and the Northwest Territories.
8. Reviews new technologies and recommends changes to business practices.
9. Analyses and develops effective methods of arrangement and description.
10. Supervises staff.
Job Evaluation Rationale
Know-How
E+12
230
The Job holder is a specialist in the area of records management/archival sciences. As a result, the Job
Holder will be required to communicate and inform employees, management and the public on records
management (possibly ATTIP requests as well)/archives processes and implement relevant guidelines,
regulations and policies. The Job Holder must be aware of the impact his/her position will have on other
positions within the Department as well as the Government as a whole. The Job Holder is also
responsible for training and developing junior staff on records management/archival processes.
Problem Solving
E3(38%)
87
Work challenges are resolved within the parameters of broad practice and defined records/archival
management procedures. The Job holder is often required to search for solutions within a general
framework of policy and/or legislation.
Accountability
D+2C
87
The Job Holder has latitude to choose appropriate courses of action although generally, findings and
advice are subject to accepted practices and regulations. Broad issues are subject to management
review.
Short Profile
Advisory, consultative role
Total without working conditions
0
404
Library Technician
General Characteristics:
Assists users and provides support in accessing departmental library resources and provides reference
services for GNWT employees, NWT residents and other users. Catalogues new acquisitions based on
established standards and practices. Controls access to library materials within a Department, Board or
Agency. Typically requires the completion of a 2-year college library technician program plus one to two
years experience.
This may function as a librarian in a Department, Board or Agency with control over a small library with a
limited collection (non-specialized).
Representative Activities:
1. Performs manual and on-line reference searches, processes inter-library loans and performs other
functions to assist users in accessing materials.
2. Catalogues new library materials under the direction of a librarian.
3. Assists in the acquisition process to acquire materials for a library.
4. Provides inter-library loan services for books and audio visual materials including.
5. Maintains circulation controls on library materials, monitoring overdue materials.
6. Provides training and supervision to casual employees, volunteers or summer students.
7. Provides related clerical and administrative support.
Job Evaluation Rationale
Know-How
D11
132
The Job Holder will be required to apply moderately complex procedures and systems requiring some
specialized technical skills in the area of library sciences. The Incumbent should be aware of his/her role
within a Department, Board or Agency and must be able to provide information and basic advice is a
polite and courteous manner.
Problem Solving
D2(25%)
33
Work challenges are resolved based on routine procedures and practice. Assistance is readily available
for unique problems.
Accountability
C-1C
33
The Job Holder contributes to the operation of a generalized library within a Department, Board or
Agency and works within standardized procedures with supervision of end results
Short Profile
=
Process oriented
Total without working conditions
198
Library Clerk
General Characteristics:
Assists users in accessing library resources and provides reference services for GNWT employees, NWT
residents and other users. Assists a Librarian in the cataloguing of new acquisitions based on
established standards and practices. Controls access to library materials within a Department, Board or
Agency. Typically requires the completion of a 2-year college library technician program plus one or more
year of experience.
This is typically a clerk position providing assistance and support to a more senior Departmental
Librarian.
Representative Activities:
1. Performs manual and on-line reference searches, processes inter-library loans and performs other
functions to assist users in accessing materials.
2. Assists in the cataloguing of new library materials under the direction of a librarian.
3. Assists in the acquisition process to acquire materials for a library.
4. Maintains circulation controls on library materials, monitoring overdue materials.
5. Provides related clerical and administrative support.
Job Evaluation Rationale
Know-How
D-11
115
The Job Holder will be required to apply moderately complex procedures and systems (some of which
may be well defined) requiring some specialized technical skills in the area of library sciences. The
Incumbent should be aware of his/her role within a Department, Board or Agency and must be able to
provide information and basic advice is a polite and courteous manner.
Problem Solving
C2(22%)
25
Work challenges are resolved based on established procedures and practice. A librarian is usually
available to help with unusual problems.
Accountability
C-1C
33
The Job Holder contributes to the operation of a generalized library within a Department, Board or
Agency and works within standardized procedures with supervision of end results
Short Profile
+1
Strong process oriented
Total without working conditions
173
Archival Technician
General Characteristics:
Assists users in accessing archival resources and provides reference services for GNWT employees,
NWT residents and other users. Assists archivists in cataloguing new acquisitions. Controls access to
library and archival materials. Drafts and finalizes finding aids for simple collections within the archival
collection. Typically requires the completion of a 2-year college archival technician program plus one to
two years experience.
Representative Activities:
1.
2.
3.
4.
5.
6.
Seasoned Librarian
General Characteristics:
Develops programs, policies and procedures and collections acquisition strategies. Develops, organizes
and maintains library collections and facilitates the provision of reference and advisory services for
GWNT employees, NWT residents and other users. This is the most senior library position that provides
services to both the public service and the general public. Supervises staff.
A well seasoned professional requiring a level of knowledge generally acquired through the completion of
a Masters degree in Library Science plus a minimum of five years progressive experience in collection
development and library management within a specialized area (ie: Legal, Medical or Social Sciences
fiesls). Requires specialized knowledge in library and information policies, procedures and professional
standards. Requires excellent analytical and research skills and supervisory experience.
Representative Activities:
1. Develops collection management and acquisition strategies for library materials in a specialized field.
2. Develops policies and procedures relating to the administration of a specialized Departmental
Library.
3. Monitors and evaluates library programs and strategies, and updates them as required.
4. Approves the acquisition of books, periodicals, audio-visual and other materials for inclusion in library
collection.
5. Coordinates the preparation, classification and cataloguing of topic specific library materials.
6. Facilitates the development of reading lists, bibliographies, indexes, guides and other finding aids.
7. Develops systems to access library materials throughout the NWT.
8. Provides specialized programs such as the monitoring and circulation of topical information
customized to user requirements.
9. Facilitates the provision of reference services.
10. Manages day-to-day operations of a departmental library (administrative, budgetary and supervisory
controls).
11. Supervises staff.
General Characteristics:
Develops, organizes and maintains departmental library collections and provides advisory services for
GWNT employees, NWT residents and other users.
A fully qualified professional requiring a level of knowledge generally acquired through completion of a
Masters degree in Library Science plus two to three years of progressively responsible experience.
Requires working knowledge of library and information management theory and practice, and policies,
procedures and professional standards. Excellent research and analytical skills
Note: A fully qualified librarian is typically a departmental librarian with a non-specialized library or a
librarian who reports to a seasoned librarian.
Representative Activities:
1. Recommends stand alone purchases and acquisition of books, periodicals, audio-visual and other
materials for inclusion in the library collection.
2. Classifies and catalogues library materials.
3. Prepares reading lists, bibliographies, indexes, guides and other finding aides.
4. Develops systems to access library materials.
5. Provides specialized programs such as the monitoring and circulation of topical information
customized to user requirements.
6. Performs manual and on-line reference searches, makes inter-library loans and performs other
functions to assist users to access library materials.
7. Maintains circulation controls on library materials, monitoring overdue materials.
(without WC)
900-999
800-899
650-799
550-649
450-549
370-449
320-369
270-319
230-269
190-229
160-189
130-159
70-129
December 1, 2002
Page 1 of 12
December 1, 2002
Page 2 of 12
DI2
152
Advanced skills and knowledge in traditional and non-traditional harvesting practices and living
on the land skills in assigned District. This know-how is acquired through oral teaching and
example from older more experienced individuals usually community elders who have spent
their lifetime in the traditional economy on the land. Understanding of departmental research,
management, development and enforcement practices. Strong communication skills to
reconcile traditional and non-traditional views on renewable resource management.
Problem Solving
C3- (25%)
38
Delivery of program activities entails application of procedures and practices. On-theland/water situations arising from poor weather, mechanical problems, etc. requires sound
judgement and ability to find solutions within procedures and precedents. Unusual problems
referred to RROII, RROIII or Manager, Wildlife & Fisheries.
Accountability
C2-C
43
Short Profile
+1
Individual contributor that is authorized to make decisions within its field of expertise in
an enforcement, regulatory or investigative capacity. These jobs implement programs
and activities, including on the land patrols in support of the traditional economy. Their
freedom to act is limited by the legal and program framework within which they
operate.
Total without Working Conditions
December 1, 2002
233
Page 3 of 12
Wildlife Technician II
General Characteristics
Assists the Regional Wildlife Biologist in conducting studies on assigned species,
conducting laboratory analysis of specimens, collecting data and assisting in both
data analysis and writing internal reports and technical publications.
This position requires:
! Specialised knowledge of biology, wildlife ecology, population dynamics and
wildlife habitat studies.
! Solid knowledge of and ability to apply experimental design and statistical
analysis.
! Knowledge of wildlife laboratory techniques including diet analysis, histology,
and necropsy procedures.
! Knowledge of current methods of data tabulation, analysis, presentation and
computer applications.
! Broad experience with survival skills and abilities in living on the land
activities including, mobile equipment operation and repair, camping,
navigation and wilderness survival. Ability to work under harsh field
conditions.
! Understanding of traditional knowledge and culture, as well as western
scientific principles, conservation and resource development issues.
! Ability to interact and work with wildlife users and HTO's.
! Ability to communicate research information through written and oral means
to various audiences regularly.
! Skills with the safe use of firearms, including eligibility for a Firearms
Acquisition Certificate.
! Valid Drivers License.
! These knowledge, skills and abilities are usually acquired through a college
technical diploma in a renewable resource program and two to three years of
related field experience.
Representative Activities
! Collects data on abundance, reproduction, behaviour, mortality, harvest,
range inventory, habitat use, development impacts, and health of wildlife as a
basis for management programs.
! Conducts laboratory analysis of biological specimens and tabulates results for
interpretation.
! Assists in writing wildlife management study reports and publications for
technical reports and journals. Prepares written and oral presentations for
various audiences.
! Assists in designing and implementing wildlife management studies to provide
information for management programs.
December 1, 2002
Page 4 of 12
December 1, 2002
332
Page 5 of 12
December 1, 2002
Page 6 of 12
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
December 1, 2002
Page 7 of 12
E-I2
175
Problem Solving
D3+(33%)
57
High level of understanding of resource based activities in the District. Solutions to problems
are generally covered by clear but diversified functional rules, procedures and guidelines. Field
problems such as control of fire, response to problem wildlife, discretion in compliance issues
are handled in isolation and require problem analysis and solution which may require a search
for solution within an area of known experience. Unusual problems referred to RROIII or
Manager, Wildlife & Fisheries.
Accountability
D2-C
66
Responsible for delivery of programs directed towards resource management, protection and
development activities in the District. Incumbent is accountable for decisions made in the field
involving public safety, and the expenditure of large dollar amounts. Co-ordination and
facilitation role predominant with occasional requirement to make final decisions (i.e.:
compliance, problem wildlife and forest fire activities). Results affect the departments client
base, the public, with respect to program service and public safety.
Short Profile
+1
December 1, 2002
298
Page 8 of 12
Page 9 of 12
December 1, 2001
404
Page 10 of 12
Page 11 of 12
EI3
230
Problem Solving
E3- (33%)
76
Accountability
D1P
100
Short Profile
+2
December 1, 2002
406
Page 12 of 12
SOCIAL WORKERS
Hay Point
Range
(without WC)
900-999
800-899
650-799
550-649
450-549
370-449
320-369
270-319
230-269
190-229
160-189
130-159
70-129
12-09-01
Social Workers - 3
12-09-01
Social Workers - 4
CI2
115
Knowledge of well-defined social services practices and work routines. Interacts with
others during the administration or provision of social services programs within a
community.
Problem Solving
C3(25%)
29
C-1C
33
Provides a supporting service to Social Workers and clients through established work
routines.
Short Profile
+1
Process orientation.
Total without Working Conditions
12-09-01
Social Workers - 5
177
12-09-01
Social Workers - 6
E-I3
200
D3(29%)
57
D-2C
66
Findings and advice are subject to standardized practices and procedures as well as
supervisory review.
Short Profile
+1
12-09-01
Social Workers - 7
323
12-09-01
Social Workers - 8
EI3
230
E3(33%)
76
D3-C
87
+1
12-09-01
Social Workers - 9
393
12-09-01
Social Workers - 10
EI3
230
Requires advanced knowledge of social work theory and techniques. Complex case
loads and participation in case planning results in a higher level of interaction with
clients and stakeholders (focus on highest level of human relation skills).
Problem Solving
E3(38%)
87
D3C
100
Contributes to client well being and provision of community services by following broad
procedures and practices covered by precedents.
Short Profile
+1
12-09-01
Social Workers - 11
417
12-09-01
Social Workers - 12
FI3
3040
Sound theoretical and practical knowledge of social work principles, concepts and
available systems. Highest HR skills required for the leadership and guidance
provided to community based social workers.
Problem Solving
E3(38%)
115
E-3C
132
Collaborates with Senior Management to obtain end results within some broad
practices and procedures covered by functional precedents
Short Profile
+1
12-09-01
Social Workers - 13
551
TRADES
12-09-01
Trades - 0
Trades Matrix
As you match your jobs, refer to this Job Family Matrix illustrating the hierarchies of
Model Jobs in this GNWT Job Family.
Hay Point
Range
Managers/
Supervisors
Trades
(without WC)
900-999
800-899
650-799
550-649
450-549
Facilities Manager
370-449
District Superintendent
320-369
Maintenance
Coordinator A
Maintenance
Coordinator B
270-319
230-269
Foreman
Operating Engineer III
Electrician
Heavy Duty Mechanic
Operating Engineer II
Settlement Maintainer
Maintenance Carpenter
Plumber/Gas Fitter/Oil
Burner Mechanic
Plumber
Welder
Operating Engineer I
Equipment Operator (Lead
Hand)
Equipment Operator
Maintenance Craftsperson
Partsman
190-229
160-189
130-159
70-129
12-09-01
Trades - 1
Partsman
General Characteristics
Identifies, orders, handles, warehouses and catalogues parts and assemblies
used in the maintenance and repair of heavy duty and automotive equipment and
related machinery. Purchases and warehouses additional supplies related to the
departments function.
Representative Activities
1. Warehouses and controls computerized inventories.
2. Utilizes and maintains parts catalogues
3. Processes orders from shop personnel, phone or mail orders from field
camps or road crews.
4. Ensures accuracy of orders by confirming parts and supplies required with
reference to available sources.
5. Loads and unloads freight shipments; picks up parts, issues tools and
operates a forklift.
C+N1
87
Practical knowledge of equipment, parts and assemblies used in the maintenance and
repair of heavy duty and automotive equipment. Individual contributor assigned to
complete tasks.
Problem Solving
C2(22%)
19
Work is well defined and involves similar situations. Unusual problems are referred to
the Supervisor. Due to isolation, may require creative solutions in the short term (i.e.
jerry-rigging)
Accountability
BM+C
22
+1
Process orientation.
Total without Working Conditions
12-09-01
Trades - 2
128
12-09-01
Trades - 3
Maintenance Craftsperson
General Characteristics
Performs a variety of minor building maintenance functions such as carpentry,
plumbing, locksmithing, masonry, sheet metal, roofing, painting and snow
removal.
In general the work requires a sound understanding of the maintenance history of
the building, equipment and other facilities to be maintained.
The work is governed by the following Acts or Regulations:
Aerodrome Security Regulations
National Building Code
Representative Activities
1. Conducts regular inspections of buildings for the purpose of identifying
deficiencies.
2. Performs minor maintenance and repairs to Government buildings such as
repairing or replacing doors, windows, installing locks, etc.
3. Completes records for all maintenance and repairs done.
4. Operates light and heavy equipment for snow removal.
5. Maintains an inventory of supplies, tools and equipment.
6. Assists other trades in the functions of their work.
12-09-01
Trades - 4
C+N1
87
B2(22%)
19
Work is defined by detailed rules and guidelines. Problems are referred to the
Supervisor. Due to isolation, may require creative solutions in the short term (i.e.
jerry-rigging)
Accountability
BM+C
22
+1
Process orientation.
Total without Working Conditions
12-09-01
Trades - 5
128
Equipment Operator
General Characteristics
Operates a variety of equipment to maintain the highway/airport system to its
designed capacity to enable safe and efficient travelling conditions. Performs
road/airport patrols, gathers information and provides condition reports to the
Supervisor.
Normally, the work requires a good understanding of road/airport maintenance
techniques and the ability to effectively operate differing types of equipment
acquired through a minimum of several years on-the-job earthworks construction
experience (damns, roads, airports, open pit mining, railroads).
Representative Activities
1. Operates a wide variety of equipment for the purpose of repairing and
maintaining gravel and asphalt surfaces; removing snow, ice, water and other
impediments from those surfaces; repairing, replacing ditches and drainage
structures; and constructing and maintaining seasonal roads.
2. Performs preventative maintenance on equipment and the airport/highway
system. Priority consideration is always given to the safety of the travelling
public.
3. Ensures that safety practices are followed for the travelling public. Will set up
these practices as and when required. In most instances, if unsafe conditions
are recognized, the District Superintendent will be contacted to implement
and repair the conditions.
4. May be required to provide Labourer services as needed.
12-09-01
Trades - 6
C+N1
B2(22%)
87
Individual contributor
19
Work is defined by detailed rules and guidelines. Problems are referred to the
Supervisor. Due to isolation, may require creative solutions in the short term (i.e. jerryrigging)
Accountability
B1C
25
+2
12-09-01
Trades - 7
131
General Characteristics
Operates a variety of equipment to maintain the highway/airport system to its
designed capacity to enable safe and efficient travelling conditions. This is not a
management position, but acts as lead-hand on project teams on a daily basis.
Performs road/airport patrols, gathers information and provides condition reports
to the Supervisor.
Normally, the work requires a good understanding of road/airport maintenance
techniques and the ability to effectively operate differing types of equipment
acquired through a minimum of several years on-the-job earthworks construction
experience (damns, roads, airports, open pit mining, railroads).
Representative Activities
1. Operates a wide variety of equipment for the purpose of repairing and
maintaining gravel and asphalt surfaces; removing snow, ice, water and other
impediments from those surfaces; repairing, replacing ditches and drainage
structures; and constructing and maintaining seasonal roads.
2. Performs preventative maintenance on equipment and the airport/highway
system. Priority consideration is always given to the safety of the travelling
public.
3. Ensures that safety practices are followed for the travelling public. Will set up
these practices as and when required. In most instances, if unsafe conditions
are recognized, the District Superintendent will be contacted to implement
and repair the conditions.
4. May be required to provide Labourer services as needed.
5. Directs crews, including authorizing overtime, on a daily basis.
12-09-01
Trades - 8
C+N2
100
C2(22%)
Completes identified
22
Work is well defined and involves similar situations. Unusual problems are referred to
the Supervisor. Due to isolation, may require creative solutions in the short term (i.e.
jerry-rigging)
Accountability
B+1C
29
Provides a support function under established work routines and close supervision.
Short Profile
+2
12-09-01
Trades - 9
151
General Characteristics
This position operates and maintains/repairs utility equipment, which supplies
electricity, steam, heat, refrigeration, air-conditioning, compressed air, gas
ventilation etc. Maintenance complexity and code mandated qualifications differs
depending on the size and type of heating plants and mechanical systems that
the position is responsible for. A level I Operating Engineer is responsible for
small buildings, simple equipment, and facilities used for 2-5 offices, recreation,
warehouse or similar purposes which require minimal supervision.
In general, the work requires training and experience usually acquired through a
formal apprenticeship or equivalent training plus limited experience usually
acquired through an operating engineers 5th class ticket. Heating plants within
these facilities usually require weekly supervision. Code for these plants
generally does not mandate an operating engineers ticket.
Representative Activities
1. Operates and maintains boilers, and auxiliary equipment
compressors, stand-by generators, motors, pumps, and furnaces.
such
as
12-09-01
Trades - 10
DN1
100
Individual contributor.
Application of specialized skills (minor repairing and
maintaining) of utility equipment (ie: steam, heat, refrigeration, air-conditioning,
compressed air, gas ventilation, etc.)
Problem Solving
C2(25%)
25
Work is defined by similar situations requiring known solutions. Unusual problems are
referred to a supervisor. Due to isolation, may require creative solutions in the short
term (i.e. jerry-rigging)
Accountability
C+MC
33
+2
12-09-01
Trades - 11
158
Plumber/Gas Fitter
General Characteristics
Performs various plumbing and heating work including the installation, repair and
maintenance of equipment used in the supply and distribution of water, heating
and sewage systems, installation, maintenance and repair of oil fired, natural gas
and liquid gas burners. The work is performed following sound and safe trade
practices as well as required quality and production standards.
In general, the work requires seasoned training and experience usually acquired
through a formal apprenticeship program or equivalent training plus experience.
Representative Activities
1. Maintains, adjusts, repairs or installs all types of plumbing equipment, both
commercial and industrial plumbing fixtures and sprinkler system piping and
community water supply system components in compliance with governing
codes.
2. Installs, repairs and maintains oil fired, natural gas fired, and liquid gas fired
burners as well as automatic controls.
3. Diagnoses problems and applies corrective measures.
4. Works from blueprints drawings to determine layout of plumbing system,
water supply network and waste and drainage systems.
5. Improvises logical methods to make equipment operate as it is intended.
6. Plans and conducts preventative maintenance tasks and schedules to ensure
reliability of products and systems.
7. Identifies minor and major repairs required, scopes up work to be tendered
and estimates costs and resources required to complete the work.
8. Ensures work done by others to ensure compliance with plans, specifications
and governing codes.
9. May assist engineers in diagnosing problems and suggesting corrective
action.
10. Analyzes, selects materials and determines what is needed to repair or
replace components.
11. Familiarity of other trades in required in scheduling and completing work.
12-09-01
Trades - 12
DI1
132
C3(29%)
38
CMP
50
+2
12-09-01
Trades - 13
220
Welder
General Characteristics
Repairs, modifies and fabricates heavy and light equipment used in the
maintenance of roads, bridges, and camps. These repairs, modifications and
fabrications use Shielded Metal (ARC), Gas Metal Arc (MIG), and Gas Tungsten
Arc (TIG) welding processes. Ensures that all work performed adheres to safety
standards and procedures.
In general, the work requires seasoned training and experience usually acquired
through a formal apprenticeship program or equivalent training. The ability to
operate lathes, milling machines and radial arm drills (machining) is also
required.
Representative Activities
1. Welds equipment and components to repair wear or breakage.
2. Modifies equipment components and attachments by identifying required
modifications and designing same as needed.
3. Interprets diagrams and specifications and draws rough blueprints.
4. Operates milling machines, radial arm drills and lathes for completing repairs
and modifications.
5. Maintains the welding and machine shop area.
6. May be responsible for training apprentices.
12-09-01
Trades - 14
DI-1
115
C2(25%)
29
Work is defined by similar situations requiring known solutions. Unusual problems are
referred to a supervisor. Due to isolation, may require creative solutions in the short
term (i.e. jerry-rigging)
Accountability
C1C
38
+2
12-09-01
Trades - 15
182
General Characteristics
Performs various plumbing and heating work including the installation, repair and
maintenance of equipment used in the supply and distribution of water, heating
and sewage systems, installation, maintenance and repair of oil fired, natural gas
and liquid gas burners. The work is performed following sound and safe trade
practices as well as required quality and production standards.
In general, the work requires seasoned training and experience usually acquired
through a formal apprenticeship program or equivalent training plus experience.
Representative Activities
12. Maintains, adjusts, repairs or installs all types of plumbing equipment such as
supply pumps, bathroom and kitchen plumbing fixtures, hot water tanks, hot
water heating system components, sprinkler system piping and community
water supply system components in compliance with governing codes.
13. Installs, repairs and maintains oil fired, natural gas fired, and liquid gas fired
burners.
14. Diagnoses problems and applies corrective measures.
15. Works from blueprints drawings, layouts or other specifications.
16. Plans and conducts preventative maintenance tasks and schedules to ensure
reliability of products and systems.
17. Identifies minor and major repairs required, scopes up work to be tendered
and estimates costs and resources required to complete the work.
18. Checks work done by others to ensure compliance with plans, specifications
and governing codes.
12-09-01
Trades - 16
DI-1
115
C3(29%)
33
Work is defined by clear procedures and guidelines with unusual problems referred to
a Supervisor. Due to isolation, may require creative solutions in the short term (i.e.
jerry-rigging)
Accountability
C1+C
43
+2
12-09-01
Trades - 17
191
General Characteristics
Maintains, repairs or reconditions all heavy and light equipment used in
maintaining airports, roads, bridges and camps. Reads and understands
schematics for electrical and hydraulic systems to facilitate repairs. A broad
knowledge of all equipment is needed, including heavy and light mobile
equipment as well as stationary units such as generator sets. Must maintain
current with evolving technologies and computerized systems.
The work requires training and experience usually acquired through a formal
apprenticeship program in heavy equipment mechanics. A valid Class 3 Drivers
License with Airbrake Endorsement is also necessary due to testing vehicles
after completion of all repairs.
Representative Activities
1. Performs all phases of mechanical repair and maintenance on all types of
equipment, tools and devices. Includes hydraulics, transmissions, oil and gas
burners and related electrical and auxiliary equipment.
2. Reconditions components that have a shorter life span than the equipment
frames or bodies, to restore the components to original specified capability.
3. Diagnoses problems, plans work to be done and materials/tools required.
4. Plans and conducts preventative maintenance on mechanical equipment,
including inspections, cleaning, adjustments and any required repairs.
5. Instruct equipment operators in proper equipment maintenance procedures.
6. Maintains records and technical specifications of maintenance work
performed; may be required to train apprentice mechanics and sign off their
accomplishments.
7. May be required to operate field service unit to undertake on-site repairs.
8. Other duties such as welding, brazing, soldering, maintaining shop equipment
and tools.
12-09-01
Trades - 18
DI1
132
C3(29%)
38
Work is defined by clear procedures and guidelines with unusual problems referred to
a Supervisor. Due to isolation, may require creative solutions in the short term (i.e.
jerry-rigging)
Accountability
CMP
50
+2
12-09-01
Trades - 19
220
Settlement Maintainer
General Characteristics
Performs a full range of preventative maintenance, inspections to identify
problem areas and minor repair work on primarily building components and
equipment specifically on the plumbing and heating systems but also including
minor carpentry repairs. Work is performed with little or no direct supervision.
Work is typically performed in small isolated communities and requires constant
communications with the regional office to ensure that work is performed
following sound and safe trade practices as well as required quality and
production standards.
In general the work requires training and experience in the various building
trades usually acquired through a formal apprenticeship program in one of the
building trades plus general knowledge of other building trades gained through
several years on the job experience.
Representative Activities
1. Conducts regular and routine checks and inspections of all building
components to identify deficiencies throughout to ensure facilities are in a
good state of repair. Performs minor repair work in plumbing, heating and
carpentry.
2. Plans and conducts regular preventative maintenance servicing of building
components in accordance with the Maintenance Management System.
3. Completes records for all maintenance and repairs to building, works and
mobile equipment. Maintains an inventory of supplies, tools and equipment.
4. Identifies minor and major repairs required, and estimates resources required
to complete the work.
5. Reviews work done by contractors to ensure compliance with plans,
specifications and governing codes.
6. Water/Sewer operators.
12-09-01
Trades - 20
DI1
132
Application of mechanical knowledge and skills (primarily with building components and
equipment plumbing and heating systems) and minor carpentry repairs. Individual
contributor.
Problem Solving
C3(29%)
38
Work is defined through clear procedures and guidelines with unusual problems
referred to a Supervisor. Due to isolation, may require creative solutions in the short
term (i.e. jerry-rigging)
Accountability
CMP
50
+2
12-09-01
Trades - 21
220
General Characteristics
Operates and maintains/repairs utility equipment, which supplies electricity,
steam, heat, refrigeration, air-conditioning, compressed air, gas ventilation etc.
Maintenance complexity and code mandated qualifications differs depending on
the size and type of heating plants and mechanical systems that the position is
responsible for. A Level II Operating Engineer is responsible for small to medium
sized or multi-story buildings, moderately complex equipment, facilities with a
larger number of offices, warehouses, correctional facilities, nursing stations, or
other similar purposes which require little or no ongoing supervision. These
positions generally have little or no direct supervision.
In general, the work requires training and experience usually acquired through a
formal apprenticeship or equivalent training plus limited experience. Usually code
mandates that heating plants in these facilities require daily inspection and an
operating engineer with a minimum fifth class certification.
Representative Activities
1. Operates and maintains boilers, automated or computerized control systems,
and auxiliary equipment such as compressors, stand-by generators, motors,
pumps, and furnaces.
2. Monitors, inspects and adjusts plant equipment, switches, valves, gauges,
alarms, meters and other instruments that measure temperature, pressure
and flow, to detect leaks or other equipment malfunctions.
3. Conducts code mandated tests such as fire alarm testing, stand by generator
testing as well as regular Preventative Maintenance testing such as
daily/weekly/monthly boiler water testing, annual combustion testing, regular
air quality testing.
4. Uses various chemicals required for the normal operation of heating/cooling
and testing of utility equipment. The diversity and types of chemicals varies
dependent upon the complexity and size of the heating plant.
5. Performs replacement and repair of defective components, such as changing
pumps, motors, fans, bearings, boiler controls, boiler cleaning, lubricating,
anticipates maintenance problems and schedules preventative maintenance.
6. Completes required legislated record keeping, maintenance record keeping
and daily boiler operation record keeping in the onsite Building logbooks.
12-09-01
Trades - 22
12-09-01
Trades - 23
8. May assist other trades and engineers with diagnostic and troubleshooting of
building components.
9. Checks work done by others to ensure compliance with plans, specifications
and governing codes
DI1
132
C3(29%)
38
Work is defined through clear procedures and guidelines with unusual problems
referred to a Supervisor. Due to isolation, may require creative solutions in the short
term (i.e. jerry-rigging)
Accountability
CMP
50
+2
12-09-01
Trades - 24
220
Maintenance Carpenter
General Characteristics
Performs a full range of carpentry work pertaining to building interior, exterior and
all components contained within and around the buildings on a wide variety of
building types such as wood frame, metal clad, concrete and log. Work is
performed following sound and safe construction practices as well as required
quality and production standards.
In general the work requires seasoned training and experience usually acquired
through a formal apprenticeship program or equivalent training plus experience.
Representative Activities
1. Repairs interior and exterior building finishes, repairs various types of roofing,
repairs flooring, hangs doors, installs windows, repairs furniture, constructs
offices, cabinets, stairs, levels buildings. Works from blueprints, sketches or
oral instructions.
2. Plans and schedules work in conjunction with other trades. Coordinates the
timing and scheduling of other trades for completion of project.
3. Analyzes, selects materials and hardware, and determines what is needed to
repair, replace and or finish damaged non-mechanical building components.
4. Plans and conducts preventative maintenance tasks and schedules to ensure
reliability of products and systems.
5. Identifies minor and major repairs required, scopes up work to be tendered
and estimates costs and resources required to complete the work.
6. Checks work done by others to ensure compliance with plans, specifications
and governing codes.
12-09-01
Trades - 25
DI1
132
C3(29%)
38
Work is defined through clear procedures and guidelines with unusual problems
referred to a Supervisor. Due to isolation, may require creative solutions in the short
term (i.e. jerry-rigging)
Accountability
CMP
50
+2
12-09-01
Trades - 26
220
Electrician
General Characteristics
Performs a variety of functions such as the installation, maintenance and repair
of equipment for the generation, distribution or utilization of electrical energy and
electronic equipment used for the control and monitoring of building systems.
The work is performed following sound and safe trade practices as well as
required quality and production standards. Legislation requires all work to follow
the Canadian electrical code.
In general, the work requires seasoned training and experience usually acquired
through a formal apprenticeship program or equivalent training plus several years
on-the-job experience.
NOTE: This position is not responsible for Instrumentation work.
Representative Activities
1. Maintains, adjusts, repairs or installs all types of electrical generation and
distribution equipment. Locates and diagnoses trouble in the electrical system
or equipment.
2. Maintains, adjusts, repairs or installs all types of electronic system
components such as, but not limited to, fire alarm systems, HVAC systems,
security systems and monitoring systems.
3. Improvises logical methods to make equipment operate as it is intended.
4. Plans and conducts preventative maintenance tasks and schedules to ensure
reliability of products and systems.
5. Works from blueprints, drawings, layouts or other specifications; may assist in
defining specifications.
6. Identifies minor and major repairs required, scopes up work to be tendered
and estimates costs and resources required to complete the work.
7. Checks work done by others to ensure compliance with plans, specifications
and governing codes.
8. May assist engineers in diagnosing problems and suggesting corrective
action.
12-09-01
Trades - 27
D+I1
152
C3(25%)
38
CMP
50
+2
12-09-01
Trades - 28
240
Foreman
General Characteristics
Manages the maintenance management system within an assigned area.
Typically responsible for one area of functional expertise or may be a generalist
in a number of areas of responsibility.
Contract and employee supervision is required including reporting on work
performance and inspection, and approving completed work for progress
payments. Must decide on the most economical, efficient and effective use of
resources and scheduling work programs.
Representative Activities
1. Defines equipment requirements and utilization.
2. Determines workloads and requirements.
3. Monitors and assist in developing assigned budgets.
4. Monitors and supervises work activities of staff including Equipment
Operators and Mechanics.
5. Controls and reports materials/equipment inventories.
6. Responsible for administrative duties including assisting in the hiring process
and purchasing.
7. Responsible for cost-effective
replacement or repair.
decisions
with
respect
to
equipment
12-09-01
Trades - 29
DI2
152
D3(29%)
43
Problems are resolved within area of known things. Clear procedures, guidelines and
precedents are available. Recommendations are referred to supervisor.
Accountability
C1-P
57
Performance and end results are checked by a supervisor. Work is completed through
standardized practices and general work instructions.
Short Profile
+2
12-09-01
Trades - 30
252
General Characteristics
Operates and maintains/repairs utility equipment, which supplies electricity,
steam, heat, refrigeration, air-conditioning, compressed air, gas ventilation etc.
Maintenance complexity and code-mandated qualifications differ depending on
the size and type of heating plants and mechanical systems for which the
position is responsible. A Level III Operating Engineer is responsible for medium
to large sized buildings, complex equipment, facilities often used for offices,
hospitals, power plants or other similar purposes that require direct supervision of
ticketed employees.
In general, the work requires training and experience usually acquired through a
formal apprenticeship program or equivalent training plus experience. Usually
code mandates that heating plants in these facilities require continuous 24-hour
supervision and operating engineers with a minimum fourth-class certification.
Representative Activities
1. Operates and maintains boilers, automated or computerized control systems,
and auxiliary equipment such as compressors, stand-by generators, motors,
pumps, and furnaces.
2. Monitors, inspects and adjusts plant equipment, switches, valves, gauges,
alarms, meters and other instruments that measure temperature, pressure
and flow, to detect leaks or other equipment malfunctions.
3. Conducts code mandated tests such as fire alarm testing, stand by generator
testing as well as regular Preventative Maintenance testing such as
daily/weekly/monthly boiler water testing, annual combustion testing, regular
air quality testing.
4. Uses various chemicals required for the normal operation of heating/cooling
and testing of utility equipment. The diversity and types of chemicals varies
dependent upon the complexity and size of the heating plant.
5. Performs replacement and repair of defective components, such as changing
pumps, motors, fans, bearings, boiler controls, boiler cleaning, lubricating;
anticipates maintenance problems and schedules preventative maintenance.
6. Completes required legislated record keeping, maintenance record keeping
and daily boiler operation record keeping in the onsite Building logbooks.
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12-09-01
Trades - 32
8. May assist other trades and engineers with diagnostic and troubleshooting of
building components.
9. Checks work done by others to ensure compliance with plans, specifications
and governing codes.
10. Supervising and monitoring work activities of Operating Engineer I & II.
DI2
152
Specialized knowledge and skills in a specified area (utility equipment which supply
electricity, steam, heat, refrigeration, air-conditioning, compressed air, gas ventilation,
etc.) including equipment, procedures and systems. Supervises employees within a
specific specialization (ie: carpentry, electrical, plumbing, etc).
Problem Solving
D3(29%)
43
Problems are resolved within an area of known things. Clear procedures, guidelines
and precedents are available. Recommendations are referred to a supervisor.
Accountability
C1-P
57
Performance and end results are checked by a supervisor. Work is completed through
standardized practices and general work instructions.
Short Profile
+2
12-09-01
Trades - 33
252
Maintenance Coordinator B
General Characteristics
Coordinates, plans and supervises the operational maintenance and repair of all
GNWT owned and operated buildings, works and equipment in respective
region/area. Responsible to ensure that all work is completed as per the
Government's Maintenance Management system, within assigned budget
limitations, and utilizing all resources available within the respective area
including GNWT employees, local labour and northern contractors.
In general, the work requires seasoned training and experience in one of the
building trades acquired through a formal apprenticeship or equivalent training
plus general knowledge in all the other building trades acquired through
experience. Contract procedures and administration, and project management
experience is also required usually acquired through courses and experience.
Representative Activities
1. Plans and directs the delivery of the Government's Maintenance Management
preventative maintenance program in the areas of electrical, mechanical,
plumbing, and carpentry on buildings and equipment by scheduling work,
tendering contracts, assigning work to own forces, inspecting work and
approving payments.
2. Plans and directs the repairs of GNWT buildings in the areas of electrical,
mechanical, plumbing and carpentry on buildings and works by inspecting
facilities, reviewing reports, diagnosing faults, identifying repairs, scheduling
work, tendering contracts and assigning work to own forces, inspecting work
and approving payment.
3. Plans and directs the Preventative Maintenance and repair work on GNWT
mobile equipment by ensuring that preventative maintenance is carried out as
per manufacturer's instructions, scheduling work, tendering contracts and
approves payment.
4. Delivers maintenance and minor construction projects for the department and
on behalf of other client departments. Consults with clients, assessing needs
and resources, estimating budgets required, preparing specifications, issuing
of tender call, reviewing of bids, awarding of contracts, monitoring and
inspecting work to ensure compliance with plans, specification and codes and
approving payment.
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Trades - 34
5. Assists with the regions annual and five-year maintenance plan by identifying
all minor and major repair work, estimating budgets, estimating life cycles,
and prioritizing work. Using the same process also assists with the annual
work plan that is prepared for Departments that have signed an M.O.U. with
PW&S to deliver the maintenance program on their behalf under the user
say/pay initiative.
6. Meets with department and community clients on a regular basis and review
the work plan with them. Inspect facilities, review client priorities and balance
the department's priorities with the client's priorities and plan work within
budget/resources limitations.
7. Completes maintenance and repair records, schedules work, runs reports
using the CENDEC computerized maintenance management system.
D+I2
175
D3(33%)
57
D2C
76
+2
12-09-01
Trades - 35
308
Maintenance Coordinator A
General Characteristics
Coordinates, plans and supervises the operational maintenance and repair of all
GNWT owned and operated buildings, works and equipment in respective
region/area. Responsible to ensure that all work is completed as per the
Governments Maintenance Management system, within assigned budget
limitations, and utilizing all resources available within the respective area
including own forces, local labour and northern contractors.
In general, the work requires seasoned training and experience in one of the
building trades acquired through a formal apprenticeship or equivalent training
plus general knowledge in all the other building trades acquired through
experience. The work requires experience in supervising employees and
contractors. Contract procedures and administration, and project management
experience is also required usually acquired through courses and experience.
Representative Activities
1. Plans and directs the delivery of the Government's Maintenance Management
preventative maintenance program in the areas of electrical, mechanical,
plumbing, and carpentry on buildings and equipment by scheduling work,
tendering contracts, assigning work to own forces, inspecting work and
approving payments.
2. Plans and directs the repairs of GNWT buildings in the areas of electrical,
mechanical, plumbing and carpentry on buildings and works by inspecting
facilities, reviewing reports, diagnosing faults, identifying repairs, scheduling
work, tendering contracts and assigning work, inspecting work and approving
payment.
3. Plans and directs the Preventative Maintenance and repair work on GNWT
mobile heavy equipment by ensuring that preventative maintenance is carried
out as per manufacturer's instructions, scheduling work, tendering contracts
and approving payment.
4. Delivers maintenance and minor construction projects for the department and
on behalf of other client departments. Consults with clients, assessing needs
and resources, estimating budgets required, preparing specifications, issuing
of tender call, reviewing of bids, awarding of contracts, monitoring and
inspecting work to ensure compliance with plans, specification and codes and
approving payment.
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Trades - 36
5. Assists with the regions annual and five-year maintenance plan by identifying
all minor and major repair work, estimating budgets, estimating life cycles,
and prioritizing work. Using the same process also assists with the annual
work plan that is prepared for Departments that have signed an M.O.U. with
PW&S to deliver the maintenance program on their behalf under the user
say/pay initiative.
6. Meets with department and community clients on a regular basis and reviews
the work plan with them. Inspect facilities, review client priorities and balance
the department's priorities with the client's priorities and plan work within
budget/resources limitations.
7. Completes maintenance and repair records, schedules work, runs reports
using the CENDEC computerized maintenance management system.
D+I3
200
D3(33%)
66
D+2C
87
+2
12-09-01
Trades - 37
353
District Superintendent
General Characteristics
The senior position with overall management responsibility for an assigned
geographic area. It acts as an advisor and information resource for other
divisions, departments, boards, municipal governments, aboriginal organizations,
contractors, suppliers and the general public. The position also participates in
contract negotiations to arrive at competitive service and good prices.
Expected to be available 24 hours a day to address emergency situations and is
the point of contact for police, fire and emergency measures organizations. As
the road authority, the district superintendent may enforce the closing of the
highways. This position is governed by the NWT Highways Act and the NWT
Motor Vehicles Act and must be familiar with other relevant laws, acts,
regulations, and directives.
This position must have a sound knowledge of survey and grades, road design,
soil mechanics and bearing strengths.
Representative Activities
1. Responsible for input into, and implementation of, the Maintenance
Management System in assigned area.
2. Plans and develops budgets for the maintenance operation of the area
assigned.
3. Supervises and monitors work activities of Foremen, Mechanics and
Equipment Operators.
4. Overall responsibility for contractor performance including writing contractor
specifications, administration of contracts, through to completion of projects
and approving payments.
5. Controls expenditures and keeping within approved budgets.
6. Manages staff effectively including writing performance appraisals and job
descriptions, hiring of staff, disciplinary action as required, identification of
training needs, and the instruction of safe work habits.
12-09-01
Trades - 38
EI3
230
Specialized technical knowledge required in a specific area (ie: survey and grades,
road design, soil mechanics and bearing strengths). Completes reports and negotiates
complex maintenance contracts.
Problem Solving
E3(38%)
87
Operates within practices and precedents toward specific objectives. Situations are
resolved through current knowledge, less interpretive, evaluative.
Accountability
D1P
100
Accountable for key end results within a geographical area (ie: the maintenance and
development of all GNWT roads within a Region).
Short Profile
+1
12-09-01
Trades - 39
417
Facilities Manager
General Characteristics
The senior position with overall management responsibility for all asset
management, property management, utilities, and vehicles. It plans and
administers the maintenance programs and budgets for all government buildings,
works, and equipment in a region (approximately 10 15 communities in a
region). Supervises both employees (10 15) and contractors.
This position requires extensive knowledge in several areas related to building
and property management. This knowledge base is normally acquired through
completion of a Journeyperson certificate in a mechanical or structural trade, or
Property Management Certification enhanced by several years of specialized
supervisory experience in the contracting, managing a maintenance program,
and building management in a northern environment.
Representative Activities
1. Manages and administers various budgets to ensure adequate funds are
available to keep government property in good state of repair.
2. Plans and administers the maintenance program. Effective management of
approximately 10 to 15 staff including writing performance appraisals and job
descriptions, hiring of staff, disciplinary action as required, identification of
training needs, and the instruction of safe work habits.
3. Identifies and estimates maintenance contracts, preparing contract
specifications, drawings, and tender documents, awarding contracts and
supervising the contractors performing the work.
4. Administers owned and leased commercial improved real property for use by
client departments.
5. Liases with Project Management staff for joint projects and consultation on
capital projects.
6. May administer the operation of Petroleum Products within the region.
7. Provides training and support for the community transfer programs for
maintenance and operation activities.
8. Analyzes past expenditures and MMS data to identify trends in maintenance
and adjusting maintenance programs as required.
12-09-01
Trades - 40
E+I3
264
E3(38%)
100
Operates within practices and precedents toward specific objectives. Situations are
resolved by current knowledge, less interpretive, evaluative.
Accountability
D2-P
115
Line accountability for key end result areas (the maintenance of all GNWT owned and
operated buildings and the administration of commercial leases on improved real
property).
Short Profile
+1
12-09-01
Trades - 41
479