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UNIVERSAL CLASSIFICATION STANDARD UPDATE
Release of Universal Classification Standard (UCS) 2.0
Treasury Board has released a new version of the Universal Classification Standard.
The revisions were made to improve clarity and should, according to Treasury Board, have no impact on work description writing requirements. However, the Association firmly believes that members should request a review of their work description to ensure that the assigned degrees reflect the main revisions made to the content of the UCS 2.0.
The UCS 2.0 is available for downloading from the following sites:
If you have questions concerning your work description content or degrees assigned to your work description, do not hesitate to contact your Association for advice and guidance.
Design and Application of the UCS
Following various meetings between Treasury Board and bargaining agents, numerous observations and comments have been made pertaining to the design and application of the UCS. We have noted that some elements are more difficult to interpret and understand which appears to contribute to a variance in results; some levels within an element are not used much; lack of consistency in assigned degrees across like groups, such as FI, AU, AS, etc.; and a requirement to conduct further analysis on interdepartmental and group relativities. An improvement in work description quality and a better understanding of the design intent will be necessary to ensure that work descriptions are fairly evaluated.
PROBLEMS IN WORK DESCRIPTIONS
Members should be aware that the following Elements are of utmost importance in the writing and evaluation of their work descriptions within the UCS context. The Elements which follow have been identified as problematic or their application misunderstood. It is imperative that you review your work descriptions in these areas to ensure that the breadth and complexity of your responsibilities in these areas is clearly underlined so that it may be fully evaluated.
Information for the Use of Others
This Element measures the responsibility for information used by other people. It considers the degree of responsibility for information, and how the information will be used.
Leadership of Human Resources
This Element recognizes responsibility for getting work done through others. It evaluates only those characteristics of work over which the worker has direct responsibility or control. It includes such responsibilities as participating as a member of a work team or project team; to lead short-term project teams or work groups.
Money
This Element evaluates the responsibility in the work for the stewardship and comptrollership of financial resources in the following areas: planning and controlling, acquiring funds, and spending funds. It values the responsibilities according to the worker's latitude to take action and make decisions within policies, guidelines and regulations that govern the management of funds.
Job Content Knowledge Application
This Element measures the complexity of the knowledge required to perform the work, and the number of areas of unrelated knowledge required to perform the work. It considers the depth of the knowledge required, and how many subjects need to be known.
Intellectual Effort
This Element measures the intensity of effort and the constraints on resolving problems. It evaluates how difficult the problems encountered are in the work and how many obstacles must be overcome to achieve the objectives of the work.
ASSOCIATION AND COMMUNITY INVOLVEMENT
On October 1, 1999 the President of the Association wrote to Peter Harder, the Comptroller General of Canada to express concerns about the "UCS Qualitative Validation: Element Summary" report which highlighted problems with the elements outlined above and relativities to other groups.
In his reply to the President, Mr. Harder states that he shares the concern "...that the results of the qualitative validation report indicate that the value of the work performed by your members is not, as yet, being fully recognized".
Mr. Harder also has indicated an interest in exploring the Association's proposal to strike an oversight process with representation from the Comptroller General Branch, the Association and senior financial officers. The Association is optimistic that a more coordinated approach to monitoring UCS implementation will provide an early warning system for identifying problems and negative impacts on the community and for proposing solutions. A community wide mechanism must be found to address issues which cross departmental lines and require a national solution.
Next Steps
Treasury Board and bargaining agents, including your Association, are in the process of consultations to ensure the proper implementation of the UCS. The consultation plan includes the following activities:
Proposed weights and levels based on the 40K sample
40K data for detailed impact analysis using the final weights and levels developed above
The administrative conversion process, including salary ranges associated with UCS point bands, cost impacts of red/green circling, UCS salary protection policy, etc...
The UCS grievances resolution process, including the statement of duties, classification, and any other issues.
We would like to thank all FI members who have shared their expertise and their energy in the work description writing process and job evaluation committees.
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