Sesu Manager Training Presentation

525 views

Published on

Published in: Career, Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
525
On SlideShare
0
From Embeds
0
Number of Embeds
6
Actions
Shares
0
Downloads
4
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Sesu Manager Training Presentation

  1. 1. SES-U Questionnaire Presentation to Managers August 2007
  2. 2. BACKGROUND <ul><li>SES-U or Simple Effective Solution University is the job evaluation system agreed to by the University and Union to evaluate all USW jobs. </li></ul><ul><li>System assigns points to a number of factors related to a job. </li></ul><ul><li>Ontario’s Pay Equity Act requires jobs to be assessed based on skill, effort, responsibilities and working conditions. </li></ul><ul><li>The SES-U plan covers these 4 factors through 17 sub-factors. </li></ul>
  3. 3. What are the Sub-Factors? <ul><li>Previous Education </li></ul><ul><li>Previous Experience </li></ul><ul><li>Interaction Skills </li></ul><ul><li>Movement Skills </li></ul><ul><li>Decision Making </li></ul><ul><li>Responsibility for Information </li></ul><ul><li>Responsibility for Materials, Equipment & Outcomes </li></ul><ul><li>Responsibility for the Safety of Others </li></ul><ul><li>Financial Responsibility </li></ul><ul><li>Responsibility to Manage or Direct Others </li></ul>
  4. 4. What are the Sub-Factors (cont’d)? <ul><li>Mental Effort </li></ul><ul><li>Physical Effort </li></ul><ul><li>Temperature, Noise and other Environmental Conditions </li></ul><ul><li>Hazards </li></ul><ul><li>Stress </li></ul><ul><li>Work Interruptions and Distractions </li></ul><ul><li>Social Disruption required by Work Schedule </li></ul>
  5. 5. Role of Questionnaire <ul><li>Pay Equity Commission recommends that managers and employees utilize a joint questionnaire to obtain additional information about jobs that may not be captured in the job description. </li></ul><ul><li>Questionnaire helps to gather data in a consistent fashion. </li></ul><ul><li>Gives employees the opportunity to provide information about their jobs and managers the chance to provide feedback. </li></ul>
  6. 6. Questionnaire Format <ul><li>Electronic questionnaire </li></ul><ul><li>Includes a field where an employee can indicate disagreement with position title and a field where managers can include their comments about position title. </li></ul><ul><li>User-friendly for employees completing questionnaire. </li></ul><ul><li>Manager screens less user-friendly, therefore strongly recommend that you print the employee’s PDF version and have alongside when you are inputting your comments. </li></ul>
  7. 7. Distribution Waves <ul><li>1 st wave – August 1, 2007 </li></ul><ul><li>2 nd wave – August 15, 2007 </li></ul><ul><li>3 rd wave – September 5, 2007 </li></ul><ul><li>4 th wave – September 26, 2007 </li></ul><ul><li>5 th wave – October 17, 2007 </li></ul><ul><li>6 th wave – catch up wave TBD </li></ul><ul><li>Note - All dates are tentative </li></ul>
  8. 8. Questionnaire Process <ul><li>Employees will receive an email , copied to managers, advising that they have access to the on-line questionnaire. If no email address, employee will receive a letter with a “project key” to use for log in purposes. </li></ul><ul><li>Questionnaire will include a copy of the job description on file. </li></ul><ul><li>Employees are to be allowed 3 hours to complete questionnaire. </li></ul><ul><li>Union will contact employee to arrange an interview if they have not already done so. </li></ul><ul><li>Employees are to provide one week’s notice of the interview time. Manager can request that it be re-scheduled if operational needs require. </li></ul><ul><li>Employee can decline an interview with the Union </li></ul><ul><li>Employees have 3 weeks to complete questionnaire. </li></ul>
  9. 9. Questionnaire Process (cont’d) <ul><li>Manager will receive an email 1 to 2 days following the employee’s submission of the questionnaire. </li></ul><ul><li>Manager then has 4 weeks to review and comment. </li></ul><ul><li>Manager can review employee’s responses with HR office. May also want to print a copy of employee’s submission for your records. </li></ul><ul><li>Employee then has 3 days to review manager’s comments and add any further comments. </li></ul><ul><li>Employees & managers will receive email reminders to complete questionnaire. </li></ul>
  10. 10. Eligibility Requirements <ul><li>Employee must be in position for a minimum of 6 months to complete questionnaire. </li></ul><ul><li>If a new position that incumbent has been in for less than 6 months – will complete the questionnaire during the 6 th wave. </li></ul>
  11. 11. On Leave Provisions <ul><li>If employee on maternity, parental or union leave: </li></ul><ul><ul><li>Replacement incumbent will complete questionnaire if in position for 6 months. </li></ul></ul><ul><ul><li>If no replacement or replacement in position for less than 6 months, questionnaire will be completed later. </li></ul></ul><ul><ul><li>If employee on leave contacts the Union or University expressing a wish to complete a questionnaire, he/she will be able to do so. </li></ul></ul><ul><ul><li>Where 2 questionnaires completed, both will be considered during rating processes. </li></ul></ul>
  12. 12. Moratorium on Job Classifications <ul><li>Union and University have agreed that all requests for reclassification of USW positions received after the 1 st wave of the questionnaire will be held in abeyance until December 31, 2007. </li></ul><ul><li>No adverse impact on possible retroactive payments. </li></ul><ul><li>Classification of new positions will continue with current system. </li></ul><ul><li>Revised positions resulting from an organizational change will be handled on a case by case basis. </li></ul>
  13. 13. Employees’ Responsibilities <ul><li>Carefully review their job description and questionnaire prior to completion. </li></ul><ul><li>Accurately reflect their duties & responsibilities in the questionnaire. </li></ul><ul><li>Seek out assistance with any questions. </li></ul><ul><li>Notify their manager of their interview time at least one week in advance. </li></ul><ul><li>Complete the questionnaire within the 3-week timeframe. </li></ul><ul><li>Contact the Union if they are going to be away and want to change their “wave”. </li></ul>
  14. 14. Managers’ Responsibilities <ul><li>Provide employee(s) up to 3 hours to complete the questionnaire and meet with the Union. </li></ul><ul><li>Carefully review the job description & questionnaire prior to commenting. </li></ul><ul><li>Accurately reflect the employee’s duties and responsibilities in their comments. </li></ul><ul><li>Complete all comment boxes in a clear & concise manner. </li></ul><ul><li>Seek out assistance from HR with any questions. </li></ul><ul><li>Complete questionnaire within 4 weeks. </li></ul>
  15. 15. Tips on Reviewing Questionnaires <ul><li>Managers should ensure that: </li></ul><ul><ul><li>The information puts the job in the appropriate context in the department. </li></ul></ul><ul><ul><li>The information provided reflects the true duties and responsibilities of the job. </li></ul></ul><ul><ul><li>The education and experience requirements are realistic in relation to the responsibilities (and not just a description of the individual’s background or the preferred requirements). </li></ul></ul>
  16. 16. Technical Tips <ul><li>Print out the PDF version of the employees’ questionnaire so that you can read their responses while inputting your comments. </li></ul><ul><li>Remember that if you indicate that you “agree” with your employee’s responses, you will not be able to provide comments. </li></ul>

×