More on 'Job Information'

STC collected, analyzed and documented the skills, efforts, responsibilities and the working conditions for each job. It looked at:

This information is usually put in the form of a job statement or description.

Why and how STC gathered job information

STC needed detailed information about each job to be able to evaluate and compare them. STC opted to prepare job descriptions. To obtain complete and accurate job information, STC used a questionnaire designed to match their job evaluation system.

STC modified the job evaluation system provided by the Pay Equity Commission. STC's Committee evaluated jobs using the questionnaires (at the time, the Committee was behind schedule) and later created the job descriptions.

The process of gathering job information

Job information can be collected through: questionnaires; interviews of employees and/or supervisors; observation; or a combination of these methods. Questionnaires are completed by employees as they know their own jobs the best. Missing or unclear information is clarified through interviews and/or observation. Job information from questionnaires is often used to write job descriptions.

The purpose of job descriptions

Job descriptions help maintain pay equity. They can be used to track changes in job content.

Some changes are abrupt and marked while others are more gradual.

The Pay Equity Act requires employers to amend pay equity plans to reflect any significant change in areas like those above. Maintaining up-to-date job descriptions is a good way to fulfill this obligation.

The benefits of using job descriptions

Job descriptions can be used for recruitment, job evaluation, performance appraisals, training and development, career planning and so on.