posting - Secrétariat du Conseil du trésor

VERSION FRANÇAISE
POSTING
APPLICATION OF THE PAY EQUITY ACT (SECTION 76.3 AND 76.4)
PAY EQUITY AUDIT
WITHIN THE PAY EQUITY PLAN
OF THE CONSEIL DU TRÉSOR
FOR ALL COLLEGE AND SCHOOL BOARD MANAGEMENT STAFF EMPLOYEES
OCTOBER 24th, 2013
POSTING INFORMATION
You will find below the elements of the posting required under the Pay Equity Act
(section 76.3 and 76.4) 1 . The official French version is available on the Internet at the
following address:
http://www.tresor.gouv.qc.ca/fileadmin/PDF/info_equite/maintien/francais/pgeduc_1a.pdf
A non-official English version is also available at the following address:
http://www.tresor.gouv.qc.ca/fileadmin/PDF/info_equite/maintien/anglais/pgeduc_1a.pdf
COMING INTO EFFECT
After conducting the pay equity audit, in keeping with the section 76.1 of the Act, the
results are posted on October 24th 2013, and will be in effect until December 23rd 2013,
60 days after the beginning of the posting.
INFORMATION - OBSERVATIONS
Any employee concerned by this posting and who wishes to request additional
information or make observations to the Conseil du trésor, may do so within 60 days
after the beginning of the posting and e-mail the letter at:
[email protected]
or send it at the following address:
Maintien de l’équité salariale
Programme général du secteur de l’éducation
875, Grande Allée Est, RC-159
Québec (Québec) G1R 5R8
Within 30 days following December 23rd 2013, the Conseil du trésor will prepare a new
posting with any amendments or with indication that no amendment is needed.
1
L.R.Q., c. E-12.001
PAY EQUITY AUDIT
WITHIN THE PAY EQUITY PLAN
OF THE CONSEIL DU TRÉSOR
FOR ALL COLLEGE AND SCHOOL BOARD MANAGEMENT STAFF EMPLOYEES
Posting required by the Pay Equity Act
Section 76.3 of the Act, states that the employer must, after conducting the pay equity
audit process, post the audit results. The posting includes:
1.
A summary of the pay equity audit process
In accordance with section 76.2 of the Act, the Conseil du trésor has chosen to
proceed alone for the pay equity audit. Nevertheless, the ministère de
l'Éducation, du Loisir et du Sport and the ministère de l’Enseignement supérieur,
de la Recherche, de la Science et de la Technologie have closely collaborated
throughout the entire process in order to complete the related tasks:
▪
▪
▪
▪
▪
the research leading to identify events which have created or could create pay
wage differential;
the verification related to job classes identification and gender predominance;
the conducting of surveys in order to complete information so as to allow
proper job classes assessment;
the job classes assessment;
the wage differential search and the calculation of any necessary
compensation adjustments.
In order to achieve this audit process, the employer considered the most recent
information in continuation with the Pay Equity Program completed in December
2010. By doing so, the employer intended to maintain stability of the assessment
procedure of the pay equity plan. Thus, the tools (questionnaires, job evaluation
system, guidelines, differentials valuation and class rankings) and the method of
wage differential evaluation (global method, first degree polynomial curve) were
used with the same rigorous approach in order to achieve coherent results.
2.
The principal events leading to compensation adjustments
The principal events leading to adjustments are:




3.
the modification, creation, abolishment or fusion of predominantly female or
male job classes;
the change of job classification plans;
the application of general salary indexation parameters since November 21st,
2001 including those of April 1st 2010;
the particular salary adjustement applicable since April 1st 2002.
A list of predominantly female job classes that are entitled to compensation
adjustments and the percentage of compensation adjustments
The predominantly female job classes who are entitled to compensation
adjustment in accordance with the pay equity audit are listed in Appendix 1.
4.
The posting date and information on the rights exercisable and the time
within which they may be exercised
In accordance with section 76.4 of the Act, all employees concerned by the
present posting may demand, in writing, within 60 days of the posting, additional
information or present observations to the Conseil du trésor. The Conseil du
trésor will, within 30 days, proceed with a new 60 days posting indicating the
amendments made or post a notice indicating that no amendment is needed.
The posting date determining the beginning of the 60 days period is October 24th,
2013.
In accordance with section 100 of the Act, an employee covered by a pay equity
audit conducted by the employer alone, may file a complaint with the Commission
within 60 days of the expiry of the time limit for a next posting set out in the
second paragraph of section 76.4 if the employee is of the opinion that the
employer has not conducted the pay equity audit in accordance with this Act.
Appendix 1
PREDOMINANTLY FEMALE JOB CLASSES
COMPENSATION ADJUSTMENTS
APPENDIX 1
Predominantly female job classes eligible for salary compensation
Commissions scolaires
#corps
emploi
#classe
emploi
Titre d’emplois
1
Catégories
d’emplois
%
correctif 2
1312
6
Coordonnateur des services des
ressources humaines
2338
0,08 %
1111
9
Directeur des services éducatifs
2604
0,14 %
1111
10
Directeur des services éducatifs
2605
0,32 %
1111
11
Directeur des services éducatifs
2606
0,17 %
1130
9
Directeur de centre d'éducation
des adultes
2625
0,14 %
2650
0,08 %
2651
0,08 %
2667
0,08 %
1150
1155
Directeur d'école primaire
6
Directeur d'école secondaire
1150
Directeur d'école primaire
1155
Directeur d'école secondaire
1180
7
É.P. Directeur d'école primaire
1185
É.P. Directeur d'école secondaire
1190
É.P. Directeur d'école
spécialisée
1211
1
7
Directeur adjoint des services
éducatifs
É.P. means particular evaluation.
The employee whose salary rate is higher, the day before the compensation adjustment date, than the single rate or
the maximum rate of the effective salary scale for his job class (or his class title) and equal or higher than the new
single rate or than the new maximum rate of the salary scale does not receive any adjustment.
The employee whose salary rate is equal or higher, the day before the compensation adjustment date, than the single
rate or than the maximum rate of the effective salary scale of his job class (or his class title) and lower than the new
single rate or than the new maximum rate of the salary scale finds his salary rate goes to the new single rate or to the
maximum grade of the salary scale. However, this adjustment is equal to the difference between the adjusted rate and
the rate applicable the day before this adjustment from which the lump sum is reduced, if need be, when the lump
sum is paid as an employee above rate or above scale.
2
Commissions scolaires
#corps
emploi
#classe
emploi
1211
1365
Titre d’emplois
1
Catégories
d’emplois
%
correctif 2
Directeur adjoint des services
éducatifs
9
1375
É.P. Dir. adjoint des services
d'éducation des adultes
2669
0,14 %
É.P. Dir. adjoint des services de
la formation professionnelle
1211
10
Directeur adjoint des services
éducatifs
2670
0,32 %
1212
7
Directeur adjoint des services
des ressources humaines
2671
0,08 %
1243
10
É.P. Dir. adjoint des services
autres que RH et éducatifs
2680
0,32 %
2681
0,08 %
1214
1244
Secrétaire général
6
É.P. Secrétaire général
1214
7
Secrétaire général
2682
0,08 %
1244
9
É.P. Secrétaire général
2691
0,14 %
2700
0,08 %
1250
1255
Directeur adjoint d'école primaire
6
Directeur adjoint d'école
secondaire
1311
6
Coordonnateur des services
éducatifs
2709
0,08 %
1311
7
Coordonnateur des services
éducatifs
2710
0,08 %
1343
9
É.P. Coordonnateur des services
autres que RH et éducatifs
2722
0,14 %
1442
6
É.P. Conseiller en gestion de
personnel - CSDM
2736
0,08 %
1550
6
É.P. Régisseur de services CSDM
2742
0,08 %
1752
3
É.P. Agent d'administration
2745
0,69 %
Collèges
#corps
emploi
#classe
emploi
Titre d’emplois 1
Catégories
d’emplois
%
Correctif 2
13
7
Directeur des affaires
corporatives et des
communications
4032
0,08 %
19
7
Coordonnateur de la formation
continue
4102
0,08 %
19
6
Coordonnateur de la formation
continue
4114
0,08 %
58
6
Coordonnateur du service de la
coopération internationale
4117
0,08 %
4128
0,08 %
Coordonnateur des
communications
1
Coordonateur des affaires
corporatives et des
communications
Coordonateur des affaires
corporatives
58
6
21
6
Coordonnateur de services
ressources humaines
4135
0,08 %
14
10
Directeur de la formation
continue (Marie-Victorin)
4503
0,32 %
17
7
Directeur de la coopération
internationale et du centre
spécialisé (IRPI), Maisonneuve
4539
0,08 %
17
6
Directeur général et artistique de
la Salle Pauline Julien
4541
0,08 %
58
7
Coordonnateur de centre
spécialisé (Jonquière-Centre
linguistique, Jonquière-NAD,
Jonquière-ECOBES)
4559
0,08 %
É.P. means particular evaluation.
The employee whose salary rate is higher, the day before the compensation adjustment date, than the single rate or
the maximum rate of the effective salary scale for his job class (or his class title) and equal or higher than the new
single rate or than the new maximum rate of the salary scale does not receive any adjustment.
The employee whose salary rate is equal or higher, the day before the compensation adjustment date, than the single
rate or than the maximum rate of the effective salary scale of his job class (or his class title) and lower than the new
single rate or than the new maximum rate of the salary scale finds his salary rate goes to the new single rate or to the
maximum grade of the salary scale. However, this adjustment is equal to the difference between the adjusted rate and
the rate applicable the day before this adjustment from which the lump sum is reduced, if need be, when the lump
sum is paid as an employee above rate or above scale.
2