Under-implementation

Under-implementation is a staffing approach used when fully qualified candidates are not available. It allows candidates to be recruited into positions where they may not meet the full requirements of the role but are in the process of obtaining these requirements.

Employees are appointed at a lower level than the full working level of a position while they gain the experience, training and/or professional registration needed to perform the job fully.

Under-implementing an excluded manager position isn't permitted under the Management Compensation & Classification Framework Compensation Rules (PDF, 423KB).

In the BC Public Service, there are 3 types of under-implementation:

1. Under-implementation (standard approach)
2. Developmental
3. Growth  

In all cases, a developmental/training or growth plan must be in place prior to the employee being under-implemented in a position.

Under-implementation (standard approach)

This option is used when recruitment for fully qualified applicants has been unsuccessful. Hiring managers may consider applicants who do not meet all qualifications and under-implement them at a lower classification level. The job posting must state that applicants may be considered for appointment at a lower level and use the full working level job profile, listing only the full working level classification and qualifications.

For BCGEU positions, a Classification Specialist will work with the hiring manager to determine how many levels of under-implementation are required and the duties and responsibilities for each level. This can occur before posting or when it becomes clear there are no fully qualified applicants. For PEA positions, the under-implementation level is predetermined as per MOU 22.

With this option, an under-implemented employee starts with fewer duties and responsibilities than the full working level and is paid at a rate appropriate for the duties they perform. Over time, they gradually take on more duties and responsibilities. Progression to the full working level depends on performance, experience gained, completion of required education/training, and/or obtaining any required professional designation (for PEA positions).

Some positions cannot be under-implemented because they require specific qualifications immediately upon hire. This may include a professional designation, specialized experience, or formal education. In some cases, organizational structure considerations also prevent under-implementation.

Developmental positions

A developmental appointment is a planned approach to under-implementation. Hiring managers use this option when there has been a consistent challenge in attracting fully qualified applicants and the intent from the start is to hire at a lower classification level and develop employees to the full working level.

Before posting, a Classification Specialist will work with the hiring manager to determine how many levels of development are required (typically one or two) and the duties and responsibilities at each level. The posting must indicate it is a developmental opportunity and that applicants will be appointed to the appropriate classification level based on qualifications. A developmental job profile is used for the posting, showing the classification levels associated with the position and the accountabilities for each level. The salary range for all levels is posted.

Employees are appointed at a lower level and developed over time through training and experience until they reach the full working level. Progression depends on performance, experience gained and/or completion of required education or training.

Review the guidelines around salary administration for developmental positions.

Growth positions

Certain positions have a growth plan that has been negotiated with the union. These growth positions are:

• Commercial transport inspector
• Community program officer – employment assistance worker
• Correctional officer
• Paralegals
• Social program officer
• Training consultant

Growth positions require on-the-job experience to reach the full working level of the position. In order to progress from one level to the next, employees must meet certain performance standards and attain a pre-determined number of hours.

Growth positions are advertised at the full working level with a notation of growth to that level and that lesser qualified successful applicants will be appointed at lower levels and trained and promoted to the higher level on the basis of a pre-determined plan.

Growth series plans are established where there are numerous positions that are hard to fill, there are very few fully trained people available, and the training required is only available in government. 

The growth series option provides managers with the expertise they require over time, although it may take a few years before the individual is fully capable of performing all the duties of the position. In the interim, there's a need to spend time training an individual and administering the program.

From the employee's perspective, these programs offer the opportunity to gain valuable work experience, training and advancement.

Learn more about salary administration for growth positions.

Contact us

If you're contemplating creating a developmental position or want to confirm whether under-implementation is appropriate, submit an AskMyHR service request using the categories My Team or Organization (or) Hiring Manager > Job Classification > Other Issues & Inquiries.