Classification process

Learn what is involved in the classification process and when you might need a classification review.

To learn more about how to request a classification review based on your needs, visit create a new position with a custom profile or reclassify an existing position.

On this page

• Overview
• Impact of classification
• How is classification determined?
• When a classification review is needed
• Tips to assist your request

Overview

Classification is an objective process where positions are evaluated against jointly negotiated job evaluation plans.

• Classification and Exclusion Services manage six job evaluation plans as well as other methods of assessment, some of which were developed in partnership with the relevant unions and the BC Public Service Agency and others set by the Employer
• By applying these models consistently through classification review, roles are measured fairly regardless of the job or the person in it

Watch this video to learn more about the classification process:

Impact of classification

The ultimate purpose of classification is to create internal pay equity across the BC Public Service.

Classification of a position in one ministry has an impact on other ministries.

High perceptions of internal pay equity reduce retention issues and mitigate other issues affecting culture, such as diversity, conflict and external equity comparisons.

How is classification determined?

There are several aspects that determine classification of a position.

What is considered

• Scope: What impact does the work have? How far does it reach?
• Knowledge: What is the level of education or experience needed?
• Autonomy: How much supervision does the job require? Will they supervise anyone?
• Overlap: Are there any positions in the BC Public Service doing similar work?
• Context: Where does the job fall within the greater organizational context?
• History: How has the position changed over time?

What is not considered

• Retention and recruitment: There are other program areas to address these issues
• Volume of work: More work doesn’t necessarily equal more complexity
• Employee performance: Classification evaluates a position, not an individual
• Similar jobs elsewhere and Job Store profiles: Positions are only measured against benchmark positions included in each of the job evaluation plans

When a classification review is needed

There are different scenarios where you may need to initiate classification review. The steps and required materials may vary depending on the situation, such as:

• Creating new positions to hire. Whether you are adding more of the existing role or bringing in a role that doesn’t currently exist in a work unit. You may need classification review when you are creating a new position with a custom profile or from Job Store
• Making significant changes to the existing positions (for example, changes in accountabilities, number of direct reports). You may need to reclassify an existing position
• Creating a new organization or restructuring existing organization by moving positions around

Tips to assist your request

To make your classification request experience quick and efficient, be sure to:

• Submit complete packages with classification requests, including finalized organization charts
• Begin thinking about work examples or have work examples ready to support the discussion
• Anticipate putting aside some time for follow up questions or conversations to your classification specialist

Read more

• Exclusion process: Learn about what is involved in the exclusion process and when you might need an exclusion review
• Job evaluation plans: View a list of the evaluation plans used for classification and exclusion