Exclusion process

Learn what is involved in the exclusion process and when you might need an exclusion 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 exclude an existing position.

On this page

• Overview
• What’s involved in exclusion?
• When an exclusion review is needed

Overview

In the BC Public Service, it is legislated all positions belong to a union unless there is an agreement between the BC Public Service and the applicable union allowing a position to be excluded.

Generally, Band positions that are classified under the Management Classification and Compensation Framework (MCCF) need to go through exclusion by the union.

All exclusion decisions are made by applicable unions. The Classification and Exclusion Services team supports people leaders to check for exclusion viability and prepare exclusion rationale to submit to unions.

Watch this video to learn more about the exclusion process:

What’s involved in exclusion

To be excluded, most positions must meet one or more of the following criteria:

• Managerial authority: The role has the delegated authority to suspend employees and recommend termination
• Confidential planning: The role includes confidential planning or advisory function in the development of management policy for government
• Personnel or labor relations management: The role functions in a confidential capacity in matters related to labor relations, personnel or human resources management

To decide whether positions should be excluded or not, the union reviews:

• Exclusion rationale
• Job profile for the position you want to exclude
• Job profile for the supervisor of the position
• Organization chart

Exclusion rationales must include detailed work examples illustrating the conflict the role has with union membership. For example, what decisions are made, or are influenced, by the position that affects bargaining unit employees. Use our Exclusion Rationale Template (DOC, 76KB) to create a strong exclusion rationale.

When an exclusion review is needed

There are different scenarios where you may need to initiate an exclusion review:

• Creating a new position that you want to exclude
• Existing excluded position has significantly changed
• Existing bargaining unit position has added accountabilities that may warrant exclusion

Exceptions

Some jobs are considered statutorily excluded by the Public Service Labour Relations Act (PSLRA) and do not need to go through the usual exclusions process. Statutory excluded examples include:

• Any jobs in the Provincial Treasury Division
• Any jobs in the Treasury Board Staff Division
• Any jobs in the BC Public Service Agency
• Any jobs in Government Communications and Public Engagement
• Any jobs in Legal Services Branch
• Any jobs in Office of the Auditor General
• Appendix 2 of the BCGEU collective agreement also contains several excluded cases not requiring requests for exclusion, including:
  • Band 5 and 6 positions 
  • Executive coordinators 
  • Executive assistants

The applicability of statutory exclusions and excluded cases are determined by Classification and Exclusion Services.

Tips to assist your request

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

• Submit complete packages with classification requests, including finalized organization charts, exclusion rationale and the supervisor’s job profile
• 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 with your classification specialist and exclusion advisor

Read more

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