You do your best in your workplace and your family every day. We have gone into these negotiations to reach a central agreement that recognizes and supports it – and we have achieved results. The current PA collective agreement expires in June 2014. While it is not yet clear whether this will be at the table for our next round of negotiations, it is certain that we will be able to negotiate the new wage rates at this stage. This will take place during a round of collective bargaining. In 1999, the Treasury Board combined different classifications that perform similar work in a number of occupational categories. For example, the Program and Administration (PA) occupational group consists of nine different classifications (AS, CR, PM, WP, IS, DA, CM, ST, OE) that share a collective agreement. Training Follow us for special online training on different aspects of the new collective agreement. Now register the AV, NR, RE, SH, SP, NRC (LS, IR, RO-RCO, TR), CRA (AFS), OSFI, CNSC (NUREG), NEB and NFB groups have negotiated and ratified new collective agreements. Some groups continue their important work at the negotiating table. We stand in solidarity for a fair deal for every PIPSC member. PSAC has been working on the issue of classification reform for decades.
As a result of the classification reform negotiations in the 2008 collective agreement, the PSAC has been and will continue to be involved in consultations with the IRS on this process. Finally, the union will negotiate salaries for each of the new classifications and levels. The AP`s last collective agreement changed the date to complete the first phase of the SMO review by December 2011. In 2008, the union successfully led the employer to commit to a review of the classification of PSACs when it was incorporated into the PA collective agreement. The reform of the OGS was included in the collective agreement negotiated in 2008. This is the first step towards reforming classification standards to reflect the work of THE PA group. This first step towards classification reform was introduced in the PA Treasury Board collective agreement in November 2008. PSAC agreed to withdraw a long-standing complaint with the Canadian Human Rights Commission over the classification system and also negotiated a US$4,000 payment for the PA Group. Throughout this process, we expect the Department of Finance to consult with PSAC in a judicious manner. The employer has not yet told us how it expects the employment assessment process to evolve.
In recent years, they have relocated the writing and filing processes for job description in the various departments, so that we assume that the scoring work is done by the staff and staff of each department. The structure of occupational groups determines the composition of bargaining units. The new OGS will define the types of work and jobs to be grouped into bargaining units. The work began in earnest in 2010 with a long process of gathering information. Five major divisions with members of the PA group were consulted, as were PSAC components that have members in these departments. Finally, the Treasury Board outlined its preference model for the new occupational categories for the Programs and Administrative Services (PA) group. This model proposes three new occupational groups, including a separate group for the work of the Wellness Programs Group (WP). The model was developed as a result of the review of the AP occupational groups. While not perfect, there are positive elements that can build on past gains in wage participation and, finally, update classification standards. At the same time, we have some concerns about the impact of this model. We want to hear from members before the model is finished.
A professional category that would include the work done by the WPs. Classification standards are the tools used by the employer to evaluate each workstation. As a general rule, these standards focus on different aspects of your work.