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The OJE Study was
released on April 5, 2004. The study found no significant change in
any of the NP-2 job classifications. A leaflet was immediately
posted at all work locations instructing members that if they
disagreed with the study and felt their job classification had
changed, to contact the CEUI OJE Appeals Committee no later than
April 16, 2004. Mike Griffin (DOT), Jeff Janusonis (UCHC) and Paul
Kalajian (UCONN) served on the CEUI OJE Appeals Committee.
Members who wanted to
appeal met with the committee during the week of April 19th. The
committee then made a determination on whether to appeal the job
classification or not. Several classifications were appealed and have
been sent to the Department of Administrative Services (DAS). DAS had
until May 25th to rule on the appeal, and they disagreed with the
Union's position.
The Union filed those
appealed classes to arbitration. Step 3 hearings were held and we
are awaiting answers from the Office of Labor Relations (OLR). If
OLR agrees that any of the appealed classes should go forward, those
classes will be sent directly to the Master Evaluation Committee (MEC).
If they feel the classes do not merit reevaluation, it will be
necessary to take those classes to an arbitrator. The Union must
convince the arbitrator there have been significant changes in
Knowledge and Skills, Mental Demands, Accountability and Working
Conditions so that classes can then be sent to the MEC. If you have
any questions about the OJE process, please contact Joy Bylan at (860)
343-8717 at the Union office.
1. Q. What is OJE?
Objective Job Evaluation (OJE) began as a pilot program in
1979 in an effort to ensure internal equity among all jobs in state
government. Beginning in early 1980, each state bargaining unit’s
job classifications were studied.
2. Q. What is internal equity?
Internal equity means that a job classification's points are equal to the same
dollars in all state jobs. In other words, jobs of equal value are
paid the same.
3. Q. How is each job classification evaluated?
The Willis System is the tool used to measure a job
classification. Job questionnaires are completed by members of all state
bargaining units. The completed questionnaires are sent to a bargaining
unit subcommittee comprised of an equal number of bargaining unit
and management members. The content of the questionnaires are used
to assign points to each job classification. Points are given for job knowledge
and skills, mental demands, accountability and working conditions.
During the first study, after the points were assigned to the job
classifications, CEUI negotiated a new pay line to determine the pay
grade of the job classifications and their placement on the pay
scale. New job descriptions and a pay line became effective on
January 13, 1989.
4. Q. What is SCOPE?
The State Coalition On Pay Equity (SCOPE) is made up of
all bargaining units who together negotiated one pay line for all
state jobs. This pay line insured internal and external equity between
state jobs. This Agreement became effective during the 1995/1996
fiscal year.
5. Q. What is a SCOPE classification audit?
The 1994 SCOPE (State Coalition On Pay Equity) agreement
provides for a review of state jobs. This review is called
a classification audit. In an effort to maintain equity between
state jobs, the SCOPE Agreement provides a periodic study of all
job classes. The periodic study is to be done every five years.
All bargaining units are restudied in the order they were
first studied. See page 106 of the
Union contract for more information
on the SCOPE agreement.
6. Q. Why are our jobs studied again?
The purpose is to systematically review job classifications.
Where there has been significant change in job content, the job
classification will be updated. Job classifications will be reevaluated
if there has been a significant enough change in the class responsibilities
or working conditions to affect evaluation points.
7. Q. Which NP-2 jobs are restudied?
All NP-2 jobs can be restudied with the exception of trainee
classes, red-circled classes, part-time and vacant positions. All
employees in job classifications with less than 25 incumbents
statewide
received questionnaires. One-third of the employees in job classifications
with over 25 incumbents received questionnaires. Names of the employees
who received questionnaires in the large classes were selected randomly.
8. Q. What is the Master Evaluation Committee?
The Master Evaluation Committee is a committee made up of
an equal number of bargaining unit and management representatives
who have received specialized training in the Willis System. Paul
Kalajian (UConn/Storrs Campus) is the maintenance bargaining unit's
representative on the committee. Mike Griffin (DOT/Litchfield)
serves as the alternate.
9. Q. Will all NP-2 jobs receive new points?
No, only those jobs which have changed significantly will
receive new points.
10. Q. Will all jobs be upgraded as a result
of this study?
No. Only jobs which have had a significant change in job
responsibilities, job complexity or working conditions to gain the
number of points needed will be put into a higher salary grade.
11. Q. Can my job lose points?
No. No jobs will lose points as a result of the SCOPE classification
audit, and no jobs will be downgraded.
12. Q. Can I as an individual get upgraded
through the SCOPE classification audit?
No. The study centers on entire job classifications - not
individual employees. If your
job classification changes are significantly different from other bargaining unit
employees in your classification, you may be in the wrong job classification.
That is one reason why it is important to keep a copy of your completed
questionnaire.
13. Q. Who are the Union staff person responsible?
Joy Bylan and Loyola Welsh. You can contact Joy at (860) 343-8717 or at 1-800-622-3359
x 717. You can contact Loyola at (860) 343-8721 or at
1-800-622-3359 x721. Joy was the principal staff person for the first OJE process (see question #3) and was the Union’s chief negotiator
for the SCOPE agreement (see question #5).
What Happens Next?
14. Q. Will the appealed classes get upgraded?
The final decision will be made by the MEC when the case is
scheduled. Some, if not all of the classes, will need to be
scheduled before an arbitrator who will determine whether there are
significant changes to warrant the class going to the MEC. Classes
will be upgraded if additional points are added to the job by the
MEC sufficient to affect the point to pay line.
For further questions, call Joy at the Union office at 860-344-0311
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