Posted Date : November 01,2021
Product (RFP/RFQ/RFI/Solicitation/Tender/Bid Etc.) ID : UNCT-25574
Government Authority located in Ontario; Canada based organization looking for expert vendor for pay equity maintenance and job classification conversion project.
[A] Budget: Looking for Proposals
[B] Scope of Service:
Vendor needs to provide pay equity maintenance and job classification conversion project to the government authority located in Ontario.
- Collection of up-to-date job information through the distribution of position information questionnaires to a select group of employees
- Using the information collected, tested against the draft Gender-Neutral Comparison system to determine, for example, if:
- all to sub-factors are relevant to the bargaining unit,
- the factor definitions and the level factor definitions are clear and discernible
- Pay Equity:
- Job Class Analysis:
- facilitating the analysis, review, and identification of female, male and gender- neutral job classes including identifying new job classes, if required for each of the two bargaining units, based on the criteria set out
- reviewing workforce data for job classes which includes wage rates, class populations and gender make-up of each class. This may require the review of additional job documents;
- reviewing the current job classes in relation to the female, male and gender-neutral job classes as set out in the existing pay equity plan,
- any related activities to develop and provide the noted deliverable that has not been explicitly stated and that will be absorbed through existing deliverables activities and associated costs; and
- completing the identification of a preliminary list of job classes and gender predominance within 12 months of the effective date of the contract, or any adjusted/extended timeline mutually agreed to by the Parties,
- Gender-Neutral Comparison System:
- conducting an environment scan and workforce analysis in preparation of the revised pay equity plan for maintenance including the identification of male job classes to be used for comparison;
- drafting, reviewing and finalizing two point-factor gender-neutral comparison systems, one for each of the two bargaining units
- drafting any notes to raters which are developed to assist/guide the interpretation and application of the system
- any related activities to develop and provide the noted deliverable that has not been explicitly stated and that will be absorbed through existing deliverables activities and associated costs,
- Position Information Questionnaire:
- job information from a statistically valid sample of employees in each job class;
- reviewing and finalizing an instructional guide for employees and managers on how to complete the questionnaire;
- developing information sessions to train managers and employees on how to complete the PIQs;
- Pay Equity Maintenance Analysis and Plan:
- carry out a review of all job rating outcomes
- provide a statistical analysis of the job ratings for fairness and equity including the identification of any potential pay inequities and pay equity adjustment requirements which are to be shared as appropriate with the Bargaining Agent for negotiation purposes
- provide recommendations to the OPS Employer on a go forward basis for maintenance of pay equity;
- any related activities to develop and provide the noted deliverable that has not been explicitly stated and that will be absorbed through existing deliverables activities and associated costs
- Job Classification Conversion: to complete the following deliverables for each bargaining unit, Unified and Correctional
- Organizational and Job Analysis:
- conduct an enterprise-wide organizational and job analysis in order to recommend modelling options and recommend a final classification level model for internal equity for the Employer for both bargaining units
- review the salary schedules in line with modelling options for each bargaining unit and make recommendations on classification and salary grid design to ensure consistent compensation / pay practices
- Job Evaluation Tools:
- review the gender-neutral comparison systems developed for the pay equity maintenance deliverables of the projects and provide a recommendation on how to use the respective point factor rating method to be used as a Job Evaluation Plan for each of the Unified and Correctional bargaining units to ensure that
- review and finalize notes to raters as an accompaniment to the job evaluation plan to support consistent interpretations in the application of the associated plan;
- develop training materials for various audiences (i.e. Job Evaluation Specialists, managers, and employees) to support implementation and application of the job evaluation plan for both the Unified and Correctional bargaining units.
[C] Eligibility:
Onshore (Canada organization Only)
[D] Work Performance:
Performance of the work will be Offsite. Vendor needs to carry work in their office premises.
Budget :
Deadline to Submit Proposals: November 30,2021
Cost to Download This RFP/RFQ/RFI/Solicitation/Tender/Bid Document : 5 US$
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Product (RFP/RFQ/RFI/Solicitation/Tender/Bid Etc.) ID : UNCT-25574
Government Authority located in Ontario; Canada based organization looking for expert vendor for pay equity maintenance and job classification conversion project.
[A] Budget: Looking for Proposals
[B] Scope of Service:
Vendor needs to provide pay equity maintenance and job classification conversion project to the government authority located in Ontario.
- Collection of up-to-date job information through the distribution of position information questionnaires to a select group of employees
- Using the information collected, tested against the draft Gender-Neutral Comparison system to determine, for example, if:
- all to sub-factors are relevant to the bargaining unit,
- the factor definitions and the level factor definitions are clear and discernible
- Pay Equity:
- Job Class Analysis:
- facilitating the analysis, review, and identification of female, male and gender- neutral job classes including identifying new job classes, if required for each of the two bargaining units, based on the criteria set out
- reviewing workforce data for job classes which includes wage rates, class populations and gender make-up of each class. This may require the review of additional job documents;
- reviewing the current job classes in relation to the female, male and gender-neutral job classes as set out in the existing pay equity plan,
- any related activities to develop and provide the noted deliverable that has not been explicitly stated and that will be absorbed through existing deliverables activities and associated costs; and
- completing the identification of a preliminary list of job classes and gender predominance within 12 months of the effective date of the contract, or any adjusted/extended timeline mutually agreed to by the Parties,
- Gender-Neutral Comparison System:
- conducting an environment scan and workforce analysis in preparation of the revised pay equity plan for maintenance including the identification of male job classes to be used for comparison;
- drafting, reviewing and finalizing two point-factor gender-neutral comparison systems, one for each of the two bargaining units
- drafting any notes to raters which are developed to assist/guide the interpretation and application of the system
- any related activities to develop and provide the noted deliverable that has not been explicitly stated and that will be absorbed through existing deliverables activities and associated costs,
- Position Information Questionnaire:
- job information from a statistically valid sample of employees in each job class;
- reviewing and finalizing an instructional guide for employees and managers on how to complete the questionnaire;
- developing information sessions to train managers and employees on how to complete the PIQs;
- Pay Equity Maintenance Analysis and Plan:
- carry out a review of all job rating outcomes
- provide a statistical analysis of the job ratings for fairness and equity including the identification of any potential pay inequities and pay equity adjustment requirements which are to be shared as appropriate with the Bargaining Agent for negotiation purposes
- provide recommendations to the OPS Employer on a go forward basis for maintenance of pay equity;
- any related activities to develop and provide the noted deliverable that has not been explicitly stated and that will be absorbed through existing deliverables activities and associated costs
- Job Classification Conversion: to complete the following deliverables for each bargaining unit, Unified and Correctional
- Organizational and Job Analysis:
- conduct an enterprise-wide organizational and job analysis in order to recommend modelling options and recommend a final classification level model for internal equity for the Employer for both bargaining units
- review the salary schedules in line with modelling options for each bargaining unit and make recommendations on classification and salary grid design to ensure consistent compensation / pay practices
- Job Evaluation Tools:
- review the gender-neutral comparison systems developed for the pay equity maintenance deliverables of the projects and provide a recommendation on how to use the respective point factor rating method to be used as a Job Evaluation Plan for each of the Unified and Correctional bargaining units to ensure that
- review and finalize notes to raters as an accompaniment to the job evaluation plan to support consistent interpretations in the application of the associated plan;
- develop training materials for various audiences (i.e. Job Evaluation Specialists, managers, and employees) to support implementation and application of the job evaluation plan for both the Unified and Correctional bargaining units.
[C] Eligibility:
Onshore (Canada organization Only)
[D] Work Performance:
Performance of the work will be Offsite. Vendor needs to carry work in their office premises.
Budget :
Deadline to Submit Proposals: November 30,2021
Cost to Download This RFP/RFQ/RFI/Solicitation/Tender/Bid Document : 5 US$