Skip Navigation

About the Committee

Brief Description

Standing committee to administer the job classification plan for non-union, non-exempt jobs. The Committee reports to the Vice President and Treasurer; its purpose is to rate jobs, based on content, that are vacant, that have changed significantly, that are new, or cycled into the four year review process, based on job content.

Mission Statement

The committee seeks to administer the College’s Non-Union, Non-exempt Staff Job Classification Plan in an effective, fair and consistent manner through decisions arrived at by consensus. Job functions and content, rather than performance, are ranked.

Composition

  1. The Committee shall be composed of 5 members, three of whom are working in jobs that are, non-union, non-exempt staff one of whom is the Director of Human Resources (or designee), and the other of whom is an exempt staff member.
  2. The committee will have an additional compliment of two or more previous members to ensure that consensus deliberations are completed by a minimum of five experienced or new members, to provide an historical knowledge, and to educate new members.
  3. Except for the Director of Human Resources (or designee) and the compliment members, terms of service shall be three years. The term will commence September 1, to be completed three years later on August 31.
  4. The exempt staff and non-exempt, non-union members will be selected and serve in a manner that ensures continuity of historical knowledge for the majority of sitting members. The need for new appointments will be reviewed annually with one to two appointments made. A committee vacancy caused by leaving the College, changing job category (e.g., from non-exempt, non-union to exempt), retirement, etc., will be filled as soon as possible.
  5. Employees eligible for service on the Committee will have the following qualifications:
    • They will have been employed at the College for at least two years.
    • They will be regular employees, i.e., working 20 hours per week or more.
    • They will have indicated interest in the assignment and will meet the composition objectives outlined above and below.
  6. Appointments to the committee will first be made to ensure members represent varying jobs, classifications, and divisions, and staff supervisory responsibilities.
  7. The committee will undergo a training session to introduce new members to the terminology and concepts of rating jobs and to the specifics of Carleton’s classification plan. Outgoing members, members in the second year of the terms, and the Director of Human Resources will participate in the training as instructors.

Preferred Skills & Experience of Committee Members

  • Committee members must be held by the community to be objective individuals;
  • Possess the ability to articulate and interpret the committee’s results to individuals and others within the committee’s jurisdiction;
  • Must hold the deliberations in total confidentiality;
  • When interpreting to others, must speak on behalf of the committee – not personally.

Meeting Frequency

  • Meet once per term for one-half day;
  • Meet for one full day twice per year to complete 4 year job reviews;
  • Meet twice per year for one hour training presentation for those with jobs up for review.

Jurisdiction

All non-exempt staff members and exempt staff supervisors