This directive describes the plans used to classify Alberta Public Service positions, the delegation of classification authority, and monitoring of the classification plans.
Under the Public Service Act, the Public Service Commissioner is responsible for reviewing classification plans and processes. The Public Service Commissioner may recommend to the Minister any amendments to the classification plans, and will allocate each position to a classification.
The Non-Management Classification Plan is called the Point Rating Evaluation Plan. It is based on a modified Hay system, using factor comparison and point rating methodologies.
A deputy head will have a representative number of non-management benchmarks approved through a process set out in the Point Rating Evaluation Plan. These cross government benchmarks are the official comparators used to support the evaluation decision.
The management classification plan is called the Management Job Evaluation Plan. It is based on a modified Hay system using factor comparison and point rating methodologies. The plan includes the Manager, Senior Manager, and Executive Manager classes.
A deputy head will have a representative number of management benchmarks approved through a process set out in the Management Job Evaluation Plan. These cross government benchmarks are the official comparators used to support the evaluation decision.
Delegated classification authority
The Public Service Act authorizes the Public Service Commissioner to delegate authority for classifying positions to deputy heads of departments. A deputy head can request the Public Service Commissioner to further delegate classification responsibilities to other officials within the department. A condition of delegation is that deputy heads ensure their employees apply the standards that have been developed for the non-management and management classification plans such as guide charts and benchmark jobs.
Delegation of non-management and management classification authority to departments has been undertaken as part of the process of placing decision making closer to where the work is actually performed, affording speedier response times and avoiding duplication of effort.
The HR Community is encouraged to participate on cross-ministry classification committees, and to gain classification exposure to jobs in different ministries in order to broaden their understanding of the applications of the job evaluation plans.
Delegated classification authority is not transferable from department to department, and therefore HR Directors are responsible for requesting classification delegation authority for employees transferring in to the ministry, and to advise PSC if an employee has left the ministry and no longer requires delegated signing authority.
The Public Service Commissioner may revoke delegated authority to classify jobs from a deputy head when the Public Service Commissioner believes the deputy head is not adhering to guidelines. The deputy head will be notified in writing of revoked authority.
Reassessment of an employee's job evaluation proficiency may be required in cases where the employee has not been responsible for evaluating jobs for some time (2 years). The deputy head will determine if reassessment is required, which may include a review of the employee's practical proficiency in evaluating jobs, or further job evaluation training.
For more information on classification authority, see Section 5(3) of the Public Service Act.
Monitoring and review
The Public Service Commissioner is responsible for the maintenance and consistent use of the classification plans. In a decentralized environment where classification decisions are delegated to deputy heads, the Public Service Commissioner will monitor trends to ensure consistent use, address anomalies, and determine that plans are effective.
About this directive
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