Talent Screening

Talent Screening

• Understand organizational context, and review job analysis, job relativity studies and/or job validation (on-site) review reports
• Conduct job evaluation of a job description against Client’s approved job evaluation plan and/or participate as a rating member on a job classification committee recommending a classification decision including rating breakdown, where applicable and classification group and level
• Prepare job evaluation rationale report in accordance with Client’s approved requirements
• Prepare rationale report for positions deemed to be excluded from bargaining in accordance with Client’s approved requirements
• The classification group allocation and job evaluation must be appropriate within the organizational structure and aligned with the organization’s mandate
• Job evaluations are based on the work to be performed by a position as described in the job description and not based on the abilities of the individuals in the position
• Job evaluations are to be conducted based on all the information required to apply the appropriate job evaluation plan and if the requisite information is missing, job evaluations are not to be done until the information is provided; any additional information that is obtained during the job evaluation process must be documented
• Job evaluation rationale reports and position exclusion rationale reports are barrier and bias free; they use language that is neutral and objective and which does not build obstacles, aggravates programs or deviations from policy and/or fundamental HR principles (e.g., diversity, inclusion, etc.) and more specifically classification principles (e.g., equity, consistency, transparency, agility, service excellence, financial probity)