Released on June 30, 1998
Saskatchewan government employees have ratified a new classificationplan designed to achieve pay equity and internal equity.
"The new classification plan is a fair and fiscally responsible
approach to ensuring equity for government employees," said Lorne
Calvert, minister responsible for the Public Service Commission. "It
addresses historical inequities, such as the undervaluing of
female-dominated jobs.
"The existing classification plan is 50 years old and does not reflect
today's realities. The new plan is designed to be responsive to
changes in the nature of work and the emergence of new types of work.
As a result, it will assist government to more effectively meet the
challenges of the next millennium," Calvert said.
The new classification plan, which was jointly developed by the Public
Service Commission and the Saskatchewan Government and General
Employees Union, covers approximately 10,000 employees. The
ratification of this plan is the culmination of a two-year process
which involved an evaluation of all in-scope positions. A primary
goal was to eliminate gender bias in the valuing of work and setting
of wages.
"Pay equity is a key feature of the new classification plan,"
said Judy Bradley, minister responsible for the Status of Women.
"The implementation of this plan is a key milestone in the
government strategy for achieving negotiated pay equity within
the public sector."
The new classification plan will result in pay equity increases
for 81 per cent of employees in female-dominated occupations.
Wage adjustments associated with the plan will be phased in over
five years. It will cost 2.12 per cent of annual payroll in
1998, 1.9 per cent in 1999, 1.03 per cent in 2000 and
.95 per cent in 2001.
Many female-dominated occupations will be receiving wage
adjustments. For example, 96 per cent of all clerical positions
will receive pay increases averaging 12 per cent over five years.
Laboratory clerks will receive increases averaging 18 per cent
over five years. Parental care attendants will receive increases
averaging 17 per cent over five years.
Since the plan also addresses internal equity, which ensures that
all positions within the organization are paid equitably, 77 per
cent of employees in male-dominated jobs will receive increases.
The government's Equal Pay for Work of Equal Value policy
framework requires equity increases to be separate from other
general wage increases. When government committed to developing
a new equity-based classification plan, the additional costs were
anticipated and accommodated within the government's financial
plan.
"We are committed to achieving pay equity within the public
sector through the collective bargaining process," Bradley said.
"The new classification plan for government employees shows that
this approach is paying off."
Pay equity initiatives are either completed or underway in 24
other public sector workplaces. These include all Crown
corporations and agencies, SIAST and regional colleges.
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For more information, contact:
Sharon Roulston
Public Service Commission
Regina
Phone: (306) 787-7506