Terms of Reference

CUPE Local 37

Joint Job Evaluation Review

 Terms of Reference

   

A partnership between

The City of Calgary and

CUPE Local 37

 

 

 

 

 

 

1.0             Purpose of the Review.......................................................................................... 3

2.0             Expectations of the Parties.................................................................................. 6

3.0             Resources.............................................................................................................. 7

4.0             Rules of Engagement – Joint Job Evaluation Team ......................................... 9

5.0             Timeframes.......................................................................................................... 10

6.0             Job Evaluation Process...................................................................................... 13

7.0             Terms and Conditions of Implementation......................................................... 16

8.0             Maintenance Process......................................................................................... 17

9.0             Glossary of Terms............................................................................................... 18

 

 

The current Job Evaluation (JE) system used to evaluate CUPE Local 37 jobs was designed in the mid-seventies and has served The City of Calgary (The City) well in terms of its ability to create and defensibly maintain a relative job-value structure for CUPE Local 37 jobs.  There have been a number of process improvements and rating adjustments over the years, however, the JE system developed in the mid-seventies has remained relatively unchanged.

 

Due to the changing nature of work within CUPE Local 37, the changing culture, values, expectations and business needs of The City and the longevity of the current JE system, there is declining confidence in its effectiveness and ability to respond to The City’s longer-term business requirements.  On December 28, 2006, the CUPE Local 37 President sent a letter to the Manager, Total Rewards at The City requesting a classification review be conducted on all jobs within CUPE Local 37. 

 

In March 2007, the Terms of Reference Team was struck to develop the Terms of Reference for the Joint JE Review.  The Terms of Reference Team is made up of two representatives from Human Resources (HR), four members of CUPE Local 37, the CUPE Local 37 President and the CUPE National Representative.  These members will continue through all phases of the Joint JE Review, becoming the Joint JE Team (JJET), under Phase 1, Redesign of the JE System for CUPE Local 37.

 

The Joint JE Review will include the following phases:

 

Phase I - Redesign of the JE System for CUPE Local 37

 

1.1    The parties will jointly:

a)   Establish and train the JJET;

b)   Confirm an external consultant to assist with the redesign of the new JE system for CUPE Local 37;

c)   Design the JE plan and related tools, specifically the selection and definition of compensable factors that are in alignment with The City’s culture, values, expectations and business needs, the identification of methods for collecting job-related information (e.g. JE Questionnaire - JEQ, meetings with employees, non-exempt supervisors and/or their immediate exempt supervisors and work-site presentations and tours) and the development of other tools that will be of assistance (e.g. JEQ Guide for Completion);

d)   Identify and evaluate benchmark/comparator jobs that represent a cross-section of CUPE Local 37 jobs and that will ensure consistent interpretation, application and understanding of the JE plan;

e)   Test the proposed JE plan and tools, including the methods of collecting job-related information and the benchmark/comparator jobs and implement JE plan refinements;

 f)   Develop and provide information sessions to employees and their immediate exempt supervisors (e.g. how to complete JEQs);

g)   Facilitate completion and collection of JEQs for CUPE Local 37 jobs;

h)   Evaluate JEQs using the new JE plan and a consensus decision-making model;

i)    Develop a JE Interpretation Guide which will be a compilation of information collected throughout the Joint JE Review and will include information on the compensable factors and degrees, that will serve as a reference tool for future evaluators and as assistance to employees and their immediate exempt supervisors in completing JEQs;

j)    Assign factor weightings to each of the compensable factors that will result in the creation of a job-value structure for all CUPE Local 37 jobs; and

k)   Confirm the internal job-value structure for CUPE Local 37 jobs.

 

1.2    The new JE system for CUPE Local 37 will:

a)     Be gender neutral;

b)     Be a point factor system aligned with The City’s culture, values, expectations and business needs;

c)      Be fair and easily understood;

d)     Include a JEQ format that may contain both closed and open-ended questions; and

e)     Require consistent and equitable application across all CUPE Local 37 jobs.

 

Phase 2 - Design/Development of Classification and Pay Structures

 

1.3    Upon completion of Phase 1, Redesign of the JE system for CUPE Local 37, HR will:

a)     Conduct a market survey that includes the collection and analysis of external job market data;

b)     Design a new classification structure and develop alternative pay structure scenarios with associated costs; and

c)      Recommend amendments, where required, to Schedules A and B in the collective agreement that will be approved/ratified by the parties through an Implementation Letter of Understanding.

 

1.4    The Classification and Pay Structures will:

a)   Align with the new JE system for CUPE Local 37;

b)   Balance internal equity within CUPE Local 37; and

c)   Consider external job market relativities and internal equity between other jurisdictions (i.e. unions) within The City on the same or similar jobs.

 

Phase 3 - Implementation

 

1.5    The JJET will:

a)   Draft an Implementation Letter of Understanding, subject to the terms and conditions set out in this Terms of Reference, which will include the following: 

·        An Implementation Plan;

·        The effective date of the new JE system for CUPE Local 37;

·        Amendments to Schedules A and B in the collective agreement;

·        The new classification and pay structures; and

·        The Communications Plan.

b)   Seek approval/ratification of the Implementation Letter of Understanding. 

c)   Upon approval/ratification of the Implementation Letter of Understanding, HR will notify employees, their immediate exempt supervisors and the CUPE Local 37 President of the JE results, including the following:

·        The job’s classification;

·        The levels assigned to each of the compensable factors;

·        The associated rates of pay; and

·        Information on the JE appeal process, including the timeline for submitting JE appeals.

d)   Review JE appeals and determine final classifications using the new JE plan and a consensus decision-making model.  All JE appeal decisions will be final and binding.

e)   Ensure that Job Specifications are drafted for all evaluated CUPE Local 37 jobs by the end of 2009 and copies are provided to the CUPE Local 37 President.

 

 

These Terms of Reference will remain in effect from the date of approval/ratification of the Terms of Reference until the date of the approval/ratification of the Implementation Letter of Understanding.

 

Any changes to these Terms of Reference must be mutually agreed to by the parties.

 

2.1    The City and CUPE Local 37 are committed to the Joint JE Review.  They agree that they will work together to develop and implement a new JE system for CUPE Local 37 that will result in a relative job-value structure for CUPE Local 37 jobs.  They agree that timely decisions will be made and issues jointly resolved to allow the Joint JE Review to progress, recognizing that the environment may be stressful.

 

2.2    All participants in the Joint JE Review will ensure integrity by maintaining appropriate confidentiality both during and after the Joint JE Review.

 

2.3    The Joint JE Review is intended to be conducted independently of the collective bargaining process.

 

2.4    HR will independently evaluate new jobs that are created during the period of time that JE activity is suspended, should such a need exist.  Relevant articles of the collective agreement will continue to apply to JE decisions made on these new jobs.

 

2.5    Upon completion of Phase 1, Redesign of the JE System for CUPE Local 37, the parties will have jointly:

a)   Developed the JE plan and tools;

b)   Identified and evaluated benchmark/comparator jobs;

c)   Evaluated all submitted CUPE Local 37 jobs;

d)   Created a JE Interpretation Guide; and

e)   Established a job-value structure for all CUPE Local 37 jobs.

 

2.6    Once the new JE system for CUPE Local 37 is implemented, maintenance will be as outlined in the collective agreement.

 

2.7    The new JE system for CUPE Local 37 will be jointly reviewed to remain current and reflective of The City’s culture, values, expectations and business needs.

 

 

 

Use of External Resources:

 

3.1    The parties agree to engage an external consultant with public and private sector and joint JE experience to assist with Phases 1, Redesign of the JE System for CUPE Local 37 and 2, Development of Classification and Pay Structures.  The City will pay for the services of the external consultant.

 

3.2    JJET members can request that other experts also attend meetings.  The member requesting the expert must provide 48 hours prior notice to the Project Manager and all JJET members must provide unanimous consent prior to the expert attending a meeting.  Advice provided will be accepted as ’expert’ and given serious consideration.  Expenses of experts are to be paid by the party inviting the experts or shared with mutual agreement of the parties.

 

3.3    The parties agree to appoint a mediator to mediate disputes related to the Joint JE Review.  The costs of the mediator will be shared jointly between The City and CUPE Local 37.  The parties agree to cooperate with the mediator and with each other in order to obtain a satisfactory resolution. 

 

Use of Internal Resources:

 

Members of the JJET will be considered to be on a ‘leave of absence for union business’ to participate on the Joint JE Review and will not suffer any loss of base pay for time spent serving on the JJET.

 

3.4    The JJET will be comprised of eight voting members, with equal representation from The City and CUPE Local 37.  A Project Manager, HR representative, the CUPE Local 37 President and the CUPE National Representative will act as non-voting advisors.  The parties will endeavor to ensure the JJET represents a cross section of the workforce.

 

3.5    JJET members require communications and interpersonal skills necessary to work in a collaborative fashion. 

 

3.6    JJET members will act in a leadership capacity with respect to their roles on the JJET and will not represent the vested interests of specific groups or occupations.

 

The parties agree that the following appointments will be made to support the Joint JE Review:

 

3.7    Project Manager

 

3.7.1   The City will appoint the Project Manager who will manage the Joint JE Review, chair the JJET and act as a non-voting advisor to the JJET.  The Project Manager will be the primary contact with the external consultant.

 

3.7.2   The Project Manager will have the responsibility to resolve any issues arising from the JJET.

3.8    Additional Support

The City will provide administrative, communications, information technology and research support to the JJET.

 

 

 

4.1    The parties, while respecting the confidentiality of the JE process, agree to disclose appropriate information in a timely manner.

 

4.2    Attendance at JJET meetings will be limited to JJET members and the external consultant.  Observers will be invited only with prior, unanimous consent of the JJET. 

 

4.3    The JJET will meet for approximately 70 hours every two weeks, between the hours of 8:00 am and 5:00 pm, with specific meeting days and times to be set by the Team.       

 

4.4    A quorum of six members, including three members from The City and three members from CUPE Local 37, must be present at all meetings for the JJET to make decisions,.  In the event that the JJET splits, a quorum will be four members, including two members from The City and two members from CUPE Local 37.

        

4.5    The members of the JJET will coordinate their annual vacations to ensure that sufficient members are available to continuously perform work on the project.       

 

4.6    JE decisions require consensus.  It is incumbent on the JJET to reach evaluation decisions on all jobs referred to it for evaluation.  All evaluation discussions will be held in confidence by JJET members.

 

4.7    In the event a JJET member is unable to complete their duties, the party who appointed the member will appoint a replacement, in a timely manner.

 

 

 

The following timeframes are estimated and intended to guide the activities of the Joint JE Review.  If more time is required than is noted below, additional time will be allocated to ensure the project is comprehensively completed.  As well, the proposed timelines consider logical breaks in project work, such as over Christmas.

 

Phase 1 – Redesign of the JE System for CUPE Local 37

 

5.1    Once the Terms of Reference are approved/ratified, over a three week period, the JJET members will be identified, confirmed and trained.  Training of JJET members will include, but not be limited to, a review of the Terms of Reference, clarification of roles and responsibilities and the principles of JE.  

 

5.2    The external consultant will be engaged while the JJET members are being trained.    

 

5.3    Within four weeks of the completion of training, the JJET will design the JE plan, specifically select and define the compensable factors and degrees.

 

5.4    Within two weeks of the compensable factors and degrees being defined, the JJET will design/identify the JE tools required to support the new JE system for CUPE Local 37.

 

5.5    Within four weeks of the JE tools being designed/identified, the JE plan and tools will be tested in focus groups of employees who represent a cross-section of CUPE Local 37 by work unit.  The intent of the focus groups is to test the new compensable factors, degree definitions and JE tools.

 

5.6    Within one week of the JE plan and tools being tested, they will be refined to respond to feedback received from the focus groups.  The JE plan and tools will then be finalized.

 

         It is at this point that a temporary break in project work could be considered.

 

5.7    Once the JE plan and tools have been finalized, the JJET will develop and provide information sessions for CUPE Local 37 employees and their immediate exempt supervisors at various worksites, regarding the JEQ writing process.

 

5.8    Beginning approximately two weeks into the information sessions being provided and continuing for two weeks (i.e. for a total of four weeks), JEQs will be written and signed by CUPE Local 37 employees and their immediate exempt supervisors and submitted to the Project Manager.

 

5.9    Within three weeks of the JEQs being submitted to the Project Manager, the JJET will identify, collect job-related information on, and evaluate the benchmark/comparator jobs.

 

5.10 Within 12 weeks of the benchmark/comparator jobs being evaluated, the JJET will evaluate all submitted JEQs, using the benchmark/comparator jobs as reference.

 

5.11 The JE Interpretation Guide will be developed throughout the Joint JE Review.

 

5.12 Once the JEQs have been evaluated and the JE Interpretation Guide developed, over a period of one week, the JJET will assign the factor weightings and confirm point allocations. 

 

Phase 2 - Design/Development of Classification and Pay Structures

 

5.13 Throughout Phase 2, the Project Manager will regularly update the JJET regarding progress.

 

5.14 While the JEQs are being evaluated, HR will establish salary survey benchmarks and survey the job market.   

 

5.15 Within two weeks of the factor weightings being assigned and point allocations confirmed, HR will design a new classification structure and develop alternative pay structure scenarios.

 

Phase 3 - Implementation           

 

5.16 Within two weeks of a new classification structure being designed and alternative pay structure scenarios being developed, the JJET will develop the Implementation Letter of Understanding to be approved/ratified.

 

5.17 The City and CUPE Local 37 will approve/ratify the Implementation Letter of Understanding, within four weeks of its development. 

 

5.18 Within four weeks of the approval/ratification of the Implementation Letter of Understanding, HR will notify employees, their exempt supervisors and the CUPE Local 37 President of JE results.

 

5.19 Upon receipt of JE results, employees and/or their immediate exempt supervisors will have 30 calendar days to appeal the JE results. 

 

5.20 Within four weeks of the appeal deadline, the JJET will review all JE appeals and determine final classifications.

 

5.21 Within one week of completing the review of all JE appeals, HR will notify employees, their exempt supervisors and the CUPE Local 37 President of final JE results.

 

5.22 Within two weeks of the receipt of JE appeal results, the new JE system for CUPE Local 37 will be effective.

 

 

6.1    The JJET will review and evaluate one JEQ for each job, identified by individual job code, per work unit.

 

6.2    A JEQ must be completed and submitted for all CUPE Local 37 jobs with input and signatures from employees and their immediate exempt supervisors.  Where there is more than one immediate exempt supervisor, all must review and approve the JEQ.

 

6.3    Where possible, JEQs will be completed by employees based on the ‘hours most worked’ principle.  HR will assist employees and their immediate exempt supervisors in determining ‘hours most worked’.  Where the ‘hours most worked’ principle results in a job that is not encumbered, employees working in that job will be selected to complete JEQs, regardless of ‘hours most worked’.     

 

6.4    For jobs with multiple employees, all employees will be given the opportunity to provide input to a group JEQ, which must be signed by all employees and their immediate exempt supervisors, indicating general agreement with the contents.  Once the JE decision is made, it will be binding on all employees represented by the group JEQ. 

 

6.5    Employees and/or their immediate exempt supervisors who do not agree with the contents of a group JEQ may present their individual comments on a Comments Sheet and submit it under separate cover to the Project Manager.

 

6.6    Information sessions will be provided to employees and their immediate exempt supervisors.

 

6.7    JEQs will be submitted to the Project Manager who will review the documents for completeness and clarity.  The Project Manager will forward all complete and signed JEQs to the JJET for evaluation and follow-up on those that are not complete.

 

6.8    JE activity, defined in Articles 1.12, 1.13 and 1.14 of the collective agreement will be suspended on the date the JJET begins evaluating JEQs to the effective date of the new JE system for CUPE Local 37.  Once the new JE system is implemented, Articles 1.12, 1.13 and 1.14 will again apply.

 

6.9    The JJET will thoroughly review and evaluate jobs using information provided in the JEQs, ensuring consistent application of the JE plan.

 

6.10 During evaluation, the JJET may determine that additional job-related information is required and, in consultation with the Project Manager, will identify the information to be collected and the appropriate method for collecting the information.  Once collected, this additional job-related information will be considered in the overall JE decision. 

 

6.11 The JJET will complete a ‘sore-thumbing’ exercise to ensure consistency in the ratings of jobs and will continue to cross-reference the benchmark/comparator jobs throughout the JE process.

 

6.12 JE decisions made by the JJET are subject to appeal by employees and their immediate exempt supervisors.

 

6.13 In the application of the new JE system for CUPE Local 37, the integrity of the JE plan will be maintained.  The following general principles will apply:

a)     Job content, not employee performance, will be evaluated;

b)     Jobs will be evaluated without regard to existing wage and salary rates;

c)      The evaluation of each job will result from an analysis of JEQs and any other job-related information collected throughout the JE process;

d)     Interpolation of factor degrees will not be permitted;

e)     JJET members will exclude themselves from evaluating jobs where they could gain, or be perceived to gain, from the evaluation decision.  Members will not evaluate their own jobs or the jobs of direct subordinates or supervisors.  JJET members will refrain from evaluating any other job that could place them in a conflict of interest; and

f)        The Project Manager will have final authority for determining if a conflict of interest exists.

 

6.14 JE Appeal process

 

6.14.1    The JE appeal process will occur prior to the effective date of the new JE system for CUPE Local 37.

 

6.14.2    Employees and/or their immediate exempt supervisors will have 30 calendar days from the date on the JE results letters to appeal the JE results.  JE appeal requests received after the 30 day time period will not be considered.  No JE appeals will be finalized until the 30 day window has closed.

 

6.14.3    The JJET will be recalled to review the JE appeals and make final classification decisions.  All appeal decisions will be final and binding.

6.14.4    JE appeals must consider only the duties and responsibilities outlined in original JEQs submitted by employees and their immediate exempt supervisors (i.e. the new classification or pay structures or placement within the structures cannot be appealed).

 

6.14.5    If new duties and responsibilities have been added to, or taken away from, a job since the JEQ was originally submitted, the updated JEQ will be considered under the JE Maintenance Process.

 

6.14.6    Employees and/or their immediate exempt supervisors can only appeal JE results for jobs for which they submitted JEQs.  They cannot appeal the classifications of other employees’ jobs. 

 

6.14.7    An appeal of a JE decision on a group JEQ requires a simple majority of all employees who signed the original JEQ. 

 

6.14.8    To file a JE appeal, an Appeal Form must be completed by employees and/or their immediate exempt supervisors indicating the reasons for appeal.  JE appeals will be considered only if the following information has been provided:

a)  The specific compensable factor ratings disagreed with;

b)   Specific work examples to support the requested changes in ratings; and

c)  The immediate exempt supervisor’s written comments either supporting or not supporting the appeal.                                  

Simply arguing that one’s job is more complex than another is not sufficient to justify further review.

 

6.14.9    JE appeals will be forwarded to the Project Manager for review by the JJET.  A JE appeal may result in the job’s classification going up or down or remaining the same.

 

6.14.10  Once the JE appeals are concluded, HR will advise employees, their  immediate exempt supervisors and the CUPE Local 37 President of the JE appeal results.

 

 

 

7.1    The City and CUPE Local 37 agree that both parties will accept the new JE system for CUPE Local 37, subject to approval/ratification of the Implementation Letter of Understanding. 

 

7.2    Pay adjustments will be effective on the date agreed to in the Implementation Letter of Understanding. There will be no retroactive adjustments prior to this effective date.

 

7.2.1   Salary protection will be in the form of ‘red-circling’ resulting from the implementation of the new JE system for CUPE Local 37.

 

7.2.2   The salaries of employees who are within three years of being eligible for an immediate unreduced pension will be ‘green-circled’ for up to three years, or up to the date of eligibility for an immediate unreduced pension, whichever is less, and then ‘red-circled’.  ‘Green-circling’ will apply as long as the employee remains in the job for which they received ‘green-circling’ protection.

 

7.3    Upon implementation of the new JE system for CUPE Local 37, all existing JE systems used to evaluate CUPE Local 37 jobs will no longer be effective.   

 

7.4    The new JE system for CUPE Local 37 will be jointly reviewed to remain current and reflective of The City’s culture, values, expectations and business needs.

 

8.1    After implementation of the Joint JE Review, the maintenance of the JE system used to evaluate CUPE Local 37 jobs will require that ongoing classification requests, based on substantive changes to jobs’ duties and responsibilities, be reviewed and evaluated, as per the collective agreement.

 

 

 

Signed this 18 day of December, 2007.

 

 

The undersigned agree that the Local 37 Joint JE Review proceed in accordance with the terms and conditions outlined in these Terms of Reference.

 

 

FOR THE CITY OF CALGARY                                FOR CUPE LOCAL 37

 

 

(original signed by George McLauchlan)               (awaiting ratification)

                                                                                    __________________________

George McLauchlan                                     Kevin Galley

Director, Human Resources                                    President, CUPE Local 37

 

 

 

 

Base Position	The position to which an employee is assigned on a permanent basis.
Benchmark / Comparator Job	A job used to illustrate various levels of complexity and to which comparisons can be made to validate JE decisions.  Benchmark/comparator jobs are typically heavily populated, subject to minimal change and representative of duties performed.
Classification	The assignment of a job to rate of pay.
Classification Structure	A relative job-value structure that demonstrates the relationships between jobs based on work function.
Closed-Ended Questions	Questions asked in a JEQ that allows for a yes/no type of response.  No comments can be provided.
Collective Agreement	The contract that defines the terms and conditions of employment currently in effect between The City of Calgary and CUPE Local 37.
Compensable Factors and Degrees	Any job-related factor used to provide a basis for judging job-value to create a job-value structure. The generic pay equity factors are skill, effort, responsibility and working conditions.  Degrees are the defined measurement levels within each compensable factor.
Consensus	Team members discuss their agreement or disagreement with proposals as they are developed, without voting.  It does not mean 100% agreement 100% of the time, nor does it mean acceptance of ideas that violate the basic principles of one or more individuals.   Consensus means that all individuals: ·        Have an opportunity to express their views; and ·        Will support the team’s decision even though it may not have been their first choice.   The tests for consensus are: ·        Is the proposal the best that can be achieved at this particular time?; ·        Does the proposal move forward towards a solution?; and ·        Can the negative aspects of the proposal be tolerated?

Factor Weight	A value indicating the relative importance of a compensable factor in the JE system.
Gender Neutral:	No gender bias exists in any aspect of evaluating either female or male dominated jobs.

 

Green-circling	A form of salary protection where an employee whose salary is over-range will receive normal increments in the previously established job classification and any general increases for a three year period, as long as that employee remains in that position.  After this time period, ’red-circling’ will be implemented.
Hours-Most- Worked	The job classification in which an employee worked the most hours in the preceding calendar year (i.e. January to December); this calculation is used to determine the rate-of-pay for paid time-off, such as vacation, overtime and lieu time.  Reference:  Letter of Understanding: Use of Hours Most Worked Rate To Track and Pay For Overtime, Banked Lieu Days and Statutory Holidays.
Internal Equity	The relationship between jobs within CUPE Local 37.
Interpolation	When evaluating a job, the relevant compensable factor must be evaluated within an existing level (e.g. a job is considered stronger than 2, but does not meet all criteria at 3; it cannot be interpolated at 2.5).
Job	A collection of duties and responsibilities assigned to one or more individuals (i.e. positions).  Individuals performing the same or similar duties and working under similar conditions are doing the same job.   In CUPE Local 37, jobs are identified as having distinct job codes, as noted in the collective agreement.
Job Evaluation	A systematic and consistent process for determining the relative worth or value of jobs within CUPE Local 37.
Job Evaluation Questionnaire	The tool/format used to collect job-related information that typically includes a brief summary of the job, a list of the major duties and responsibilities and other job-related information that is illustrative of the compensable factors.

Job Evaluation Tools	Tools used to collect job-related information, including JEQs, meetings with employees, non-exempt supervisors and/or their immediate exempt supervisors and work-site presentations and tours.  As well, JE tools may also include those additional documents that provide assistance throughout the JE process, including a JEQ Guide for Completion and a JE Interpretation Guide.
Job Specification	A summary of the duties and responsibilities of a job, including scope of work, minimum qualifications, reporting structure and working conditions.
Job-value Structure	The internal/relative structure of jobs resulting from the application of the JE system for CUPE Local 37.
Observer	Non-voting advisors to the team who are considered to provide value to the process.
Open-Ended Questions	Questions asked in a JEQ that allow for comments to be provided.
Parties	The City of Calgary and CUPE Local 37.
Points	The numeric value assigned to each degree within each compensable factor and resulting from the weighting of the factors.
Point Factor System	An analytical and quantitative JE methodology in which a range of point values are assigned to each compensable factor.  The pointes assigned to each compensable factor are totaled for each job and determines its relative value.
Position	A collection of duties and responsibilities required to be performed by The City, assigned to a single individual; can be assigned to an established, limited term or on-call status.
Rating	The process of determining the applicable degree within each compensable factor.
Red-Circling	A form of salary protection where an individual, whose base position has been reclassified downward, will have their existing rate of pay frozen at its existing rate until the evaluated rate of pay equals or exceeds the rate currently being paid.
Pay Structure	The structure of pay ranges established within an organization.