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Ontario Tech acknowledges the lands and people of the Mississaugas of Scugog Island First Nation.

We are thankful to be welcome on these lands in friendship. The lands we are situated on are covered by the Williams Treaties and are the traditional territory of the Mississaugas, a branch of the greater Anishinaabeg Nation, including Algonquin, Ojibway, Odawa and Pottawatomi. These lands remain home to many Indigenous nations and peoples.

We acknowledge this land out of respect for the Indigenous nations who have cared for Turtle Island, also called North America, from before the arrival of settler peoples until this day. Most importantly, we acknowledge that the history of these lands has been tainted by poor treatment and a lack of friendship with the First Nations who call them home.

This history is something we are all affected by because we are all treaty people in Canada. We all have a shared history to reflect on, and each of us is affected by this history in different ways. Our past defines our present, but if we move forward as friends and allies, then it does not have to define our future.

Learn more about Indigenous Education and Cultural Services

Job evaluation

Job evaluation is a consistent and systematic approach to defining and measuring the relative value of jobs within an organization. It assists an employer to achieve internal equity of pay and serves as a foundation for other human resources programs and systems.

The university's Job Evaluation System is a point rating job evaluation system. It is particularly suited to jobs consisting of a variety of tasks. A point rating plan defines a number of factors, which are common to the jobs being evaluated. The university's job evaluation plan measures jobs based on the factors of:

  • communication skills
  • education
  • experience
  • impact of action
  • independence of action
  • leadership
  • mental effort
  • physical effort
  • problem resolution and analysis
  • service to others
  • working conditions

The job evaluation process considers the job function and not the person in the job. Individual characteristics, personality, performance and/or work volume and other personal factors are not related to job evaluation.

Job evaluation is not a method to increase salaries, nor is it an attempt to reward superior performance.

Characteristics of a Job Evaluation Plan:

• It will be gender-neutral in its design, and will survive a test of its neutrality and freedom from associated biases.
• It will be balanced, having an equal effect on women's and men's work.
• It will be comprehensive, embracing as many aspects of the work done in the organization as possible.
• It will be user-friendly to those within the organization participating in the plan.
• It will provide an opportunity for feedback and clarification on position responsibilities.

Job Evaluation Committee:

The Job Evaluation Committee (JEC) comprises managers and staff members from various faculties and departments across the university who are responsible for conducting job evaluations. JEC members are trained on the principles of job evaluations and are knowledgeable about the university's job evaluation plan. Members of the JEC apply a consistent method of evaluating jobs by using an established point system for evaluation of positions at the university.