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This study was conducted in order to compare jobs at the Library and the City of Victoria. The study proceeded on a basis of consensus and the report was submitted and supported by both the Union and Management. The text of the report follows. In the event of errors the text of the original study will rule.
Note that the figures cited in the document for salary differences were those for the year 2000, when the study was published.
As requested by the Pay Equity Steering Committee, the Working Committee has compared jobs at the Greater Victoria Public Library (Library) with those at the City of Victoria (City). The study was mandated to meet the requirements of clause (19) of Letter of Understanding number 8 in the 1996 - 2000 Collective agreement.
The methodology adopted for comparing jobs was to re-score each position according to the pay equity plan used by the City. The language for each factor and the job score for each position at the City were available to the Committee. For each position and each factor the committee developed a consensus judgment of the score that would have been given to that factor if that job was being scored by the Pay Equity Working Committee at the City. The Library was treated as though it was a department of the City.
This comparison was fairly straightforward since the City and Library plans are very similar. In all, 49 positions were re-scored using the original questionnaires and working committees notes. Once this was done, the application of the City Hall plan to the re-scored positions was very simple. The City and Library used different weights in arriving at the final job scores. Using the new weights, the calculations for determining the total points for each job were done independently by Ed Seedhouse and Jim Scott, and the results were identical.
The City and the Library also used different point spreads for creating pay bands. However the recalculated job score allowed the Committee to place each Library job in an appropriate City pay band. The result is the report "Comparison of Jobs at Greater Victoria Public Library and City of Victoria", attached. With the exception of Pages at the Library, who are paid in accordance with Schedule "B" everyone is on schedule "A". There are schedule "B" jobs at the City as well, so a comparison is possible here, too, and this is indicated on the report.
A few positions added to the pay schedule since the original job study were not re-scored. These include the P.C. Technician job in Systems and the Library Assistant position. Positions that were scored on the original plan but which have been re-scored since or renamed, were scored. They are listed under the new job titles.
Of 49 jobs scored, the average job gained 61.5 points. However, since the City pay bands are wider the actual change in pay grades was small, an average of 0.3 grades. No job changed by more than one pay grade. This indicates a good match between the pay plans at both organizations.
To confirm the accuracy of the results, the committee examined the jobs with similar scores at both organizations. For example, Circulation and Branch clerks were placed in band 6. The City band 6 jobs include Clerk Typist Administration, Clerk Typist Purchasing, Clerk - Box Office , and Accounting Clerk 1. Similarly Public Service Librarians at the Library are in the same band (14) as the Archivist position at the City. The Library Shuttle Driver ends up in the same pay grade (6) as the City Parts and Service Driver.
The detailed report shows that the rates for each band are, as expected, very different and in each case the City rate is higher than the Library rate. The minimum difference is for Library Page jobs at $0.33 and $1.86 per hour, and the maximum difference is for Branch Heads, and the Assistant Heads at the Central Library, $8.83 per hour.
