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March 15, 2023

New job classification of the UIMM: make a successful transition in 5 steps

The objective today is no longer to know why or what it is, but how to implement the new job classification of the UIMM before January 1st. In 5 minutes, we detail the 5 steps to follow to be sure to carry out this project in the best conditions.

Step 1: Gather your existing job cards and file them

The first step is to identify and collect all the job cards in your organization, whether your employees are managers or non-managers. These elements are presented in two ways, either through job cards or through position cards. This step will allow you to start from existing elements and to offer you a base that will undoubtedly evolve in the next steps.

Once you have collected your records, organize them according to the state of your organization and the different departments in your company. The goal is to ensure that each job record is unique and that there are no duplicates in your different entities.

Step 2: Choose a perimeter and start small

In view of the work to be done, it is useless to tackle everything at once! The objective of this step is to choose a limited perimeter on which you can start your project. In startup jargon, we call this a POC (Proof Of Concept). It is obviously not mandatory, but it allows you to validate that your methodology is the right one before applying it to your entire organization.

Step 3: Write your job descriptions

New job classification

If you have kept the information in your records up to date, the exercise is "simple". You can start with your existing information and adapt it to the requirements of the new Collective Agreement.

For the rest of you, this is the best time to settle down and write your job description.

We advise you to standardize the format of your records: this will facilitate the classification of your jobs in the next step.

In any case, it is important to discuss this exercise with the different stakeholders, from the HR department to the managers of your organization and your CSE representatives.

How does Mercateam support me in this step?

In Mercateam you can create your job cards in a few clicks and attach them to your employees. When you create your job cards, our artificial intelligence allows you to pre-fill them based on their title alone. Our system analyzes the environment of your platform to automatically write content that is consistent with your activities. Mercateam will also link the technical skills and authorizations of your existing library to your job descriptions, as well as the standard skills of the ESCO repository, to help you find bridges between your different jobs.

Step 4: Rate your jobs

New job classification

Once your job descriptions have been written, you will have to move on to the rating stage. To do this, you will have to rely on the UIMM rating system, which defines 10 rating levels based on 6 criteria.

Each line of your records must be designed with this rating in mind, in order to justify the correct classification of your jobs. This exercise is essential because it will allow you to justify the job rating for each of your employees during the 5th and last step.

Before deploying your ratings, remember to check the overall consistency of your analysis and correct any discrepancies as needed.

How does Mercateam support me in this step?

You have two options:

1- You have already done your quotation in an annex system

If you have already made your quotation outside of Mercateam, you will be able to transfer your quotation directly into our platform.

2- You have not yet made your quotation

In Mercateam, you will be able to enter the degree of each UIMM characteristic (complexity of the activity / knowledge / autonomy / contribution / supervision and cooperation / communication). At the end of the exercise, our system will give you the total score, the rating range and the job group. For example, if at the end of the exercise, your form has a score of 38, our system will assign the corresponding F11 rating.

In both cases, Mercateam offers you a powerful analysis tool to compare the number of managers and non-managers in your organization, in relation to the number of job cards or the number of employees, to visualize the breakdown of your non-managerial population (rated from A to E) and your managerial population (rated from F to I). You will also be able to further your analysis based on cross-criteria, such as the age groups of your employees, the job groups, and many other parameters.

Step 5: Communicate your new ranking to your employees

New job classification

The hardest part is now behind you 🙂

Once you have written and rated your job cards, you will have to communicate them to the main people involved, your employees. Each employee's job card must be communicated to him or her, by any means. A simple solution is to send it by mail, or during a formal meeting such as a personal interview (which you can do in Mercateam ).

Remember that your employee can ask to see the details of the classification of his or her job within one month of being notified. You then have an additional month to respond and send him/her the analysis of the six criteria used to rate his/her job.

How does Mercateam support me in this step?

In their personal Mercateam space, your employees can find at any time their associated job as well as the details of their quotation, if it was done in Mercateam.

For more information, you can find the entire collective agreement by clicking here!