Implementing a new job classification can be a complex task. The objective today is not to know why, or what it's all about, but how to implement the new UIMM job classification before January 1. The purpose of this guide is to walk you through the various steps involved in making this transition a smooth one. It's a crucial operation for adapting to changes in the world of work and remaining compliant with regulatory standards. So, how do you successfully implement this new job classification? Follow these five key steps.
To successfully implement the new job classification, the first step is to take stock of all the existing job descriptions in your organization, whether for managerial or non-managerial staff. This data can be grouped either in job descriptions or in position descriptions. This first step provides a solid basis that can be developed in subsequent stages.
Once you've collected the job cards, you'll need to organize them according to the current state of your organization and the different departments that make it up. The aim is to ensure that there are no overlaps between the job descriptions of your various entities, so as to facilitate the application of the new job classification.
You can read our detailed blog post on the new job classification by clicking here.
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.
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 others, this is the best time to sit down and draw up your job descriptions for the new classification.
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.
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.
Once you've drawn up your job descriptions, you'll need to proceed with the rating for the new job classification. To do this, you'll need to use the UIMM's grading reference system, which defines 10 grading 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.
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.
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.
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 on the new job classification, you can find the full collective agreement by clicking here!
