PERSONNEL BRANCH 



nPHE job evaluation system and the older method of position classification are 

 -■- growing together with an increasing emphasis on the integration of the two 

 systems. The use of point rating, as developed during the inception of the Job 

 Evaluation Programme, is now being used as a comparative factor when classifying 

 positions. The salary analysis of the clerical and office family jobs has been com- 

 pleted and it is anticipated that the final results in the form of new class and salary 

 structures will be published in the summer of 1963. The staff of the classification 

 unit has been enlarged by the appointment of two additional job analysts. This 

 increase in staff has resulted in expanded services in position specification writing 

 and the study of classification problems, particularly in the field organization. The 

 programme of field visits has been enlarged, with the job analysts travelling to the 

 districts to assist with the writing of technical and professional positions. Through 

 the joint co-operation of the Civil Service Commission and the Classification Unit, 

 there has been an effective drive to accelerate the work of classifying positions and 

 to cut down the length of time required in reclassifications. 



The Civil Service Commission requested and were given the services of the 

 classification unit on several occasions to assist them by undertaking the prelimi- 

 nary instruction and training of job analysts who were later assigned to this and 

 other departments. 



There is continuing evidence that the ideas introduced by the Job Evaluation 

 Programme are bringing results in the form of better job descriptions and more 

 equitable classifications and salaries. The classification unit has proceeded with 

 the writing of position specifications for the "second phase" technical and profes- 

 sional jobs, such as Chief Rangers, Parks Supervisors and Conservation Officers, 

 throughout the Department. The writing of these positions partially reflects an 

 anticipation of the demands which will be placed on this Department when the 

 "second phase" begins. Also, the classification unit is continuing to make studies 

 of the classification and salary structures of the technical field positions with par- 

 ticular emphasis on the Forest Ranger, Conservation Officer and related 

 classification series. 



A special review of the technical field personnel has been initiated with the 

 goal of revising the salaries and classes to represent changing conditions in organi- 



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