PERSONNEL BRANCH 



Classification 



Job Evaluation is rapidly becoming the keystone of classification. Established 

 early in 1961 by the firm of Stevenson and Kellogg, the Job Evaluation programme 

 has now developed to the point of being well integrated with the older position 

 classification system. The first phase of the project covering all clerical and office 

 family jobs is reaching completion within the Department. The position specifica- 

 tions received to date have been rated preparatory to the final stage of salary 

 analysis, which is the most important step of the Job Evaluation programme. 

 It is anticipated that the Government will publish the salary recommendations 

 stemming from the foregoing analysis towards the latter part of 1962. The two 

 classification systems of Job Evaluation and Position Classification are now 

 operating on a complementary basis, but the latter method continues to be the 

 dominant approach in the classification of departmental jobs. 



The workload of classification procedures is rapidly increasing, partly as a 

 reflection of the new Job Evaluation programme. The need for extra staff is 

 currently being studied with a view to appointing one or two additional job 

 analysts or personnel assistants. 



The study of specialized classifications relating to this Department continues 

 to play an important role. The salary surveys and the examination of organiza- 

 tional problems within the Department continue to be an important aspect of 

 classification work. The studies of the forester, biologist, research scientist, forest 

 ranger and conservation officer classification series have been completed and the 

 new classes and salaries established by the Civil Service Commission. 



The introduction of the Job Evaluation programme this year has provided 

 an important stimulus to the better understanding of classification, its purpose and 

 problems, within the Department. Generally, it has been found that the methods 

 used in job analysis have produced a greatly improved understanding of classifica- 

 tion on the part of the individual employee. 



Recruitment 



The recruitment programme was continued and appointments were made to 

 fill vacancies at various levels resulting from retirements, superannuations, resig- 

 nations, deaths, dismissals, and the addition of new positions. 



The professional staff was increased by the appointment of 12 foresters, 

 biologists and research scientists in 1961. 



As a result of the continuing unemployment problem, during the winter of 

 1961/62 an unusually large number of enquiries about employment were dealt 

 with by the Personnel Branch. 



Transfer and Promotions 



The personnel management programme of transfer and promotion of staff 

 throughout the head office branches and districts was continued. Intra-Department 

 job advertising as a tool in selection was used in nine classifications with some 

 expansion of advertising in the clerical field. The programme notifies employees 

 of the existence of vacancies and thus gives them the opportunity to indicate their 

 desire for promotion and transfer. It is felt that the effectiveness and efl!iciency 

 of the Department is being furthered by the methods being employed. 



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