Ktunaxa Nation
HUMAN RESOURCES POLICY MANUAL
Policy Section:
Employee Value Strategy
Name of Policy:
Compensation
Position Valuation Policy and Procedures
1.
Purpose
The Ktunaxa Nation Council (KNC) has developed a position valuation plan designed to make the organization’s
direct compensation or pay system equitable / fair, understandable, defensible and externally aligned and
congruent with market value.
Position valuation is a formal, objective, and systematic process that determines the relative value of each
position compared to all other positions within the organization.
KNC chose a point factor plan which breaks down each position into a number of predetermined and common
compensable factors. Each factor is in turn broken down into predetermined levels, with each level assigned a
value in the form of points. Total points associated with all factors will determine a position’s overall value and
rank in comparison with other positions. Due diligence will be exercised to ensure results are not biased.
2.
Scope
3.
Definitions
4.
Policy Statement
Prerequisites to the determination of relative value of a position
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The analysis and determination of positions, resulting in the writing of formal and approved position
descriptions and position qualifications for all positions of the organization.
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The position description is considered a living and important document that defines a position’s type and
level of responsibility and authority, qualifications and context / environment within which the position resides
and operates.
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The development of a position valuation form that compliments or aids in the valuation of predetermined
compensable factors.
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The appointment of and training of a Position Valuation Committee.
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The application of the Position Valuation Policies and Procedures.
Position valuation factors
Position valuation factors represent those components of a position which are compensable. For a factor to be
considered compensable it needs to:

Be observable and measurable
Authorized by:
KNC Sector Directors and Nation Executive
Document Owner:
Human Resources
Page 1 of 8
Original Issue:
Current Version:
Review Date:
December, 2007
January, 2009
Ktunaxa Nation
HUMAN RESOURCES POLICY MANUAL
Policy Section:
Employee Value Strategy
Name of Policy:
Compensation
Position Valuation Policy and Procedures
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Be explainable and easily understood
Have some relationship to position value or position content – responsibility
Occur in most or all positions
Be distinct or separable from other factors in terms of characteristics
Factors included in the KNC Position Valuation Process:
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Education, Training and Certifications (Formal Knowledge)
Experience
Stewardship
Leadership
Expertise / Know How
Problem Solving
Fiscal Responsibility
Direction / Guidance / Mentoring (direct supervision / management of other positions)
Complexity
Consequence
Contacts and Communications (includes Coaching)
First Nation Culture (includes Heritage, Traditions, Language)
Working Conditions
 Physical Environment
 Physical Effort
 Mental / Sensory / Emotional Environment
 Mental / Sensory / Emotional Effort
 Travel Requirement
Position Valuation Committee (PVC)
This Committee is a formally designated group within the KNC organization; it combines and integrates
perspectives and valuations. It provides a wide range of experience and skills; different personalities and views;
greater idea generation and creativity; promotes collaboration and consensus reaching; can fulfill the
requirement for balance, objectivity, credibility, neutrality, knowledge of positions.
A Position Valuation Committee shall be comprised of a number of permanent salaried employees of KNC who
can come together to form a quorum of three (3) members; that are fully knowledgeable on the position
description template, the position valuation process, and the salary administration policies. The Human
Resources Manager is a standing member of the Committee.
The Position Valuation Committee shall be solely responsible for the formal valuation of all KNC positions in
accordance with:
Authorized by:
KNC Sector Directors and Nation Executive
Document Owner:
Human Resources
Page 2 of 8
Original Issue:
Current Version:
Review Date:
December, 2007
January, 2009
Ktunaxa Nation
HUMAN RESOURCES POLICY MANUAL
Policy Section:
Employee Value Strategy
Name of Policy:
Compensation
Position Valuation Policy and Procedures
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The approved Position Valuation Committee Terms of Reference
The approved KNC Position Valuation Plan, Policies and Procedures.
The Committee members are accountable to:
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Be fully familiar with the Position Valuation Process
Maintain a sense of task while contributing to the group effectiveness
Recognize and declare biases
Listen to and respect the views of all
Open sharing; speaking up if there are concerns
Express relevant views
Help to move the process at an appropriate pace
Contribute to a collaborative approach
Respect and assist the Facilitator in that role
Maintain high confidentiality at all times
Support the results.
KNC’s Human Resource Manager’s role:
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5.
responsible for ensuring that all applicable information is prepared and provided to the Position Valuation
Committee in order for the Committee to make an informed determination.
coordinate all meetings of the Committee
be a resource and trainer to the Committee
be a non-ranking member of the Position Valuation Committee.
Responsibility
Sector Directors and Operational Directors
Human Resources
Position Valuation Committee (PVC)
6.
Legislative Context
Compliance with Legal Regulations
Provisions of the Canada Labour Code, Pay Equity Laws etc.
7.
Associated Documents
Compensation Policy - Position Description Template
Authorized by:
KNC Sector Directors and Nation Executive
Document Owner:
Human Resources
Page 3 of 8
Original Issue:
Current Version:
Review Date:
December, 2007
January, 2009
Ktunaxa Nation
HUMAN RESOURCES POLICY MANUAL
Policy Section:
Employee Value Strategy
Name of Policy:
Compensation
Position Valuation Policy and Procedures
8.
Implementation
Authorized by:
KNC Sector Directors and Nation Executive
Document Owner:
Human Resources
Page 4 of 8
Original Issue:
Current Version:
Review Date:
December, 2007
January, 2009
Ktunaxa Nation
HUMAN RESOURCES POLICY MANUAL
Policy Section:
Employee Value Strategy
Name of Policy:
Compensation
Position Valuation Policy and Procedures
POSITION REVIEW AND VALUATION PROCEDURES
New Position Descriptions
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All new position descriptions shall be provided to the Human Resource Manager by the applicable Sector
Director for review, finalization including authorization
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Position Description provided to the Position Valuation Committee, and a date set for the committee to meet.
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The Position Valuation Committee shall review the new position and make a formal determination of relative
position value. Where the Committee deems it appropriate or necessary, the Committee may request to
meet with the Sector Director of the position in order to seek clarification.
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The final determination of the Committee shall be communicated in person and in writing to the relevant
Sector Director by the Human Resource Manager.
Revised Position Descriptions
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All revised position descriptions shall be provided to the Human Resource Manager by the applicable Sector
Director, for review, finalization including authorization, plus any recommendations to the Position Valuation
Committee.
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Prior to recommendation to the Position Valuation Committee, Human Resource Manager shall meet with
the relevant Sector Director to review the existing Position Valuation Form in order to determine significant
changes.
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The Human Resource Manager shall convene the Position Valuation Committee to review the
recommendation and conduct a new review, with understanding of the revisions.
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The Human Resources Manager shall determine if the revised relative position value impacts the salary
range administration of the position.
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The Human Resource Manager shall communicate the revised determination of relative position value and
the salary range implications with the relevant Sector Director.
Please Note: A revised position description shall not be reviewed for relative position value by the Position
Valuation Committee unless it has been determined by the Committee that there has been significant changes to
the position description or the required position qualifications.
Authorized by:
KNC Sector Directors and Nation Executive
Document Owner:
Human Resources
Page 5 of 8
Original Issue:
Current Version:
Review Date:
December, 2007
January, 2009
Ktunaxa Nation
HUMAN RESOURCES POLICY MANUAL
Policy Section:
Employee Value Strategy
Name of Policy:
Compensation
Position Valuation Policy and Procedures
Request for the Review of a Determination by the Position Valuation Committee
1.
When a Sector Director disagrees with the relative position value assigned to a position within that Sector,
the Sector Director shall meet with the Human Resources Manager to determine justification for a
challenge.

This could result in a revision or rewriting of the position description if there is sufficient difference in
how the position was recorded.

This could result in a re-valuation by the Position Valuation Committee if it is determined that the
committee mis-understood or mis-comprehended the value of factor(s) for this position.
2.
The Human Resources Manager shall convene the Position Valuation Committee to re-valuate the position.
3.
The Position Valuation Committee shall reassess the relative position value for this position.
4.
The Human Resource Manager shall communicate the Sector Director of the determination or decision of
the Committee.
A request for review shall not be considered by the Position Valuation Committee where:
a.
b.
The perceived inadequacy of the salary range assigned to the position is in question.
There is discontent with the salary range to which a position has been assigned and the Sector
Director cannot show that the range assignment has been based on inadequate, erroneous or
misleading information.
GUIDELINES FOR RATING POSITIONS
This process is for rating the positions to established and approved compensable factors; the Committee must
be vigilant throughout the rating process to not include any information or perception of the current incumbent
come into the considerations.
Rate the whole position, factor by factor.
Sore thumb all positions, factor by factor. After all positions are rated, they are to be sorted by factor for the
‘sore thumb’ process. This allows the Committee to see if there have been inconsistencies in the ratings.
Individual Committee members are to first rate the positions individually, then the Committee can discuss the
individual results. Committee members are more likely to stick to their answers if they are written down first,
there is less likelihood of ‘going along with the flow’ and therefore less bias.
Consensus, all Committee members must come to clear consensus.
Authorized by:
KNC Sector Directors and Nation Executive
Document Owner:
Human Resources
Page 6 of 8
Original Issue:
Current Version:
Review Date:
December, 2007
January, 2009
Ktunaxa Nation
HUMAN RESOURCES POLICY MANUAL
Policy Section:
Employee Value Strategy
Name of Policy:
Compensation
Position Valuation Policy and Procedures
It is expected that each Committee member be prepared to demonstrate the evidence from within the written
position description and to articulate the reasoning for a rating.
When consensus is reached, the rationale for the rating is to be documented.
Where there is difficulty in reaching consensus, the position will be set aside and revisited later in the process.
Committee members are not to be present for the rating or sore thumbing of their own positions to reduce
unnecessary conflict or stressful situations for the Committee Members.
Committee members are not to be present for the rating of positions within their Sector or where there may be
any form of conflict or perceived conflict.
If there is any perceived conflict by a Committee member, this is to be acknowledged and this member
withdraws from the rating of this position(s).
Salary information is not included in this process.
AUTHORIZATION FOR EMPLOYEE’S PARTICIPATION ON PVC
The following form to be completed, signed and placed on the personnel file of the employee.
Authorized by:
KNC Sector Directors and Nation Executive
Document Owner:
Human Resources
Page 7 of 8
Original Issue:
Current Version:
Review Date:
December, 2007
January, 2009
Ktunaxa Nation
HUMAN RESOURCES POLICY MANUAL
Policy Section:
Employee Value Strategy
Name of Policy:
Compensation
Position Valuation Policy and Procedures
POSITION VALUATION COMMITTEE
Authorization for Committee Member
This is to approve the participation of ___________________________ (employee name) as
a standing member of the Position Valuation Committee for the period of ____________.
I, __________________________ (employee name) agree to fully participate as a member of the Position
Valuation Committee.
________________________________________
Employee Signature
________________________________________
Director Approval
________________________________________
Date
Authorized by:
KNC Sector Directors and Nation Executive
Document Owner:
Human Resources
Page 8 of 8
Original Issue:
Current Version:
Review Date:
December, 2007
January, 2009