Technical Services Compensation Comparability Study - April 2008

Table of Contents

• Section 1: Introduction and Mandate
• Section 2: Overview of the Study
• Section 3: Methodology
• Section 4: Study Data
• Section 5: Participant Profile Report
• Section 6: Benefits and Working Conditions Report
• Section 7: Cash Compensation Report
• Appendix A: Participant List
• Appendix B: Job Capsules
• Appendix C: Private Sector Industry List
• Appendix D: Questionnaire
• Appendix E: Glossary of Terms

Section 1: Introduction and Mandate

The Public Service Labour Relations Board of Canada (PSLRB) is an independent quasi-judicial statutory tribunal that administers the collective bargaining and grievance adjudication systems in the Canadian federal public service and in Parliament.

One of the ways the PSLRB assists employers and bargaining agents in their negotiations is by carrying out compensation studies whose data (rates of pay, employee earnings, conditions of employment, and benefits) is used in the collective bargaining process.

To assist it in its mandate, the PSLRB secured Aon Consulting’s services to carry out a pan-Canadian compensation study in the private and public sectors for 30 technical jobs.  The study was carried out during the months of February and March 2008.

The study was steered by the PSLRB in consultation with the Public Service Alliance of Canada (PSAC) and the Treasury Board of Canada Secretariat (TBS).

The main objectives of the study were:

• To design and carry out a compensation study according to generally accepted principles in statistics and compensation study methodology that would meet the parties’ (PSLRB, PSAC and TBS) requirements.
• To determine how and at what level other public and private organizations are compensating the 30 jobs in question.

The study data would ultimately be used to assist the employer and union in their collective bargaining negotiations in 2008.

Section 2: Overview of the Study.

1. Study Contents

This study report contains detailed information about:

• Cash compensation levels and policies
• Retirement programs
• Benefits prevalence
• Vacation policies
• Overtime policies

The results are based on:

• Data from 61 participating organizations (see Appendix A for list of participants)
• Compensation data was provided for 30 study benchmark positions (see Appendix B for job capsules).

2. Sample Size and Participation Rate

In total, 422 organizations were invited to participate in this study. The breakdown is as follows:

*Note:  Attempts were made to contact all organizations, but in some cases they had closed operations, others never responded to our messages, and some contacts were away for an extended period of time.

Of the 422 organizations that were invited, we received a total of 61 partially or entirely completed questionnaires. This represents a 14% participation rate.  A detailed description of sampling methodology is shown in the following section. In Appendix A, you will find a complete list of participants.

3. Reasons for Non-Participation

The most common reasons for invitees declining to participate were the following:

• Inability to provide valid matches with benchmark jobs (25 to 30 percent of contacted organizations)
• Lack of time or resources to complete the questionnaire (20 to 25 percent of contacted organizations)
• Lack of interest in the results (20 to 25 percent of contacted organizations)
• Inconvenient timing with salary and performance reviews being conducted (10 to 15 percent of contacted organizations).

Section 3: Methodology

Jobs Studied and Sample Selection

This section presents the benchmark jobs and the approaches used to establish the reference market for the study, develop the questionnaires, carry out the study, and validate the data. 

1. Jobs Studied

The parties jointly determined which jobs were to be studied. A committee was then formed from members of the TBS and PSAC to develop the benchmark job capsules that participants used to match with their jobs. 

The following table outlines the jobs that were studied. The job capsules used by participants for matching purposes are presented in Appendix B. 

• TECH 201 – Draftsperson
• TECH 202 – Publications Designer
• TECH 203 – Agriculture/Foods Inspector
• TECH 204 – "Senior" Agricultural/Foods Inspector
• TECH 205 – Senior Inspector
• TECH 206 – Quality Assurance Representative
• TECH 207 – Civil Aviation Safety Inspector - Maintenance and Manufacturing
• TECH 208 – Superintendent, Dangerous Goods
• TECH 209 – Aircraft Maintenance Engineer
• TECH 210 – Team Leader Aircraft Maintenance Engineer
• TECH 211 – Technical Operations Inspector - Rail
• TECH 212 – Senior Marine Safety Inspector
• TECH 213 – Maritime Search and Rescue Coordinator
• TECH 214 – Ammunition Technician
• TECH 215 – Environmental Technician
• TECH 216 – Environmental Inspector
• TECH 217 – Environmental Health Officer (Environmental Inspector)
• TECH 218 – Environmental Officer
• TECH 219 – Multidisciplinary Hydrographer/Geodetic Survey Technician
• TECH 220 – "Junior" GIS Technician
• TECH 221 – "Working Level" GIS Technician
• TECH 222 – "Senior" GIS Technician
• TECH 223 – "Intermediate" Engineering Technician/Project Manager
• TECH 224 – "Fully Qualified" Engineering Technician/Project Manager
• TECH 225 – "Specialist" Engineering Technician/Project Manager
• TECH 226 – Junior Biological/Life Sciences Research Technician
• TECH 227 – Intermediate Biological/Life Sciences Research Technician
• TECH 228 – Senior Biological/Life Sciences Research Technician
• FISH 101 – Junior Fishery Officer
• FISH 102 – Senior Fishery Officer

2. Sample Selection

a) Sample Frame – Public Sector

Seventy-four public-sector organizations were invited to participate, which included the following:

• All provincial and territorial governments.
• Sixty-one of Canada’s largest municipalities with a population of more than 50,000 were randomly selected. Some smaller municipalities were also invited in order to capture the provincial/territorial representation in the sample.

b) Sample Frame – Private Sector

Organizations invited to participate were selected under a combination of stratified and random sampling approaches from the industries in which the jobs studied were expected to be found. In total 324 private organizations were invited to participate in the study.

The steps below describe the sample framing process. This sampling process was intended to minimize bias as much as possible, all the while optimizing the quality and quantity of information collected. The sample intentionally targeted the most relevant employers.

Step 1 - Determination of industry prevalence for the jobs studied

• We identified the appropriate NOC codes for each job studied using the 2006 National Occupation Classification (NOC), wherever possible;
• Using the NOC code, we identified the most prevalent occupational areas for each job studied and their corresponding prevalence levels ("Where They Find Work - Top Occupational Areas"), as published in Service Canada’s Job Futures website;
• We identified the precise industrial sub-sectors forming the occupational areas using the 2007 North American Industry Classification System (NAICS).

Step 2 - Definition of the "industry universe"

• For each job studied, we retained the industrial sub-sector(s) that represented the occupational area(s) with the highest concentration levels so that a significant prevalence level was reached for the jobs. (See Appendix C for industry list.)

Step 3 - Definition of the "organization universe"

• We identified all organizations across Canada that employed over 50 employees within the industry universe. This was done by using a commercial database which generated approximately 12,000 records. All duplicates were eliminated and branch information was consolidated. The resulting number of distinct records formed the population from which the sample was determined.

Step 4 - Organization Sample Selection

• The largest employers of each industrial sub-sector were automatically selected (to ensure a representative sample, participant interest and optimize the effort-to-result relationship). This group typically included three to five pan-Canadian employers.  These were coded as subset “A”, implying 100% inclusion in the sample.
• Two more subsets from the company universe were randomly selected.  Subset “B” included Canadian companies which were considered as having a high probability of employment for the jobs studied.  Subset “C” included smaller localized companies where employment of the jobs studied was expected to be less probable or in fewer numbers.
• Based on the industry and expected job prevalence, an average sampling rate of 40% to 50% was applied for subset “B” and up to 10% for subset “C”.

3. Sample Bias

The methodology used in determining the sample is sound and in line with traditional statistical approaches and compensation survey methods. Regardless of the care used in designing the sample methodology, we could not eliminate some inherent bias in the study, namely:

• Voluntary participation: The fact that participants volunteered for this study introduces a non-random selection bias.
• Restricted sampling: The sample was selected based on size of employers and their expected employment of the jobs studied.
• Time sampling: The launch of the study coincided with the salary/performance review cycle in many organizations.

4. Minimum Sample Size Requirements

It was impossible to establish the minimum sample size requirements to achieve a given level of confidence in the results for three reasons.  First, the actual number of incumbents found in the general population in each of the in-scope positions was unknown. Second, we could not know the actual number of incumbents that would be found within each of the organizations studied and for each reported stratum.  Finally, we could not forecast the participation rate.

Questionnaire, Study Process and Provisions

1. Questionnaire

The questionnaire was drafted by Aon Consulting based on standard questionnaires used in other compensation studies; these were then reviewed, modified and subsequently approved by all the interested parties (please see Appendix D for the questionnaire).

The questionnaire was divided into three main sections:

• Participant profile
• Benefits and working conditions: 24 questions to be completed on-line
• Cash compensation: 13 data elements completed on a spreadsheet and e-mailed to Aon Consulting.

A glossary of terms was also included to assist participants who may not be familiar with certain terms included in the questionnaire (Appendix E).

The questionnaire was administered via a web-enabled on-line questionnaire using Aon Consulting’s Anova Survey platform.

Aon Consulting offered technical and content assistance, whenever needed. Assistance could be obtained by dialing a toll-free telephone number or through on-line assistance.

2. Study Process Overview

An attempt to contact all organizations in the sample was made via the telephone. A total of 398 (94%) organizations were contacted by an Aon Consulting representative. 

The identification of the appropriate individual within each organization was done by:

• Using contact information within our corporate contact directory where possible.
• Searching for the Canadian corporate headquarters telephone number via the Internet. Calls were placed to the Human Resources department or the main switchboard and a request was made to speak to the person responsible for compensation matters in the organization.

Once personal contact was made with the right individual, the representative explained to them the benefits of participation, answered their questions and secured their e-mail address and coordinates.

Once Aon Consulting had permission to e-mail the invitee, a customized invitation (including a customized list of jobs that pertained to their sector) was sent that included a link to the study. The invitation included a letter signed by the Director of Compensation and Analysis Research Services for the PSLRB and the job capsules. A few days after the initial contact, the invitee was called to ensure the invitation had been received. 

Subsequent to the initial invitation, no less than two additional reminder e-mails were sent out. The deadlines were extended to allow participants enough time to gather and enter the data. The study was open for a period of five weeks from February 6^th to March 14^th 2008.

Apart from the e-mails, several follow-up calls were placed to all invitees who showed an interest in participating. The purposes of the calls were to offer reminders, provide assistance, reiterate the benefits of participation, reconfirm their participation and validate data submissions. An average of five calls was made to participants. The Aon Consulting representatives were required to document their activities and responses from the participants and invitees.

All Aon Consulting representatives received training on how to promote the study and respond to participation rejections. The callers were also given support documentation to facilitate their calls. Each invitee was assigned to an Aon Consulting representative who was responsible for supporting and following up with them throughout the study process.

3. Job Matching Process

Participating organizations matched jobs in their own organization that were similar in scope and responsibilities to the benchmark jobs based on the job capsules that were included with the study. They also reported the degree of match to each benchmark job (i.e. less, more or equal to benchmark jobs) for each incumbent in their cash compensation spreadsheet. No adjustments were made to the data to account for the differences in responsibilities with the benchmark jobs.

a) Job Matching and Validity

The validity of the data rests on the quality of matches that were performed by participants. As we can never know what the actual matched jobs entailed in any given participating organization, the most reliable source of information was the respondent. This is the standard methodology used in compensation studies of this magnitude.

As the participant job titles were submitted by respondents, these offered us another validation tool for verifying matches although their level of precision for inferences was limited due to the absence of actual job descriptions.

4. Provisions for Sound Study Methodology

a) Provisions for Effective Research Settings

Aon Consulting made every effort to design the study process to meet the traditional requirements of effective research design principles, namely:

• Coherence – Participants experience in the study process was smooth and there was a logical flow of events. Participants were given an explanation and written directions about the purpose of the study and how to complete it, along with support documentation and personal technical/content support.
• Simplicity – The research platform was kept simple. An on-line questionnaire and a downloadable spreadsheet were the only tools used to collect the data. Technical assistance was always available, but rarely used by the participants.
• Consistency – Each participant was offered a consistent study experience. All Aon representatives were given detailed scripts and training on how to promote the study and the procedures involved in participation and follow-up.

b) Implementation of Techniques for Increasing Response Rates

Questionnaires traditionally incite low response rates. Due to the nature of the information sought, however, questionnaires offer the most practical approach to compensation data collection.

To overcome the challenges associated with questionnaires, we implemented the following initiatives that are known to bolster participation rates for questionnaire-based studies.

• Complimentary copy of study results
• Pre-notification of study initiative and participant requirements.
• Inclusion of a personalized cover letter signed by the Director of Compensation and Analysis Research Services of the PSLRB
• Mailing of at least two reminder e-mails
• Initiation of multiple reminder phone calls
• Promise of confidentiality
• Assignment to a designated Aon representative.

Data Processing – Cleaning

1. Approach

a) Incumbent-based Compensation Data

The data submitted by each organization was processed through three stages of review: visual check, company edit and job edit.

The visual check ensured that the data conformed with established job matches, secondly, that the coding instructions were correctly applied, and finally, that the data submitted was complete. 

The company edit ensured that all compensation element fields had been correctly identified and completed. Additionally, relativity comparison analyses were conducted. 

The job edit ensured that anomalies and inconsistencies were identified and corrected. A percentile analysis was used to identify and potentially correct or remove outliers.

A small number of organizations provided us with compensation data that was not incumbent-based due to time or system constraints (six provinces/territories, three municipalities and three private organizations). For these organizations, the average paid salary was allocated along the number of incumbents in a province/territory based on the information provided by the participant.  

b) Organization Profile, Benefits and Working Conditions Data

Data was reviewed for each organization to ensure the consistency and validity of the responses provided:

• Responses were adjusted to meet required format
• Typos were corrected
• Consistency of the responses was checked and invalid information was corrected or removed
• Responses for companies that had no jobs matching this study were removed.

Study Data

Data Presentation Guidelines

The results shown in section 5, 6 and 7 show detailed results by frequency, three levels of percentile/quartile data and average (see definitions below) as appropriate. There are additional data cuts by region, sector and size of employer. The cash compensation results in Section 7 are weighted by incumbents, as requested by the parties.

To preserve the confidentiality of data supplied by participating organizations, results were presented under strict minimum disclosure rules.

Average

– Definition:A single value that summarizes or represents the general significance of a set of unequal values that is obtained by dividing the sum total of a set of figures by the number of figures.

– Minimum disclosure rule: Minimum of three incumbents and three organizations.

25^th percentile

– Definition: The first quartile whose value is such that 25% of the observations are smaller and 75% of the observations are larger.

– Minimum disclosure rule: Minimum of five incumbents and three organizations.

50^th percentile (Median)

– Definition: The middle value of a ranked set of numbers.

– Minimum disclosure rule: Minimum of five incumbents and three organizations.

75^th percentile

– Definition:The third quartile whose value is such that 75% of the observations are smaller and 25% of the observations are larger.

– Minimum disclosure rule: Minimum of five incumbents and three organizations.

Distribution by Quartile of Cash Compensation

To measure the link between the levels of cash compensation and benefits, we have split the respondent organizations into four groups/quartiles representing the competitive levels of the compensation provided and have reported benefits separately for each of these four groups/quartiles.

For each organization that provided incumbent compensation information, we have determined the ranking of the compensation offered, using the following process:

• A job relative-to-market compa-ratio was calculated for each job reported by taking the average actual base salary within the organization and dividing it by the median actual base salary calculated for all organizations.
• An organization relative-to-market compa-ratio was calculated by averaging all the job compa-ratios for which the organization submitted compensation data.
• The organizations were ranked by quartile based on their organization relative-to-market compa-ratio.

Validity of Study Data

Although the information collected in this study is based on an adequate number of responses to make inferences, the reliability of the data decreases when examining the data along regional, size or sectoral levels as the number of actual observations per data cut decreases.

How to Read the Report

Data cuts are provided:

1. For all organizations.
2. For each province in which the organizations have employees.
3. For each region in which the organizations have employees.
4. By sector.
5. By size (number of employees in Canada).
6. By quartile of cash compensation (section 5 and 6 only) presents the ranking of cash compensation provided by the organizations.  For example, organizations offering top quartile cash compensation are grouped in the "top quartile" group (see page 17 for descriptions).

Note that data cuts by province and region do not add up to the total number of organization as an organization may have activities in more than one province or region.

Section 5: Participant Profile Report

Please click here to see the Participant Profile Report in PDF format. (file size:70kb)

Section 6: Benefits and Working Conditions Report

Please click here to see the Benefits and Working Conditions Report in PDF format. (file size:300kb)

Section 7: Cash Compensation Report

Please click here to see the Cash Compensation Report in PDF format. (file size:300kb)

Appendix A: Participant List

• A.Net Solutions Inc.
• ACTS
• Air Canada
• Air Liquide Canada
• Alcan Inc
• Apotex Inc.
• Canwest
• Cascade Aerospace
• City of Abbotsford
• City of Burlington
• City of Fredericton
• City of Hamilton
• City of London
• City of Longueuil
• City of Montréal
• City of Regina
• City of Repentigny
• City of Saguenay
• City of Sarnia
• City of Toronto
• City of Trois-Rivières
• City of Vancouver
• City of Waterloo
• Compagnie minière IOC
• Defence Construction Canada
• Dessau
• Equant Canada Inc
• FP Resources
• Government of Alberta
• Government of British Columbia
• Government of Manitoba
• Government of New Brunswick
• Government of Nova Scotia
• Government of Nunavut
• Government of Ontario
• Government of Quebec
• Government of Saskatchewan
• Government of the Northwest Territories
• Government of Yukon
• Industries Harnois
• L-3 MAS
• La Coop fédérée
• La Presse
• MDS Nordion
• NAV CANADA
• Platinum Energy Services Lloydminster Corp.
• Praxair, Inc.
• Prommel
• Propair
• QIT Fer et Titane
• Rona Inc
• Roxboro Excavation inc
• Sanexen Services Environnmentaux
• Sherritt International Corporation
• SNC-LAVALIN
• Standard Aero Limited
• St-Lawrence Seaway Mgmt Corp.
• Sunwest Aviation Ltd.
• Teknika HBA
• VIH Aviation Group
• WestJet

Appendix B: Job Capsules

The job descriptions in this study are organized by family. The characters used in each job code indicate the unique job number.

Drawing and Publications

TECH201 – Draftsperson

• Makes electro-mechanical design drawings of electronic systems equipment, civil and architectural drawings, related assets and infrastructure.
• Produces project designs, plans and specifications for construction, renovation and repair projects to be tendered for contract, ensuring that contract work complies with acceptable drafting practices and standards.
• Consults with project managers and visits project sites to obtain specifications of the equipment for which drafting services and illustrations are required.
• Contributes to the maintenance of a technical library.
• Discusses of project designs, plans and specifications with project designers, project managers, and senior management to determine drafting requirements.
• Discusses and exchanges technical information with professional personnel from other government departments to discuss drafting requirements, design and fabrication.

TECH202 – Publications Designer

• Designs cover pages; creates page-layout for publications, presentations, graphics, charts, reports, spreadsheets, forms and questionnaires.
• Produces camera-ready documents for printing and Internet for electronic dissemination.
• Converts documents into electronic documents, and disseminates to sites on the Internet, imports/converts documents.
• Develops technical applications, tests procedures and amends templates/macros.
• Participates in the testing and evaluation of hardware, software, and related peripherals.
• Provides advice to clients on electronic publishing methods, techniques and practices.
• Provides assistance to users on technical applications.

Agriculture

TECH203 – Agriculture/Foods Inspector

• Performs preliminary inspection and analysis in preparation for official inspection and grading.
• Draws representative samples, or monitors the drawing of samples by automatic mechanical sampling apparatus.
• Determines and records content level (e.g. proteins, etc.) of foods for grading purposes. 
• Maintains original records of inspection data used to prepare official certificates of grades, and inspects equipment.
• Monitors incoming deliveries for quality assurance.
• Monitors the correct functioning of machinery, maintains records and compiles reports.

TECH204 – "Senior" Agricultural/Foods Inspector

• Inspects and analyzes samples and assigns official grades to them.
• Ensures and enforces compliance with acts and/or regulations.
• Occasionally coordinates and supervises inspection activities
• Investigates complaints and situations of non-compliance with legislation and policies.
• Provides regulatory, procedural and operational advice to colleagues and other partners in the industry.
• Contributes to product marketability by participating in a grading and quality management system.
• Supervises and coordinates inspection assistants in collection, identification and preliminary analysis.

Inspection & Quality Assurance

TECH205 – Senior Inspector

• Plans, schedules and carries out product audits and trade measurement inspections and issues certificates and statements of accuracy in compliance with several acts.
• Identifies and investigates potential measurement inequities or policy breaches; investigates and resolves complaints and disputes received from clients and follows up with appropriate enforcement action.
• Calibrates, certifies and maintains technical equipment and measurement standards.
• Participates in the implementation and promotion of alternate service delivery arrangements.
• Interacts with clients by providing advice, guidance, interpretation, and information on technical matters.
• Delivers technical training to clients, industry partners, and colleagues and occasionally develops training materials.
• Participates on national or regional interdisciplinary project teams and working groups.

TECH206 – Quality Assurance Representative

• Assesses risk, plans, prioritizes, schedules and conducts Quality Assurance surveillance activities to determine production capabilities and the adequacy of quality systems.
• Provides leadership in the development, implementation and continued improvement of Quality Systems, which includes providing briefings and information to management.
• Provides consultative services on the establishment, adaptation and enhancement of Quality Management Systems that meet recognized quality systems standards and on strategies for satisfying these standards.
• Reviews contracts awarded to industries; identifies and recommends amendments to correct contract anomalies and deficiencies; assesses contractor performance.
• Specifies the type and determines the amount of Quality Assurance regulations to be performed through a risk assessment process.
• Develops QA Guidance documents for surveillance, in compliance with established standards.
• Informs contractor of identified non-compliance with contractual requirements, monitors and conducts follow up actions and arranges and conducts assessments of corrective action taken. 

Civil Aviation Safety and Aircraft

TECH207 – Civil Aviation Safety Inspector – Maintenance and Manufacturing

• Conducts comprehensive safety compliance audits, inspections and surveillance of aircraft, equipment facilities and approved manuals.
• Evaluates and approves or rejects applications from companies and individuals for certificates of approval to conduct aircraft maintenance, aircraft manufacturing, aircraft maintenance training and aeronautical product distribution.
• Issues aircraft flight authorities.
• Investigates and analyzes aircraft incidents, accidents and component failures to determine and report on their cause and effect on continuing maintenance activities.
• Evaluates and approves aircraft maintenance schedules to ensure continued safe aircraft operation and regulatory compliance.
• Enforces compliance with Aviation Regulations; provide regulatory advice.
• Manages and/or leads teams of inspectors conducting safety compliance audits.
• Recommends and participates in developing and formulating changes to operational safety regulations, standards and policies.

TECH208 – Superintendent, Dangerous Goods

• Monitors and controls the regulatory inspection, audit, investigation and enforcement of suspected and/or reported infractions of the applicable regulations.
• Evaluates and approves air and/or land operators’ documents to the transportation of dangerous goods and conducts routine inspections to ensure compliance with regulations. 
• Plans, manages, and conducts investigations of suspected and/or reported infractions of an Act and of dangerous goods occurrences – this includes interrogations and interviews.
• Determines appropriate enforcement action, including prosecution which involves preparation of legal documents and court briefs.  Serves as an expert witness before judicial or quasi-judicial proceedings. 
• Evaluates and synthesizes technical proposals for program, legislative or regulatory reform.
• Prepares technical reports on findings and conducts follow-up evaluations. 

TECH209 – Aircraft Maintenance Engineer

• Maintains, inspects, repairs, modifies all aircraft, systems, components, airframe and engines including the airworthiness certification release of the complete aircraft for return to service when work is completed.
• Maintains, inspects, repairs, modifies, overhauls and calibrates off-aircraft components, equipment and parts.
• Carries out scheduled and unscheduled maintenance, component changes, and regular and special inspection of aircraft.
• Carries out daily pre-and-post-flight serviceability inspections to ensure aircraft continued serviceability.
• Investigates aircraft system faults and researches possible rectifications with applicable engineering sources or manufacturers’ customer support.
• Retrieves and interprets critical aircraft system maintenance and fault data using latest generation on board computer-based maintenance diagnostic systems.
• Authorizes and/or certifies the Maintenance Release of aircraft, equipment, components and accessories following maintenance, repairs or modifications to the applicable airworthiness standards.
• Provides flight engineer crew services on board aircraft for all maintenance, inspection, repair, and certification requirements while away from home base for extended periods of time. 

TECH210 – Team Leader Aircraft Maintenance Engineer

• Certifies the airworthiness of aircraft following maintenance/repairs.
• Plans and organizes scheduled and unscheduled inspections and maintenance of aircraft.
• Carries out troubleshooting and provides advice and guidance to team members and other professionals assessing problems and solutions to get the aircraft airworthy with the minimum of delay and cost.
• Manages a team of aircraft technicians in the conduct of inspections, maintenance and certification of aircraft and provides training to junior employees.
• Develops more efficient work methods to ensure the optimum level of aircraft serviceability and airworthiness.
• Arranges and expedites parts and services when aircraft break down unexpectedly.
• Acts as main contact for various aircraft manufacturers and vendors to provide and receive engineering and technical support.

TECH211 – Technical Operations Inspector - Rail

• Verifies that rail equipment functions are in compliance with legislation and/or rules and regulations.
• Conducts a planned program of surveillance, inspection, investigation and audit of railway yards, train movements, maintenance of way crews, safety and health, as well as other operations.
• Prepares technical reports on findings, reviews program weaknesses with officials and determines enforcement action, including the preparation of legal documents and acting as an expert witness. 
• Participates in the development of new rules and regulations, instruction manuals and training packages.
• Provides authoritative technical advice and guidance to management and other parties. 

Marine Safety Inspection & Rescue

TECH212 – Senior Marine Safety Inspector

• Develops, implements, and monitors policy, legislation, regulations, standards, and guidelines to enhance safety at sea, the safe operation, navigation, design and maintenance of ships.
• Develops, implements, delivers, and monitors marine safety programs such as quality assurance, crew certification, product/equipment approvals, investigations, pilotage, training.
• Performs audits, inspections, and investigations when necessary to enhance the enforcement programs.
• Develops papers and positions and provides expert technical advice and recommendations to senior management.
• Manages statistical data and analyzes trends and developments to monitor, assess recommendations on marine safety programs and to address problem areas early on in the process.
• Consults with the marine industry to address technical issues with a view to reach consensus to further the development and enhancement of marine safety.
• Acts as project manager and participates on project teams to address marine safety priorities and issues.

TECH213 – Maritime Search and Rescue Coordinator

• Responds to maritime incident reports, conducts interviews and investigations, assesses potential risk and determines the degree of urgency and appropriate response.
• Plans, co-ordinates, controls and directs the response to maritime incidents including: liaising with a wide variety of stakeholders; briefing next of kin, and other points of contact, and; conducting media briefings on search and rescue incidents.
• Selects and tasks the most appropriate combination of resources, including primary and secondary maritime Search And Rescue Units and initiates requests for other units; land, air and marine.
• Provides expert maritime advice and assistance to any authority involved in humanitarian incidents.
• Recommends the cessation of a search for persons lost at sea after determining all chance of survival has been exhausted.
• Collects, correlates and disseminates statistical data, preparing operation reports on major maritime Search and Rescue incidents.
• Assists in the development of regional search and rescue plans, developing and testing back-up and contingency plans.

Ammunition Area

TECH214 – Ammunition Technician

• Breaks down, repairs, modifies, maintains, tests and calibrates ammunition, explosives and related items.
• Disposes of ammunition and explosives by demolition, mutilation and prepares other ammunition and explosives for sale.
• Performs quality control while inspecting ammunition, explosives and related items.
• Operates specialized laboratory, calibration, test and pneumatic equipment and other standard equipment.
• Technically prepares ammunition for shipping.
• Receives and prepares ammunition, explosives and missiles for warehousing and storage.
• Collects, maintains and evaluates technical data and specifications by conducting inspections, tests and inventory.

Environment

TECH215 – Environmental Technician

• Inspects, monitors, installs, and performs routine and unscheduled maintenance and calibrates complex environmental equipment, such as communication systems, weather radar, or other observing stations.
• Conduct quality assurance reviews.
• Analyzes system failures and responds in a timely manner.
• Organizes and conducts field surveys in one of the following, or related areas: water flow, stream flow, water quality, air quality, geomorphological surveys, snow surveys, or using other meteorological data.
• Performs computations involving a wide range of complex methods to provide data for assessment and management of environmental resources. 
• Provides data, information, technical expertise, and logistical services and advice internally and externally.
• Trains colleagues on specialized electronic systems, maintenance and upgrade procedures.

TECH216 –Environmental Inspector

• Plans, coordinates and conducts audits and inspections.
• Plans and undertakes complex investigations involving the gathering of evidence, the execution of search warrants, the taking of statements from witnesses and the evaluation of evidence for the purpose of making recommendations on enforcement actions. 
• Plans, coordinates and conducts environmental sampling surveys in support of regulatory and scientific programs.
• Provides technical advice on monitoring and compliance techniques. 
• Plans, coordinates and conducts surveillance operations, and maintains equipment.
• May provide testimony in court regarding issues of non-compliance with legislation and evidence collected during inspections, surveillance, investigations.
• Assists in the development of inspection plans.

TECH217 – Environmental Health Officer (Environmental Inspector)

• Identifies and provides preventive or corrective measures/recommendations on environmental contaminants, pest control, communicable disease control, transportation of dangerous goods, public events, and other environmental issues.
• Conducts one or more of the following: 1) Epidemiological investigations, 2) Environmental screening or assessments, 3) Public health inspection programs.
• Performs worksite assessments to identify occupational health and safety hazards and to make recommendations. 
• Reviews and provides advice on integrated Emergency Disaster Planning.
• Coordinates, develops, plans, prepares and delivers educational training packages and/or seminars.
• Plans, organizes, coordinates, and implements environmental health, and occupational health and safety programs during routine and emergency situations.

TECH218 – Environmental Officer

• Develops and implements emergency plans for environmental situations.
• Supervises the procurement, upkeep and effective deployment of a variety of machinery and equipment.
• Monitors industry's conformity to regulatory provisions for environmental cases and response standards.
• Responds as the On-Scene Commander.
• Manages the budget and human resources for designated area of responsibility.
• Researches and prepares reports, briefings, and other presentation material. Provides information to staff, clients and the general public.
• Provides situational reports, and reports on investigations of environmental issues to senior management.

TECH219 – Multidisciplinary Hydrographer/Geodetic Survey Technician

• Performs hydrographic and geodetic surveys and engineering projects in order to collect the information required to produce nautical charts and related products.
• Gathers and analyzes data pertaining in order to establish reference water levels and to produce reference documentation such as nautical charts, tide tables and current atlases, and related products.
• Researches and evaluates internal and external source documents and data sets in order to produce nautical products such as charts and other related products, and to inform the nautical community of navigation hazards and other pertinent nautical information.
• Maintains complex databases to preserve historic and contemporary data.
• Cooperates in the development of new software, tools and equipment designed to improve productivity and capability.
• Leads small teams and operations.

GIS Services

TECH220 – "Junior" GIS Technician

• Carries out Geographic Information Systems data collection/compilation, processing and verification as part of the quality control process; corrects data anomalies and errors; assembles and presents GIS data.
• Modifies, designs, develops, manages and maintains Geographical Information Systems data management structures and databases.
• Maintains GIS databases and data files consistent with project plans; prepares and maintains technical documentation.
• Undertakes site inspections and site analysis to determine project requirements and confirm as-built conditions. 
• Provides quality control and assurance services in geo-spatial data on hardcopy and digital products.
• Produces geographical information from technical data for clients.

TECH221 –"Working Level" GIS Technician

• Organizes the technical and logistical activities of data acquisition, analysis/processing and representation required for the production of geomatics products using advanced photogrammetric hardware and software.  
• Examines, validates and assesses the quality of data and data products; identifies and resolves problems. 
• Tests new technologies and the performance of tools and equipment; develops and presents recommendations for improvements; documents new procedures.
• Designs and develops GIS data and data product referencing and classification frameworks; documents procedures.
• Organizes and conducts field assignments to collect and process (geo-spatial) data.
• Consults with and provides technical advice to senior management, scientists, professionals, etc. 
• Prepares time/cost inputs, and assembles reference material including technical specifications and documentation.

TECH222 – "Senior" GIS Technician

• Organizes, leads, or coordinates and carries out the technical portions of data acquisition, analysis/processing and representation projects. 
• Plans, organizes, and implements administrative and operational activities in order to provide digital spatial data imagery and other products to respond to the needs of senior managers and professionals. 
• Conducts quality control inspections with respect to GIS and geo-spatial data collection.
• Implements new analytical, experimental or investigative approaches for systems; provides expert knowledge and equipment know-how on a variety of GIS related issues. 
• Operates specialized GIS software and equipment; maintains and operates GIS databases and develops job specifications, exhibits, and cost estimates. 
• Provides management with an ongoing and critical assessment of the quality, cost and responsiveness of products and service standards; provides technical project planning, resources and strategic inputs to support the preparation of annual business strategies and project/operational budgets.
• Develops and delivers training modules.

Engineering, Technical/Project Management (Civil/Mechanical/Electrical)

TECH223 – "Intermediate" Engineering Technician/Project Manager

• Provides technical advice and expertise. Coordinates the development of technical solutions. Develops project requirement definitions. 
• Conducts surveys to inspect, evaluate and assess the condition and performance of systems, identifies requirements for maintaining or improving the life-cycle facility operations, compliance with environmental and safety regulations and standards; and conducts reviews and develops reports presenting findings and recommendations.
• Performs quality control; identifies problems and their cost implications and negotiates solutions.
• Participates in the planning, design, construction, commissioning and evaluation of infrastructure and environment projects.
• Develops and maintains working relationships with clients, contracting authorities, contractors and manufacturers/suppliers.
• Identifies and advises on opportunities for the application of new technologies.

TECH224 – "Fully Qualified" Engineering Technician/Project Manager

• Responsible for the technical content of projects, both as designer and as reviewing and approving authority of Contractor-submitted designs; prepares cost estimates. 
• Functions as project manager and technical authority by monitoring, assessing, and reviewing project development to ensure solutions meet operational requirements. 
• Identifies maintenance deficiencies through on-site visits and recommends corrective measures. 
• Provides technical advice and consultative services for refits and repairs.
• Conducts feasibility studies and investigative reports.
• Develops and recommends new procedures to enhance equipment reliability and reduce maintenance costs; develops, maintains and improves fleet of equipment. 
• Acts as a team leader on projects and coordinates team members.

TECH225 –"Specialist" Engineering Technician/Project Manager

• Plans, manages and leads complex projects; acts as a team leader on projects and coordinates team members
• Provides quality assurance and quality control services during all phases of project delivery. 
• Inspects and evaluates projects and recommends requirements and procedures for maintenance and upgrades. 
• Plans, coordinates and conducts formal and informal technical investigations, identifies causes of malfunctions and develops satisfactory solutions.
• Develops test and trial procedures, schedules and programs; develops policies, standards, guidelines, best practices and associated systems and procedures.
• Provides advice and guidance on technical, functional and operational issues.
• Prepares preliminary and final designs; reviews and recommends on the suitability of project designs, drawings, and specifications.

Biological/Life Sciences Research

TECH226 – Junior Biological/Life Sciences Research Technician

• Conducts field and/or laboratory research using or selecting standard or established procedures under direct supervision.
• Selects and applies techniques under the guidance of a supervisor. Identifies and resolves minor problems.
• Collects, records, processes, inputs and manipulates data for supervisor (e.g., summarizing, calculating, graphing).
• Performs work that is reviewed by a senior technical position or a research scientist.
• Contributes to the publication of manuscripts, including drafting of methods or preparing tables and graphs.
• Has control over limited resources (e.g., lab supplies, samples, equipment).

TECH227 – Intermediate Biological/Life Sciences Research Technician

• Conducts field and/or laboratory research under general direction of supervisor; assesses suitability of methods and/or adapts protocols or equipment to meet research objectives or increase effectiveness.
• Adapts methodologies/tools; contributes to experimental design; recommends courses of action; interprets data to detect anomalies and analyzes results.
• Creates draft reports and/or assists in the preparation of portions of research reports or posters such as methods, graphs and tables.
• Contributes to the publication of manuscripts, including the drafting of methods, preparing tables and graphs, and some interpretation of results.
• Performs work that may be released to other users without review. 
• Has direct control of and is responsible for significant resources.
• Provides explanations and interpretations of analytical studies or reviews; discusses the suitability of methods, techniques, equipment, or services; provides technical advice to collaborators/clients, students and co-workers.

TECH228 – Senior Biological/Life Sciences Research Technician

• Conducts field and/or laboratory research, which require analysis and evaluation of requirements and independently investigates and develops plans to meet research objectives. 
• Has a high level of responsibility and freedom in the planning and conducting of research. Consults with research scientist at project conception, completion or if changing research direction.
• Develops methodologies/tools; designs experiments and recommends courses of action.
• Interprets data to explain significant biological implications.
• Writes reports or technical bulletins, posters and assists in the drafting of scientific papers in order to disseminate research results.
• Has direct control of and is responsible for significant resources.
• Provides explanations and interpretations of analytical studies or reviews; discusses the suitability of methods, techniques, equipment, or services; provides technical advice to collaborators/clients, students, co-workers and the general public.

FISH – Fisheries Activities

FISH101 –Junior Fishery Officer

• Carries out compliance inspections and enforcement of various acts and regulations during field operations as Junior Fishery Officer on site.
• Conducts basic investigations and gathers evidence, assists senior officers to determine appropriate course of action, prepares violation reports, prepares and executes court documents and court briefs, and presents evidence in court.
• Assists Fishery Officers in promoting stewardship of fisheries resources and fish habitat among the various user groups (private and public), including the monitoring of remediation works and permit compliance.
• Interacts with business owners and managers regarding enforcement decisions that may result in significant economic impact.
• Carries and may use a firearm.

FISH102 – Senior Fishery Officer

• Leads compliance inspections and enforcement of various acts and regulations during field operations as Senior Fishery Officer on site.
• Investigates and gathers intelligence and/or conducts audits on fishing and habitat-related activities to provide status reports on harvesting activities and/or habitat degradation.
• Acts as lead investigator to collect evidence, including forensic evidence, of violations and major case violations, prepares violation reports, prepares and executes court documents, and presents evidence in court.
• Promotes stewardship of the fisheries resource and fish habitat among various user groups, private and public sector industries.
• Develops and establishes collaborative relationships, interactions and exchanges with other law enforcement agencies, stakeholder groups and regulatory bodies to assist in maintaining and enhancing Conservation and Protection program delivery. 
• Interacts with business owners and managers regarding enforcement decisions that may result in significant economic impact.
• Carries and may use a firearm.

Appendix C: Private Sector Industry Universe

NAIC Code	Industry
1151	Support Activities for Crop Production
212	Mining and Quarrying
213	Support Activities for Mining & Oil and Gas Extraction
237	Heavy and Civil Engineering Construction
2361	Residential Building Construction
2362	Non-residential Building Construction
23622	Commercial & Institutional Building Construction
23821	Electrical Contractors and Other Wiring Installation Cont.
23891	Site Preparation Contractors
211113	Conventional Oil and Gas Extraction
221111	Hydro-Electric Power Generation
221112	Fossil-Fuel Electric Power Generation
221113	Nuclear Electric Power Generation
221119	Other Electric Power Generation
332	Fabricated Metal Product Manufacturing
3112	Grain & Oilseed Milling
3115	Dairy Product Manufacturing
3116	Meat Product Manufacturing
31171	Seafood Product Preparation and Packaging
32541	Pharmaceutical and Medicine Manufacturing
32592	Explosives Manufacturing
33641	Aerospace Product and Parts Manufacturing
311611	Animal (except Poultry) Slaughtering
311614	Rendering and Meat Processing from Carcasses
311615	Poultry Processing
48111	Scheduled Air Transportation
48819	Other Support Activities for Air Transportation
48821	Support Activities for Rail Transportation
48832	Marine Cargo Handling
48839	Other Support Activities for Water Transportation
481214	Non-Scheduled Chartered Air Transportation
481215	Non-Scheduled Specialty Flying Services
482112	Short-Haul Freight Rail Transportation
482113	Mainline Freight Rail Transportation
483115	Deep Sea, Coastal and Great Lakes Water Transportation
483116	Deep Sea, Coastal and Great LakesWater Trans. by Ferries
483213	Inland Water Transportation
483214	Inland Water Transportation by Ferries
488119	Other Airport Operations
488331	Marine Salvage Services
488511	Marine Shipping Agencies
5413	Arcitectural, Engineering & related services
5414	Specialized Design Services
51111	Newspaper Publishers
51112	Periodical Publishers
51113	Book Publishers
51119	Other Publishers
51913	Internet Publishing and Broadcasting, & Web Search Portals
54131	Architectural Services
54132	Landscape Architectural Services
54133	Engineering Services
54134	Drafting Services
54136	Geophysical Surveying and Mapping Services
54137	Surveying and Mapping Services
54138	Testing Laboratories
54143	Graphic Design Services
54162	Environmental consulting services
54171	R&D in the Physical, Engineering and Life Sciences
56291	Remediation Services
541690	Other Scientific & Technical Consulting Services
62151	Medical & Diagnostic Laboratories
81121	Electronic and Precision Equipment Repair & Maintenance

Appendix D: Questionnaire

Please click here to see the questionnaire.(PDF, file size: 140kb)

Appendix E: Glossary of Terms

ADD Insurance

Accidental death and dismemberment insurance.

Floating Holidays

A floating holiday is paid time off of short duration for which no date has been predetermined.

Personal Days

A personal day is paid time off granted for personal (i.e., not work- related) reasons.

Deductible

In an insurance policy, the deductible is the portion of any claim that is not covered by the insurance provider. It is normally quoted as a fixed quantity and is a part of most policies covering losses to the policy holder. The deductible must be paid by the insured before the benefits of the policy can apply.

Salary Structure

A formalized hierarchy of position types, grade classifications and their associated pay.  Each grade has a corresponding salary scale  which includes a scale maximum and a scale minimum which define the salary range for each grade.

Indexation

Indexation refers to the linking of pension payments to a benchmark index.

CPI

The Consumer Price Index measures the changes in the average cost of commonly used goods and services.

YMPE

The Year's Maximum Pensionable Earnings (YMPE) is established by the Canada Pension Plan (CPP). It is the maximum salary level used to determine employer and employee contributions to the CPP. The federal government revises this amount every year, based on increases in the Average Industrial Wage.

Normal Maximum (Midpoint)

The midpoint of a salary scale is the salary paid to a fully qualified employee whose performance is rated as satisfactory. It includes all market premiums and adjustments.

Normal Minimum

The normal minimum of a salary scale is the salary generally paid to new incumbents who are still in development. It includes all market premiums and adjustments.

Cafeteria Plan

A cafeteria plan is a flexible group benefit plan that allows each plan member a benefit "budget" which the plan member uses to purchase the coverage (death benefit, disability benefits, medical expenses, dependent coverage, catastrophic illness, etc.) that best meets his or her needs. The credits not used to purchase coverage, if any, are saved for retirement.

Merit Pay

Additional compensation periodically paid over and above the established salary scales.

Automatic Progression

Automatic Progression automatically increases an employee' salary after specified periods of service. It is not related to the employee's performance objectives.

Merit Progression

Merit Progression refers to a formula for moving an employee through a salary structure based on pre-established performance and productivity objectives.