Revised Financial Management (FI) Job Evaluation Standard

Date:

To: Heads of Human Resources

The purpose of this bulletin is to advise departments and agencies of the recently approved technical changes to the Financial Management (FI) job evaluation standard, formerly entitled “Financial Administration”.  The revised standard takes effect on .

The technical amendments reflect current financial management work in the core public administration. They will enable a better understanding and application of the job evaluation standard.

Background

The FI job evaluation standard required modernization due to the significant legislative, policy and technological developments that have impacted financial management work such as the introduction of the Federal Accountability Act and the Chief Financial Officer (CFO) model.

The updates were carried out in consultation with the Office of the Comptroller General (OCG) and an interdepartmental working group of classification advisors.

Application

The changes include updating the terminology in the benchmarks and the glossary with the addition of twenty-five new terms and more precise definitions. Additional information and points of clarification were included in the “Notes to Raters” to facilitate the application of the standard. For example, guiding notes for the preparation of the “Resources Susceptible to Influence Worksheet” were added and the identification of the ultimate decision maker was clarified in the “Nature of Impact” factor.

No changes were made to the job evaluation factors or elements. For ease of reference, detailed information on the approved changes to the job evaluation standard can be found on our GCpedia page.

From the effective date forward, departments are to use the revised 2016 FI job evaluation standard. Departments are not expected to review existing FI work descriptions or update their evaluation rationales as a result of these changes.

Inquiries

All questions pertaining to this interpretation bulletin should be directed to your Departmental Corporate Classification, who, if required, will direct those questions to the Workforce Organization and Classification group at the Office of the Chief Human Resources Officer.

Sandra Hassan
Assistant Deputy Minister
Compensation and Labour Relations
Treasury Board of Canada Secretariat
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