HSPBA: The Profile-Based Classification System

Health science professionals working under the HSPBA collective agreement will be moving to new classification system later in 2024 or early in 2025 (no later than February 28, 2025).

This page is intended to inform members about this process, and will be updated regularly until implementation.

Why A New Classification System?

Over 18,000 HSA members work as health science professionals in over seventy different professions. The work is complex, and it’s getting more so with each passing year. For many of BC’s health science professionals, the current classification system has not kept pace with the change in their work.

For over twenty years, previous governments refused to modernize the classification system, but in the last round of bargaining, HSA and the employer struck an agreement to complete the design and implementation of the new profile-based classification system.

Improvements in the new classification system will recognize advanced practice work and supervisory/leadership work in the same manner for every profession, resulting in a fair and equitable system that uniformly applies to all health science professions.

What’s Happened So Far?

In April 2022, Grade I/Staff level jobs started moving towards the new P1 salary structures. This was called the P1 Phase-In and results in significant wage increases for thousands of members. The P1 Phase-In will conclude on April 1, 2024 when all Grade I/Staff level jobs will be paid at the previous Grade 2/Sole Charge salary structures. Pay rates for affected members increased by at least 3.8% in addition to the general wage increases of the 2022-2025 HSPBA collective agreement.

In September 2023, regular full- and part-time HSPBA members got their first look at how the employer had decided to match them to the new classifications system. Members received their profile matches from the employer, and then used HSA’s online tool to review their match — this is what is referred to as the Classification Review. 

Where Things Are At

Please click on the headings below to see updates on specific topics related to the new profile-based classification system:

As part of the HSPBA classifications review, HSA members who thought that the employer-assigned profile match for a job was incorrect were able to file an objection through the online assessment tool.

That process closed in November, and as a result, thousands of these objections have been shared with the employer. They are now moving through the process agreed upon by the union and the employer. The outcome of each objection will be decided by the appointed classification referee.

The original deadline for the conclusion of this process was February 29, 2024. However, due to the high number of profile match objections filed, this deadline has been extended to April 12, 2024 to allow the referee adequate time to review all the objections.

If you filed a profile match objection, you will be informed about the outcome of your objection after April 12, 2024.

You can also review the classifications review FAQ.

The new profile-based classification has not yet been implemented. When that happens early next year, job classifications will move from the previous system (e.g. Grade I, Sole Charge) to the new profile-based system (e.g. P1, P2A, S2). New salary structures will also be effective on the implementation date.

The new P1 rates are already known (as they are the same as the pre-existing Grade II/Sole Charge rates and have been phasing in since 2022), but the P2 and S1 – S4 salary structures will be finalized this year.

Once all the wages schedules are confirmed, the implementation date will be determined and announced. Per the 2022-2025 HSPBA collective agreement, the implementation date will be no later than February 28, 2025.

If your job is classified as P2 or S1 – S4 and your salary structure increases because of implementation, you will receive retroactive pay back to April 1, 2024.

When the new profile-based classification system comes into effect, there are provisions that allow for your union to advocate to recognize new special procedures and techniques by adding them to the P2A Special Procedures profile. This is an exciting opportunity to recognize and compensate the specialized work of many members who have jobs that are currently matched with the P1 profile.

Special Procedures are defined as:

"A recognized level of expertise or competency in a specialized area of practice. This qualification is obtained through specialized education, training, and experience, which is over and above the full-scope working level and is required in order to carry out duties.”

If you think that your work meets the above definition and should be recognized as a new special procedure or technique, please send us an email at redesign [at] hsabc.org letting us know your area of practice and your specialized education, training, and experience. Your union has heard from many members about their specialized areas of practice, but we are always ready to hear from more.

Staff in the classifications department are working to review submissions and build a case that shows how each proposed special procedure or technique meets the definition above. Your union intends to give notice as soon as possible after the new profile-based classification system is implemented; this will start the process to determine the special procedures and techniques that will be added to the P2A profile.

We will notify affected members, by profession, as work is added to the P2A profile. Members who perform this work will be coded up or reclassified, as appropriate, based on whether the special procedure/technique is performed for the majority of their work time.

When a new special procedure or technique is added, retroactive pay will be effective from the date that the union gave notice that the procedure or technique should be recognized as part of the P2A profile.

Members who participated in the classification review and filed profile match objections will be informed about the outcome of their objections after April 12, 2024. If you are one of these members and believe it can be shown that the referee’s decision is incorrect, you may file a grievance once the new profile-based classification system is implemented.

Additionally, once the new profile-based classification system is implemented, all members will have the right to file a classification grievance if they believe that their job has been matched to the wrong profile.

Reference Documents

The new classification system is based on profiles. Profiles are general enough to encompass all areas and levels of each health science profession within the bargaining unit, but specific enough to differentiate between them.

This link will take you to a listing of reference documents for the new profile-based classification system, including all the profiles.

As you review the profile documents, know that the new profile-based classification system is based on “best fit”. This means that, though you may see some of your job duties listed on multiple profiles, your job should be matched as a “whole job” to the profile that best describes your overall assigned duties and responsibilities.

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