Impact on Collective Bargaining 

Wage Schedules 

In most cases, your collective bargaining agreement limits management’s ability to unilaterally implement changes to the wage structures. However, wage schedule redesign is a key element of SBP, and it may require changes in official compensation policy needing approval of a civil service commission, government office or legislative body. Our union can voice our concerns and help shape the decisions made by these public bodies. 

Wage Surveys 

Wage surveys by position are commonly used to prepare for contract negotiations and make compelling wage proposals, but it is hard to conduct a meaningful wage survey when pay varies from one individual to another based on skills.

Skills Assessment 

Appropriately assessing a worker’s skills is the key to SBP, so be certain your CBA addresses the skill assessment methodology and frequency. Also make certain that use of the assessment is limited to the purpose of pay and not permitted to be used for discipline or layoff procedures.  

Guaranteed Pay for Prioritized Skills 

If a worker acquires a skill prioritized by management, then the worker should be paid for that skill regardless of whether the employer gives the worker any assignments utilizing the skill. So, it is important that the collective bargaining agreement addresses this situation and protects workers’ pay. 

Grievance of Appeals Process 

Members should have rights to an appeals process if they believe that the assessment of their skills was unfair and/or inaccurate. Your CBA should make clear that SBP skills assessments are appealable and grievable.  

Monitoring the Skills Eligible for SBP

In a civil service system, career ladders that lead to higher pay are built upon the classification system. To ensure the system’s integrity, make sure that the skills designated for SBP are appropriate to and included in the position’s classification. Beware of attempts to include skills normally associated with a higher classification.