For the Provision of Professional Services and Digital Solution to Support OAG’s Pay Equity Plan and Classification Framework

Description

1. The Office of the Auditor General (OAG) of Canada requires professional services and a digital solution to design and implement a pay equity–compliant classification framework. The mandate includes assisting the OAG Pay Equity Committee (PEC) in fulfilling its obligations under the Federal Pay Equity Act to develop a pay equity plan. The mandate also includes working with the OAG Classification team to implement a sustainable, pay-equity compliant classification system that is supported by tools to maintain ongoing operations. 1.1 Business Requirement The Contractor must, at a minimum: a) Collaborate with the Pay Equity Committee (PEC) to validate job classes and gender predominance results; b) Evaluate all job classes using a pay equity compliant job evaluation method; c) Conduct all pay equity analyses, calculate gaps, and prepare all materials to be used by the PEC to develop a pay equity plan; d) Prepare a draft pay equity plan for PEC review and approval by 31 August 2026; e) Use the information gathered for pay equity to provide a bilingual, sustainable classification framework that meets the ongoing pay equity requirements; f) Identify and support development of new or revised job descriptions and provide written rationales for evaluations; g) Advise on classification tools and procedures for executive and non-executive positions; and h) Provide training and knowledge transfer to ensure internal teams can maintain compliance independently after project completion. 1.2 System Requirement The Contractor must, upon request, provide a web-based Commercial Off-The-Shelf (COTS) solution that at a minimum: a) Enables creation and revision of job descriptions; b) Supports job evaluation and classification decisions with documented rationales; c) Uses a gender-neutral evaluation, pay equity-complaint approach to job evaluation; d) Provides secure, bilingual (English and French) management of pay equity and classification data; and e) Is scalable to accommodate future changes and periodic reviews.