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.
