APPLYING THE RATING TO THE SALARY RANGES. 8.1 Job ratings serve to:
(a) Provide the basis upon which wage rate relationships between jobs are established;
(b) Measure changes in job content;
(c) Assign jobs into their proper pay rate.
8.2 No incumbent will have their wages reduced following the re-evaluation of their job and the establishment of a new wage structure.
APPLYING THE RATING TO THE SALARY RANGES.
9.1 Job ratings serve to:
a) group jobs having relatively equivalent point values (this is commonly referred to as banding);
b) provide the basis upon which wage rate relationships between jobs are established;
c) measure changes in job content;
d) assign jobs into their proper pay grade in the salary schedule.
9.2 The total point allocation shall be used to determine the salary range for the jobs. Salary ranges are provided in the Collective Agreement.
9.3 If a job is rated at a pay grade with a salary range higher than the current wage rate for the job, the incumbent's rate of pay shall be adjusted to the higher pay grade on the new salary schedule, retroactive to the date the Reconsideration Form was submitted. The incumbent's shall retain the same place on any increment grid.
9.4 If a job is rated at a pay grade with a salary range lower than the current wage rate for the job, all incumbents of such jobs shall be identified as “Red-Circled” and shall continue to receive all negotiated increases and shall continue to
APPLYING THE RATING TO THE SALARY RANGES. 9.1 Job ratings serve to:
a) group jobs having relatively equivalent point values (this is commonly referred to as banding);
b) provide the basis upon which wage rate relationships between jobs are established;
c) measure changes in job content;
d) assign jobs into their proper pay grade in the salary schedule. FACTOR EDC EXP JUD AT/D PHY DEX ACC SAF SUP CON W/C TOTAL POINTS RATING CLASSIFICATION PAY GRADE AS A RESULT OF JOB EVALUATION, THIS JOB HAS BEEN: UPGRADED UNCHANGED
APPLYING THE RATING TO THE SALARY RANGES. 3.60 The total points for the job will be agreed to by the JJEC.
3.61 The total point allocation for jobs shall be used to determine the salary range for the jobs based on an agreed upon grouping of points (point bands) and the negotiated pay grade for each point band.
APPLYING THE RATING TO THE SALARY RANGES. 8.1 The total point allocation shall be used to determine the salary range for the position based upon the following table: Pay Grade Point Group
APPLYING THE RATING TO THE SALARY RANGES. 9.1 Job ratings serve to:
a) group jobs having relatively equivalent point values (this is commonly referred to as banding);
b) provide the basis upon which wage rate relationships between jobs are established;
c) measure changes in job content;
d) assign jobs into their proper pay grade in the salary schedule.
9.2 The total point allocation shall be included as part of the negotiation process.
9.3 If a job is rated at a pay grade with a salary range higher than the current wage rate for the job, the incumbent’s rate of pay shall be adjusted to the higher pay level on the new salary schedule, retroactive to the date agreed to by the Parties. The incumbent(s) shall retain the same place on any increment grid.
9.4 If a job is rated at a pay grade with a salary range lower than the current wage rate for the job, all incumbents of such job shall be identified as “Red-Circled”. Each incumbent with a designated “Red Circled” wage rate shall maintain the current wage rate until such time as the wage rate for the job exceeds the current wage. At that point, the employee will be paid the wage rate for the position.
9.5 If a job is at the top of the existing salary range, then the incumbent(s) rate of pay shall be adjusted to the top of the newly assigned salary range provided the new range is higher than the existing range.
9.6 In the event a new job is rated higher than the temporary pay grade determined by the Employer, the higher rate shall be paid to each incumbent retroactive to the date of his/her appointment to the job. In the event that the pay rate of the job decreases as the result of the six month re-examination of the job, the incumbent shall be paid the lower pay grade effective the date that the Advice of Rating Form is delivered to the incumbent.
APPLYING THE RATING TO THE SALARY RANGES. The total point allocation shall be used to determine the salary range for the position based upon the following table: Benchmark Rating: The Compensation Specialist will do the initial rating for a new position using the Job Evaluation Plan. Collective Agreement: The Collective Agreement currently in effect between the Employer and the Union. Compensation Specialist: This is a position in the Human Resources Department held by an individual(s) trained in job evaluation. The Compensation Specialist will ensure that employees will provide appropriate documentation that describes the skill, effort, responsibility and working conditions in order to accurately designate an appropriate wage in accordance with the Job Evaluation Plan as set out in the Collective Agreement, for all positions in the respective bargaining units. Consensus: A group decision making process that seeks the general consent of all members but not necessarily the agreement of all members to a determined course of action.
APPLYING THE RATING TO THE SALARY RANGES. Job ratings serve to:
APPLYING THE RATING TO THE SALARY RANGES. 8.1 If a job is rated at a pay grade with a salary range higher than the current wage rate for the job, the incumbent’s rate of pay shall be adjusted to the higher pay level on the new salary schedule, retroactive to the date the Job Evaluation Request was submitted to the
APPLYING THE RATING TO THE SALARY RANGES. 9.1 Job ratings serve to:
a) group jobs having relatively equivalent point values (this is commonly referred to as banding);
b) provide the basis upon which wage rate relationships between jobs are established;
c) measure changes in job content;
d) assign jobs into their proper classification level in the salary schedule.
9.2 The total point allocation shall be used to determine the salary range for the jobs based upon the following table: Classification Level Point Range 1 101 - 290 2 291 - 340 3 341 – 390 4 391 – 440 5 441 – 490 6 491 – 540 7 541 – 590 8 591 – 640 9 641 – 690 10 691 – 740 11 741 – 790
