Classification and Compensation Study. The City shall conduct a classification and compensation study as reasonably after City Council approval of this MOU. Prior to conducting the classification and compensation study, the Parties shall meet and confer to exchange ideas and proposals on the methodology, parameters, classifications, cities, and any, all subjects related to the development of the classification and compensation study. Said meet and confer sessions shall be conducted four (4) months prior to conducting the classification and compensation study.
Classification and Compensation Study. The parties understand that the District will receive a District-wide classification and compensation study performed by a third party consultant during the term of this MOU. The District agrees to provide a copy of this report to AFSCME and to meet during the first half of 2022 to discuss the results of the study.
Classification and Compensation Study. 18.1 The College and the Union agree to complete a comparative classification and compensation study by June 30, 2018. The College and the Union shall mutually agree to the parameters of the study and the comparative institutions.
Classification and Compensation Study. The Union and the District agree to initiate and complete a full Classification and Compensation study for the Classified Unit during the 2017-18 school year. The Union and the District further agree to meet and confer, in good faith, to identify and agree upon comparative districts and to evaluate the results of the study and develop a plan for future implementation.
Classification and Compensation Study. The District and the Association agree that the following positions will be studied in a manner consistent with Article 26. The classification study shall include both a market and internal alignment analysis. Recommendations regarding job descriptions and corresponding salary placements shall be provided by the classification consultant.
Classification and Compensation Study. The District agrees to finance a classification and compensation study to be performed by an outside professional consultant for all classifications represented by AFSCME during the term of this MOU. The consultant will be retained within 90 days of Board approval of this MOU, and ideally sooner, and the study will begin in calendar year 2017. The District and AFSCME agree to establish a joint Class and Comp Study Task Force that shall meet regularly and shall have up to five District representatives and five AFSCME representatives including Business Agent. During these Task Force meetings, the District will provide updates on the status of the class and comp study and AFSCME representatives may provide input on issues relevant to the study. In addition, the consultant will receive information from the Task Force regarding the number of agencies and the agencies to which District classifications will be compared in the study, and discuss with the Task Force the consultant’s views with respect to the comparison agencies the consultant intends to use. The Task Force shall exist solely for discussing the class and comp study, and the Task Force shall dissolve and no longer exist upon termination of this 2017-2021 MOU. In addition, the consultant will provide the District and AFSCME representatives on the Task Force with a copy of a draft report of the study. The parties agree the consultant should complete and provide the draft report within 18 months of the consultant’s retention. Within 30 calendar days following receipt of the consultant’s draft report, AFSCME may provide the District, with a cc to the consultant, with any comments on the draft report. After the 30 calendar day comment period, the consultant will finalize the class and comp study. The District will forward AFSCME a copy of the final report promptly upon receipt. Within 30 days of receipt of the final report, the District and AFSCME will meet to discuss potential wage equity adjustments based on the results of the study. The District and AFSCME agree that the District will set aside $1,000,000 and make equity adjustments to mutually agreed upon classifications, to be effective April 1, 2019. If after 60 days following receipt of the final report, the District and AFSCME do not reach agreement on how the $1,000,000 will be spent, the $1,000,000 will be applied as equity adjustments for those classifications furthest behind the survey market as identified and concluded by the consultant in th...
Classification and Compensation Study. During the term of the agreement, the parties agree to meet and confer regarding parameters and procedures of the citywide classification and compensation study that commenced in April 2021.
Classification and Compensation Study. The parties agree that during fiscal year 2019- 2020, the City will engage a third party to conduct a classification and compensation study of the positions represented by the Association. The City, in its sole discretion, may also include additional positions that are not represented by the Association. The third party will also be tasked with identifying those agencies most comparable to Hemet to use during the classification and compensation study. The parties agree that agencies that have previously been designated as comparable will be considered, but there is no obligation to include an agency simply because it was previously used.
Classification and Compensation Study. The City will complete a classification and compensation study of bargaining unit positions by July 31, 2016, using accurate and current data (to the extent available) as of July 1, 2016. The City will provide the Association with a list of comparable agencies to be used in the study by December 31, 2015. The City and Association agree that while the results of the study are not binding on the City, the study is intended to be used as a guide in negotiations for a successor agreement on the issue of salary.
Classification and Compensation Study. All other Classifications within AFSCME/MCEA
1. Job Description review and updates to be completed by outside agency.
2. A salary review to be conducted upon conclusion of the job description review/updates.
3. The County agrees to meet and confer to the extent required by law with respect to the Classification and Compensation Study.
4. Parties agree to negotiate the implementation of the results of the salary review.
5. Y-Rating shall be utilized so there is not a negative impact to Employees.
