Classification of Position Sample Clauses
Classification of Position. The employee and the supervisor shall review the duties of the class as listed in the current class description. If either feels that the employee spends an appreciable portion of his/her time performing duties inappropriate to his or her class, either the employee’s duties need to be modified to fit the classification description or a reclassification of the position should be initiated with the Personnel Commission.
Classification of Position. 1. The employee and the supervisor/evaluator should compare the duties of the evaluee with the typical duties of the evaluee's class as listed in the current class specification. If either feels that the employee spends an appreciable portion of his/her time performing duties inappropriate to his/her class, he/she should check "no," and attach a statement giving his/her reasons. If either the employee or the supervisor/evaluator checks "no," on the evaluation form, a copy shall be sent to the division head or College President for forwarding to the Personnel Commission.
2. In classes where the use of a particular skill is the primary basis for classification, the lack of use of that skill is sufficient reason to check "no" (for example, a person working as a Senior Secretary- Stenography is not properly classified if he/she never takes dictation, even if all his/her other duties are appropriate to the class). If either the employee or the supervisor/evaluator checks "no," the evaluation form, with a copy, shall be sent to the division head or College President for forwarding to the Personnel Commission. Article 15, Classification and Reclassification, time limits and requirements are hereby incorporated in Article 16.
Classification of Position. The employee and the supervisor/evaluator should compare the duties of the evaluee with the typical duties of the evaluee's class as listed in the current class specification. If either feels that the employee spends an appreciable portion of their time performing duties inappropriate to their class, they should check "no" and attach a statement giving their reasons. If either the employee or the supervisor/evaluator checks "no" on the evaluation form, a copy shall be sent to the division head or College President for forwarding to the Personnel Commission. Article 15, Classification and Reclassification, time limits and requirements are hereby incorporated in Article 16.
Classification of Position. A. The Union shall receive a copy of all bargaining unit job postings prior to general distribution whenever possible. When a new job is created within the bargaining unit which cannot be properly placed in an existing classification, the parties will discuss a proper classification and rate structure to apply. If the job is assigned to a member of the bargaining unit prior to establishment of the rate, the rate shall apply retroactively to such member of the bargaining unit. In the event resolution is not reached within sixty (60) days, the matter may be subject to the grievance procedure commencing at Level 3.
B. Changes in job descriptions caused by alterations in duties or responsibilities and/or required skills following ratification of this Agreement shall be treated as follows:
1. The employee(s) shall be notified in writing by their immediate supervisor at least one
(1) week prior to such change.
2. If the employee requests, there will be a meeting between the employee, the immediate supervisor, the Union president or designee, and the Chief Human Resources Officer to discuss the possibility of classification change due to such changes. Should the matter remain unresolved, the grievance procedure may be instituted commencing at Level 3.
Classification of Position. 1. The employee and the supervisor should compare the duties of the employee with the typical duties of the employee’s class as listed in the current class description. If either feels that the employee spends an appreciable portion of his/her time performing duties inappropriate to his/her class, he/she should check “no,” and attach a statement giving the reasons.
2. In classes where the use of a particular skill is the primary basis for classification, the lack of use of that skill is sufficient reason to check “no” (for example, a person working as a Clerk-Stenographer is not properly classified if he/she never takes dictation, even if all his/her other duties are appropriate to the class). If either the employee or the supervisor checks “no”, the evaluation form, with a copy, should be sent to the division head or college president for forwarding to Human Resources Division.
Classification of Position. All positions in the unit will be classified by comparison with Office of Personnel Management classification standards and: