Classification Preamble Sample Clauses

Classification Preamble. In addition to the core requirement for each classification as outlined below, the Employer will maintain a detailed classification/job description, which will include duties and responsibilities. The Employer will develop evaluation and performance forms/check lists and training standards for each classification. Evaluation and performance reviews will be conducted on a regular basis to ensure all employees are meeting their required standards.
Sample 1
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Classification Preamble. In addition to the core requirement for each classification as outlined below, the Employer will maintain a detailed classification/job description, which will include duties and responsibilities. It is understood that all classifications and job descriptions will include other tasks and duties as directed that are not unsafe or illegal. The Employer will develop evaluation and performance forms/check lists and training standards for each classification. Evaluation and performance reviews will be conducted on a regular basis to ensure all employees are meeting their required standards. Applicable to North (Penticton) and South (Okanagan Falls) Plants: Probation Training – Finishing End It is understood that all new employees hired will be considered probationary and they will remain in this category for sixty (60) working days of actual work. After the completion of the first 30 working days the Employer will make an evaluation to assess their general suitability. If deemed suitable at this point the employee will be progressed to the P2 wage rate. A final evaluation assessment will be made at the end of sixty
Sample 1
Classification Preamble. In addition to the core requirement for each classification as outlined below, the Company will maintain a detailed classification/job description, which will include duties and responsibilities. The Company will develop evaluation and performance forms/check lists and training standards for each classification. Evaluation and performance reviews will be conducted on a regular basis to ensure all employees are meeting their required standards. Probation Training – Finishing End It is understood that all new employees hired will be considered probationary and they will remain in this category for sixty (60) working days of actual work. After the completion of the first 30 working days the Employer will make an evaluation to assess their general suitability. If deemed suitable at this point the employee will be progressed to the P2 wage rate. A final evaluation assessment will be made at the end of sixty (60) working days of actual work in order to determine if the employee is suitable for regular employment and seniority rating. If suitable the employee will be progressed to the Level VI wage rate – Finishing End. Level VI – Finishing End – Day 61 to 119 inclusive. Must have demonstrated the minimum skills and abilities needed to satisfactorily meet production flow. Must be able to take direction. Must be able to work as a part of a team. Must have acquired a basic understanding of the plant functions in regard to production flow and standards and product completion and standards. Must have a basic knowledge of and basic level of skill and ability in the usage of tools and equipment. Must have physical stamina and good hand to eye coordination. Must show a potential to progress in the company. An evaluation assessment will be made after 30 working days of actual work in Level VI and again after 60 working days of actual work in Level VI. An employee who is successful in meeting or exceeding the evaluation assessment will be progressed to Level V Step 1. It is understood that the Company will cross-train and evaluate employees in the finishing end during Probation and/or Level VI. Level V – Finishing End In addition to maintaining the skills and abilities of Level VI the employee must successfully pass a progression evaluation each succeeding 80 days. The purpose of the evaluation is to determine if the employee has increased his level of skill and ability while being able to work with less and less direct supervision and instruction, yet maintaining a satis...
Sample 1

Related to Classification Preamble

  • Classification Definitions Note: The following classification definitions should be read in conjunction with: • the stream and field definitions in subclause 1.4.3 and 1.4.75 respectively: • the definitions of “or equivalent”, “work within the scope of this level” and “Engineering Associate” at the end of this Schedule; • the National Metal and Engineering Competency Standards Implementation Guide especially Table 2 of that Guide which shows the alignment between old and new titles under the Australian Qualifications Framework. For example Advanced Certificates are now known as National Diplomas and Associate Diplomas as National Advanced Diplomas; • Clause 5.1.3 (f) Points. Trainer/Supervisor/Coordinator - Level 1 A Trainer/Supervisor/Coordinator - Level I is an employee who is responsible for the work of other employees and/or provision of structured on-the-job training. Such an employee has completed a qualification at AQFIII level or above, of which at least one third of the competencies are related to supervision/training, or equivalent. Notwithstanding the above definition an employee who is mainly engaged to perform work supervising or coordinating the work of other employees and who has sufficient additional training beyond that of those coordinated or supervised so as to enable the employee to perform work within the scope of this level shall be classified at this level. Trainer/Supervisor/Coordinator - Level II A Trainer/Supervisor/Coordinator - Level II is an employee who is responsible for the supervision and/or training of Trainers/Supervisors/Coordinators - Level I. Such an employee has completed an AQF IV or V qualification or equivalent of which at least 50% of the competencies are in supervision/training. WAGE GROUP: C14 Engineering/Production Employee - Level I As Engineering/Production Employee - Level I is an employee who is undertaking up to 38 hours induction training which may include information on the enterprise, conditions of employment, introduction to supervisors and fellow workers, training and career path opportunities, plant layout, work and documentation procedures, occupational health and safety, equal employment opportunity and quality control/assurance. An employee at this level performs routine duties essentially of a manual nature and to the level of his/her training:

  • Classification Plan (a) The Employer and the Union recognize the need to maintain the principles of Pay Equity to evaluate jobs in the Public Service bargaining unit. The parties also agree to apply the Public Service Job Evaluation Plan in accordance with those principles to all bargaining unit positions using the gender neutral plan factors and degrees in the Public Service Job Evaluation Plan. The Public Service Job Evaluation Plan will be used to evaluate positions in the Main Agreement and to determine their appropriate factor ratings.

  • Classification Structure All employees working under this Agreement shall be classified according to the skill based classification structure set out in Appendix A.

  • Classification Plan Revisions A. The Employer will provide to the Union, in writing, any proposed changes to the classification plan including descriptions for newly created classifications. Upon request of the Union, the Employer will bargain, in accordance with Article 37, Mandatory Subjects, the effect(s) of a change to an existing class or newly proposed classification.

  • Classification Changes When the University determines that a revision of a class specification for positions covered by this agreement is needed, and such revision affects the collective bargaining unit designation, the University shall notify AFSCME in writing of the proposed change. AFSCME shall notify the University, in writing, within fifteen (15) days of receipt of the proposed changes, of any comments it has concerning the proposed changes or of its desire to discuss the proposed changes.

  • CLASSIFICATIONS AND WAGE RATES A current list of Field job classifications and applicable wage rates for the Nevada Irrigation District are set forth in the District Wage Schedule.

  • CLASSIFICATIONS AND WAGES 1.1 a) Engineers operating: cranes with a manufacturer’s rating of over 164 to 219 tons capacity. Effective May 1, 2013, the wage rate for engineers operating large cranes 220 to 299 tons capacity shall be One Dollar and Twenty-Five Cents ($1.25) per hour above the applicable rate. The wage rate for engineers operating large cranes 300 to 499 tons capacity shall be Two Dollars and Fifty Cents ($2.50) per hour above the applicable rate. The wage rate for engineers operating large cranes over 499 tons capacity shall be Four Dollars ($4.00) per hour above the applicable rate. EFFECTIVE DATE WAGES VACATION PAY BENEFIT PLAN PENSION PLAN TOTAL May 27, 2016 $42.71 $4.27 $5.29 $6.73 $59.00 May 1, 2017 $43.66 $4.37 $5.34 $6.88 $60.25 May 1, 2018 $44.62 $4.46 $5.39 $7.03 $61.50

  • New Classification Should a new position or new classification be created within the Bargaining Unit during the term of this Agreement, the Employer and the Union will decide the rate of pay. Nothing herein prevents the Employer from filling such positions and having Nurses working in such positions during such negotiations. The salary when determined will be retroactive to the date on which the successful candidate commenced work in that classification.

  • Bargaining Unit Layoff List/Same Classification If a Bargaining Unit Layoff List/Same Classification is to be used, selection shall be made from among qualified employees whose names appear on the list; or

  • Sector Sub-Sector Industry Classification Level of Government Type of Obligation Description of Measure Source of Measure All sectors : : - : Central : National Treatment Senior Management and Board of Directors : National Treatment and the Senior Management and Board of Directors obligations shall not apply to any measure relating to small and medium sized domestic market enterprise2. Foreign equity is restricted to a maximum of 40% for domestic market enterprises with paid-in equity capital of less than the equivalent of USD 200,000 Note: Members of the Board of Directors or governing body of corporation or associations shall be allowed in proportion to their allowable participation or share in the capital of such enterprises. : -1987 Constitution of the Republic of the Philippines. - Foreign Investments Act of 1991 (R.A. No. 7042, as amended by R.A. No. 8179). -Presidential and Administrative Issuances. ∞ 2 The concept of a small and medium sized domestic market enterprise is an enterprise with paid in equity capital of less than the equivalent of USD 200,000.00.

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