Classification Process. In designing a matrix for prioritisation of calls we take this from the ITIL framework describing the rules for priorities for incidents. This allows us to define a Prioritisation Matrix for dealing with support requests and incidents. Xxxxx’x ITIL approach scores incidents against two matrices, the urgency and impact of the incident. This in turn allows us to consider not only the no of users affected but also metrics such as the status of a user of subset of users into consideration.
Classification Process. The Classification Specialist shall prepare a report and impartial analysis on each request for classification or reclassification. It is also the Classification Specialist’s responsibility to determine whether there is currently an appropriate classification within the District, to recommend addition or deletion of duties and to prepare new or amended job descriptions. The report will be completed within thirty (30) working days and sent to all interested parties prior to the meeting provided for in Section 13.4 below. The Classification Specialist's review will be based upon the following:
13.3.1 The completed application and all appended material;
13.3.2 An interview with the employee’s appropriate administrator and/or supervisor;
13.3.3 A field audit;
13.3.4 Internal or external audits of other similar or related positions as necessary;
13.3.5 Any other relevant information; and
13.3.6 An interview with any additional staff who have reason to know about the duties being performed, if necessary.
Classification Process. 72.2.1. Positions will be subject to classification review when:
a) a new position is created;
b) a vacant position is reviewed and redesigned prior to recruitment; and,
c) the responsibilities of the position have changed to the extent that it is agreed that the position may no longer be appropriately classified. Should the Supervisor and the General Staff member not agree, either party may refer the matter to the People and Culture Unit to assist the parties in reaching an agreement.
72.2.2. To facilitate the classification review, Position Descriptions and classification documentation will be prepared by either:
a) the Supervisor and/or General Staff member in consultation with each other, where the position is currently occupied; or,
b) the Supervisor, where the position is new or unoccupied. The relevant Divisional Director or their delegate will approve the Position Description and other classification documentation.
72.2.3. A Classification Review Panel will conduct classification reviews as required.
a) The Classification Review Panel shall comprise a People and Culture Representative and a General Staff member/s of the Company from a pool of General Staff members who have been trained in job evaluation procedures relevant to the General Staff classification system as provided for in clause 72.2.6 (who is not from the same work area as the position which is subject of review). An external expert may be included as an additional member of the panel where appropriate.
b) The relevant Supervisor and/or the incumbent General Staff member may be requested to clarify aspects of the role of the position being evaluated. An application for a review of the classification level of a position will be dealt with expeditiously and preferably within one (1) month of lodgement with the People and Culture Unit.
72.2.4. All classification determinations are subject to final approval by the Relevant Divisional Director or their delegate and where the position is not vacant, will be confirmed to the incumbent General Staff member in writing.
72.2.5. Where, as a result of a classification review, a position is to be classified to a higher category, the date of effect of the reclassification and resulting salary increase will be the first pay period beginning on or after the date the reclassification is confirmed.
72.2.6. For the purposes of clause 72.2.3 the Company will invite expressions of interest from interested General Staff members who wish to be trained to par...
Classification Process.
(a) A school shall determine the classification of a position through the following process:
(i) An analysis is to be undertaken to establish the skills and responsibilities required for each identified position and a position description written for each position;
(ii) Each position is classified by reference to the classification criteria set out in this Schedule;
(iii) Employees are appointed to a position at the appropriate level within the structure and to a step in the level according to experience based on years of service as defined in the School Officer Career Path clause.
Classification Process. 13.12.1 The Principal or their delegate shall determine the classification of a position through:
(a) Reviewing or creating a position description for the position;
(b) An analysis of the skills and responsibilities required for each position consistent with the position description;
(c) Reference to the classification criteria set out in Clause 13.12.4 against the position description;
(d) Assigning the appropriate level within the structure to the position. Appointment will be made at the appropriate level, with the step determined according to experience based on years of service or recognition of prior service as deemed relevant to the position.
13.12.2 If at any time an employee or the College considers that the skills and responsibilities of the position, as required by the College, have altered or do not reflect the classification assigned to the position, a review of the classification level of the position is to be undertaken. However, except in exceptional circumstances, such as a change in the skill and/or responsibilities required, or a change in the conditions under which the work is performed, an employee may only request a reclassification of their position once in a 12 month period.
13.12.3 Where a disagreement arises as to the outcome of a classification review, it will be dealt with under the Procedure for Settling Disputes contained in Clause 4 of this Agreement. At any meeting specified in Clause 4, the person who made the decision about the classification review shall, wherever possible, participate.
13.12.4 Classification criteria
(a) Classification criteria are guidelines to determine the appropriate classification level and consist of characteristics and typical activities and skills.
(b) The characteristics are the principal guide to classification as they are designed to indicate the level of basic knowledge, comprehension of issues, problem and procedures required and the level of autonomy, accountability, supervision and training involved with the position. The characteristics of a level must be read as a whole to gain an understanding of the position and the performance requirements. Isolated characteristics should not be used to justify the classification of a position.
(c) The typical activities/skills are a non-exhaustive list of activities/skills that may be comprehended within the particular level. They reflect the competencies of a particular level. They are an indicative guide only and at any particular level employees m...
Classification Process. The parties agreed to amend the job evaluation classification process. The new article outlines the process for when a new position is created, when a significant change in an existing position has occurred or when an employee/union reclassification request is advanced.
Classification Process. 2.1. New and changed positions will be classified by a panel consisting of one nominee of the CEO of SSAA and one nominee of the Employees, provided that nominees of the parties for classification purposes should be SSAA staff. The process used by the panel will be as follows:
2.1.1. the position description will be drafted, examined and updated as necessary; 2.
1.2. evaluation against the classification descriptors in Schedule B will be carried out on a case by- case basis; and
Classification Process
