Classification Review Procedure. The Human Resources Manager is primarily responsible for the initiation of classification review studies and the recommendation of changes to the classification plan. An employee may initiate a review of his/her classification by submitting a written request, which includes the reasons for the request to their Department Head. If the Department Head has twice refused to refer the request to the Human Resources Manager, the employee may send the request to the Union. The Union may refer such written requests to the Human Resources Manager. The Human Resources Manager shall take one of the following actions:
a. Accept the request for study, or
b. Return the request to the Union with an explanation for non-action. Requests referred to the Human Resources Manager are subject to the same discretionary judgments regarding priority as other requests.
Classification Review Procedure. (1) An employee or the exempt supervisor of an employee who considers that the duties or responsibilities of the employee’s base position have been significantly changed since the last evaluation may request a review of the employee’s position. Human Resources may also request a review of a work group based on a change of duties as a result of reorganization.
(2) When an employee or exempt supervisor initiates a review, a position classification review form must be completed in accordance with the instructions described on the form. Both the employee and the employee’s exempt supervisor must sign the completed form. The form shall then be submitted to the Compensation & Benefits Manager who will forward it on to members of the Evaluation Committee and coordinate the review.
(3) The Evaluation Committee shall review the submission and reach a decision through consensus. The Evaluation Committee shall communicate its decision to the employee and the exempt supervisor as soon as possible, providing reasons for the decision.
Classification Review Procedure. (a) The classification methodology for the Judiciary will be based on the Xxxxxx Classification System. The Judiciary will maintain a classification plan for all employees in the bargaining unit based on the analysis of each position's duties and responsibilities, as performed at a satisfactory level, as they relate to the factors of the Xxxxxx Classification System. The plan shall group positions that have common characteristics and assign them to a class. For each class, a title shall be assigned, a general description prepared and minimum qualifications established. All class descriptions shall be provided to the VSEA, and upon request to employees. A copy of the “Xxxxxx Guide to Classification” will be available on the Judiciary website.
Classification Review Procedure. 6.7.1 When an employee believes that he/she they is are being assigned or assumes duties on a regular, rather than temporary basis which are not fixed nor reasonably related to the duties of his/her their classification, he/she they shall notify his/her their supervisor, in writing, that he/she they are is being required to perform such duties. Upon Within 30 10 15 working days of proper notification, the supervisor shall consult with the employee in order to reach a mutually agreeable understanding and resolution of the employee’s concerns. A resolution may shall include, but is not limited to, 1) a discontinuance of certain duties, 2) working out-of-class pay., 3) a request through administrative channels by the supervisor to reclassify the position, and/or 4) an agreement that the specified duties are not out-of-class. The supervisor shall provide the employee with a written decision within ten five (105) working days after the consultation. If the employee is not satisfied with the decision of his/her supervisor, he/she may initiate the formal classification review procedure, as outlined below. A Request for Classification Review must be submitted within the school year the employee received the written decision under this section. A Request for Classification Review may only be used to seek reclassification to an existing classification within the District at the time of the Request.
6.7.1.1 A Request for Classification Review may only be used to seek re-classification to an existing classification within the District at the time of the request.
6.7.1.2 If an employee seeks reclassification into a non-existing classification, that request shall be made in writing and forwarded by the Union to the Associate Superintendent of Human Resource Services. If it is determined that a new classification is warranted, the requirements of Article 1.7 shall be followed.
Classification Review Procedure. 1. A reclassification may be necessary to ensure that a job description accurately reflects the duties that are required of a position. Reclassifications are strictly about the position, not about the person in the position. When an incumbent acquires new skills or training, although it is a benefit to the organization, it does not necessarily mean that their job should be reclassified to match these new skills. Also, the reclassification process is not intended to provide additional compensation to an incumbent based on performance. A Department Head may request the reclassification of an employee’s job description upon a restructuring or reorganizing of the work of the employee’s job. Notification of such change, accompanied by a draft job description showing changes in the job duties will be made to the Director of Human Resources between December 1st and January 3rd for any changes proposed for the upcoming fiscal year.
2. An Independent Employee may request to have the classification of their position reviewed by their Department Head when they feel their duties and responsibilities have changed significantly.
3. The Town Manager has the right, at his discretion, to consider reclassifications received after January 3rd; the Town Manager’s decision to exercise or not exercise such discretion shall not be subject to the grievance and arbitration process, and the Town Manager’s decision to consider a reclassification shall not create a practice or establish any precedent.
4. A reclassification form must be attached to the revised job description. This form is available in the Human Resources Department and will include a description of the duties and responsibilities that have changed and/or have been added. It will also include an assessment of duties that have remained the same. It must be signed and dated by the Department Head, along with a confidential letter of recommendation supporting or disapproving the request. The draft job description, form, and the confidential management letter will be sent to the Director of Human Resources. Please note, changes in duties must be significant and substantial. Adding similar level duties to a job description does not change the classification.
5. Within ten working days of receiving such a request, the Director of Human Resources will schedule a meeting date to discuss the merits of the request. In attendance at this meeting will be the Town Manager and/or his designee, the Department Head, Division Head, an...
Classification Review Procedure. 6.7.1 When an employee believes that they are being assigned or assumes duties on a regular, rather than temporary basis which are not fixed nor reasonably related to the duties of their classification, they shall notify their supervisor, in writing, that they are being required to perform such duties. Within fifteen (15) working days of proper notification, the supervisor shall consult with the employee in order to reach a mutually agreeable understanding and resolution of the employee’s concerns. A resolution may include, 1) a discontinuance of certain duties, 2) working out-of-class pay., 3) a request through administrative channels by the supervisor to reclassify the position, and/or 4) an agreement that the specified duties are not out-of- class. The supervisor shall provide the employee with a written decision within ten (10) working days after the consultation. If the employee is not satisfied with the decision of his/her the supervisor, he/she they may initiate the formal classification review procedure, as outlined below. A Request for Classification Review must be submitted within the school year the employee received the written decision under this section. A Request for Classification Review may only be used to seek reclassification to an existing classification within the District at the time of the Request.
6.7.1.1 A Request for Classification Review may only be used to seek re-classification to an existing classification within the District at the time of the request.
6.7.1.2 If an employee seeks reclassification into a non-existing classification, that request shall be made in writing and forwarded by the Union to the Associate Superintendent of Human Resource Services. If it is determined that a new classification is warranted, the requirements of Article 1.7 shall be followed.
Classification Review Procedure. An employee may initiate one (1) request for reclassification to the Human Resources 25 department by submitting a request for classification review on the District's 26 classification questionnaire form (Appendix XIII) at any time during the fiscal year.
Classification Review Procedure. (a) Where the Union or an employee consider that his/her position has been significantly changed or he/she has not received an accurate or properly outlined job description and/or appropriate wage rate, either of them may request a further review.
(b) The employee and the Union shall indicate in what manner her/his position has changed and provide a detailed description as to why they submit that the job description to which they have been assigned is inappropriate. This written request for review will be submitted to the Employer within ten (10) calendar days of receiving the job description or wage rate assigned.
(c) Within thirty (30) calendar days from receipt of the Union’s request for review the Employer shall complete the review and shall notify the Union in writing of its final determination.
(d) If the parties do not agree with the results of the review in (c) above, the matter shall be referred to expedited arbitration, pursuant to Article 13, within ten (10) days of receipt of the review.
Classification Review Procedure. (1) An employee or the exempt supervisor of an employee who considers that the duties or responsibilities of the employee‟s base position have been significantly changed since the last evaluation may request a review of the employee‟s position. The Director may also request a review of a work group based on a change of duties as a result of reorganization.
(2) When an employee or exempt supervisor initiates a review, a new JIQ form must be completed in accordance with the instructions described on the form. Both the employee and the employee‟s exempt supervisor must sign the completed JIQ. The JIQ shall then be submitted to the Director‟s Office who will forward it on to members of the Evaluation Committee and coordinate the review.
(3) The Evaluation Committee shall review the submission and reach a decision through consensus. The Director‟s Office shall communicate the Evaluation Committee‟s decision to the employee and the exempt supervisor as soon as possible, providing reasons for the decision.
Classification Review Procedure. An employee(s) who considers that the duties or responsibilities of their position have been changed since the last evaluation may request, or have the Union request, a review of their position. When the duties or responsibilities of a group of identical positions have been changed since the last evaluation review, a review may be requested for a group of positions for a review of the classification of each position in the group.
STEP 1 To initiate such a review request, the employee must obtain a position classification review form from the Human Resource Department, or the Union and complete it according to the described instructions on the form. Upon completion, the employee will forward the form to the Manager or designate, for completion and submission to Human Resources. Within ten (10) working days of receipt, the Manager or designate must complete their portion of the form, and forward it to the Human Resources Department. Upon receipt of the review request, Human Resources shall forward a copy of the review request, along with any pertinent document to the Recording Secretary of the Union.
STEP 2 Human Resources shall then review the submission and render a decision. The decision will be communicated to the applicant and the Union as soon as possible.
