Classification Review Process. Requests for classification review may be submitted between the window periods of September 1st through September 30th and March 1st through March 31st of each fiscal year. Requests not submitted within these periods will not be considered. All requests shall be submitted on the Request for Classification Review Form available from the District Office of Human Resources.
18.4.3.1 The Classification Review Committee will evaluate each request for classification review based on the information submitted by the Unit Member in the Request for Classification Review Form.
18.4.3.1.1 If the Unit Member has so requested on the Request for Classification Review Form, the Unit Member will be afforded the opportunity to meet with the committee to make a personal presentation.
18.4.3.1.2 The committee may interview the Unit Member and/or the Immediate Management Supervisor, conduct a desk audit, and solicit such additional information as may be needed by the committee to clarify information provided on the Request for Classification Review Form.
18.4.3.1.3 The recommendations of the committee will be forwarded to the Vice Chancellor of Human Resources for review and approval. The committee chair will provide notice, including the names of all applicants, to CSEA Chapter #167 President or designee when committee recommendations are forwarded to the Vice Chancellor of Human Resources.
18.4.3.2 If the Vice Chancellor disagrees with the committee’s recommendations, the Vice Chancellor will meet with the committee to discuss the issues prior to making a final determination.
18.4.3.3 Where the Vice Chancellor does not approve a recommendation for reclassification due to fiscal or organization reasons, the recommendation will be returned to the committee. The committee shall validate the performance of the out-of-classification duties and recommend any realignment of responsibilities necessary to conform with the Unit Member’s existing classification.
18.4.3.4 The Vice Chancellor will provide notice of the final decision to the Unit Member and to CSEA Chapter #167 President or designee within thirty (30) working days after receipt of committee recommendations. This deadline may be extended for a length of time mutually agreed upon by CSEA and the Vice Chancellor of Human Resources.
18.4.3.5 The decision of the Vice Chancellor shall be final. The recommendation of the Classification Review Committee and the decision of the Vice Chancellor are not subject to the grievance proc...
Classification Review Process. 1. The process of a classification review shall be available to an organization if the organization considers that a position has been improperly classified by the Classification & Organizational Design Division of the Human Resource Secretariat. The process of review and/or appeal pursuant to these procedures shall be available to any employee who considers that their position has been improperly classified by the Classification & Organizational Design Division of the Human Resource Secretariat.
2. A review shall not be entertained on the grounds: of inadequacy of the pay scale assigned to the pay range number; or that the scope of duties and responsibilities has been improperly assigned to the position by management.
3. Organizations or employees who wish to have a position reviewed are able to do so by submitting a Position Description Questionnaire (PDQ) to the Classification & Organizational Design Division, Human Resource Secretariat, Xxxxxxxxxxxxx Xxxxxxxx, Xx. Xxxx’x, X0X 0X0. Employees may use the Microsoft Word version of the PDQ or complete and submit the PDQ online. Information on access to the necessary documents can be found in the Human Resource Secretariat’s website xxxx://xxx.xxxx.xxx.xx.xx/exec/hrs/newjobevaluation.html
4. A request for review shall be regarded as closed: when a decision is rendered thereon by the Classification & Organizational Design Division; if the employee(s) requests in writing the withdrawal of the request for review; in the event an employee is dismissed with cause. If the employee separates from the organization for a reason other than dismissal for cause, the employee may request the difference in pay as a result of an outstanding classification review but would not be entitled to a further review or appeal; or if the permanent head, in the case of an organization request for review, requests in writing the withdrawal of the request for review.
5. All documents relating to a classification review shall be maintained by the Classification & Organizational Design Division. Copies of such classification review materials shall be provided to the Classification Appeal Adjudicator upon its request.
Classification Review Process. The process of a classification review shall be available to an organization if the organization considers that a position has been improperly classified by the Classification & Organizational Design Division of the Human Resource Secretariat. The process of review and/or appeal pursuant to these procedures shall be available to any employee who considers that their position has been improperly classified by the Classification & Organizational Design Division of the Human Resource Secretariat.
Classification Review Process.
(a) The Human Resources Office will be responsible for reviewing classifications for currency.
(b) Positions reviewed and found to have duties performed outside of the established classification will be modified to maintain compliance with the designated classification duties and requirements. Employees found by the Human Resources Office to be “working out of classification” at a higher classification level for more than 5 working days within a 30 day calendar period will have those duties removed and the employees shall be compensated “work out of class” pay for up to 12 months. Employees will receive a status notification in writing with justifications for the District’s decision.
(c) A classified employee whose classification was reviewed by the Human Resources Office may appeal the decision by filing an appeal to the Vice President within 15 working days from the status notification date from the Human Resources Office. The Vice President has 15 working days to grant the appeal or deny it. If the Vice President determines within the 15 working days that critical information was missed or criteria was not applied in the original review, the appeal will be returned to Human Resources for further consideration. The Human Resources Office will review the matter and respond to the employee directly.
(d) If the Vice President denies the appeal, the employee will be notified and no further action will be taken. The decision of the Vice President is final and is not subject to the grievance process. Upon receipt of the consultant’s recommendations regarding the current classification review, the negotiation teams shall meet to review and negotiate the consultant’s recommendations. It is anticipated that this meeting will commence in October 2007.
Classification Review Process. 18.02.01 An employee or the Employer may initiate a review of the classification of their position if they consider its duties and responsibilities have significantly changed.
18.02.02 For an employee initiated review, the employee will complete a job description form with the reasons why the present allocation is no longer correct. The Manager will review the employee’s description within thirty (30) calendar days of receipt. The Manager will sign off the description confirming the job content is accurate and will forward the original document to the Human Resource Services Division. A copy will also be provided to the Union by Human Resources.
18.02.03 If necessary, the Union and Human Resources will conduct a joint job audit with the employee(s) and the Manager. This will be a meeting where both Human Resources and the Union will request more detailed information about the position under review. The employee has the opportunity to provide additional information in support of their review.
Classification Review Process. (a) An employee who feels his/her position is incorrectly classified or the job description is outdated may request through his/her immediate excluded supervisor a copy of his/her current job description and classification. The employee shall obtain and complete the Exhibit "A" to outline his/her current duties and responsibilities and discuss these with his/her immediate excluded supervisor.
(b) The employee shall submit a written request for a job classification review and a copy of the Exhibit "A" to the Employer and Union Co-chairs of the Joint Job Evaluation Committee.
(c) The Joint Job Evaluation Committee will review and, where necessary, prepare an updated job description and classification.
(d) Reviews will be adjudicated by the Joint Job Evaluation Committee in accordance with the process outlined in the Joint Job Evaluation Plan Manual.
(e) When the Joint Job Evaluation Committee is in agreement with regard to a decision under Clause 24.6, that decision shall be final and binding.
Classification Review Process a) Upon receipt of an employee classification description questionnaire, the Human Resource Director/AVP shall have fifteen (15) working days to review the assignment of duties and responsibilities of a position with the immediate supervisor and appropriate Vice President.
b) Within the thirty (30) working days after receiving the questionnaire, the Human Resource Director will meet with the classification panel to discuss the request and the information submitted from the employee, supervisor and Vice President.
i) The classification panel shall be made up of five (5) members. The chair of the panel will be the Human Resource Director/AVP. Two (2) committee members will be appointed by the President and two (2) committee members will be appointed by the Union.
c) The Human Resource Director/AVP will inform the President regarding the information that was received from the employee, supervisor, Vice President and the classification panel. The President will issue the College’s final decision regarding the classification request. Determination of job duties and responsibilities is exclusively the authority of the President.
d) If the review determines that a reclassification is not appropriate, no salary adjustment will be made. Job duties may be restructured, if necessary, to conform the job to its original classification.
e) If the review determined that a reclassification is warranted and the Employer decides to continue the assigned duties and responsibilities in question, the reclassification is subject to the promotion terms and provisions contained in Article 16.
f) Time limits in this Article will be adhered to unless otherwise agreed to in writing by the Employer and the Union or the employee.
Classification Review Process. A classification review may be initiated by the District’s Classification Office, the unit member, or the unit member’s supervisor or manager, when there is reason to believe that a position has evolved to an assignment that may be outside the unit member's regular classification, subject to the procedures delineated below
18.2.1 The forms and a description of the procedure for the review will be provided by the District’s Classification Office to the individual who initiates the review. These forms shall be jointly developed with AFT.
18.2.2 Prior to the beginning of each window period, the Director, Employee Relations or designee and the AFT Classification Panel Members will jointly conduct orientation meetings for unit members who are considering requesting review of their positions. This orientation will include information that specifically explains to the unit members the importance of preparation of the information explaining their job functions and preparation for the interview with the Classification Panel.
18.2.3 Window Period requests for review of a position(s) will be allowed no sooner than twenty-four (24) months from the last reclassification review process of this position. The window period for submitting the reclassification review requests shall be limited to January 1 through the last working day in February of each year. Unit members requesting a review must give a draft of the position questionnaire to their immediate supervisor no later than the last working day in January to allow for supervisory/ management review. This does not preclude further information being submitted as part of the final questionnaire. Positions that have been affected by a reorganization shall be reviewed at the completion of the reorganization. The final questionnaire shall be submitted to the District’s Director, Employee Relations or designee.
18.2.4 Requests for classification review which do not in the opinion of the Director, Employee Relations or designee, contain sufficient information to warrant further review, will be discussed with AFT Classification Panel Members. If AFT Classification Panel Members, believes that there is sufficient information to warrant further review, the request will be forwarded to the Classification Panel for review. Requests for classification review of positions which are involved in a reorganization shall not be sent to the Classification Panel, pending completion of the reorganization pursuant to Section 18.2.3.
18.2.5...
Classification Review Process a) Upon receipt of an employee classification description questionnaire, the Human Resource Director shall have fifteen (15) working days to review the assignment of duties and responsibilities of a position with the immediate supervisor and appropriate Vice President.
b) Within the thirty (30) working days after receiving the questionnaire, the Human Resource Director will meet with the classification panel to discuss the request and the information submitted from the employee, supervisor and Vice President.
i) The classification panel shall be made up of five (5) members. The chair of the panel will be the Human Resource Director. Two (2) committee members will be appointed by the President and two (2) committee members will be appointed by the Union.
c) The Human Resource Director will inform the President regarding the information that was received from the employee, supervisor, Vice President and the classification panel. The President will issue the College’s final decision regarding the classification request. Determination of job duties and responsibilities is exclusively the authority of the President.
d) If the review determines that a reclassification is not appropriate, no salary adjustment will be made. Job duties may be restructured, if necessary, to conform the job to its original classification.
e) If the review determined that a reclassification is warranted and the Employer decides to continue the assigned duties and responsibilities in question, the reclassification is subject to the promotion terms and provisions contained in Article 16.
f) Time limits in this Article will be adhered to unless otherwise agreed to in writing by the parties.
Classification Review Process a) Upon receipt of an employee classification description questionnaire, the Human Resource Director shall have fifteen (15) working days to review the assignment of duties and responsibilities of a position with the immediate supervisor and appropriate Vice President.
b) Within the thirty (30) working days after receiving the questionnaire, the Human Resource Director will meet with the classification panel to discuss the request and the information submitted from the employee, supervisor and Vice
