Common use of Classification Review Process Clause in Contracts

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. ‌ (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 bargaining unit member may request a classification review of his or her position when there is sufficient reason to believe that the duties assigned to a position have substantially changed or evolved on a permanent basis for at least six continuous months. (d) A classified employee whose classification was reviewed and not reclassified to a higher salary range 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. (de) 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. ‌ (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 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 bargaining unit member may request a classification review of his or her position when there is sufficient reason to believe that the duties assigned to a position have substantially changed or evolved on a permanent basis for at least six continuous months. (d) A classified employee whose classification was reviewed and not reclassified to a higher salary range 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. (de) 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. ‌ (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. ARTICLE 10 Performance Evaluation Section 1.

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 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 consultant‟s recommendations regarding the current classification review, the negotiation teams shall meet to review and negotiate the consultant’s consultant‟s recommendations. It is anticipated that this meeting will commence in October 2007. ARTICLE 10 Performance Evaluation Section 1.