Classification Study. An outside classification consultant, mutually agreed to by the District and Local 1, shall conduct a classification study on each completed application. The study shall include a desk audit, interviews of at least the applicant and the applicant’s supervisor, and a review of submitted documentation. Classification assignment is based on job- related criteria and includes, but is not limited to, review of duties and responsibilities, level of independent decision making and authority, and complexity of duties. Changes in volume of work alone generally do not result in changes of classification.
Classification Study. The need for a Classification and/or a Compensation Study shall be reviewed by the District and CEU no less than every five (5) years.
Classification Study. Prior to the expiration of this agreement, the State shall conduct a classification review of all Unit 17 classifications including, but not limited to, the State’s ability to recruit and retain registered nurses, identification of class specifications in need of updating, comparable positions in other jurisdictions and the labor market, and other areas related to the State’s need to maintain a workforce of qualified registered nurses.
Classification Study. The City shall commission and conduct a study of the job classifications covered by this agreement. The study shall begin no later than fiscal year 2019 – 2020. Upon completion of the study and after consultation with the Union, the classification structure will be submitted to City Council for adoption. The compensation portion of the study will be subject to negotiations with the Union as part of the successor contract.
Classification Study. During the term of this agreement, the District shall conduct a Classification Study. The District shall determine the method in which the study will be conducted and will solicit RFP’s from classification consultants to conduct the study for classification review and salary recommendations. The District and CSEA will negotiate the implementation of the final recommendations of the consultant. Once the study is being implemented, no internal reclassifications may be submitted for two (2) years unless there is a major reorganizational change in a department. The District and CSEA shall reevaluate the need for a reclassification study every five years from implementation. Submission of reclassification applications will be suspended during a Classification study.
Classification Study. Investigative Auditor Work Classification Study (Unit 1) 324 14.9.11 Laboratory Assistant Classification (Unit 11) 324 14.10.1 INTENTIONALLY EXCLUDED 325 14.11.1 INTENTIONALLY EXCLUDED 325
Classification Study. An outside classification consultant, mutually agreed to by the District and CEU, shall conduct the classification study on each completed application. The study shall include a desk audit, interviews of at least the employee and the employee’s supervisor, and a review of submitted documentation. Classification assignment is based on job-related criteria and includes, but is not limited to, review of duties and responsibilities, level of independent decision-making and authority, and complexity of duties. Changes in volume of work alone generally do not result in changes of classification. Once the consultant work is complete, the employee will have an opportunity to review and comment. The reclassification packet (complete with consultant results and employee comments) is then reviewed by the District and CEU Leadership. The packet with added comments from District and CEU is forwarded to the Reclassification Committee. The Reclassification Committee will review the results of the reclassification packet. The Reclassification Committee will take into consideration the recommendations of the outside classification consultant and comments from District, CEU, and employee. At any time, the employee may be contacted for additional information or clarification. The employee may request to appear before the reclassification committee to accommodate information or clarification requests. The decision to recommend approval of the reclassification will be determined by consensus. Each employee will be notified in writing of the Reclassification Committee’s recommendation. If recommended, the recommendation will be forwarded to the Superintendent/President or designee. The Superintendent/President or designee will review the results of the classification study and, if recommended, forward to the Board of Trust for final approval.
Classification Study. With the exception of calendar year 2020, workers may request a classification study during the month of March, or such time as designated by the Director of Personnel, but in any event no less than one (1) month per calendar year. Requests shall be submitted to ESA-Human Resources (ESA-HR) on the authorized online request form. A Committee, made up of representatives from ESA-HR and the Union, will meet annually one (1) month after the close of the window, to determine which submitted requests will be accepted for study, which requests will be placed in a deferred status, and which requests will be denied. The Committee will base their consideration on a number of factors, which may include classification levels, compaction, recruitment or retention difficulties, fiscal impact, and new responsibilities assigned but not covered on existing job specifications. The Committee will finalize the list and the scope of each study (I.e. full classification study, job specification revision, salary review, etc.) within three (3) months after the first meeting. The maximum number of requests accepted by the committee for study shall be capped at thirty (30) per year, but upon completion of the accepted studies, ESA-HR may continue to work studies in the deferred status. Requests in the deferred status not initiated for study by ESA-HR before the next window may be considered by the committee without requiring a new request, however, an updated PCQ and job application may be requested. If the request is incomplete, ESA-HR will notify the worker to complete the request, along with a due date for completing the request. ESA-HR will notify workers of the status of their request (i.e. accepted, deferred, or denied) and the scope where appropriate. Workers who are under study shall not be permitted to submit a request. Workers whose classification study was denied shall not be permitted to request another classification study until one additional window has passed. If the study is denied, the worker may appeal to the Director of Personnel. The appeal shall be submitted in writing within ten (10) working days of the receipt of the denial. The Director of Personnel shall determine the procedure of the appeal. The Director shall provide the Union with the list of the appeal decisions. The Director will provide a list of accepted studies, including those accepted on appeal, and the expected completion date. If ESA-HR determines some assigned duties fall outside of the worker’...
Classification Study. During the term of this Memorandum of Understanding, the County will conduct a classification study in which the current job classification specifications of Water Agency Chemist and Environmental Compliance Inspector will be evaluated and compared to the use of the classifications as required by the County, and to also determine the appropriate salary relationship and ongoing salary administration between these classifications. The County will use its standard methodology in conducting a classification study which will provide bargaining unit members in these classifications an opportunity to provide information relevant to the study. The classification study recommendations will be provided to the Union and to the bargaining unit members in the Water Agency Chemist and Environmental Compliance Inspector classifications, and the County and the Union will meet and confer regarding (1) the study recommendations that are within the scope of bargaining and (2) whether the appropriate equity adjustment for the Water Agency Chemist classification that will be effective on July 7, 2015 is 2.3% or 8.5%.
Classification Study. 1. This study will update compensation, job descriptions, and develop a policy relating to compression, compaction, and market percentile comparison (e.g., 75th or 90th percentile) and in no event shall this classification study result in a reduction of the base pay for any incumbents in the classifications.
