Criteria for Job Redesign Sample Clauses

Criteria for Job Redesign. 9.1.1 The design of existing jobs in the Authority may occur according to changing business needs and as a result of a review by the Premier’s Department as a consequence of becoming a declared Authority. The process may be activated by the employer, staff or union, but must take into account the recency of the previous design and evaluation of the position. 9.1.2 The purpose of job redesign is to identify the competencies required to fulfil the objectives of the Corporate and Business Plans. The competencies will then be grouped into jobs. 9.1.3 Job re-design (and subsequent job-evaluation) may be activated outside any organisational change in the following circumstances: where the incumbent can demonstrate that the duties of the position have substantially changed where a new position is created where a position falls vacant and the Authority determines that it is necessary to re-design and/or evaluate the position prior to advertising the vacancy 9.1.4 The work value of re-designed positions will be evaluated using an accredited Job Evaluation System.
Sample 1
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Criteria for Job Redesign. 9.1.1. The design of existing jobs in NSW Maritime may occur according to changing business needs. The process may be activated by the employer, staff or union, but must take into account the recency of the previous design and evaluation of the position. 9.1.2. The purpose of job redesign is to identify the competencies required to fulfil the objectives of the Corporate and Business Plans. The competencies will then be grouped into jobs. 9.1.3. Job re-design (and subsequent job-evaluation) may be activated outside any organisational change in the following circumstances:
Sample 1

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