Common use of Determination and Performance of Duties Clause in Contracts

Determination and Performance of Duties. 3.3.1 An individual becomes a Staff Member on appointment to an established position which has been defined by a set of inter-related duties and responsibilities supporting the objectives and functions of the department or organizational unit in which the position has been established. These duties and responsibilities shall be in accordance with the criteria in 3.7 and 3.8. 3.3.2 The duties and responsibilities associated with a position shall be defined by the supervisor and approved by the appropriate Executive Officer. The resultant job description shall be made available in writing to the incumbent of the position or any appointees thereto. 3.3.3 The supervisor shall be responsible for working with the Staff Member to ensure that the duties and responsibilities defined for a position are properly carried out by the incumbent. 3.3.4 The annual duties of a Staff Member shall be negotiated between the Staff Member and the Supervisor with due consideration given to all relevant factors including: a. Equitable distribution of the overall work of the Centre or equivalent academic unit; b. Comparisons with the duties assigned to Staff Members at the same rank in other Centres or equivalent academic unit; c. The full range of institutional responsibilities and workload of the Staff Member. The annual duties and responsibilities negotiated between a Staff Member and a Supervisor shall be no greater than it is reasonably possible for the individual to accomplish in a working year (exclusive of leaves, time off and holidays to which the Staff Member is entitled under articles 16, 17 and 18). 3.3.5 A Staff Member’s performance of the duties and responsibilities of the Staff Member’s position shall be subject to periodic assessment. Such assessment is intended to promote a Staff Member’s professional development and help the Staff Member maintain or improve the Staff Member’s performance at or above a fully satisfactory standard. 3.3.6 In the event of a dispute between a Staff Member and the Staff Member’s supervisor with respect to the Staff Member’s duties, responsibilities, or the performance thereof, the Staff Member may apply to the appropriate Executive Officer and the President, in that order, for a written decision. 3.3.7 In the event the Staff Member’s supervisor is an Executive Officer other than the President, the President shall appoint another Executive Officer to act as the appropriate Executive Officer for the purposes of Article 3.3.5. 3.3.8 In the event the Staff Member’s supervisor is the President, the Chair of the Board shall appoint another Executive Officer to act as Executive Officer, and in the event the matter remains unresolved, shall appoint a second Executive Officer to act as the President for the purposes of Article 3.3.5. 3.3.9 Where the Staff Member is required to take on extra duties and/or responsibilities the Staff Member’s salary may be adjusted in accordance with Section 6.5.1. 3.3.10 If a Staff Member’s duties are changed significantly, the type of the appointment which the Staff Member holds may be changed to Professional, providing that both the Staff Member and the appropriate Executive Officer agree to the change. 3.3.11 If the Staff Member’s supervisor changes during the performance evaluation period, then the Staff Member’s performance shall be evaluated by: a. If the supervisory period is eight (8) months or longer, the new supervisor; b. If the new supervisory period is four (4) months or less, the old supervisor; c. If the new supervisory period is greater than four (4) months and less than eight (8) months, both the old and new supervisor; d. If the new supervisory period is less than eight (8) months and the old supervisor is no longer employed by the Board, the Executive Officer.

Determination and Performance of Duties. 3.3.1 4.3.1 An individual becomes a Staff Member on appointment to an established position which has been defined by a set of inter-related duties and responsibilities supporting the objectives and functions of the department or organizational unit in which the position has been established. These duties and responsibilities shall be in accordance with the criteria in 3.7 and 3.8. 3.3.2 4.3.2 The duties and responsibilities associated with a position shall be defined by the supervisor and approved by the appropriate Executive Officer. The resultant job description shall be made available provided in writing to the incumbent of the position or any appointees thereto. 3.3.3 The supervisor shall be responsible for working with . These duties may include the Staff Member to ensure that the duties and responsibilities defined for a position are properly carried out mentoring of colleagues as determined by the incumbent. 3.3.4 The annual duties of a Staff Member shall be negotiated joint agreement between the Staff Member and the Supervisor with due consideration given to all relevant factors including: a. Equitable distribution of the overall work of the Centre or equivalent academic unit; b. Comparisons with the duties assigned to Staff Members at the same rank in other Centres or equivalent academic unit; c. The full range of institutional responsibilities and workload of Supervisor. Reasonable time shall be made available for the Staff MemberMember to have the opportunity to participate in relevant Councils and Committees of Athabasca University including the Athabasca University Faculty Association. In extraordinary circumstances, operational requirements may take priority. 4.3.3 The annual duties and responsibilities negotiated between assigned to a Staff Member and a Supervisor shall be no greater than it is reasonably possible for the individual to accomplish in a working year (exclusive of leaves, time off and holidays to which the Staff Member is entitled under articles 15, 16, 17 and 18). A Staff Member has the right to meet with his or her supervisor to discuss any workload matter at any time. The Staff Member and the supervisor shall jointly resolve any disagreements regarding workload in a timely manner. 3.3.5 4.3.4 A Staff Member’s Member‘s performance of the duties and responsibilities of the Staff Member’s Member‘s position shall be subject to periodic assessment. Such assessment is intended to promote a Staff Member’s Member‘s professional development and help the Staff Member maintain or improve the Staff Member’s Member‘s performance at or above a fully satisfactory standard. 3.3.6 4.3.5 In the event of a dispute between a Staff Member and the Staff Member’s Member‘s supervisor with respect to the Staff Member’s Member‘s duties, responsibilities, or the performance thereof, the Staff Member may apply to the appropriate Executive Officer and the President, in that order, for a written decision. 3.3.7 4.3.6 In the event the Staff Member’s Member‘s supervisor is an Executive Officer other than the President, the President shall appoint another Executive Officer to act as the appropriate Executive Officer for the purposes of Article 3.3.54.3.5. 3.3.8 4.3.7 In the event the Staff Member’s Member‘s supervisor is the President, the Chair of the Board Council shall appoint another Executive Officer to act as Executive Officer, and in the event the matter remains unresolved, shall appoint a second Executive Officer to act as the President for the purposes of Article 3.3.54.3.5. 3.3.9 4.3.8 Where the Staff Member is required to take on extra duties and/or responsibilities responsibilities, and where reclassification is not warranted, the Staff Member’s Member‘s salary may be adjusted in accordance with Section 6.5.1. 3.3.10 4.3.9 If a Staff Member’s Member‘s duties are changed significantly, the type of the appointment which the Staff Member holds may be changed to ProfessionalAcademic, providing that both the Staff Member and the appropriate Executive Officer agree to the change. 3.3.11 4.3.10 If the Staff Member’s Member‘s supervisor changes during the performance evaluation period, then the Staff Member’s Member‘s performance shall be evaluated by: a. If the supervisory period is eight (8) months or longer, the new supervisor; b. If the new supervisory period is four (4) months or less, the old supervisor; c. If the new supervisory period is greater than four (4) months and less than eight (8) months, both the old and new supervisor; d. If the new supervisory period is less than eight (8) months and the old supervisor is no longer employed by the BoardCouncil, the Executive Officer.

Determination and Performance of Duties. 3.3.1 An individual becomes a Staff Member on appointment to an established position which has been defined by a set of inter-related duties and responsibilities supporting the objectives and functions of the department or organizational unit in which the position has been established. These duties and responsibilities shall be in accordance with the criteria in 3.7 and 3.8. 3.3.2 The duties and responsibilities associated with a position shall be defined by the supervisor and approved by the appropriate Executive Officer. The resultant job description shall be made available in writing to the incumbent of the position or any appointees thereto. 3.3.3 The supervisor shall be responsible for working with the Staff Member to ensure that the duties and responsibilities defined for a position are properly carried out by the incumbent. 3.3.4 The annual duties of a Staff Member shall be negotiated between the Staff Member and the Supervisor with due consideration given to all relevant factors including: a. Equitable distribution of the overall work of the Centre or equivalent academic unit; b. Comparisons with the duties assigned to Staff Members at the same rank in other Centres or equivalent academic unit; c. The full range of institutional responsibilities and workload of the Staff Member. The annual duties and responsibilities negotiated between a Staff Member and a Supervisor shall be no greater than it is reasonably possible for the individual to accomplish in a working year (exclusive of leaves, time off and holidays to which the Staff Member is entitled under articles 16, 17 and 18). 3.3.5 A Staff Member’s Member‘s performance of the duties and responsibilities of the Staff Member’s Member‘s position shall be subject to periodic assessment. Such assessment is intended to promote a Staff Member’s Member‘s professional development and help the Staff Member maintain or improve the Staff Member’s Member‘s performance at or above a fully satisfactory standard. 3.3.6 In the event of a dispute between a Staff Member and the Staff Member’s Member‘s supervisor with respect to the Staff Member’s Member‘s duties, responsibilities, or the performance thereof, the Staff Member may apply to the appropriate Executive Officer and the President, in that order, for a written decision. 3.3.7 In the event the Staff Member’s Member‘s supervisor is an Executive Officer other than the President, the President shall appoint another Executive Officer to act as the appropriate Executive Officer for the purposes of Article 3.3.5. 3.3.8 In the event the Staff Member’s Member‘s supervisor is the President, the Chair of the Board Council shall appoint another Executive Officer to act as Executive Officer, and in the event the matter remains unresolved, shall appoint a second Executive Officer to act as the President for the purposes of Article 3.3.5. 3.3.9 Where the Staff Member is required to take on extra duties and/or responsibilities the Staff Member’s Member‘s salary may be adjusted in accordance with Section 6.5.1. 3.3.10 If a Staff Member’s Member‘s duties are changed significantly, the type of the appointment which the Staff Member holds may be changed to Professional, providing that both the Staff Member and the appropriate Executive Officer agree to the change. 3.3.11 If the Staff Member’s Member‘s supervisor changes during the performance evaluation period, then the Staff Member’s Member‘s performance shall be evaluated by: a. If the supervisory period is eight (8) months or longer, the new supervisor; b. If the new supervisory period is four (4) months or less, the old supervisor; c. If the new supervisory period is greater than four (4) months and less than eight (8) months, both the old and new supervisor; d. If the new supervisory period is less than eight (8) months and the old supervisor is no longer employed by the BoardCouncil, the Executive Officer.

Determination and Performance of Duties. 3.3.1 4.3.1 An individual becomes a Staff Member on appointment to an established position which has been defined by a set of inter-related duties and responsibilities supporting the objectives and functions of the department or organizational unit in which the position has been established. These duties and responsibilities shall be in accordance with the criteria in 3.7 and 3.8. 3.3.2 4.3.2 The duties and responsibilities associated with a position shall be defined by the supervisor and approved by the appropriate Executive Officer. The resultant job description shall be made available provided in writing to the incumbent of the position or any appointees thereto. 3.3.3 The supervisor shall be responsible for working with . These duties may include the Staff Member to ensure that the duties and responsibilities defined for a position are properly carried out mentoring of colleagues as determined by the incumbent. 3.3.4 The annual duties of a Staff Member shall be negotiated joint agreement between the Staff Member and the Supervisor with due consideration given to all relevant factors including: a. Equitable distribution of the overall work of the Centre or equivalent academic unit; b. Comparisons with the duties assigned to Staff Members at the same rank in other Centres or equivalent academic unit; c. The full range of institutional responsibilities and workload of Supervisor. Reasonable time shall be made available for the Staff MemberMember to have the opportunity to participate in relevant Councils and Committees of Athabasca University including the Athabasca University Faculty Association. In extraordinary circumstances, operational requirements may take priority. 4.3.3 The annual duties and responsibilities negotiated between assigned to a Staff Member and a Supervisor shall be no greater than it is reasonably possible for the individual to accomplish in a working year (exclusive of leaves, time off and holidays to which the Staff Member is entitled under articles 15, 16, 17 and 18). A Staff Member has the right to meet with his or her supervisor to discuss any workload matter at any time. The Staff Member and the supervisor shall jointly resolve any disagreements regarding workload in a timely manner. 3.3.5 4.3.4 A Staff Member’s performance of the duties and responsibilities of the Staff Member’s position shall be subject to periodic assessment. Such assessment is intended to promote a Staff Member’s professional development and help the Staff Member maintain or improve the Staff Member’s performance at or above a fully satisfactory standard. 3.3.6 4.3.5 In the event of a dispute between a Staff Member and the Staff Member’s supervisor with respect to the Staff Member’s duties, responsibilities, or the performance thereof, the Staff Member may apply to the appropriate Executive Officer and the President, in that order, for a written decision. 3.3.7 4.3.6 In the event the Staff Member’s supervisor is an Executive Officer other than the President, the President shall appoint another Executive Officer to act as the appropriate Executive Officer for the purposes of Article 3.3.54.3.5. 3.3.8 4.3.7 In the event the Staff Member’s supervisor is the President, the Chair of the Board shall appoint another Executive Officer to act as Executive Officer, and in the event the matter remains unresolved, shall appoint a second Executive Officer to act as the President for the purposes of Article 3.3.54.3.5. 3.3.9 4.3.8 Where the Staff Member is required to take on extra duties and/or responsibilities responsibilities, and where reclassification is not warranted, the Staff Member’s salary may be adjusted in accordance with Section 6.5.1. 3.3.10 4.3.9 If a Staff Member’s duties are changed significantly, the type of the appointment which the Staff Member holds may be changed to ProfessionalAcademic, providing that both the Staff Member and the appropriate Executive Officer agree to the change. 3.3.11 4.3.10 If the Staff Member’s supervisor changes during the performance evaluation period, then the Staff Member’s performance shall be evaluated by: a. If the supervisory period is eight (8) months or longer, the new supervisor; b. If the new supervisory period is four (4) months or less, the old supervisor; c. If the new supervisory period is greater than four (4) months and less than eight (8) months, both the old and new supervisor; d. If the new supervisory period is less than eight (8) months and the old supervisor is no longer employed by the Board, the Executive Officer.

Determination and Performance of Duties. 3.3.1 An individual becomes a Staff Member on appointment to an established position which has been defined by a set of inter-related duties and responsibilities supporting the objectives and functions of the department or organizational unit in which the position has been established. These duties and responsibilities shall be in accordance with the criteria in 3.7 and 3.8. 3.3.2 The duties and responsibilities associated with a position shall be defined by the supervisor and approved by the appropriate Executive Officer. The resultant job description shall be made available in writing to the incumbent of the position or any appointees thereto. 3.3.3 The supervisor shall be responsible for working with the Staff Member to ensure that the duties and responsibilities defined for a position are properly carried out by the incumbent. 3.3.4 The annual duties of a Staff Member shall be negotiated between the Staff Member and the Supervisor with due consideration given to all relevant factors including: a. : Equitable distribution of the overall work of the Centre or equivalent academic unit; b. ; Comparisons with the duties assigned to Staff Members at the same rank in other Centres or equivalent academic unit; c. ; The full range of institutional responsibilities and workload of the Staff Member. The annual duties and responsibilities negotiated between a Staff Member and a Supervisor shall be no greater than it is reasonably possible for the individual to accomplish in a working year (exclusive of leaves, time off and holidays to which the Staff Member is entitled under articles 16, 17 and 18). 3.3.5 A Staff Member’s performance of the duties and responsibilities of the Staff Member’s position shall be subject to periodic assessment. Such assessment is intended to promote a Staff Member’s professional development and help the Staff Member maintain or improve the Staff Member’s performance at or above a fully satisfactory standard. 3.3.6 In the event of a dispute between a Staff Member and the Staff Member’s supervisor with respect to the Staff Member’s duties, responsibilities, or the performance thereof, the Staff Member may apply to the appropriate Executive Officer and the President, in that order, for a written decision. 3.3.7 In the event the Staff Member’s supervisor is an Executive Officer other than the President, the President shall appoint another Executive Officer to act as the appropriate Executive Officer for the purposes of Article 3.3.5. 3.3.8 In the event the Staff Member’s supervisor is the President, the Chair of the Board shall appoint another Executive Officer to act as Executive Officer, and in the event the matter remains unresolved, shall appoint a second Executive Officer to act as the President for the purposes of Article 3.3.5. 3.3.9 Where the Staff Member is required to take on extra duties and/or responsibilities the Staff Member’s salary may be adjusted in accordance with Section 6.5.1. 3.3.10 If a Staff Member’s duties are changed significantly, the type of the appointment which the Staff Member holds may be changed to Professional, providing that both the Staff Member and the appropriate Executive Officer agree to the change. 3.3.11 If the Staff Member’s supervisor changes during the performance evaluation period, then the Staff Member’s performance shall be evaluated by: a. : If the supervisory period is eight (8) months or longer, the new supervisor; b. ; If the new supervisory period is four (4) months or less, the old supervisor; c. ; If the new supervisory period is greater than four (4) months and less than eight (8) months, both the old and new supervisor; d. ; If the new supervisory period is less than eight (8) months and the old supervisor is no longer employed by the Board, the Executive Officer.