Common use of Expertise review Clause in Contracts

Expertise review. Employees will have their expertise assessed in relation to their discipline/program/service group in accordance with Article 1.8 Following consultation between the School Chair and department members, the appropriate Administrator will consult the affected Department Head and he/she will determine the expertise requirements in accordance with Article 1.8 for those disciplines/programs/service groups that could be affected by layoff. In the event that an employee is teaching or working in more than one discipline/program/service group, then the expertise review will be carried out within each discipline/program/service group in which that employee teaches or works. The following procedures will apply with respect to expertise reviews as a result of layoffs and/or reductions. There is an expectation that the Expertise Review Procedure will be conducted in a confidential manner. If two employees are deemed to have the expertise, Terms of Appointment and Seniority will determine who will be laid off. Expertise is assessed in a pass/fail manner. A member either has or does not have the expertise to do the job. Gradations of expertise will not be determined. Neither the College nor the Association will advertise or solicit applications for expertise review and exercising of bumping rights. A person may only bump into a full course/section and not proportions thereof. It is the responsibility of the employee to initiate this process by submitting written intent to the College to exercise his/her bumping rights and identifying the position(s) he/she wishes to bump into; as per Article 5.7 (b). The College will acknowledge receipt of the submission in writing. Upon acknowledging receipt of the application, the College will notify the Xxxx of the targeted area, the employee(s) in the targeted position(s), and the SCFA of the initiation of an expertise review. The College will provide the member initiating the expertise review with the following material: • relevant, current course outline(s), and • the most recent posting for the work, if there has been one in the preceding five (5) years, or an updated job description. The committee to review the application will consist of: • the Xxxx of the targeted area, • the School Chair of the targeted area, • the Coordinator of the targeted area if appropriate, • A senior unaffected department member (normally in the affected discipline/program/service group), and • The Chair of the Curriculum Committee. If he/she is unavailable, the Chair of the Admissions & Standards or Education Council will be considered. The College will advise employees involved in the expertise review that they must provide the College with an up-dated resume outlining his/her qualifications and experience. In the event that an employee wished to bump between disciplines/programs/service groups, he/she will also be required to provide evidence to demonstrate currency in that discipline/program/service group within the past 5 years, and a satisfactory performance evaluation. All applications for expertise review will be dealt with on an individual basis. The Committee will conduct the review of the targeted position, including determining the definition of currency and identifying academic qualifications. The Committee will then conduct the expertise review for the employee requesting the review. This review may involve a consultation with the employee requesting the review. A review of the entire department will not normally be conducted. The Committee will submit its recommendations to the College for action. The College will notify the employee who initiated the process in writing of its decision. In the event that an employee disputes the outcome of the expertise review, he/she has the right to grieve the process under the terms of the SCFA Collective Agreement in accordance with the timelines established by the Joint Labor- Management Committee.

Expertise review. Employees will have their expertise assessed in relation to their discipline/program/service group in accordance with Article 1.8 Following consultation between the School Chair Chair/Department Head and department members, the appropriate Administrator will consult the affected Department Head and he/she will determine the expertise requirements in accordance with Article 1.8 for those disciplines/programs/service groups that could be affected by layoff. In the event that an employee is teaching or working in more than one discipline/program/service group, then the expertise review will be carried out within each discipline/program/service group in which that employee teaches or works. The following procedures will apply with respect to expertise reviews as a result of layoffs and/or reductions. There is an expectation that the Expertise Review Procedure will be conducted in a confidential manner. If two employees are deemed to have the expertise, Terms of Appointment and Seniority will determine who will be laid off. Expertise is assessed in a pass/fail manner. A member either has or does not have the expertise to do the job. Gradations of expertise will not be determined. Neither the College nor the Association will advertise or solicit applications for expertise review and exercising of bumping rights. A person may only bump into a full course/section and not proportions thereof. It is the responsibility of the employee member to initiate this process by submitting written intent to the College to exercise his/her bumping rights and identifying the position(s) he/she wishes wish to bump into; as per Article 5.7 5.4 (b). The College will acknowledge receipt of the submission in writing. Upon acknowledging receipt of the application, the College will notify the Xxxx of the targeted area, the employee(smember(s) in the targeted position(s), and the SCFA of the initiation of an expertise review. The College will provide the member initiating the expertise review with the following material: • relevant, current course outline(s), and • the most recent posting for the work, if there has been one in the preceding five (5) 5 years, or an updated job description. The committee to review the application will consist of: • the Xxxx of the targeted area, • the School Chair or Department Head of the targeted area, • the Coordinator of the targeted area if appropriate, • A senior unaffected department member (normally in the affected discipline/program/service group), and • The Chair of the Curriculum Committee. If he/she is unavailable, the Chair of the Admissions & Standards or Education Council will be considered. The College will advise employees members involved in the expertise review that they must provide the College with an up-dated resume outlining his/her qualifications and experience. In the event that an employee a member wished to bump between disciplines/programs/service groups, he/she will also be required to provide evidence to demonstrate currency in that discipline/program/service group within the past 5 years, and a satisfactory performance evaluation. All applications for expertise review will be dealt with on an individual basis. The Committee will conduct the review of the targeted position, including determining the definition of currency and identifying academic qualifications. The Committee will then conduct the expertise review for the employee member requesting the review. This review may involve a consultation with the employee member requesting the review. A review of the entire department will not normally be conducted. The Committee will submit its recommendations to the College for action. The College will notify the employee member who initiated the process in writing of its decision. In the event that an employee a member disputes the outcome of the expertise review, he/she has the right to grieve the process under the terms of the SCFA Collective Agreement in accordance with the timelines established by the Joint Labor- Labor-Management Committee.

Expertise review. Employees will have their expertise assessed in relation to their discipline/program/service group in accordance with Article 1.8 Following consultation between the School Chair Chair/Department Head and department members, the appropriate Administrator will consult the affected Department Head and he/she will determine the expertise requirements in accordance with Article 1.8 for those disciplines/programs/service groups that could be affected by layoff. In the event that an employee is teaching or working in more than one discipline/program/service group, then the expertise review will be carried out within each discipline/program/service group in which that employee teaches or works. The following procedures will apply with respect to expertise reviews as a result of layoffs and/or reductions. There is an expectation that the Expertise Review Procedure will be conducted in a confidential manner. If two employees are deemed to have the expertise, Terms of Appointment and Seniority will determine who will be laid off. Expertise is assessed in a pass/fail manner. A member either has or does not have the expertise to do the job. Gradations of expertise will not be determined. Neither the College nor the Association will advertise or solicit applications for expertise review and exercising of bumping rights. A person may only bump into a full course/section and not proportions thereof. It is the responsibility of the employee member to initiate this process by submitting written intent to the College to exercise his/her bumping rights and identifying the position(s) he/she wishes wish to bump into; as per Article 5.7 5.4 (b). The College will acknowledge receipt of the submission in writing. Upon acknowledging receipt of the application, the College will notify the Xxxx of the targeted area, the employee(smember(s) in the targeted position(s), and the SCFA of the initiation of an expertise review. The College will provide the member initiating the expertise review with the following material: • relevant, current course outline(s), and • the most recent posting for the work, if there has been one in the preceding five (5) 5 years, or an updated job description. The committee to review the application will consist of: • the Xxxx of the targeted area, • the School Chair or Department Head of the targeted area, • the Coordinator of the targeted area if appropriate, • A senior unaffected department member (normally in the affected discipline/program/service group), and • The Chair of the Curriculum Committee. If he/she is unavailable, the Chair of the Admissions & Standards or Education Council will be considered. The College will advise employees members involved in the expertise review that they must provide the College with an up-dated resume outlining his/her qualifications and experience. In the event that an employee a member wished to bump between disciplines/programs/service groups, he/she will also be required to provide evidence to demonstrate currency in that discipline/program/service group within the past 5 years, and a satisfactory performance evaluation. All applications for expertise review will be dealt with on an individual basis. The Committee will conduct the review of the targeted position, including determining the definition of currency and identifying academic qualifications. The Committee will then conduct the expertise review for the employee requesting the review. This review may involve a consultation with the employee requesting the review. A review of the entire department will not normally be conducted. The Committee will submit its recommendations to the College for action. The College will notify the employee member who initiated the process in writing of its decision. In the event that an employee a member disputes the outcome of the expertise review, he/she has the right to grieve the process under the terms of the SCFA Collective Agreement in accordance with the timelines established by the Joint Labor- Labor-Management Committee.

Expertise review. Employees will have their expertise assessed in relation to their discipline/program/service group in accordance with Article 1.8 1.11 Following consultation between the School Chair Chair/Department Head and department members, the appropriate Administrator will consult the affected School Chair/Department Head and he/she they will determine the expertise requirements in accordance with Article 1.8 1.11 for those disciplines/programs/service groups that could be affected by layoff. In the event that an employee is teaching or working in more than one discipline/program/service group, then the expertise review will be carried out within each discipline/program/service group in which that employee teaches or works. The following procedures will apply with respect to expertise reviews as a result of layoffs and/or reductions. There is an expectation that the Expertise Review Procedure will be conducted in a confidential manner. If two employees are deemed to have the expertise, Terms of Appointment and Seniority will determine who will be laid off. Expertise is assessed in a pass/fail manner. A member either has or does not have the expertise to do the job. Gradations of expertise will not be determined. Neither the College nor the Association will advertise or solicit applications for expertise review and exercising of bumping rights. A person may only bump into a full course/section and not proportions thereof. It is the responsibility of the employee to initiate this process by submitting written intent to the College to exercise his/her their bumping rights and identifying the position(s) he/she wishes they wish to bump into; as per Article 5.7 (b). The College will acknowledge receipt of the submission in writing. Upon acknowledging receipt of the application, the College will notify the Xxxx of the targeted area, the employee(s) in the targeted position(s), and the SCFA of the initiation of an expertise review. The College will provide the member initiating the expertise review with the following material: •  relevant, current course outline(s), and •  the most recent posting for the work, if there has been one in the preceding five (5) years, or an updated job description. The committee to review the application will consist of: •  the Xxxx of the targeted area, •  the School Chair Chair/Department Head of the targeted area, •  the Coordinator of the targeted area if appropriate, •  A senior unaffected department member (normally in the affected discipline/program/service group), and •  The Chair of the Curriculum Committee. If he/she is they are unavailable, the Chair of the Admissions & Standards or Education Council will be considered. The College will advise employees involved in the expertise review that they must provide the College with an up-dated resume outlining his/her their qualifications and experience. In the event that an employee wished to bump between disciplines/programs/service groups, he/she they will also be required to provide evidence to demonstrate currency in that discipline/program/service group within the past 5 years, and a satisfactory performance evaluation. All applications for expertise review will be dealt with on an individual basis. The Committee will conduct the review of the targeted position, including determining the definition of currency and identifying academic qualifications. The Committee will then conduct the expertise review for the employee requesting the review. This review may involve a consultation with the employee requesting the review. A review of the entire department will not normally be conducted. The Committee will submit its recommendations to the College for action. The College will notify the employee who initiated the process in writing of its decision. In the event that an employee disputes the outcome of the expertise review, he/she has they have the right to grieve the process under the terms of the SCFA Collective Agreement in accordance with the timelines established by the Joint Labor- Management Committee.

Expertise review. Employees will have their expertise assessed in relation to their discipline/program/service group in accordance with Article 1.8 1.11 Following consultation between the School Chair Chair/Department Head and department members, the appropriate Administrator will consult the affected School Chair/Department Head and he/she they will determine the expertise requirements in accordance with Article 1.8 1.11 for those disciplines/programs/service groups that could be affected by layoff. In the event that an employee is teaching or working in more than one discipline/program/service group, then the expertise review will be carried out within each discipline/program/service group in which that employee teaches or works. The following procedures will apply with respect to expertise reviews as a result of layoffs and/or reductions. There is an expectation that the Expertise Review Procedure will be conducted in a confidential manner. If two employees are deemed to have the expertise, Terms of Appointment and Seniority will determine who will be laid off. Expertise is assessed in a pass/fail manner. A member either has or does not have the expertise to do the job. Gradations of expertise will not be determined. Neither the College nor the Association will advertise or solicit applications for expertise review and exercising of bumping rights. A person may only bump into a full course/section and not proportions thereof. It is the responsibility of the employee to initiate this process by submitting written intent to the College to exercise his/her their bumping rights and identifying the position(s) he/she wishes they wish to bump into; as per Article 5.7 (b). The College will acknowledge receipt of the submission in writing. Upon acknowledging receipt of the application, the College will notify the Xxxx of the targeted area, the employee(s) in the targeted position(s), and the SCFA of the initiation of an expertise review. The College will provide the member initiating the expertise review with the following material: • relevant, current course outline(s), and • the most recent posting for the work, if there has been one in the preceding five (5) years, or an updated job description. The committee to review the application will consist of: • the Xxxx of the targeted area, • the School Chair Chair/Department Head of the targeted area, • the Coordinator of the targeted area if appropriate, • A senior unaffected department member (normally in the affected discipline/program/service group), and • The Chair of the Curriculum Committee. If he/she is they are unavailable, the Chair of the Admissions & Standards or Education Council will be considered. The College will advise employees involved in the expertise review that they must provide the College with an up-dated resume outlining his/her their qualifications and experience. In the event that an employee wished to bump between disciplines/programs/service groups, he/she they will also be required to provide evidence to demonstrate currency in that discipline/program/service group within the past 5 years, and a satisfactory performance evaluation. All applications for expertise review will be dealt with on an individual basis. The Committee will conduct the review of the targeted position, including determining the definition of currency and identifying academic qualifications. The Committee will then conduct the expertise review for the employee requesting the review. This review may involve a consultation with the employee requesting the review. A review of the entire department will not normally be conducted. The Committee will submit its recommendations to the College for action. The College will notify the employee who initiated the process in writing of its decision. In the event that an employee disputes the outcome of the expertise review, he/she has they have the right to grieve the process under the terms of the SCFA Collective Agreement in accordance with the timelines established by the Joint Labor- Management Committee.