Common use of Initial Assessment Clause in Contracts

Initial Assessment. An assessment can be initiated either by the company or by a group of employees in a particular classification. If the company initiates a reclassification assessment, it will advise all employees in that classification it has done an initial assessment and that it intends to conduct a formal job evaluation review (see Step 2). If a group of employees wishes to initiate a job evaluation, they must send a letter to a Managing Director outlining in specific detail why they believe it is warranted. This letter must be signed by at least 50% of the total number of employees in that component. The only grounds for an evaluation (whether initiated by the company or requested by the employees) is that the job responsibilities have materially changed so that all of the following have substantially increased: 1. The knowledge (technical and process) required to do the job has become more complex. This does not just mean there is more to know but rather that there is more judgment and analysis required to determine what applies to a given situation. 2. Decision-making has become more complex. This means that the types of decisions staff have to make in doing most of their work require consideration of more variables and inter-relationships. 3. The consequences of error are materially greater. It also means that the consequences of making inappropriate decisions can lead to greater material consequences for the organization than in the past. When the employees request a job evaluation, the company will perform an initial assessment and will consult with a representative group of staff of the component in question to ensure the employees' perspective is fully understood. A union representative is entitled to sit in on this consultation meeting as an observer. This consultation process is not necessary if the company decides it has enough information and agrees that a formal job evaluation should take place as per Step 2. A written response will be provided to all members of the component in question, and the Union, outlining in detail the company's decision whether or not to proceed to a formal review. The decision of the company is final (i.e., it may not be grieved) and another initial assessment will not be conducted for at least eighteen months except where there appear to be special circumstances indicating the job may have materially changed during that period.

Initial Assessment. An assessment can be initiated either by the company Employer or by a group of employees in a particular classification. If the company Employer initiates a reclassification assessment, it will advise all employees in that classification it has done an initial assessment and that it intends to conduct a formal job evaluation review (see Step 2). If a group of employees wishes to initiate a job evaluation, they must send a letter to a Managing Director the CEO outlining in specific detail why they believe it is warranted. This letter must be signed by at least 50% of the total number of employees in that component. The only grounds for an evaluation (whether initiated by the company Employer or requested by the employees) is that the job responsibilities have materially changed so that all of the following have substantially increased: 1. The knowledge (technical and process) required to do the job has become more complex. This does not just mean there is more to know but rather that there is more judgment and analysis required to determine what applies to a given situation. 2. Decision-making has become more complex. This means that the types of decisions staff have to make in doing most of their work require consideration of more variables and inter-relationships. 3. The consequences of error are materially greater. It also means that the consequences of making inappropriate decisions can lead to greater material consequences for the organization than in the past. When the employees request a job evaluation, the company Employer will perform an initial assessment and will consult with a representative group of staff of the component in question to ensure the employees' perspective is fully understood. A union representative is entitled to sit in on this consultation meeting as an observer. This consultation process is not necessary if the company Employer decides it has enough information and agrees that a formal job evaluation should take place as per Step 2. A written response will be provided to all members of the component in question, and the Union, outlining in detail the companyEmployer's decision whether or not to proceed to a formal review. The decision of the company Employer is final (i.e., it may not be grieved) and another initial assessment will not be conducted for at least eighteen months except where there appear to be special circumstances indicating the job may have materially changed during that period.