JOB AUDITS. SECTION 1. An Employee may have their position audited for reclassification to another classification within the bargaining unit upon request to the Department of Human Resources (“HR”) no more than once in a rolling twelve month period. The Employee shall provide all information requested by HR. No “class-wide” audits shall be permitted.
JOB AUDITS. Section 22.1 Definition. A position audit is the evaluation of the duties and responsibilities assigned to an employee to determine the appropriate classification for that employee.
JOB AUDITS. Whenever the Board of Education is informed that a job audit is being conducted involving the members of the bargaining unit, it shall promptly notify the President of the Union of such audit including the positions being audited and by whom the audit is being conducted. The Board of Education shall also inform the person conducting the audit of the provisions of this Section. Upon receipt of such notice, the Union may request to meet with the Administration or its appropriate representatives to discuss their respective positions concerning the jobs under audit. The Union may, if it desires, request the Civil Service Commission or the person conducting the audit to allow the Association to state its position on the job under audit.
JOB AUDITS. Section 1. An employee may have his/her position audited for reclassification upon requests to the Department of Human Resources. The employee shall provide all necessary information to the Department Office of Human Resources regarding the job audit.
JOB AUDITS. Employees, who believe they have been assigned job duties outside of their current classification grade level, may request a job audit. An employee may request no more than one job audit during the term of this agreement. Employees shall complete a Job Audit Form agreed upon by the Employer and the Union. A copy of the Job Audit Form is attached to the agreement as Appendix E. The employee shall complete their portion of the attached form and then provide the form to their supervisor. Once the supervisor is provided a complete Job Audit Form, they will have thirty (30) days to complete their portion and return it to Human Resources. After receiving the completed form, Human Resources has forty-five (45) days to issue a decision. If the job audit finds the employee has been assigned job duties outside of their current classification grade level the following outcomes could occur:
JOB AUDITS. Job audits are to be requested by an Employee, the Employer or the Union in the form of a memo and submitted to the Classification and Compensation Department. If an Employee is submitting a request, they are to notify the Union directly. Upon receipt of the audit request memo, the Classification and Compensation Department will send a position questionnaire to the Employee. The Employee is to complete their portion of the position questionnaire within twenty (20) working days of receipt. The supervisor is to review and comment on their portion of the position questionnaire within ten (10) working days of receipt from the Employee (this includes discussion and resolution to significant differences between the Employee's and the supervisor's view of the position) after which, the completed questionnaire is forwarded to the Classification and Compensation Department. The Classification and Compensation Department will notify the Employee, the supervisor and the Union of all job audit recommendations. If the job audit recommendation results in a change in position classification, the effective date is when the completed questionnaire is received in the Classification and Compensation Department.
JOB AUDITS. Section 1. The parties recognize that in consideration of their collective bargaining relationship, the Employer is not obligated to and does not report bargaining unit positions and personnel actions to the Ohio Department of Administrative Services. However, should any employee in the bargaining unit be assigned duties from another position, they may request an internal job audit through the Human Resources Office. If the employee is found to be working out of their proper position, the appointing authority will reassign the employee to the proper position and applicable rate of pay (higher, lower, or the same) for the duties being performed.
JOB AUDITS. The Employer agrees to provide a list of the current jobs awaiting completion of a job audit.
JOB AUDITS. Section 1. The classification of positions by the Employer, the duties assigned to those positions, and the methodology used for classification is vested with the Employer. Each employee shall be provided with a current copy of his/her position description.
JOB AUDITS. Job audits are to be requested by an Employee, the Employer or the Union in the form of a memo and submitted to the Classification and Compensation Department. If an Employee is submitting a request, they are to notify the Union directly. Upon receipt of the audit request memo, the Classification and Compensation Department will send a position questionnaire to the Employee. The Employee is to complete their portion of the position questionnaire within twenty (20) working days of receipt. The supervisor is to review and comment on their portion of the position questionnaire within ten (10) working days of receipt from the Employee (this includes discussion and resolution to significant differences between the Employee's and the supervisor's view of the position) after which, the completed questionnaire is forwarded to the Classification and Compensation Department. The Classification and Compensation Department will notify the Employee, the supervisor and the Union of all job audit recommendations. If the job audit recommendation results in a change in position classification, the effective date is when the completed questionnaire is received in the Classification and Compensation Department. Both parties understand that in some instances involving involuntary re-class of an existing position and incumbent, re-class date may not be the appropriate date of classification seniority. The Union and Labor Relations will meet to discuss these instances and make determinations on a case-by-case basis, with exceptions made by mutual agreement. Otherwise, classification seniority from date of changed duties prevails.
