JOB AUDITS Sample Clauses

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. 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.

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: A. Immediate discontinuance of the inappropriate duties being performed; employee is to be compensated for the difference between the two classifications for the period in which duties were performed. B. The employee could be reclassified to a higher pay grade. The employee’s rate of pay shall be adjusted to the minimum of the new grade or adjusted to increase the current rate by at least four percent, whichever results in the greater increase. C. The employee could be reclassified to a lower pay grade. Grievances filed pursuant to this article shall be submitted at Level 2 of the grievance procedure. The Union shall be notified of the outcome of the job audit at the same time as the requesting employee. 13. RETIREMENT 14. SENIORITY FOR PURPOSES OF PROMOTIONS AND TRANSFERS 14.01 - Seniority is the right accruing to employees through length of service which entitles them to preference in such matters as promotions and transfers when all other factors are equal.

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. SECTION 2. The Employee shall complete the comprehensive position questionnaire that is provided by HR and submit it to management for review. Within 30 calendar days from receipt of the completed CPQ, management shall submit it to HR for determination. HR shall provide a determination within 120 calendar days of its receipt of the completed CPQ from management.

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. Section 2. Within thirty (30) working days of receipt of the information the Department of Human Resources shall determine if the employee should be reclassified. In the event of reassignment to a classification in a higher pay range, the employee shall be reassigned to the lowest step of the new pay range which provides at least a five percent (5%) increase. In the event of reassignment to a classification having the same pay range as the employee's current classification, no increase will be received. Section 3. If it is determined that an employee should be reclassified to a lower rated classification, the employee shall be placed in that rate in the applicable pay range which is closest to but less than their current rate. The position shall be reclassified to the lower rated classification. Section 4. Audit determinations shall be based upon the County job classification specifications. The Union shall be informed of the determination of all job audits at the time such determination is made. Employee may grieve a job audit in accordance with Article 11 and may file directly to Step 3.

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. The Employer agrees to provide a list of the current jobs awaiting completion of a job audit. (a) The Employer agrees to make any pay adjustments from job audits effective no later than six months from the date the job audit request is filed.

JOB AUDITS. During the term of this Agreement, the Federation and the Associate Superintendent for Human Resources shall meet and confer in an attempt to identify those positions in the bargaining unit and administration in need of reclassification or job description updating.

JOB AUDITS. The current procedure for job audits will remain. If an employee does not agree with an audit decision, the employee may request an administrative review to be conducted by a staff member designated by the Executive Director in the Office of Human Resources. If the employee disagrees with the decision of the administrative review, the employee may request a separate review by the State Universities Civil Service System. In the event the employee is not satisfied with the decision of the State Universities Civil Service System then the Union may advance a grievance to Step 4 of Article IX, Grievance Procedure.