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 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 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. 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. 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. The Employer agrees to provide a list of the current jobs awaiting completion of a job audit.
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. A. The classifications 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 included discussion and resolution of 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. If the supervisor fails to return the completed questionnaire to the Employee within ten (10) working days, the Employee shall have the right to forward the position questionnaire to the Classification and Compensation Department to begin the job audit process. The Employee must inform his/her supervisor that the questionnaire has been forwarded to Classification and Compensation. The Classification and Compensation Department will notify the Employee, the supervisor and the Union of all job audit recommendations. If the job/desk 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. If a Department elects to minimize or take away job duties after the Employee has made a request for a job/desk audit, the Employee may be entitled to compensation for the period in which she/he was performing the duties of another classification, consistent with the provisions of Article 28, Compensation for Service in a Higher Classification. Effective August 1, 2013 No increase from 2012-2013 levels, per Public Act 54 – No retroactivity Salary Range Minimum 1 Step 2 Step Job Rate Maximum 1 21243 22660 24076 25493 31866 2 22834 24355 25878 27400 34250 3 24765 26416 28066 29717 37147 4 27029 28831 30632 32434 40543 5 27063 28867 30673 32475 40593 6 28746 30662 32577 34494 43118 7 29716 31699 33679 35661 44574 8 30545 32583 34620 36656 45820 9 32681 34859 37038 39216 49023 10 32902 35094 37288 39481 49354 11 35217 37564 39911 42258 52825 12 36591 39030 41470 43908 54885 13 39062 41666 4...
