Common use of Job Classification Clause in Contracts

Job Classification. Compensation Administration shall be responsible for the day-to-day administration and management of the classification plan. This authority shall include: 1. the administration of the rules and regulations governing this classification plan, Board Policies, administrative regulations, and provisions of the collective bargaining agreement pertaining to same; 2. the supervision of all activities pertaining to the management of the classification and compensation plans; 3. the classification of all new jobs; 4. the reclassification of existing jobs when necessitated by defined conditions; 5. the maintenance of current and accurate job descriptions for all approved jobs; and, 6. the surveying of all approved jobs to insure that each job is allocated to the proper job classification. The parties agree to establish a joint committee of 10 representatives, five (5) from Miami-Dade County Public Schools (M-DCPS) and five (5) from the AFSCME. The committee shall conduct a survey of AFSCME jobs to include compensatory and fringe benefits and job descriptions using comparative market available data. The Chief Officer, Human Resources shall be the final authority for the classification or reclassification of approved jobs.

Job Classification. Compensation Administration shall be responsible for the day-to-day administration and management of the classification plan. This authority shall include: 1. the administration of the rules and regulations governing this classification plan, Board PoliciesRules, administrative regulations, and provisions of the collective bargaining agreement pertaining to same; 2. the supervision of all activities pertaining to the management of the classification and compensation plans; 3. the classification of all new jobs; 4. the reclassification of existing jobs when necessitated by defined conditions; 5. the maintenance of current and accurate job descriptions for all approved jobs; and, 6. the surveying of all approved jobs to insure that each job is allocated to the proper job classification. The parties agree to establish a joint committee of 10 representatives, five (5) from Miami-Dade County Public Schools (M-DCPS) and five (5) from the AFSCME. The committee shall conduct a survey of AFSCME jobs to include compensatory and fringe benefits and job descriptions using comparative market available data. The Chief Officer, Human Resources Assistant Superintendent for Labor Relations shall be the final authority for the classification or reclassification of approved jobs.

Job Classification. Compensation Administration shall be responsible for the day-to-day administration and management of the classification plan. This authority shall include: 1. the administration of the rules and regulations governing this classification plan, Board Policies, administrative regulations, and provisions of the collective bargaining agreement pertaining to same; 2. the supervision of all activities pertaining to the management of the classification and compensation plans; 3. the classification of all new jobs; 4. the reclassification of existing jobs when necessitated by defined conditions; 5. the maintenance of current and accurate job descriptions for all approved jobs; and, 6. the surveying of all approved jobs to insure that each job is allocated to the proper job classification. The parties agree to establish a joint committee of 10 representatives, five (5) from Miami-Dade County Public Schools (M-DCPS) and five (5) from the AFSCME. The committee shall conduct a survey of AFSCME jobs to include compensatory and fringe benefits and job descriptions using comparative market available data. The Chief Officer, Officer for Human Resources shall be the final authority for the classification or reclassification of approved jobs.

Job Classification. Compensation Administration The Chief Personnel Officer for Human Resources shall be responsible for the day-day- to-day administration and management of the classification plan. This authority shall include: 1. the administration of the rules and regulations governing this classification plan, Board PoliciesRules, administrative regulations, and provisions of the collective bargaining agreement pertaining to same; 2. the supervision of all activities pertaining to the management of the classification and compensation plans; 3. the classification of all new jobs; 4. the reclassification of existing jobs when necessitated by defined conditions; 5. the maintenance of current and accurate job descriptions for all approved jobs; and, 6. the surveying of all approved jobs to insure that each job is allocated to the proper job classification. The parties agree to establish a joint committee of 10 representatives, five (5) from Miami-Dade County Public Schools (M-DCPS) and five (5) from the AFSCME. The committee shall conduct a survey of AFSCME jobs to include compensatory and fringe benefits and job descriptions using comparative market available data. The survey shall be concluded by June 30, 2005. The Chief Officer, Personnel Officer for Human Resources shall be the final authority for the classification or reclassification of approved jobs.