Common use of Job Classifications/Evaluation Process Clause in Contracts

Job Classifications/Evaluation Process. Job evaluation is a formal process for determining the relative value of jobs based on job content and requirements. Any of the following may initiate a job evaluation: (a) the Department of Human Resources (DHR); (b) the supervisor, department head or VP of a Division; or (c) the employee. An employee in a particular position (incumbent) may initiate a Position Information Questionnaire (PIQ) no later than January 31st. The PIQ must be provided to the Director of DHR (or designee) and the pertinent supervisor. The Director of DHR (or designee) will obtain appropriate authorizations and examine the PIQ to determine whether a job-evaluation is appropriate. Xxxx will only be re-evaluated if a position has not been evaluated in the past five (5) years, or there has been a “significant” change in the position. The incumbent and/or supervisor must clearly identify these changes in the PIQ and demonstrate that: a) the University added or intends to add significant new responsibilities of a higher level to an existing position; or, b) the University removed or intends to remove significant duties from an existing position. For purposes of this process “significant” is defined as a change affecting at least 40% of the position’s duties requiring greater or lesser skills, knowledge, and experience. The Director of DHR (or designee) will communicate the evaluation results to the supervisor, the appropriate management levels, and the incumbent employee within sixty (60) work days of receiving the PIQ, unless the CWA and the University mutually agree to extend this period. Resulting pay adjustments, if applicable, will be processed the next full pay period, after the decision is made, and retroactive to January 31st of the year submitted.

Job Classifications/Evaluation Process. Job evaluation is a formal process for determining the relative value of jobs based on job content and requirements. Any of the following may initiate a job evaluation: (a) the Department of Human Resources (DHR); (b) the supervisor, department head or VP of a Divisionsenior executive; or (c) the employee. An employee in a particular position (incumbent) may initiate a Position Information Questionnaire (PIQ) no later than January 31st. The PIQ must be provided to the Director of DHR (or designee) and the pertinent supervisor. The Director of DHR (or designee) will obtain appropriate authorizations and examine the PIQ to determine whether a job-job- evaluation is appropriate. Xxxx will only be re-evaluated if a position has not been evaluated in the past five (5) years, or there has been a “significant” change in the position. The incumbent and/or supervisor must clearly identify these changes in the PIQ and demonstrate that: a) the University added or intends to add significant new responsibilities of a higher level to an existing position; or, b) the University removed or intends to remove significant duties from an existing position. For purposes of this process “significant” is defined as a change affecting at least 40% of the position’s duties requiring greater or lesser skills, knowledge, and experience. The Director of DHR (or designee) will communicate the evaluation results to the supervisor, the appropriate management levels, and the incumbent employee within sixty (60) work days of receiving the PIQ, unless the CWA and the University mutually agree to extend this period. Resulting pay adjustments, if applicable, will be processed the next full pay period, after the decision is made, and retroactive to January 31st of the year submitted.

Job Classifications/Evaluation Process. Job evaluation is a formal process for determining the relative value of jobs based on job content and requirements. Any of the following may initiate a job evaluation: (a) the Department of Human Resources (DHR); (b) the supervisor, department head or VP of a Division; or (c) the employee. An employee in a particular position (incumbent) may initiate a Position Information Questionnaire (PIQ) no later than January 31st. The PIQ must be provided to the Director of DHR (or designee) and the pertinent supervisor. The Director of DHR (or designee) will obtain appropriate authorizations and examine the PIQ to determine whether a job-evaluation is appropriate. Xxxx Jobs will only be re-evaluated if a position has not been evaluated in the past five (5) years, or there has been a “significant” change in the position. The incumbent and/or supervisor must clearly identify these changes in the PIQ and demonstrate that: a) the University added or intends to add significant new responsibilities of a higher level to an existing position; or, b) the University removed or intends to remove significant duties from an existing position. For purposes of this process “significant” is defined as a change affecting at least 40% of the position’s duties requiring greater or lesser skills, knowledge, and experience. The Director of DHR (or designee) will communicate the evaluation results to the supervisor, the appropriate management levels, and the incumbent employee within sixty (60) work days of receiving the PIQ, unless the CWA and the University mutually agree to extend this period. Resulting pay adjustments, if applicable, will be processed the next full pay period, after the decision is made, and retroactive to January 31st of the year submitted.