Job Description Review Process. The Association and the District will confer throughout the job description review process. Human Resources will look for a trend of the previous 2-3 consecutive years of the position’s mid-point salary falling outside of the district’s target range of 5% for compensation before considering an adjustment. The District will maintain a target range of 5% when conducting the job description review process. Human Resources will look for a trend of the previous 2-3 consecutive years of the position’s mid-point salary falling outside of the district’s target range of 5% for compensation before considering an adjustment. The District will maintain a target range of 5% when conducting the job description review process.
18.1.1 As part of the job description review process, 27J job incumbents and supervisors will review each job description on a three-year cycle. A schedule of the jobs to be studied in any given year will be maintained and posted on the 27J web site. During the review cycle year, employees and supervisors will review the most recent job description and suggest changes according to current practices, education, license requirements, etc. The edited job descriptions will be submitted to the consultant for salary market surveys. Xxxx will be considered a “match” if at least 70% of the essential duties align with marketed position. The consultant will provide data and recommendations based on comparisons with matching positions in metro area districts similar in student population and demographics and in geographic proximity to 27J. When conducting a review, the consultant will gather information from job descriptions, job postings, and/or through direct contact with a Human Resources representative from each district. The districts that 27J is compared to in the market surveys shall be agreed upon between the District and the Association. Nearby public sector employers will also be included when applicable, and especially when few school district matching positions can be found.
18.1.2 The following factors are considered when analyzing job descriptions: ● Minimum experience required, ● Minimum education required, ● Essential duties and responsibilities based on the frequency and percentage of time allocated to the duty, and ● Supervisory responsibilities. The final decisions of salary adjustments are made by the Division of Human Resources in collaboration with department heads. Human Resources will look for a trend of the previous 2-3 consecutive ye...
Job Description Review Process. If it is mutually determined that the employee is performing job duties outside of their current job description for eight (8) or more working weeks unrelated to vacancies and on a continuing basis such that the change in job duties is expected to be permanent, the Organization will undertake a job description review. This process shall include a promotion process as described in Article 11 Promotions, a reassignment of work to ensure the employee is no longer handling those extra job duties on a permanent basis, or an adjustment of the employee’s job description to remove job duties to allow for other duties consistent with the employee’s current job level classification. If an employee or their supervisor files for a promotion, they will finalize the employee’s job description after the promotion decision has been reached. For changes to an employee’s job description, the employee will be given at least fourteen (14) days’ notice and an opportunity to share written input and submit it to their supervisor prior to the Organization’s finalization of the revised description. A copy of the revised job description will be added to the employee’s personnel file and sent to the Guild. If the employee’s job description is changed to a higher job classification level, their salary will be increased to at least the minimum of the higher job level classification or $5,250, whichever is higher, but in no case shall the employee be paid less than their current salary.
Job Description Review Process. The Organization will provide each employee, within one (1) week of the employee's start date, a job description in a standardized organizational format. A copy of the job description will be maintained in the employee's personnel file. The job description will be reviewed and updated during the employee’s performance evaluation, if requested, and upon the employee's request where significant long-term changes have been made to duties and responsibilities. If a meeting is requested by the employee, they shall meet with their supervisor to discuss any significant changes to their responsibilities or role that may necessitate changes to their job description; if the employee and their supervisor do not reach resolution in their meeting, they shall schedule a follow-up meeting with their supervisor and a Guild representative if requested. If it is mutually determined that the employee is performing job duties outside of their current job description on a continuing basis, the Organization may either revise the employee’s job description or may reassign work to ensure the employee is no longer handling those job duties. For significant long-term changes to an employee’s job description made after the initial hire, the employee will be given at least fourteen
Job Description Review Process. The Organization will provide each employee, within one (1) week of the employee's start date, a job description in a standardized organizational format. All job descriptions must explicitly name required racial justice and equity competencies and note how job roles and duties strive to advance racial justice and equity to achieve anti-racist outcomes in the employee’s work. A copy of the job description will be maintained in the employee's personnel file. The job description will be reviewed and updated at the end of the employee's ninety (90) day introductory period, annually during the employee’s performance evaluation, and upon the employee's request where significant long-term changes have been made to duties and responsibilities. If a meeting is requested by the employee, they shall meet with their supervisor to discuss any significant changes to their responsibilities or role that may necessitate changes to their job description; if the employee and their supervisor do not reach resolution in their meeting, they shall schedule a follow-up meeting with their department Senior Vice President and a Guild representative if requested. If it is mutually determined that the employee is performing job duties outside of their current job description on a continuing basis, the Organization may either revise the employee’s job description or may reassign work to ensure the employee is no longer handling those job duties. For changes to an employee’s job description made after the initial hire, the employee will be given at least fourteen (14) days’ notice and an opportunity to share written input and submit it to their supervisor prior to the Organization’s finalization of the revised description. A copy of the revised job description will be added to the employee’s personnel file and to the Guild. If the employee’s job description is changed to a higher job classification level, their salary will be increased to at least the minimum salary for the higher classification but in no case shall the employee be paid less than their current salary.
