Common use of Job Description Review Process Clause in Contracts

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 years of the position’s mid-point salary falling outside the district’s target range for compensation before considering an adjustment. If a trend of being either above or below market is found, Human Resources will review the results and determine if adjustments are warranted. If there are adjustments to job descriptions and/or salary ranges, they are normally applied at the beginning of the following contract year, and may be subject to terms of salary negotiations.

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 Jobs 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 years of the position’s mid-point salary falling outside the district’s target range for compensation before considering an adjustment. If a trend of being either above or below market is found, Human Resources will review the results and determine if adjustments are warranted. If there are adjustments to job descriptions and/or salary ranges, they are normally applied at the beginning of the following contract year, and may be subject to terms of salary negotiations.

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 57% 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 57% 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 Jobs 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 years of the position’s mid-point salary falling outside the district’s target range for compensation before considering an adjustment. If a trend of being either above or below market is found, Human Resources will review the results and determine if adjustments are warranted. If there are adjustments to job descriptions and/or salary ranges, they are normally applied at the beginning of the following contract year, and may be subject to terms of salary negotiations.

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 years of the position’s mid-point salary falling outside the district’s target range for compensation before considering an adjustment. If a trend of being either above or below market is found, Human Resources will review the results and determine if adjustments are warranted. If there are adjustments to job descriptions and/or salary ranges, they are normally applied at the beginning of the following contract year, and may be subject to terms of salary negotiations.