Job Descriptions and Evaluations.
5.01 Establishment of Job Evaluation System
(a) It is the intent of this Article that all jobs will be evaluated consistently and equitably relative to each other by use of the Coast Mountain Bus Company Ltd./COPE Gender Neutral Job Evaluation Manual.
(b) Job evaluations and grouping of jobs established under the Coast Mountain Bus Company Ltd./COPE Gender Neutral Job Evaluation Plan shall be changed only through application of that plan, and related procedures as set out in this Article.
5.02 New Job Classifications A new job classification is defined for the purpose of this section as:
(a) A newly created job classification which has not previously existed, or
(b) Any job classification within a section, the duties of which have not been performed by an employee within that section during the previous six (6) month period. Seasonal jobs, agreed training jobs and jobs which are part of a hierarchy within a section will not be considered as new job classifications under this definition.
5.03 Job Description and Evaluation Procedure
(a) All bargaining unit employees will be covered by a job description, the title of which will be set out in Appendix B. Appendix B will be updated every six (6) months by the Human Resources Department, and forwarded to the Union Office.
(b) The Union will receive a copy of the plan to aid in their reviews and a copy of each job description with its corresponding substantiating data. The Union may contact Human Resources to discuss any problems or to obtain information related to jobs under review. Jobs may be appealed by the Union if a joint review has been completed and no agreement can be reached on the evaluation.
(c) All job descriptions prepared in accordance with this Article will describe job duties and responsibilities as clearly and specifically as possible. Minor duties, which are ancillary to one or more of the duties defined in the job description, may be omitted from the job description provided such duties are related to those set out in the job description, and provided such duties do not affect the rating of the job.
(d) Job descriptions will be written in a clear, concise manner outlining the major duties of the job. The assignment of grades will be substantiated by outlining the elements of the duties that establish the grade. The rating of all job factors will be done using the factor and level definitions outlined in the Plan.
(e) Job descriptions will be prepared by the Human Resources Department after ...
Job Descriptions and Evaluations. A. Each employee shall be provided with a job description for his/her job classification. The job description will include a list of duties and qualifications for that position. The Association and Board shall jointly develop job descriptions.
B. A minimum of one (1) formal evaluation for all employees shall be completed prior to May 1. Each evaluation shall be completed by either the immediate supervisor or building administrator. The Association and Board shall jointly develop the evaluation form. Any evaluation form made out on any employee’s work record shall be examined by the employee and signed by him/her prior to being placed in his/her personnel file. The employee’s signature, as mentioned here, merely indicates that the employee has seen the evaluation and does not necessarily signify agreement. The refusal of the employee to sign the evaluation will not bar its inclusion in the employee’s personnel file if the appropriate supervisor and a witness certify, in writing, that the completed evaluation was shown to the employee and he/she refused to sign it.
C. Any employee may add his/her comments on any evaluation form examined by him/her.
D. Any employee can request to see and will be permitted to examine his/her personnel file at a time convenient to the office. The employee shall not remove any article from the file. The Chapter President shall also be allowed to examine an employee’s personnel file with that employee’s written permission.
Job Descriptions and Evaluations. 1. The Board reserves the right to develop job descriptions for all positions within the bargaining unit. Employee job descriptions shall specify duties and tasks and identify the immediate supervisor. Changes to the job descriptions that involve significant addition or deletion of duties will be made available to the affected employees and representatives of the bargaining unit for review within a reasonable time-period of the modification.
2. The Board reserves the right to develop evaluation plans for all positions within the bargaining unit. Such evaluations shall be developed via committees including representation from this bargaining unit, administrative representation, and representation from certified staff. Committee recommendations for such evaluation plans will be submitted to the Board for approval. Review of evaluation plans will be made as needed. If a new evaluation plan is developed, an employee shall not be evaluated until at least thirty (30) days after the new evaluation plan has been presented to the affected employees.
3. Job descriptions for employees covered by this agreement shall be provided annually to the President within two (2) weeks after the beginning of the school year. If there is a change in an employee job description from the previous year which is deemed to be a change in working conditions, the parties shall bargain the impact of the modification to the job description in accordance with the Illinois Educational Labor Relations Act.
4. Program Assistants shall be evaluated at least once per year. If a Program Assistant receives a negative evaluation, the Program Assistant shall be evaluated a second time during the school year in order to determine if his/her employment will be renewed for the next school year.
Job Descriptions and Evaluations. 1501 Job Descriptions All members of the bargaining unit shall receive copies of their job descriptions listing their duties and responsibilities. Copies shall be provided to the RVEA President. The Board shall provide copies of proposed changes to job descriptions to the RVEA President and affected members of the bargaining unit prior to their being put into effect. 1502 Evaluations Each employee will be evaluated twice during any probation period and annually thereafter by the employee's immediate supervisor. Immediate supervisor is defined as the non- bargaining unit administrator who has immediate administrative authority for the employee being evaluated. Evaluations will include information obtained through direct knowledge of the employee's performance. Specific performance issues will be addressed within a reasonable time from the date of the incident.
Job Descriptions and Evaluations. The Assistant Superintendent of Human Resources is responsible for guaranteeing that each supplemental position listed in Appendix A.1 has a job description on file. This job description will accompany each public job posting. In addition, each supplemental job description will be used as one of the factors to determine the effectiveness of the annual supplemental evaluation. The Assistant Superintendent of Human Resources will ensure that each individual holding a supplemental position will receive an evaluation of his or her supplemental duty by May 1st of each school year. For spring athletic supplemental positions, this date will be June 1st. Principals will evaluate each building-level supplemental, the Activities Director will evaluate each Program Head, and Program Heads will evaluate assistant positions. A teacher’s supplemental pay shall be calculated by multiplying the factor corresponding to the supplemental assignment/experience level times: The base salary for all supplementals contracts during the 2022-2023 and 2023-2024 school years is based on $41,000. During the 2024-2025 and 2025-2026 school years it will be based on $42,500. SHS Basketball Head 0.205 0.215 0.225 0.235 SHS Basketball Asst 0.140 0.150 0.160 0.170 SHS Boys Football Head 0.205 0.215 0.225 0.235 SHS Boys Football Asst 0.140 0.150 0.160 0.170 SHS Girls Volleyball Head 0.205 0.215 0.225 0.235 SHS Girls Volleyball Asst 0.140 0.150 0.160 0.170 SHS Boys Wrestling Head 0.205 0.215 0.225 0.235 SHS Boys Wrestling Asst 0.140 0.150 0.160 0.170 SHS Track Head 0.205 0.215 0.225 0.235 SHS Track Asst 0.140 0.150 0.160 0.170 SHS Boys Baseball Head 0.180 0.190 0.200 0.210 SHS Boys Baseball Asst 0.110 0.120 0.130 0.140 SHS Cross Country Head 0.180 0.190 0.200 0.210 SHS Cross Country Asst 0.110 0.120 0.130 0.140 SHS Weight Room Supervisor (F, W, Sp, Su) 0.05 0.06 0.07 0.08 SHS Cardio Room Supervisor (per semester) 0.04 0.05 0.06 0.07 SHS Girls Softball Head 0.180 0.190 0.200 0.210 SHS Girls Softball Asst 0.110 0.120 0.130 0.140 SHS Soccer Head 0.180 0.190 0.200 0.210 SHS Soccer Asst 0.110 0.120 0.130 0.140 SHS Golf Head 0.150 0.160 0.170 0.180 SHS Golf Asst 0.090 0.100 0.110 0.120 SHS Swimming Head 0.150 0.160 0.170 0.180 SHS Swimming Asst 0.090 0.100 0.110 0.120 SHS Tennis Head 0.150 0.160 0.170 0.180 SHS Tennis Asst 0.090 0.100 0.110 0.120 SHS Bowling Head 0.150 0.160 0.170 0.180 SHS Bowling Asst 0.090 0.100 0.110 0.120 SHS Fall Cheerleading 0.110 0.120 0.130 0.140 SHS Fall Pon Poms 0.070 0....
Job Descriptions and Evaluations. 1. The establishment of job descriptions and classifications are the responsibility of the Company. Established job descriptions and classifications will be reviewed and changed as necessary to take into consideration changes in methods, equipment and working conditions.
2. The Company will present the Union Chief Xxxxxxx with any new or changed job descriptions and/or classifications and their evaluation at least five (5) working days prior to making them effective.
3. During the period prior to the effective date of any new or changed job description/classification, and at the request of the Union, the Company will meet to discuss (a) the description of the job and classification, and (b) its evaluation.
4. If the Company and Union fail to agree on the job description/classification, or its evaluation, or both, in the period prior to the effective date, the Company shall have the right to make effective its most recent proposal, and the Union shall have the right to process a Grievance or Grievances per the provisions of Article XV., paragraph
5. Any employees affected by a change in their job description and does not at that time have bidding rights, shall have their bidding rights restored. However, the employee would not be eligible to bid on this position for six (6) months.
Job Descriptions and Evaluations. All employees will be provided a copy of the job description and evaluation tool upon any revisions. New employees shall be provided a copy of the job description and evaluation tool when hired.
Job Descriptions and Evaluations. A. The Board shall develop a job description for all paraprofessionals. Said job description shall clearly outline all aspects of paraprofessional responsibilities.
B. All evaluations of work performance of an employee shall be conducted openly and with full knowledge of the employee. Formal evaluation for the purpose of recommending continuation of employment or recommendations for improvement shall only be conducted by certified supervisors. An employee shall be given a copy of an evaluation report prior to the conference scheduled to discuss said evaluation. Evaluation reports shall be placed in the employee’s personnel file only after the employee has signed the evaluation and has been given the opportunity to attach a rebuttal. In the event an employee refuses to sign, then the refusal shall be so noted on the evaluation which shall then be placed in the employee’s file.
C. Employees shall have the right, upon request, to review the contents of her/his personnel file in the presence of the Business Administrator or her/his designee.
Job Descriptions and Evaluations. A. The Board reserves the right to develop job descriptions for all positions within the bargaining unit. Employee job descriptions shall specify duties, tasks, and responsibilities and identify all duties of a secretary to the principal. If an individual’s job description is updated, a copy shall be provided in a timely manner.
B. The Board reserves the right to develop evaluation plans for all positions within the bargaining unit. Such evaluations shall be developed via committees including representation from this bargaining unit and administrative representation. Committee recommendations for such evaluation plans will be submitted to the Board for approval. Review of evaluation plans will be made as needed.
Job Descriptions and Evaluations
