Common use of Job Descriptions and Evaluations Clause in Contracts

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 consultation with the affected employee or a representative group of affected employees and the appropriate Supervisor(s). The affected employee or the representative group of affected employees will initial the final job description indicating that they have participated in the preparation of the job description. Such initialling indicates that the person has read the description and does not necessarily indicate agreement with the content or evaluation of the job description. (f) Existing job descriptions may be changed or revised by the Employer subject to the changes in duties and responsibilities being properly documented into the job description except as outlined in 5.03(c). (g) All job descriptions will be evaluated by the Human Resources Department and those job descriptions and evaluations will be provided to the Union Office and the Union Job Evaluation Review Officers. Jobs will not be issued until the new or revised job description has been prepared, evaluated and forwarded to the Review Officer. Job descriptions applicable to each department of the Employer will be available within the department, and a copy of the employee’s job description will be provided to the employee on entering the job and on request. A copy of the evaluation of the employee’s job description will be provided to the employee on request to the Human Resources Department, or Job Evaluation Review Officer. (h) If a work leader position evaluates at the same level as the jobs to which it is providing direction, the Employer will increase the job content of the work leader position so as to ensure at least one group differential. 5.04 Job Evaluation Review Officers (a) The Parties agree that the Union will appoint four (4) Job Evaluation Review Officers. Employees of the Employer who are appointed by the Union to serve as Job Evaluation Review Officers on an “as required” basis will be granted leave to perform these duties. The Employer will pay the salary and expenses for the time spent on Employer approved training, reviewing and/or appealing job evaluation disputes under this Article by employees appointed as Job Review Officers. (b) The primary responsibility of the Job Evaluation Review Officers will be to ensure that job descriptions accurately describe job duties and responsibilities, are evaluated fairly and equitably relative to each other under the Job Evaluation Plan, and to process appeals under Section 5.07. (c) The Union Job Evaluation Review Officer may meet with Human Resources to review changes in duties and/or responsibilities in existing jobs which may have occurred. 5.05 Job Evaluation Review Procedure (a) Step One Any employee or the Union may initiate a job evaluation review by submitting a job evaluation review form to the Employer and the Union office. The Manager, Compensation and Employee Development or his/her designate, will respond to and/or meet with the incumbent to resolve the review within thirty (30) working days of such referral. (b) Step Two Should such review not be resolved within sixty (60) working days of receipt by the Human Resources Department, it will be forwarded through the Manager, Human Resources for resolution through the Job Evaluation Appeal process.

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 TransLink/COPE Gender Neutral Job Evaluation Manual. (b) Job evaluations and grouping of jobs established under the Coast Mountain Bus Company Ltd./COPE TransLink/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 consultation with the affected employee or a representative group of affected employees and the appropriate Supervisor(s). The affected employee or the representative group of affected employees will initial the final job description indicating that they have participated in the preparation of the job description. Such initialling indicates that the person has read the description and initialing does not necessarily indicate agreement with the content or evaluation of the job description. (f) Existing job descriptions may be changed or revised by the Employer subject to the changes in duties and responsibilities being properly documented into the job description except as outlined in 5.03(c). (g) All job descriptions will be evaluated by the Human Resources Department and those job descriptions and evaluations will be provided to the Union Office and the Union Job Evaluation Review Officers. Jobs will not be issued until the new or revised job description has been prepared, evaluated and forwarded to the Review Officer. Job descriptions applicable to each department of the Employer will be available within the department, and a copy of the employee’s job description will be provided to the employee on entering the job and on request. A copy of the evaluation of the employee’s job description will be provided to the employee on request to the Human Resources Department, or Job Evaluation Review Officer. (h) If a work leader position evaluates at the same level as the jobs to which it is providing direction, the Employer will increase the job content of the work leader position so as to ensure at least one group differential. 5.04 Job Evaluation Review Officers (a) The Parties agree that the Union will appoint four (4) Job Evaluation Review Officers. Employees of the Employer who are appointed by the Union to serve as Job Evaluation Review Officers on an “as required” basis will be granted leave to perform these duties. The Employer will pay the salary and expenses for the time spent on Employer approved training, reviewing and/or appealing job evaluation disputes under this Article by employees appointed as Job Review Officers. (b) The primary responsibility of the Job Evaluation Review Officers will be to ensure that job descriptions accurately describe job duties and responsibilities, are evaluated fairly and equitably relative to each other under the Job Evaluation Plan, and to process appeals under Section 5.07. (c) The Union Job Evaluation Review Officer may meet with Human Resources to review changes in duties and/or responsibilities in existing jobs which may have occurred. 5.05 Job Evaluation Review Procedure (a) Step One Any employee or the Union may initiate a job evaluation review by submitting a job evaluation review form to the Employer and the Union officeHuman Resources Department. The ManagerDirector, Compensation and Employee Development Human Resources or his/her designate, will respond to and/or meet with the incumbent to resolve the review within thirty (30) working days of such referral. (b) Step Two Should such review not be resolved within sixty (60) working days of receipt by the Human Resources Department, it will be forwarded through the ManagerDirector, Human Resources for resolution through the Job Evaluation Appeal process.

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 TransLink/COPE Gender Neutral Job Evaluation Manual. (b) Job evaluations and grouping of jobs established under the Coast Mountain Bus Company Ltd./COPE TransLink/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 Section as: (a) A newly created job classification which has not previously existed, or (b) Any job classification within a sectionSection, the duties of which have not been performed by an employee within that section Section during the previous six (6) month period. Seasonal jobs, agreed training jobs jobs, and jobs which are part of a hierarchy within a section will not be considered as new job classifications under this definitionthisdefinition. (c) The introduction of a new lower level of an existing job classification must be discussed with the Union thirty (30) days beforeimplementation. 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, Division 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 the Human Resources Division 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 evaluationtheevaluation. (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. The Human Resources Division will indicate in some manner on the job description, those duties or responsibilities which they consider most significant, and will discuss these with the employee concerned when preparing the job description. The duties and responsibilities set out in the job descriptions will be those which were included as part of the job at the time the job description was written. (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) Prior to writing a job description or evaluating a job, a Job Evaluation Representative will discuss the job responsibilities with the affected employee and the Supervisor concerned. An employee’s signature on the job description will only indicate that the employee has read and understands the job description. Job descriptions will be prepared by the Human Resources Department Division after consultation with the affected employee or a representative group of affected employees and the appropriate Supervisor(s). The affected employee or the representative group of affected employees will initial the final job description indicating that they have participated in the preparation of the job description. Such initialling indicates that the person has read the description and initialing does not necessarily indicate agreement with the content or evaluation of the job description. (f) Existing job descriptions may be changed or revised by the Employer subject to the changes in duties and responsibilities being properly documented into the job description except as outlined in Subsection 5.03(c). (g) All job descriptions will be evaluated by the Human Resources Department Division and those job descriptions and evaluations will be provided to the Union Office and the Union Job Evaluation Review Officers. Jobs will not be issued until the new or revised job description has been prepared, evaluated and forwarded to the Review Officer. Job descriptions applicable to each department of the Employer will be available within the department, and a copy of the employee’s job description will be provided to the employee on entering the job and on request. A copy of the evaluation of the employee’s job description will be provided to the employee on request to the Human Resources DepartmentDivision, or Job Evaluation Review Officer. (h) When jobs are re-evaluated the Human Resources Division will advise the Union briefly, by form, of any factor grading which isreduced. (i) If a work leader position evaluates at the same level as the jobs to which it is providing direction, the Employer will increase the job content of the work leader position so as to ensure at least one group onegroup differential. (j) The Plan shall be modified to remove all educational levels below grade 12, thereby making successful high school completion the minimum requirement for all jobs. 5.04 Job Evaluation Review Officers (a) The Parties agree that the Union will appoint four (4) Job Evaluation Review Officers. Employees of the Employer who are appointed by the Union to serve as Job Evaluation Review Officers on an “as required” basis will be granted leave to perform these duties. The Employer will pay the salary and expenses for the time spent on Employer approved training, reviewing and/or appealing job evaluation disputes under this Article by employees appointed as Job Review Officers. (b) The primary responsibility of the Job Evaluation Review Officers will be to ensure that job descriptions accurately describe job duties and responsibilities, are evaluated fairly and equitably relative to each other under the Job Evaluation Plan, and to process appeals under Section Article 5.07. (c) The Union Job Evaluation Review Officer may meet with the Human Resources Division to review changes in duties and/or responsibilities in existing jobs which may have occurred. 5.05 Job Evaluation Review Procedure (a) Step One Any employee or the Union may initiate a job evaluation review by submitting a job evaluation review form to the Human Resources Division. Within ten (10) working days of receipt, the Employer and will notify the Union officeof the request. The ManagerDirector, Compensation and Employee Development Human Resources or his/her their designate, will respond to and/or meet with the incumbent to resolve the review within thirty (30) working days of such referral. (b) Step Two Should such review not be resolved within sixty (60) working days of receipt by the Human Resources DepartmentDivision, it will be forwarded through to the ManagerDirector, Human Resources for resolution through the Job Evaluation Appeal processAppealprocess.

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 SECTION 1. The primary purpose of the Coast Mountain Bus Company Ltd./COPE Gender Neutral Job Evaluation Manual. (b) Job evaluations job description is for classification 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 planpay purposes. It also serves as a tool for organizing work, 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 informing 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 major duties and responsibilities as clearly they are expected to perform, and specifically as possiblesupervisory relationships. Minor duties, which are ancillary to one or more Employees shall perform work within their job descriptions the majority of the time. SECTION 2. The duties defined listed in the job description, may be omitted from the job description provided such duties are related not set forth for purpose of limiting assignment of work. They are not to those set out in the job description, and provided such duties do not affect the rating be construed as a complete list of the jobmany duties normally to be performed under a job title or those to be performed temporarily outside an employee’s normal line of work. (dSECTION 3. The phrase “other duties as assigned” shall not be used as the basis for the assignment of duties unrelated to the principal duties of an employee’s position, except on a temporary basis. SECTION 4. The Supervisor will discuss with the appropriate employee(s) Job descriptions and the Chief Xxxxxxx or his designee any proposed changes in major duties of the jobs prior to requesting classification action. When the classification of an employee’s position description is changed, it will be written discussed with him and the Chief Xxxxxxx or his designee. SECTION 5. Any time an employee believes there are inconsistencies in a clear, concise manner outlining the major duties of his job description, he may discuss the jobmatter with the supervisor. The assignment of grades supervisor will be substantiated give consideration to any comments provided 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 Planemployee. (e) Job descriptions will SECTION 6. All employees have the right to request a review of what they consider to be prepared by inequities in their existing job classification. If the Human Resources Department after consultation with employee’s inquiry involves both the affected employee or a representative group of affected employees and the appropriate Supervisor(s). The affected employee or the representative group of affected employees will initial the final job description indicating that they have participated in the preparation correctness of the job description. Such initialling indicates that the person has read the description and does not necessarily indicate agreement with the content or evaluation accuracy of the title, job description. (f) Existing job descriptions may be changed series, pay plan or revised by grade, the Employer subject to issue regarding the changes in duties and responsibilities being properly documented into the job description except as outlined in 5.03(c). (g) All job descriptions will be evaluated by the Human Resources Department and those job descriptions and evaluations will be provided to the Union Office and the Union Job Evaluation Review Officers. Jobs will not be issued until the new or revised job description has been prepared, evaluated and forwarded to the Review Officer. Job descriptions applicable to each department of the Employer will be available within the department, and a copy of the employee’s job description will be provided resolved first. The employee or his representative will have access to the job description and evaluation report, if available, by logging into FASCLASS at xxxx://xxxxx.xxxxxxx.xxxx.xxx/fasclass/inbox/, and other pertinent information directly related to the classification of the position. An employee on entering who feels that his officially assigned position is incorrectly classified may file a formal appeal. DOD Civilian Personnel Management Service (CPMS) has assumed responsibility for deciding position classification appeals for general schedule (GS) and wage grade (WG) employees filed within DA. a. WG employees must first appeal to DOD and then can appeal to the Office of Personnel Management (OPM). b. GS employees may appeal directly to OPM, however, OPM’s decision is final; or GS employees may appeal to DOD and then OPM. SECTION 7. Each employee is entitled to Union representation or assistance in accordance with Article 4, Section 6 in discussing the job and on request. A copy of description or grade with the evaluation of the employee’s job description will be provided to the employee on request to the Human Resources Department, or Job Evaluation Review OfficerEmployer. (h) If a work leader position evaluates at the same level as the jobs to which it is providing direction, the Employer will increase the job content of the work leader position so as to ensure at least one group differential. 5.04 Job Evaluation Review Officers (a) The Parties agree that the Union will appoint four (4) Job Evaluation Review Officers. Employees of the Employer who are appointed by the Union to serve as Job Evaluation Review Officers on an “as required” basis will be granted leave to perform these dutiesSECTION 8. The Employer will pay agrees to provide each employee with a copy of his current job description which can be requested from the salary and expenses for the time spent on Employer approved training, reviewing and/or appealing job evaluation disputes under this Article by employees appointed as Job Review Officers. (b) The primary responsibility Administrative Officer of the Job Evaluation Review Officers will organization. A job description may also be to ensure that job descriptions accurately describe job duties and responsibilities, are evaluated fairly and equitably relative to each other under the Job Evaluation Plan, and to process appeals under Section 5.07obtained by accessing FASCLASS @ xxxx://xxxxx.xxxxxxx.xxxx. (c) The Union Job Evaluation Review Officer may meet with Human Resources to review changes in duties and/or responsibilities in existing jobs which may have occurred. 5.05 Job Evaluation Review Procedure (a) Step One Any employee or the Union may initiate a job evaluation review by submitting a job evaluation review form to the Employer and the Union office. The Manager, Compensation and Employee Development or his/her designate, will respond to and/or meet with the incumbent to resolve the review within thirty (30) working days of such referral. (b) Step Two Should such review not be resolved within sixty (60) working days of receipt by the Human Resources Department, it will be forwarded through the Manager, Human Resources for resolution through the Job Evaluation Appeal process.

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 consultation with the affected employee or a representative group of affected employees and the appropriate Supervisor(s). The affected employee or the representative group of affected employees will initial the final job description indicating that they have participated in the preparation of the job description. Such initialling indicates that the person has read the description and does not necessarily indicate agreement with the content or evaluation of the job description. (f) Existing job descriptions may be changed or revised by the Employer subject to the changes in duties and responsibilities being properly documented into the job description except as outlined in 5.03(c). (g) All job descriptions will be evaluated by the Human Resources Department and those job descriptions and evaluations will be provided to the Union Office and the Union Job Evaluation Review Officers. Jobs will not be issued until the new or revised job description has been prepared, evaluated and forwarded to the Review Officer. Job descriptions applicable to each department of the Employer will be available within the department, and a copy of the employee’s job description will be provided to the employee on entering the job and on request. A copy of the evaluation of the employee’s job description will be provided to the employee on request to the Human Resources Department, or Job Evaluation Review Officer. (h) If a work leader position evaluates at the same level as the jobs to which it is providing direction, the Employer will increase the job content of the work leader position so as to ensure at least one group differential. 5.04 Job Evaluation Review Officers (a) The Parties agree that the Union will appoint four (4) Job Evaluation Review Officers. Employees of the Employer who are appointed by the Union to serve as Job Evaluation Review Officers on an “as required” basis will be granted leave to perform these duties. The Employer will pay the salary and expenses for the time spent on Employer approved training, reviewing and/or appealing job evaluation disputes under this Article by employees appointed as Job Review Officers. (b) The primary responsibility of the Job Evaluation Review Officers will be to ensure that job descriptions accurately describe job duties and responsibilities, are evaluated fairly and equitably relative to each other under the Job Evaluation Plan, and to process appeals under Section 5.07. (c) The Union Job Evaluation Review Officer may meet with Human Resources to review changes in duties and/or responsibilities in existing jobs which may have occurred. 5.05 Job Evaluation Review Procedure (a) Step One Any employee or the Union may initiate a job evaluation review by submitting a job evaluation review form to the Employer and the Union officeHuman Resources Department. The Manager, Compensation and Employee Development Human Resources or his/her designate, will respond to and/or meet with the incumbent to resolve the review within thirty (30) working days of such referral. (b) Step Two Should such review not be resolved within sixty (60) working days of receipt by the Human Resources Department, it will be forwarded through the Manager, Human Resources for resolution through the Job Evaluation Appeal process.