Job Evaluation. The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The commi...
Job Evaluation. 34.01 During the term of this Agreement, if a new or revised Job Evaluation System is implemented by the Employer, the Employer shall before applying the new or revised Job Evaluation System, negotiate with the Union the rates of pay and the rules affecting the pay of employees for the evaluations affected. If the parties fail to reach agreement within sixty (60) days from the date on which the Employer submits the new or revised standard to the Union, the Employer may apply the new rates of pay and the Union may refer the matter to arbitration. The arbitrator's decision will be retroactive to the date of application of the new rates.
34.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manual, will be used for assessing the value of positions to which employees are assigned.
(a) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 34.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system.
(b) Upon request the employee shall be provided a copy of the Statement of Duties for his/her position together with the point rating and the rationale supporting the point rating assigned.
34.04 Where the employee believes that his/her position has been improperly evaluated the employee may file an Appeal with the Deputy Head of their Department. The Deputy Head shall refer the Appeal to the Department of Human Resources for resolution by a Job Evaluation Appeal Board.
(a) The Job Evaluation Appeal Board shall consist of a chairperson or chairpersons chosen by the Employer and the Union. Each chairperson must be knowledgeable of the method of job evaluation and the program within Nunavut. Only one chairperson shall sit on any Appeal.
(b) Should either the Union or the Employer become dissatisfied with any chairperson, that party has the right to unilaterally declare that chairperson no longer acceptable. No reason need be given nor sought. If a party so declares a chairperson unacceptable, the Employer and the Union are obliged to meet within a reasonable period of time to begin the selection process for a new chairperson. The parties must complete the selection process within sixty (60) days of either party providing notice of the need to select a new chairperson.
(c)...
Job Evaluation. (a) The Employer shall not introduce a job evaluation plan, or alter or amend the Joint Job Evaluation Plan, without prior agreement with the Union.
(b) It is understood that the Job Evaluation Plan, and/or grid range placement will, so far as possible, be those used in the public service of the government of the Province of British Columbia.
Job Evaluation. 14.01 Job Evaluation for bargaining unit jobs shall be jointly developed, maintained and administered by the Employer and YusApuY.
14.02 The Employer shall maintain Job Evaluation Questionnaires and related job information for all jobs in the bargaining unit in the Compensation Office of the Department of Human Resources and Employee Relations.
Job Evaluation. A classification system for the Community Social Services Sector has been established pursuant to the following excerpt from the "RECOMMENDATIONS FOR SETTLEMENT BY THE MEDIATOR XXXXXX X. XXXXXX, QC (JUNE 9, 1999)": "The purpose of this section is to set out a process and framework to achieve:
Job Evaluation.
36.01 During the term of this Agreement, if a new or revised Job Evaluation System is implemented by the Employer, the Employer shall before applying the new or revised Job Evaluation System, negotiate with the Union the rates of pay and the rules affecting the pay of employees for the evaluations affected. If the parties fail to reach agreement within sixty (60) days from the date on which the Employer submits the new or revised standard to the Union, the Employer may apply the new rates of pay and the Union may refer the matter to arbitration. The arbitrator's decision will be retroactive to the date of application of the new rates.
36.02 During the term of this Collective Agreement the Hay Job Evaluation Guide Charts, in conjunction with benchmark positions as set out in the Job Evaluation Manual, will be used for assessing the value of positions to which employees are assigned. Upon request, an employee shall be provided with access to a copy of the job evaluation manual including guide charts.
36.03 (1) Where an employee believes that his/her position has been improperly evaluated and prior to filing an appeal under Clause 36.04, the employee is encouraged to discuss the evaluation of his/her position with his/her supervisor or a representative of management who is knowledgeable in the job evaluation system.
Job Evaluation. 26.1 The Joint Job Evaluation Committee (JJEC) will be comprised of three (3) representatives on behalf of the Association and three (3) representatives on behalf of the Board. Each party shall also select not more than three (3) alternate members to serve as replacements for absent members. Alternate members shall receive training with regular members but shall only participate in the JJEC in the absence of regular members. All JJEC members will be released from their duties with pay for periods of time spent working on the JJEC, including approved training sessions. Clarity Note: The intent of the parties is to create a JJEC with equal representation on behalf of the Association and Board. The JJEC may proceed regardless of the number of representatives available at any time, provided that there is a minimum of two representatives from each party and the voice of each of the Association and Board shall be equal at all times.
26.2 The role of the JJEC shall be to implement and maintain the Job Evaluation Plan by:
a) Evaluating all jobs using the York Regional Police Civilian Job Evaluation Plan (hereinafter referred to as the “Plan”).
b) Maintaining the integrity of the Plan.
c) Recommending to the parties changes to the Plan, its procedures or methods, as may be deemed necessary from time to time.
d) Recording the results and rationales of the evaluation process.
26.3 Subject to the clarity note appended to Article 26.1, routine decisions of the JJEC shall be made by consensus. Job rating decisions shall require consensus of the members present at the meeting.
26.4 The JJEC shall meet as necessary at mutually agreed upon times with due consideration and regard to the operating requirements of the police service. The JJEC will meet at least once every six months to review ongoing compliance with and maintenance of the Plan and the Pay Equity Plan.
26.5 When the employer introduces a new bargaining unit job or changes the duties and responsibilities of a job, the following procedures shall apply:
a) The employer shall prepare a draft job description for the job. In the case of changes in the duties and responsibilities of a job, the employer shall review the draft job description with the incumbent and his/her supervisor. Where the employer reviews the draft job description with the incumbent, a representative of the Association is entitled to be present and to participate in such review.
b) The JJEC shall meet to establish a temporary pay grade for the jo...
Job Evaluation. 2.01 THE JOB EVALUATION SYSTEM
(a) The Parties agree to implement the Pay Equity Job Evaluation Plan ("Plan") pursuant to Memorandum of Understanding No. 33.
(b) The Parties shall be responsible for jointly modifying and implementing the Plan pursuant to the terms of the Memorandum of Understanding. Upon completion of Plan implementation, the Employer shall be responsible for the application of the Plan and conducting evaluations to meet ongoing operational requirements.
(c) The Employer agrees that any changes to Plan factor or factor weightings shall be subject to agreement between the Parties.
(d) The job grouping for employees shall be determined by the application of the Plan.
(e) The Employer is responsible for ensuring that all Job Descriptions and Evaluations are current.
(f) The Employer and the Union will establish a Joint Steering Committee to oversee the application of the plan.
(1) The Committee will consist of two representatives from each Party, with one male and one female representative from each Party. The Committee may call upon jointly agreed internal and/or external resources as required. The Employer shall allow reasonable time off work without loss of pay for MoveUP representatives to attend each meeting of the Committee. The Union will be responsible for travel and accommodation expenses for MoveUP representatives. Meeting space, equipment, supplies and jointly agreed upon external resources shall be paid by the Employer.
(2) The Committee will maintain a current and relevant set of benchmark evaluations for the Employer to use in applying the Plan. A list of current benchmarks will be included in Appendix A.
(3) The Committee will identify adjustments or changes needed to maintain the effectiveness of the Plan, including the Review/Appeal process, and will make appropriate recommendations for change to the Parties as required.
Job Evaluation. The Parties agree that the job evaluation process will be maintained according to the current signed Terms of Reference for Job Evaluation, which contains a procedure for classifying new positions created by the Employer and reclassifying or reviewing existing positions.
Job Evaluation. There shall be a system of job evaluation, mutually agreed to by both parties, for classifications covered by this Agreement. The Joint Committee shall be responsible for maintaining the job evaluation system (the process of determining the worth of a job in relation to other jobs covered by this Agreement) and shall review and update job descriptions, upon the request of either party.
