Job Evaluation Committee. The Job Evaluation Committee shall consist of a total of six (6) members, three (3) appointed by the Employer and three (3) employees appointed by the Union. A minimum of two (2) members per side shall be a quorum for the committee. All matters brought before the committee shall be treated with the highest degree of confidentiality and shall not be discussed by individual committee members with other employees or supervisory staff. The members of the committee shall evaluate each position in a manner free of bias or of the influence of their respective constituents. Within thirty (30) calendar days following the submission of a job description and related materials to the Job Evaluation Committee, the committee will meet to review the job description. If the committee reaches consensus respecting the pay level of a position, its decision shall be final and binding except in the event of a successful appeal by the employee or employee’s supervisor as provided below.
Job Evaluation Committee. 19.2.1 The Parties shall maintain a Joint Job Evaluation Committee consisting of up to three (3) representatives from each Party. Either Party may use the assistance of a technical advisor.
19.2.2 The Committee shall review all positions referred to it using the Joint Job Evaluation System.
19.2.3 The Committee shall also discuss any changes necessary to the System and make recommendations to the Parties.
Job Evaluation Committee. The Employer and the Union agree to establish a Joint Committee consisting of not more than four (4) representatives of the Union (including a representative from CUPE National) and not more than four (4) representatives of the Employer (including representatives from the GVRD Labour Relations Department) to discuss the development and implementation of a new Job Evaluation system. The Committee shall report its findings and recommendations by 2004 December 31 or such later date as mutually agreed, to their respective principals. Where a recommendation is approved and ratified by the principals of both parties, such recommendation may be implemented during the term of the Agreement.
Job Evaluation Committee. The State Personnel Director shall give the Union the opportunity to participate in any job evaluation committee established with regard to positions in the bargaining
Job Evaluation Committee. The parties agree to the establishment of a committee comprised of three members of the Union and representative(s) of the City. Such committee shall meet to discuss items of mutual interest involving job evaluation, the maintenance of pay equity and to make related recommendations to the corporation, as deemed necessary.
Job Evaluation Committee. The Job Evaluation Committee will oversee any amendments and on-going administration of the NSCAD Policy for Job Evaluation of members of NSGEU Local 82.
(a) The parties agree that a Job Evaluation Committee consisting of two (2) Employees named by the Union, one of whom shall be an alternate, and two (2) persons named by the Employer, one of whom shall be an alternate, none of whom shall be the Analyst who rated the job.
(b) Members of the Committee shall have equal access to all materials required to determine job classification levels.
(c) The Committee may also seek written submissions from the Employee, Immediate Supervisor and Job Analyst regarding points for clarification, and if it deems it necessary, the Employee, Immediate Supervisor and Job Analyst may be requested to meet with the Committee to provide information.
(d) In its deliberations the Job Evaluation Committee may consult with a qualified impartial person who is affiliated neither with the Employer nor the Union. The Parties shall cost-share the fees and expenses of the qualified impartial person.
(e) The findings of the Committee will be submitted to the Employer and the Union within thirty (30) days of the date the written appeal was received by the Director of Human Resources.
(f) The Employer shall then notify each Employee of the factor scores and classification total for his/her position upon completion of the Job Evaluation Appeal.
Job Evaluation Committee. (a) The parties agree to form a joint Job Evaluation Committee (JEC) made up of four representatives of the Employer and four representatives of the Union. Upon request, the union may nominate one alternate member to participate in job evaluation training.
(b) The purpose of the JEC will be to:
1. review the job evaluation rating of all positions in accordance with the process established in Article 27.03;
2. formulate any necessary changes to the BCA-JEP and, if required, make recommendations to the Employer and the Union for approval.
Job Evaluation Committee. The Employer and the Local shall jointly establish a Job Evaluation Committee with the following membership: three (3) representatives from the Employer (appointed by the President) three
Job Evaluation Committee. The parties agree to continue a joint working group comprised of two (2) management and two (2) union members to review the existing salary grids of all USW job classifications. Dated at Timmins, Ontario this day of 2014.
Job Evaluation Committee. There shall be a joint Job Evaluation Committee of four members, two appointed by the University and two appointed by the Association (each may also name an alternate for when a conflict of interest may arise). Human Resources shall provide any relevant information the Committee may require which could include the previous job analysis questionnaire, previous ratings or any other information the member of the committee may believe is relevant. The roles and responsibilities of the Committee shall be outlined in the job evaluation plan as agreed to by the Association and the University.
