Common use of Job Evaluation Committee Clause in Contracts

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. 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 their position upon completion of the Job Evaluation Appeal.

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 three (23) Employees named by the Union, one of whom shall be an alternate, and two three (23) 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.