JOB EVALUATION MANUAL Sample Clauses

JOB EVALUATION MANUAL. The Job Evaluation Manual, as amended, agreed upon by Rutgers and the Union shall remain in effect during the term of this Agreement. In the event that Rutgers establishes a new bargaining unit job title or changes the duties as described in the generic job description of an existing job title, the Union will be notified in writing of the new job title, the new job description and/or the changed generic job description, and the salary range assigned. If requested by the Union within twenty (20) working days of said notification, Rutgers and the Union shall negotiate the salary range assigned subject to the Public Employment Relations Commission rules governing negotiations. A list of all bargaining unit employees promoted or reclassified out of the unit will be sent to the Union President on a monthly basis. Copies of the administrative job posting sheets will be sent to the Union President as produced.
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JOB EVALUATION MANUAL. ‌ Rutgers shall provide to the Union a job evaluation manual containing job descriptions for all jobs in the bargaining unit. In the event that Rutgers establishes a new bargaining unit job title or changes the duties as described in the generic job description of an existing job title, the Union will be notified in writing of the new job title, the new job description and/or the changed generic job description, and the salary range assigned. If requested by the Union within fifteen (15) working days of said notification, Rutgers and the Union shall negotiate the salary range assigned subject to the Public Employment Relations Commission rules governing negotiations. Any range designation established through said negotiations will be retroactive to the date of said notification. Retroactive payment shall be applicable only to those employees who are in said title at the time of agreement on the designation. A list of all bargaining unit employees promoted or reclassified out of the unit will be sent to the Union President on a monthly basis. Copies of the administrative job posting sheets will be sent to the Union President as produced.
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JOB EVALUATION MANUAL. The job evaluation system as contained in the manual shall be the manner in which changes in job categories or new jobs shall be evaluated. Copies of the manual shall be filed at the following locations for use by employees: • Resource Centre; • Maintenance Shop; • Xxxxxxx and Dunsmuir Middle Schools; • Xxxxxxx, Xxxxxx Xxxxx Secondary Schools; • and Journey Middle School; • on the School District 62 website. Shop stewards shall have an updated copy of the manual.
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JOB EVALUATION MANUAL. The School District No. 62 (Sooke) job evaluation system is described in the Job Evaluation Manual which shall be an integral part of this Agreement.
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JOB EVALUATION MANUAL. The parties agree to the Job Evaluation Manual dated May 1993, with the weight table included as Appendix A, and the following banding as Appendix B: Band Start End 1 --- 233 2 234 282 3 283 331 4 332 380 5 381 429 6 430 478 7 479 527 8 528 576 9 577 625 10 626 674 11 675 723 12 724 772 Appendix "A" - Job Evaluation continued (if an extra degree is warranted for a factor, the closed system will be extended by adding the incremental value for that factor to achieve a new last degree value) The questionnaire shall be included as Appendix C and the Joint Advisory Job Evaluation 1998/2002 Collective Agreement CUPE Local 2081 and Camosun College Committee's report of June 2, 1993, regarding Teaching Stipends shall be Appendix D. SCHEDULE A The parties agree that it is part of the Joint Advisory Job Evaluation Committee's mandate to recommend alternate job titles which better describe positions within the classification hierarchy. It is further agreed that the Joint Advisory Job Evaluation Committee may remove redundant titles from Schedule A. GROUPINGS The parties agree that the Joint Advisory Job Evaluation Committee may recommend the creation of generic job descriptions that have essentially the same core duties and are evaluated to be within the same pay band. It is further agreed that, where positions have essentially the same duties but are evaluated to be in different pay bands, the Joint Advisory Job Evaluation Committee may recommend to the College that these jobs be grouped together at the higher pay band. Such recommendation must be based solely on the factors used within the job evaluation manual and have supporting documentation for the rationale. JAJEC - TEACHING STIPENDS - Dated June 2, 1993 Introduction: During the design and implementation of the new CUPE job evaluation system it became obvious that there was a teaching component to several positions. After much discussion with incumbents, supervisors and the CCFA it was determined that the teaching functions of these positions were not in conflict with the role of instructors and in fact properly belonged with the support staff positions. It was also felt that these teaching functions could not be fully and correctly rated under the new evaluation manual. For a component of a position to be rated under job evaluation it must be present, to a greater or lesser degree, in all positions and teaching, like second language, is found only in a select number of jobs. Therefore, a more appropriate way ...
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JOB EVALUATION MANUAL. The Manual for Job Description, Classification and Wage Administration is appended to this agreement as an Appendix. Its provisions, which may be amended from time to time by mutual agreement of the Employer and the Union, shall apply as if set forth in full herein. The Manual explains the preamble, purpose definitions and the thirteen (13) factors for describing and classifying positions, the agreed methods for describing and classifying the job, applying the job descriptions and job classes, maintaining the job descriptions and job classes and adjudicating disputes. The parties have agreed that this Appendix will not be printed as part of the general distribution of this Agreement.
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Related to JOB EVALUATION MANUAL

  • 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 committee will report out to the provincial parties regularly during the term of the Framework Agreement. Should any concerns arise during the work of the committee they will be referred to the PLMC. Create a maintenance program to support ongoing implementation of the JE plan at a local, regional or provincial level. The maintenance program will include a process for addressing the wage rates of incumbents in positions which are impacted by implementation of the JE plan. The provincial parties confirm that $4,419,859 of ongoing annual funds will be used to implement the Job Evaluation Plan. Effective July 1, 2022, there will be a one-time pause of the annual $4,419,859 JE funding. This amount has been allocated to the local table bargaining money. The annual funding will recommence July 1, 2023.

  • EMPLOYEE EVALUATION 14.1 The purpose of employee evaluation is to support decisions concerning employee discipline, promotion and improvement. Evaluation shall be the responsibility of the immediate supervisor who shall not be a member of the bargaining unit.

  • Program Evaluation The School District and the College will develop a plan for the evaluation of the Dual Credit program to be completed each year. The evaluation will include, but is not limited to, disaggregated attendance and retention rates, GPA of high-school-credit-only courses and college courses, satisfactory progress in college courses, state assessment results, SAT/ACT, as applicable, TSIA readiness by grade level, and adequate progress toward the college-readiness of the students in the program. The School District commits to collecting longitudinal data as specified by the College, and making data and performance outcomes available to the College upon request. HB 1638 and SACSCOC require the collection of data points to be longitudinally captured by the School District, in collaboration with the College, will include, at minimum: student enrollment, GPA, retention, persistence, completion, transfer and scholarships. School District will provide parent contact and demographic information to the College upon request for targeted marketing of degree completion or workforce development information to parents of Students. School District agrees to obtain valid FERPA releases drafted to support the supply of such data if deemed required by counsel to either School District or the College. The College conducts and reports regular and ongoing evaluations of the Dual Credit program effectiveness and uses the results for continuous improvement.

  • TECHNICAL EVALUATION (a) Detailed technical evaluation shall be carried out by Purchase Committee pursuant to conditions in the tender document to determine the substantial responsiveness of each tender. For this clause, the substantially responsive bid is one that conforms to all the eligibility and terms and condition of the tender without any material deviation. The Institute’s determination of bid’s responsiveness is to be based on the contents of the bid itself without recourse to extrinsic evidence. The Institute shall evaluate the technical bids also to determine whether they are complete, whether required sureties have been furnished, whether the documents have been properly signed and whether the bids are in order.

  • PROGRESS EVALUATION Engineer shall, from time to time during the progress of the Engineering Services, confer with County at County’s election. Engineer shall prepare and present such information as may be pertinent and necessary, or as may be reasonably requested by County, in order for County to evaluate features of the Engineering Services. At the request of County or Engineer, conferences shall be provided at Engineer's office, the offices of County, or at other locations designated by County. When requested by County, such conferences shall also include evaluation of the Engineering Services. County may, from time to time, require Engineer to appear and provide information to the Xxxxxxxxxx County Commissioners Court. Should County determine that the progress in Engineering Services does not satisfy an applicable Work Authorization or any Supplemental Work Authorization related thereto, then County shall review same with Engineer to determine corrective action required. Engineer shall promptly advise County in writing of events which have or may have a significant impact upon the progress of the Engineering Services, including but not limited to the following:

  • Project Implementation Manual The Recipient, through the PCU, shall: (i) take all action required to carry out Parts 1.1, 1.3, 1.4, 2, 3.1(b), 3.2, 3.3 and 4 (ii) of the Project in accordance with the provisions and requirements set forth or referred to in the Project Implementation Manual; (ii) submit recommendations to the Association for its consideration for changes and updates of the Project Implementation Manual as they may become necessary or advisable during Project implementation in order to achieve the objective of Parts 1.1, 1.3, 1.4, 2, 3.1(b), 3.2, 3.3 and 4(ii) of the Project; and (iii) not assign, amend, abrogate or waive the Project Implementation Manual or any of its provisions without the Association’s prior agreement. Notwithstanding the foregoing, if any of the provisions of the Project Implementation Manual is inconsistent with the provisions of this Agreement, the provisions of this Agreement shall prevail and govern.

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