Job Evaluation Plan. It is agreed that there shall be a Job Evaluation Plan the provisions of which are set forth in Exhibit "B" which is attached hereto and forms part of this Agreement. It is understood that the Job Evaluation Plan shall not be subject to the grievance procedure as set forth in Article XXXI, Adjustment of Complaints. Any dispute which may arise thereunder shall be dealt with as provided in the Job Evaluation Plan.
Job Evaluation Plan. (a) The Employer agrees that no job evaluation plan pertaining to positions covered by this Agreement will be introduced without the mutual agreement of the Parties.
Job Evaluation Plan. All new occupation codes will be evaluated under this job evaluation process. This plan uses the levels of work approach to job evaluation. Jobs are rated as a whole to consider which level is most appropriately applied to the job. Benchmarking plays an important role in administering this type of job evaluation plan. Several benchmarks will be selected from the agreed to list of jobs in each band. Level FACTOR STRUCTURE/GUIDELINES ♦ Knowledge 🞊 Results �� Problem Solving ❑ Customer Service ⇒ Interpersonal Δ Health & Safety ❖ Environment 3 “PERFORMS SKILLED INDUSTRY-SPECIFIC OPERATIONS” ♦ Requires knowledge of a technical specialty and requires an understanding of Technical/trade processes. 🞊 Completes complex procedures and/or provides assistance and support in the performance of technical/operational assignments. 🟏 Resolves issues/problems by referring to established guidelines and exercising judgement within the defined framework and/or requires selecting the most appropriate choice from known alternatives. ❑ Completes work for internal/external customers according to technical/operational standards or specific instructions. ➯ Interactions may be internally and/or externally focused to exchange information or ideas that require explanation. Interactions require tact to handle problems or complaints. Δ Accountability for the health, safety & well being of self and others is linked to compliance with technical/operating procedures and standards and includes the development of technical/operational solutions to problems. ❖ May be fatiguing as a result of regular physical activity; and/or may require concentrated periods of mental/sensory attention. Often situated in an environment with exposure to disagreeable and/or hazardous conditions. 2 “PERFORMS SKILLED OPERATIONS” ♦ Requires an understanding of clerical, technical or trades work processes. 🞊 Completes routine procedures and provides assistance in the performance of technical/administrative assignments. 🟏 Exercises some judgement to determine appropriate choice among established procedures ❑ Completes work for internal/external customers according to specific instructions. ➯ Interactions require courtesy to maintain effective working relationships. Δ Accountability for the health, safety & well being of self and others is linked to compliance with technical/operating procedures and standards. ❖ May be fatiguing as a result of regular periods of physical effort; and/or may require short periods of...
Job Evaluation Plan. All occupation codes and associated job titles and job documents (job descriptions, occupational definitions and expectation documents) will be consolidated into new job groupings. Issues associated with the job groupings will be reviewed by the joint implementation committee. The company will produce generic Job Documents to describe the job groupings within each band. A gender neutral Job Evaluation Plan has been developed (see Article 8.13) to allow placement of any occupation code or job into one of the 3 bands. All new occupation codes will be evaluated under this new job evaluation process. The Company shall notify the Union of the introduction of any new job classifications and their placement on a band (i.e. Band 1, 2 or 3). Where a difference arises between the parties, the Company may introduce the new job classification(s) or placement on a band (i.e. Band 1, 2 or 3). Either party may require that the differences between them be submitted directly to the arbitration process as detailed in Article 3 and the decision shall be binding on both parties. When significant alterations in duties and/or technological changes occur, the Job Document will be modified by joint agreement or by the Job Challenge process outlined in Article 8 of the Collective Agreement. Effective September 1st, 2012, job challenges disputing the placement on the band shall be filed within one (1) year from the date that the Union is notified of the placement of the new job classification on the band and the classification has been populated. Effective September 1st, 2012 any existing job not currently challenged and in effect for a minimum of one (1) year can only be challenged when the Union can demonstrate that significant alterations in duties and/or technological changes have occurred. Evidence will be restricted to one year prior to the filing of the grievance. Supervision is not reflected in the job evaluation plan, but is recognized with a premium. Supervising responsibilities which attract a supervisory premium can only be assigned and not assumed. The responsibilities for all supervisors are stated in Section 8.8 below. Each employee shall have access to his/her job document, through their supervisor, and to documents covering other PWU represented employees through the Chief Xxxxxxx or the Union Office. Note: See also PWU Negotiated Policies and Practice 4-2: Nuclear Skill Broadened Job Descriptions – Revised Tuesday January 17th, 2006
Job Evaluation Plan. C9.1 A Joint Evaluation Committee shall be established to review internal equity for those positions covered by this Agreement and shall consist of three (3) members from the Union and three (3) members from the Corporation. The Chief Administrative Officer’s designate shall also be a member of the Committee and act in the capacity of Chairperson.
Job Evaluation Plan. The parties agree that the amended Deloitte & Touche Job Evaluation Plan will apply during the life of this Agreement. It is the intent of this Article that all jobs will be classified fairly and equitably relative to each other. The parties may explore alternate compensation plans during the life of this Agreement and may mutually agree to implement such plans.
Job Evaluation Plan. The Job Evaluation Plan developed by the Joint Job Evaluation Committee shall be used to evaluate positions held by employees.
Job Evaluation Plan. To be suspended for the duration of the Collective Agreement and the Job Documents will be archived. All current occupation codes will be initially placed on the bands and zones of the new wage structure. All occupation codes, associated job titles and job documents will be consolidated into new job groupings as soon as practicable after ratification. The joint Implementation and Oversight Committee will review issues associated with the job groupings. The company will produce new generic job documents to describe the new job groupings within each band and zone as soon as possible following ratification. All employees will have access to all job documents, which the company will post on the Intranet.
Job Evaluation Plan. The Joint Union-Management Committee shall meet to work out a process for reviewing job descriptions. The Employer agrees that no job evaluation plan pertaining to positions covered by this Agreement will be introduced without the mutual agreement of the parties.
Job Evaluation Plan. If the Company:
