- JOB EVALUATION PROCEDURES. 5.1 The Joint Job Evaluation Committee shall review the job description and other job documents provided to them for the job under review, to clarify information required for rating purposes. Such review may include:
a) Site inspection by the Committee b) Interviewing, by the Committee of incumbents and supervisors
5.2 The Joint Job Evaluation Committee shall then evaluate the job utilizing the Rating Manual. (Schedule 1)
5.3 In making the determinations necessary for the rating of a job from the job's content, certain basic characteristics are considered to be inherent in the performance of all jobs and are not considered in the evaluation of any job in this program. These characteristics are honesty, integrity, normal discretion, reasonable care and attention, ordinary tact and common courtesy.
5.4 In the application of the Rating Manual, the following general rules shall apply:
a) It is the content of the job that is being analyzed, not the individual doing the job.
b) Jobs are to be evaluated without regard to existing job rates.
c) Jobs are to be placed in the appropriate level in each factor by considering the specific requirements of each job, the factor definition, the description of each factor level.
d) Workload is not a consideration when evaluating a job except as provided for in Factor 8/Mental Effort.
e) No interpolation of factor degrees is to be made in the use of this program. (i.e. no insertion of a factor rating that falls between the established degrees of the factor).
f) The job description and rating of each job shall be relative to, consistent with, and conform to the job descriptions and ratings of the benchmark jobs and all other jobs in the bargaining unit.
g) If agreement is so reached, the rating of the job shall be confirmed in writing and signed by the Union's and Employer's representatives on the Joint Committee and shall be recognized by the parties as the official rating for the job.
h) Each appeal shall be submitted in writing on an official appeal form agreed to by the Region and the Union and the appeal reply shall be made in writing on an official appeal decision form agreed to by the Region and the Union. The appeal forms shall be available from Human Resources and/or the Union.
i) The parties agree that the above-noted procedure for submitting and dealing with appeals shall be adhered to by both parties, provided that any of the time limits imposed herein may be extended, in writing, by mutual consent.
j) The Joint Jo...
- JOB EVALUATION PROCEDURES. The Joint Job Review Committee will initially use the methodology and procedures developed in consultation with Xxxx Xxxxxxxxx to undertake the Pay Equity review process. It is agreed by the parties that a simpler, more effective process be developed for future implementation. However, until a new methodology and process are agreed upon, the modified Peat approach at Appendix B will form the basis of the Joint Job Review Committee process. A binder of the key documents part of this Agreement will be assembled for the use and guidance of the Committee members.
- JOB EVALUATION PROCEDURES. Regional Niagara’s Joint Job Evaluation Committee shall review the job description and other job documents provided to them for the job under review, to clarify information required for rating purposes. Such review may include:
- JOB EVALUATION PROCEDURES. Corporation Initiated (continued)
- JOB EVALUATION PROCEDURES. (a) The employee and/or the employee ’ s supervisor may forward an appeal regarding job band placement to the Executive Superintendent of Human Resource Services and the Union.
(b) The appeal should indicate which factors are being appealed and the rationale for such appeal. In addition, a copy of the original Job Description Questionnaire should be attached to the appropriate appeal forms.
(c) The Executive Superintendent of Human Resource Services shall refer such appeals to the Joint Job Evaluation Committee for decision within sixty (60) days.
(d) During the committee ’ s deliberations the employee and the employee’ s supervisor may make a presentation to the committee. The employee may also request the Job Evaluation Liaison Officer to make the presentation on their behalf and may be present during such presentation. However, the employee, employee ’ s supervisor and Job Evaluation Liaison Officer shall not be present at the time the committee deliberates regarding degree levels.
(e) The Joint Job Evaluation Committee shall forward decisions to the Executive Superintendent of Human Resource Services within the time limits specified in paragraph (c) above.
(f) The Executive Superintendent of Human Resource Services shall inform the parties of the decision and rationale within ten (10) days of receiving the decision from the Joint Job Evaluation Committee.
(g) In the event of a grievance submitted on the application of this Article, such grievance may be submitted at Step 3 of the Grievance Procedure in Article 10. Should the grievance proceed further, the parties will attempt to agree on an Arbitrator who has expertise in Job Evaluation.
- JOB EVALUATION PROCEDURES. 5.1 The Joint Job Evaluation Committee shall review the job description and other job documents provided to them for the job under review, to clarify information required for rating purposes. Such review may include:
(a) Site inspection by the Committee (b) Interviewing, by the Committee, of incumbents and supervisors.
5.2 The Joint Job Evaluation Committee shall then evaluate the job utilizing the Rating Manual (Schedule 1).
5.3 In making the determinations necessary for the rating of a job from the description of the job’s content, certain basic characteristics are considered to be inherent in the
- JOB EVALUATION PROCEDURES. All Local Union No. #2737-16 bargaining unit work at the Newcomerstown Plant has been described and evaluated by the Job Evaluation Committee in accordance with the provisions of the C.W.S. Job Description and Classification Manual, updated as of January 1st, 1963, as incorporated into the Hellxx Xxxl Division Job Evaluation Manual dated August 17, 1971 hereinafter referred to as the Manual. The Manual shall become effective simultaneously with the New Hourly Wage Payment Plan.
- JOB EVALUATION PROCEDURES. 31.1. This clause does not apply to casual professional staff positions.
31.2. The University will ensure that professional staff positions, including contingent-funded professional staff positions, are classified in accordance with the classification descriptors in Schedule B of this Agreement.
31.3. The University will develop a position description for each professional staff position, in consultation with any staff members currently holding the position. This clause does not require a new position description where one exists at the commencement of this Agreement.
31.4. A staff member, or the staff member’s Supervisor, may seek a review of the classification of an existing position where:
(a) the duties and responsibilities of the position have changed; and/or
(b) it is considered that the position is no longer accurately classified.
31.5. All classification reviews will be undertaken by designated staff in the People and Culture Division who are trained in job evaluation. A classification decision will be communicated to the staff member and their Supervisor in writing, including a written explanation of the reasons why the decision was reached if the classification review does not result in a change to the classification.
31.6. Unsuccessful classification reviews determined under clause 31.5 will be reviewed by a Professional Staff Classification Review Committee (CRC) at the staff member’s request. DEAKIN UNIVERSITY ENTERPRISE AGREEMENT 2023 Sustaining Our Future
31.7. The CRC will be comprised of two nominated representatives of the University and two nominated representatives of NTEU who are appropriately trained in job evaluation methodology. The CRC will provide a written recommendation to the Chief People and Culture Officer.
31.8. The Chief People and Culture Officer will consider and give due regard to the recommendation of the CRC and decide on the appropriate classification for the position. The Chief People and Culture Officer will provide reasons in writing to the Supervisor, the staff member and the NTEU where the recommendation of the CRC is not accepted.
31.9. A staff member may appeal the outcome of a CRC review under clause 31.8 by providing a written appeal to the Vice- Chancellor, within 10 working days of the date of the advice of the outcome of the classification review, on the grounds that:
(a) there has been a breach of process that would have influenced the final classification; and/or
(b) the principles of natural justice (i....
- JOB EVALUATION PROCEDURES. 28.01 The classification of positions covered by this Collective Agreement shall be determined by the method described in the Xxxxxxxxx Xxxxxxx Xxxxx & Whinney Job Evaluation Manual (the “Job Evaluation Manual”). The Job Evaluation Manual shall only be altered with the mutual consent of the Employer and the Union. In the event that during the life of this Agreement a new system is selected and an implementation plan is mutually agreed to, per XXX 14, the new system will replace the Xxxxxxxxx Xxxxxxx Xxxxx & Whinney Job Evaluation Manual.
28.02 As of January 1, 2012, evaluated positions are to be grouped in the following levels: LEVEL POINT RANGE 1 Up to 109 2 110 – 129 3 130 – 149 4 150 – 169 5 170 – 189 6 190 – 209 7 210 – 229 8 230 – 249 9 250 – 269 10 270 – 289 11 290 – 309
28.03 The Employer shall prepare and maintain written Job Descriptions of each bargaining unit position. The Union shall be provided with copies of Job Descriptions for all existing positions, along with any new and revised Job Descriptions.
28.04 Employee job appeal process shall be in accordance with Article 29.
28.05 Before any new position is established, or when significant changes are made to existing positions, the Employer will immediately notify the Union, and the Union may request that joint consultation take place as per Article 24. Following this consultation the position may be referred for preliminary evaluation.
28.06 Before any new position in the bargaining unit is bulletined, a preliminary evaluation when required, shall be discussed at a meeting between one (1) Job Evaluation Committee member from each of the parties Employer and the Union appointed for this purpose. The Employer will consider the recommendations of the appointed representatives before deciding the preliminary evaluation. The preliminary evaluation shall be confirmed or amended at the next meeting of the Job Evaluation Committee.
28.07 The Job Evaluation Committee will be comprised of three (3) Employer representatives and three (3) Union representatives.
28.08 The Job Evaluation Committee will hold a Job Evaluation meeting twice each year at regularly scheduled dates in May and October, and/or at an otherwise mutually acceptable time to the Employer and the Union. Additionally, the Employer and the Union committees may meet separately prior to such scheduled Job Evaluation meetings.
28.09 Any new position (“New Position”), appealed position (“Appealed Position”), significantly changed position (“S...
- JOB EVALUATION PROCEDURES. 5.1 The Joint Job Evaluation Committee shall review the job description and other job documents provided to them for the job under review, to clarify information required for rating purposes. Such review may include:
(a) Site inspection by the Committee (b) Interviewing, by the Committee, of incumbents and supervisors.
5.2 The Joint Job Evaluation Committee shall then evaluate the job utilizing the Rating Manual (Schedule 1).
5.3 In making the determinations necessary for the rating of a job from the description of the job’s content, certain basic characteristics are considered to be inherent in the performance of all jobs, and are not considered in the evaluation of any job in this programme. These characteristics are honesty, integrity, normal discretion, reasonable care and attention, ordinary tact, and common courtesy.
5.4 In the application of the Rating Manual (Schedule 1), the following general rules shall apply:
(a) It is the content of the job that is being analyzed, not the incumbent(s).
(b) Jobs are to be evaluated without regard to existing Classifications.
