Job Evaluation Process. If the preliminary assessment indicates there has been a material change as per the factors outlined above, a formal evaluation will be undertaken. The purpose of a review is to try to determine the degree or extent of change in the position in relation to the three determining factors noted above. An outside compensation specialist may, at the company's discretion, be retained to help prepare a report. A consultation committee will be formed which includes staff from each affected office in the position being reviewed, as well as some management staff. The specialist's report will detail the findings with an estimate on the overall increase in the degree or approximate magnitude of complexity based on the three factors.
Job Evaluation Process. 1. The Union may submit a written request for the evaluation of an employee’s job anytime throughout the year using the evaluation form provided by the University. The University will review these requests, provided there is a clear demonstration that the job is improperly classified. The University will evaluate the requests using the standard protocols for the University of Chicago job classification, and will notify the Union of the determination within three (3) months of the Union’s submission. When the evaluation process is completed the University may install an appropriate title, grade level, and occupational group if the position’s classification is changed and will negotiate promptly with the Union concerning the appropriateness of its decision.
2. The University may review and classify positions throughout the life of this Agreement and will negotiate promptly with the Union concerning the appropriateness of its decisions. The effective date for changed classifications will be the pay period date closest to the submission of the written request.
Job Evaluation Process. The Job Evaluation Committee shall consist of three (3) representatives from management and three (3) representatives of the Union. The Job Evaluation Committee will meet three (3) times per year, during February, June, and October, or those months agreed upon by the committee, to consider matters referred to the job evaluation process under Articles 27.02 and 27.04. The Gender-Neutral Job Evaluation Plan agreed to between the Board and Union in September 1994 is the basis for all determinations. The Job Evaluation Committee may recommend a change in the job description to the Secretary-Treasurer or designate of the Board. Once the job description for the position has been determined, the Job Evaluation Committee will conclude the evaluation of the position. The committee may include the following processes in determining their recommendation: • interviewing the employee and management • review of the job fact sheet completed by the employee and signed off by the supervisor • review the job description for the position • review of the relativity of the position to related positions Following the job evaluation review process, the Job Evaluation Committee will recommend to the Secretary-Treasurer or designate of the Board, the pay classification for the position. Should management reject the recommendation of the Job Evaluation Committee, or the Union disagree with the recommendation, the Union may dispute the matter through the grievance procedure. Employees will have twenty-one (21) calendar days from receipt of the decision of the Job Evaluation Committee to appeal the pay grade classification. The employee’s appeal application must include full documentation of the reasons for the appeal.
Job Evaluation Process. 42.1 The Corporation and the Association agree, that the Job Evaluation Plans that came into effect on April 1, 2009, are the recognized Job Evaluation Plans for all jobs in the bargaining unit. The new Job Evaluation Plans shall supersede any factors and degrees previously in effect for bargaining unit jobs. The Job Evaluation Plans Manual shall be used to classify all jobs in the bargaining unit until such time as the Job Evaluation Plans are superseded by new factors and degrees agreed upon by the Association and the Corporation.
Job Evaluation Process. 3.4.1 The job evaluation process will be conducted in accordance with Mater Job Evaluation policy as may be amended from time to time and will apply where:
(a) a new position is created; or
(b) there is a substantial change in the duties, accountabilities and responsibilities of an existing position which warrants a re-evaluation; or
(c) the position is unable to be classified by the Manager using the Work Level Statements contained in Schedule Two of this Agreement.
3.4.2 The process may be initiated by either the relevant Manager, or in the case of 3.4.1(b), the Employee who currently holds the position where the Employee believes that the requirements of the role they are carrying out have significantly changed.
3.4.3 The role description, or proposed role description, with details of additional duties and responsibilities if applicable; will be re-evaluated to assess whether the current classification level is appropriate and, where relevant, will be assessed against an appropriate comparator position within the same discipline.
3.4.4 The process must have the approval of the relevant Director, which will not be unreasonably withheld.
3.4.5 The outcome, whether higher or lower, will be communicated to the Employee/s in a timely manner.
3.4.6 Where the evaluation process results in a change to a classification, the Employee will be notified in writing and the operative date of the change to the classification level will be the date the change is approved.
Job Evaluation Process. 42.1 The Corporation and the Association agree, that the Job Evaluation Plans that came into effect on April 1, 2009, are the recognized Job Evaluation Plans for all jobs in the bargaining unit. The new Job Evaluation Plans shall supersede any factors and degrees previously in effect for bargaining unit jobs. The Job Evaluation Plans Manual shall be used to classify all jobs in the bargaining unit until such time as the Job Evaluation Plans are superseded by new factors and degrees agreed upon by the Association and the Corporation.
42.2 If, during the term of this Agreement, a new job is created and implemented by the Corporation, which falls within the bargaining unit the Corporation and the Association agree to evaluate the new job using the Job Evaluation Plans.
42.2.1 If the new job is not provided for in the Job Evaluation Plans, the Corporation shall, before applying rates of pay to the new job, negotiate such rates of pay with the Association.
42.3 Upon written request, an employee shall be entitled to a statement containing the accountabilities of his job, including the detailed point value. Such statement shall be given to the employee within twenty (20) days after the date of the request.
42.4 An employee who believes his job accountabilities have been changed or modified may request an evaluation of his job by making a written request to his manager. A questionnaire, which shall be provided by the employee’s local human resources representative, must be completed and provided to his manager for review. Upon receipt of the questionnaire, the manager shall be responsible to ensure that the questionnaire is completed thoroughly and that it accurately represents the accountabilities of the job. The manager shall then provide the questionnaire to their local human resources representative.
42.5 The Corporation shall provide the results of the evaluation to the employee and the Association within ninety (90) calendar days of the submission of the questionnaire to the manager and include the point value and resulting classification level. If the evaluation results in an increase in the employee’s pay, said increase shall be retroactive to the date of the employee’s written request.
42.6 Where the Association or the Corporation believe that the accountabilities of a job have changed, either party may, by written notice to the other party, submit a questionnaire, and the parties shall follow the process set out above.
Job Evaluation Process. 42.1 The Corporation and the Association agree, that the job evaluation plan that came into effect on June 30, 1994, is the recognized job evaluation plan for all positions in the bargaining unit.
42.2 The Corporation agrees that the Association will participate in the joint development and implementation of any new job evaluation plan.
42.3 If, during the term of this Agreement, a new job evaluation plan is established, and implemented by the Corporation, the Corporation shall, before applying rates of pay to new classification levels resulting from the application of the plan, negotiate such rates of pay with the Association.
42.4 The negotiated rates of pay, if higher, shall be retroactive to the date the new classification level was implemented and/or the date the employee assumed the duties of the position.
42.5 The Corporation agrees to advise in writing and consult with the Association locally prior to taking any job evaluation action including those which would have the result of upgrading, downgrading, or deleting positions. The Corporation and the Association agree that a re-evaluation of any current position shall be done in accordance with the job evaluation plan.
42.5.1 A copy of the notice will be provided to the National Office of the Association.
42.6 If, during the term of this Agreement, a new position is created and implemented by the Corporation, which falls within the bargaining unit the Corporation and the Association agree to evaluate the new position using the job evaluation plan.
42.6.1 If the new position is not provided for in the job evaluation plan, the Corporation shall, before applying rates of pay to the new position, negotiate such rates of pay with the Association.
42.7 Upon written request, an employee shall be entitled to a statement containing the duties and responsibilities of his position, including the point value. Such statement shall be given to the employee within twenty (20) days after the date of the request.
42.8 A position will be evaluated in the following cases:
a) Organizational change;
b) Increase or decrease in operations or employees supervised;
Job Evaluation Process. A. When a new position is proposed to be added to an organizational unit, the position should be titled and assigned to a grade prior to the beginning of recruitment.
B. The appropriate administrator shall prepare a job description detailing the nature and qualifications for the position.
C. This description should be reviewed and approved by the appropriate area xxxx or vice president and submitted to the Associate Vice President of Human Resources or designee, who will assign an appropriate classification and salary grade.
D. The Associate Vice President of Human Resources or designee’s assignment should be reported to the appropriate administrator and classified executive committee. If these groups approve of the classification and salary grade, the recommendation will be forwarded to the Associate Vice President of Human Resources or designee for approval. The Associate Vice President of Human Resources or designee will then forward the job description and salary grade to the Board of Trustees.
E. The classified titles and grades are set forth in Appendix A.
F. If the Board decides to abolish or merge job classifications under this Agreement, it shall notify the Association of such action within ten (10) days of the decision to effectuate such change. Upon written request of the Association, the Board will enter into negotiations with respect to the impact of such change upon affected employees and the possible amelioration thereof.
Job Evaluation Process. All jobs coming within the scope of Local are to be evaluated and documented in accordance with the basic guidelines, definitions and procedures set out in the Joint Gender-Neutral Weighted Points Job Evaluation Plan. Each evaluation is to set forth the factor level rating and point value for each of the sub-factors used.
Job Evaluation Process. The Job Evaluation Committee shall consist of three representatives from management and three representatives of the Union. The Job Evaluation Committee will meet three (3) times per year, during February, June, and October, or those months agreed upon by the committee, to consider matters referred to the job evaluation process under Articles 27.02 and 27.04. The Gender Neutral Job Evaluation Plan agreed to between the Board and Union in September 1994 is the basis for all determinations. The Job Evaluation Committee may recommend a change in the job description to the Secretary-Treasurer or delegate. Once the job description for the position has been determined, the Job Evaluation Committee will conclude the evaluation of the position. The committee may include the following processes in determining their recommendation: o interviewing the employee and management o review of the job fact sheet completed by the employee and signed off by the supervisor o review the job description for the position o review of the relativity of the position to related positions. Following the job evaluation review process, the Job Evaluation Committee will recommend to the Secretary-Treasurer or delegate, the pay classification for the position. Should management reject the recommendation of the Job Evaluation Committee, or the Union disagree with the recommendation, the Union may dispute the matter through the grievance procedure.
