Job Evaluation Program. 9.4.1. Job evaluation involves the systematic comparison of jobs, based on work value, in order to determine the appropriate remuneration level of positions. The Job Evaluation System provides an ongoing process to ensure sizing and salary point levels are fair and equitable. Job evaluation is undertaken at the Authority-wide level. The Job Evaluation Panel will comprise as a minimum one Human Resources person, one internal independent member and the line manager for the position to be evaluated (not the immediate supervisor). Gender balance is required with the Job Evaluation Panel comprising at least one man and one woman. All members of a Panel must be trained in the Job Evaluation system operating in NSW Maritime. A job expert, (usually the immediate supervisor of the position), joins the Panel to provide additional information about the position and answer any questions, but does not participate in the evaluation process, unless they are fulfilling a role as a Panel member and are trained. The following table sets out how the work value points determined by the Xxxxxx Xxxxxx Xxxx Dell Job Evaluation System will be translated into the salary model. The table below sets out the range of work value points for each entry point: XXXXXX XXXXXX XXXX DELL JOB EVALUATION SYSTEM Level Mercer CED Points 2 70 – 78 3 79 – 90 4 91 – 103 5 104 – 117 6 118 – 134 7 135 – 153 8 154 – 173 9 174 – 199 10 200 – 229 11 230 – 262 12 263 – 300 13 301 – 343 14 344 – 392 15 393 – 448 16 449 – 512 17 513 – 590 18 591 – 669
Job Evaluation Program. The Company and the Union mutually agree to implement the job evaluationprogram during the life of the present Agreement. The Company and the Union mutually agree to implement the Program within the first year of the Collective Agreement to evaluate and classify the hourly productionat Dominion Castings Limited. The Program will be used to rank the jobs and apply corresponding hourly wage rates within the existing wage structure. The implementation of the results of this evaluation will be on an annual anniversary date of the present Agreement, (2) at the end of the present Agreement, or (3) on a date mutually agreed to by the parties. It is understood that during the life of this Agreement no bargaining unit employee will suffer a wage loss while working at a job that is evaluated at a lower wage rate so long as the employee remains in such job. Dated: For the Company: For the Union: ARTICLE DURATION This Agreement shall become on May shall continue in force and effect up to and including Either party desiring to renew or amend this Agreement must give notice in writing of its intention during the last ninety (90) days of its operation. If notice of the intention to renew or amend is given by either party pursuant to the provisions of the preceding paragraph, such negotiations shall commence no later than fifteen (15) days such notice or as soon thereafter as is mutually agreed. If pursuant to such negotiation, or if no notice is given, and an agreement on the renewal or amendment of the Agreement prior to the current expiration date, the Agreement shall continue in effect in accordance with the terms of the Ontario Labour Relations Act. XXXX EXECUTED by the parties hereto at the City of Xxxxxxxx as of the day and year first above written. DOMINION CASTINGS LIMITED POLICY MANUAL HUMAN WORKPLACE HARASSMENT Dominion Castings Limited supports and adheres to the principles and practices set out in the Ontario Human Rights Code in all aspects of the employment relationship. Accordingly, it is the policy of Dominion Castings Limited that, as required by the Human Rights Code, every employee has the right to equal treatment with respect to employment without discrimination because of race, ancestry, place of origin, colour, ethnic origin, citizenship, religion, creed, sex, sexual orientation, age, record of offences, marital status, family status or handicap. The Ontario Human Rights Code further provides that every employee has a right to freedom from harassmen...
Job Evaluation Program. 9.4.1 Job evaluation involves the systematic comparison of jobs, based on work value, in order to determine the appropriate remuneration level of positions. The Job Evaluation System provides an ongoing process to ensure sizing and salary point levels are fair and equitable and can stand up to thorough scrutiny by all parties involved in the award restructuring process. Job evaluation is undertaken at the Authority-wide level. The Job Evaluation Committee will comprise as a minimum one Human Resources person, a job expert, one team representative and the line manager for the position to be evaluated (not the immediate supervisor). Gender balance is required with the Job Evaluation Committee comprising at least one man and one woman. Training of all Job Evaluation Committee members by OCR is required prior to participating in evaluation work. Accreditation of Job Evaluation Committee members is required. Accreditation of Human Resources employees performing analysis and assigning of appropriate salary levels is required. The following table sets out how the work value points determined by the Waterways OCR Job Evaluation System will be translated into the salary model. There will be entry points at each level, dependent upon the work value points allocated to each position evaluated. The table below sets out the range of work value points for each entry point: Level Job Value Points 1 54 - 82 2 83 - 110 3 111 - 128 4 129 - 145 5 146 - 167 6 168 - 187 7 188 - 212 8 213 - 236 9 237 - 267 10 268 - 296 11 297 - 334 12 335 - 371 13 372 - 420 14 421 - 469 15 470 - 540 16 541 - 609 17 610 - 690 18 691 - 769 Please note: The following information is extracted from the 1993 MSB Enterprise Agreement and relates exclusively to the interpolation to the new 1993 remuneration structure and the transitional arrangements for the introduction of the MSB Job Evaluation System. The details are repeated for historical information purposes only.
Job Evaluation Program
