Job Evaluation System Sample Clauses
The Job Evaluation System clause establishes a formal process for assessing and comparing the relative value of different positions within an organization. Typically, this system involves setting criteria such as skills, responsibilities, and working conditions to systematically rank or grade jobs. By providing a structured framework for job comparison, the clause ensures fairness and consistency in compensation decisions, helping to prevent disputes over pay equity and supporting transparent human resource management.
Job Evaluation System. The parties have developed and implemented a joint job evaluation system. This system includes the job documentation process, the job evaluation process, the maintenance process, communication of results and dispute resolution. The parties agree that the Joint Job Evaluation Committee will be responsible for ensuring the ongoing operation of the system.
Job Evaluation System. It is the intent of the Company to maintain the existing National Electrical Manufacturers Association (NEMA) scale with adaptation to support the three-grade system.
Job Evaluation System.
17.1 The Association and the University affirm that a gender neutral comparison system (GNCS) has been developed, that a pay equity plan has been posted (April 2005), and that a maintenance plan for pay equity has been developed in accordance with the Pay Equity Act.
17.2 The GNCS includes a job evaluation questionnaire, job evaluation plan with factor descriptions, factor levels, and a scoring and weighting system.
17.3 Job Evaluation for all bargaining unit positions using the GNCS will be the joint responsibility of the Association and the University.
17.4 The University will maintain questionnaires and job class scoring notes for all positions in the WLUSA bargaining unit.
17.5 The Joint Job Evaluation & Pay Equity Steering Committee (JJEPEC)
(i) is comprised of two members selected by the WLUSA Executive and two members selected by the Vice President: Finance and Administration;
(ii) reviews the job evaluation process to determine if it has been fairly and equitably administered and that pay equity is maintained;
(iii) ensures that one-third of job classes are reviewed annually;
(iv) evaluates all requests for reconsideration;
(v) provides evaluation decisions when consensus cannot be reached by the JJEC.
17.6 Joint Job Evaluation Committee (JJEC)
17.6.1 The JJEC is comprised of three (3) WLUSA representatives from a pool of five (5) selected by the WLUSA Executive to represent the diversity of Members, their departments and work performed and three university representatives selected by the Vice President: Finance and Administration from departments in which WLUSA Members are employed.
Job Evaluation System. It is agreed to utilize the Hay Group job evaluation system for placing a position within the Pay Range Assignments section of this Agreement found in Appendix B.
A. The City will submit the new or revised job description, along with any other required forms to the Hay Group for evaluation. The evaluation results as determined by the Hay Group will be discussed between the USW and the City prior to being implemented.
B. It is understood that the consultant’s job evaluation system is proprietary, and as such the City and Union will not see the individual point factor analysis. Only the final recommendation of the position ranking will be released to the City and USW. The City continues the sole right to fill or not fill the newly evaluated position.
C. In the event the Hay Group discontinues providing job evaluation services or if the cost becomes unreasonable in the future, the City may select another job evaluation consulting firm. The City will seek input and opinion from the USW prior to any such change in job evaluation consultants including the option of instituting a new job evaluation process.
Job Evaluation System. 22.1 Job evaluation involves the systematic comparison of jobs, based on work value, in order to determine the appropriate sizing of positions.
22.2 There shall be a job evaluation system used within the PKPC. This system shall be known as the Job Evaluation System.
22.3 The Job Evaluation System shall be used to determine the appropriate remuneration level that the position will occupy.
22.4 The Job Evaluation System employs the Organisation Consulting Resources (OCR) methodology to determine work value.
22.5 A fair and equitable appeal mechanism has been developed and will continue to apply.
Job Evaluation System. The parties have re-established a committee to re-examine the current job evaluation system for the Clerical/Administrative positions. This examination shall also include the question of whether all jobs in the bargaining unit shall be evaluated and if so, whether one job evaluation system shall be used for all jobs. The committee will report during the term of this agreement to the parties. Any disputes which may arise between the parties in this regard shall be referred to the Arbitrator appointed in accordance with the provisions of the ▇▇▇▇▇▇▇▇▇▇ Award "attached to and forming part of this agreement". Notwithstanding the provisions of the ▇▇▇▇▇▇▇▇▇▇ Award it is understood and agreed that the provisions of the award shall be applicable to all bargaining unit salary scales in the same manner and to the same extent as it applies to the Clerical/Administrative Scale.
Job Evaluation System. 17.1 The Association and the University affirm that a gender neutral comparison system (GNCS) has been developed, that a pay equity plan has been posted (April 2005), and that a maintenance plan for pay equity has been developed in accordance with the Pay Equity Act.
17.2 The GNCS includes a job evaluation questionnaire, job evaluation plan with factor descriptions, factor levels, and a scoring and weighting system.
17.3 Job Evaluation for all bargaining unit positions using the GNCS will be the joint responsibility of the Association and the University.
17.4 The University will maintain questionnaires and job class scoring notes for all positions in the WLUSA bargaining unit.
17.5 The Joint Job Evaluation & Pay Equity Steering Committee (JJEPEC)
17.5.1 The Joint Job Evaluation & Pay Equity Steering Committee (JJEPEC) is composed of three
Job Evaluation System