JOB EVALUATIONS Sample Clauses

JOB EVALUATIONS. 17:01 Any new positions established shall be subject to the Terms of Reference for the Pay Equity and Salary Administration Plan, Maintenance Process and Evaluation, placement of a new position. 17:02 Any significant change to a position shall be subject to the Terms of Reference for the Pay Equity and Salary Administration Plan, Maintenance Process and Evaluation, Pay Equity Maintenance.
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JOB EVALUATIONS. A Districtwide Administrator shall have the right to request a position re-evaluation if he or she feels that their duties and responsibilities have changed significantly over time. The Director of Human Resources shall share the results with the Administrator via a summary conference.
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JOB EVALUATIONS. Further to the Pay Equity terms of reference Maintenance Procedures, outlined for the Gender-Neutral Job Evaluation Program. All positions will continue to be reviewed by the Joint Job Evaluation Committee at the request of either the union or management. Public Relations Officer Technical Support Specialist (2) Admininistrative Assistant to Chief Development Officer Publicist Production & Budget Coordinator Special Events Coordinator Technical Support Specialist Administrative Assistant Admin & Gifts-In-Kind Administrative Assistant Community Impact Administrative Assistant On-Line and Direct Marketing Administrative Assistant Speakers Bureau & Agency Tours Administrative Assistant Training & Development Administrative Assistant to Senior VP Communications Administrative Assistant to Senior VP SICP Administrative Assistant to VP CI Administrative Assistant to VP IS & Operational Change Management Coordinator New Markets Donor Service Representative - Designations Graphic Designer Securities and Administration Finance Senior Accounts Receivable Supervisor Special Events Coordinator Accounts Payable Administrator Administrative Assistant Tomorrow Fund Administrative Assistant Community Impact Administrative Assistant Direct Response Administrative Assistant Finance Administrative Assistant Leadership Giving Administrative Assistant Manufacturing Services / Public Sector Administrative Assistant Marketing Administrative Assistant MIG Administrative Assistant Operations Administrative Assistant Organizational Capacity Building (2) Administrative Assistant Professionals / Tech & Comm (2) Administrative Assistant Public Policy/Research Administrative Assistant Speakers Bureau & Fund Distribution Donor Services Representative Direct Response Donor Services Representative Workplace (2) Administrative Assistant Corporate & Community Engagement Administrative Secretary Resource Development Administrative Secretary Resource Development Administrative Secretary Resource Development Accounts Receivables/Accounts Payable Clerk Receptionist Accounts Receivables Clerk Driver/Shipper Office Services Clerk Data Processing / Campaign Supplies Clerk Office Assistant Office Assistant Training & Development Xx Xxxxxxxxx Xxxxxxxxx Xx Positions Currently Xxxxx 1023 948 878 814 754 697 647 596 555 6 months 1076 995 921 854 793 733 680 628 580 12 months 1130 1046 969 899 832 770 712 657 610 Xxxxx 1054 976 904 838 777 718 666 614 572 6 months 1108 1025 000 000 000 755 700 647 597 1...
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JOB EVALUATIONS. Position descriptions for new positions or for positions requiring revisions shall be prepared by the Employer. The process of reviewing revised or new positions will be as per the jointly approved Terms of Reference for Pay Equity/Job Evaluation. Wage rates for new or revised positions shall be the subject of negotiations between the parties. Where agreement is not reached, the issue may be processed through the grievance procedure commencing at Step 2 and failing resolution may be referred to arbitration as specified in this collective agreement. It is understood that the new salaries will be retroactive to the date an Employee was transferred to the new job classification or assumed the revised responsibilities. The Union may also request that a job classification be reviewed in the same manner described above if it is felt that the content of a job has changed. In such case the Union will set forth in writing the reason(s) for the request. 8.02 Internal and external advertisement for additional bargaining unit Employees can be made concurrently. No external candidate will be considered until the internal applicants have been processed and completed in accordance with Article 8.03. 8.03 In making staff changes, transfers or promotions within the bargaining unit, appointment shall be made of the applicant with the greatest seniority and having the required qualifications as per 9.01(i) and 9.01(ii). 8.04 The successful applicant shall serve a trial period for a period of three (3) months. Conditional on satisfactory service, such trial promotion shall become an appointment after the period of three (3) months. In the event the successful applicant proves unsatisfactory in the position during the aforementioned trial period, or if the Employee finds himself/herself unable to perform the duties of the new job classification, the Employee shall be returned to their former position without loss of seniority and at their former salary. Any other Employee promoted or transferred because of the rearrangement of positions shall also be returned to his/her position without loss of seniority and at their former salary. 8.05 In cases of promotion requiring higher specific qualification or certification, the Employer shall give consideration to the senior Employee who does not possess the required specific qualifications but is preparing for such qualification prior to filling a vacancy. Such Employee will be given an opportunity to qualify within a reasonable lengt...
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JOB EVALUATIONS. When management decides to change job titles and/or to significantly change job duties, the Committee or its designee will meet and confer with the Union. The Committee is in no way obligated because of such meeting.
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JOB EVALUATIONS and The Employees’ Association of are committed to discussing
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Related to JOB EVALUATIONS

  • Job Evaluation The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The committee will report out to the provincial parties regularly during the term of the Framework Agreement. Should any concerns arise during the work of the committee they will be referred to the PLMC. Create a maintenance program to support ongoing implementation of the JE plan at a local, regional or provincial level. The maintenance program will include a process for addressing the wage rates of incumbents in positions which are impacted by implementation of the JE plan. The provincial parties confirm that $4,419,859 of ongoing annual funds will be used to implement the Job Evaluation Plan. Effective July 1, 2022, there will be a one-time pause of the annual $4,419,859 JE funding. This amount has been allocated to the local table bargaining money. The annual funding will recommence July 1, 2023.

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