Job Re-Evaluation Sample Clauses
The Job Re-Evaluation clause establishes a process for reviewing and reassessing an employee's job role, responsibilities, or classification. Typically, this clause is triggered by significant changes in job duties, organizational restructuring, or at the request of the employee or employer. It outlines the criteria and procedures for conducting the evaluation, such as performance reviews, market comparisons, or updated job descriptions. The core function of this clause is to ensure that job roles remain accurately defined and fairly compensated, addressing issues of equity and alignment with organizational needs.
Job Re-Evaluation. The following procedure shall apply whenever the University significantly changes the duties and responsibilities of a position:
a) The University, the Association or the staff member may request a re- evaluation of the position’s job rating.
b) The re-evaluation request shall contain a revised job evaluation questionnaire (JEQ) completed in full by the incumbent which highlights the significant changes to the position, and may include any other supporting documentation considered relevant.
c) The re-evaluation request shall be submitted for review to the JJEC along with the acknowledgement and written comments of the staff member’s immediate supervisor and confirmation of the authorized duties by the appropriate ▇▇▇▇, Director or equivalent. The JJEC shall acknowledge receipt of the request and, on inquiry, indicate the date on which a response is anticipated.
d) The JJEC shall notify the staff member, the supervisor and the appropriate ▇▇▇▇, Director or equivalent of the recommended rating results.
e) Should the review result in a change to the job rating, the effective date of the change shall be the date that the completed questionnaire was filed with the staff member’s supervisor for comment under Article 19.04(c).
f) Should a review submitted under Article 19.04 result in a recommendation for a higher job rating, the incumbent will be paid a salary adjustment retroactive to the date the request for a review was submitted to the staff member’s supervisor for as long as the University defines the duties of the position at the level of the higher job rating in accordance with Article 6.01.
Job Re-Evaluation. The process for job re-evaluation will be followed when an employee, group of employees, or his/her supervisor believes a position has shown substantial change in essential functions, level of responsibility or requirements. The Human Resources Director has the final authority to determine if the re-evaluation should progress. The determination to review is subject to the grievance process only up to level III. The results and outcome of the job re-evaluation are not subject to the grievance procedure. To begin the process, the Position Description Questionnaire (obtained from Human Resources) must be submitted to Human Resources by May 1. Any change resulting from the job re- evaluation would be effective July 1 of the next fiscal year.
Job Re-Evaluation. The following procedure shall apply whenever the University significantly changes the duties and responsibilities of a position:
a) The University, the Association or the staff member may request a re- evaluation of the position’s job rating.
b) The re-evaluation request shall contain a revised job evaluation questionnaire (JEQ) completed in full by the incumbent which highlights the significant changes to the position, and may include any other supporting documentation considered relevant.
c) The re-evaluation request shall be submitted for review to the JJEC along with the acknowledgement and written comments of the staff member’s immediate supervisor and confirmation of the authorized duties by the appropriate ▇▇▇▇, Director or equivalent. The JJEC shall acknowledge receipt of the request and, on inquiry, indicate the date on which a response is anticipated.
Job Re-Evaluation. Reclassification
a) The Employer or the Union may request a re - evaluation of the position’ s pay rate classification except within four ( 4 ) months of the expiry of the Collective Agreement.
b) The re- evaluation request shall contain documentation which highlights the significant changes to the position, and may include any other supporting documentation considered relevant such as labour market information and job remuneration comparisons.
c) The re- evaluation request shall be submitted for review to the LMC. The LMC shall acknowledge receipt of the request and, on inquiry, indicate the date on which a response is anticipated.
d) The LMC shall notify the staff member of their decision regarding pay rate and classification.
e) Should the decision result in a change to the pay rate classification, or a salary adjustment, the effective date of the change shall be the date that the re - evaluation request was f i led.
Job Re-Evaluation. An employee’s salary will not be reduced if a modification of her/his duties results in a re- evaluation of her/his position to a lower pay grade.
Job Re-Evaluation. The process for job re-evaluation will be followed when an employee, group of employees, or their supervisor believes a position has shown substantial change in essential functions, level of responsibility or requirements. The SWMetro designee has the final authority to determine if the re-evaluation should progress. The determination to review is subject to the grievance process only up to level