JOB REDESIGN. The Union and the University agree to mutually explore the concept of redesigning jobs in order to promote productivity and efficiency, and to improve employee satisfaction. Pilot projects may be considered for implementation in various departments or areas of the University. Participation in a pilot project will not commit the University to such wages based on the pay schedule in this Agreement.
JOB REDESIGN. 68.1 It is important that positions are capable of being designed to maximise efficiency and productivity in the workplace. Job redesign can occur due to organisational change or requirements or through change in the nature of the duties required to be performed and may not necessarily result in a reclassification beyond the level of the position being redesigned.
68.2 The staff member who occupies the position to be redesigned will be consulted prior to any change being made, and any changes will normally be made by mutual agreement between the University and the staff member. However, management prerogative will be maintained on allocation of duties and responsibilities. If the staff member chooses, the staff member will have the right to have a Representative of his/her choice present during all discussions.
68.3 The staff member will not incur any loss of salary or diminution of conditions as a consequence of job redesign. Appropriate training will be provided to assist a staff member to perform all the duties of the redesigned position to the required standard.
JOB REDESIGN. (8) Mary’s leaseback agreement will terminate on her commencement of the new position.
(9) If Xxxx resigns during her assessment period, she would be entitled to 12 weeks redundancy pay.
28.8.1 It is Council’s policy that prior to any position being re-evaluated, approval of the group manager is required to justify the cause of the redesign, the proposal of the line manager and the consequences of the approval. A redesigned position that attracts a higher salary grade following a job evaluation, is to be referred to the Executive Leadership Team for approval.
28.8.2 If the purpose of the job and the general spectrum of duties is not significantly altered and the position increases by no more than one grade, then the incumbent will continue in that position. Where the redesign involves a more substantial change in the composition of the job (not just the size of the position), appointment to the position will be dependant upon the employee's knowledge and skill level. If the essential selection criteria (Skills, Knowledge and Capacity) for the position is not met by the incumbent, the position may be advertised providing an achievable learning and development plan can not be completed by the incumbent to address competence within a reasonable timeframe. Determination of whether or not a position will be advertised will be made by the Executive Leadership Team after receiving advice from Organisation Development and following consultation with the affected employee and their union.
28.8.3 Appointment to the position will be by merit. If essential selection criteria (skills, knowledge and capacity) is not met by internal applicants, the position will be advertised externally. Internal applicants may apply for the position. Should an employee be displaced, then redeployment or redundancy will follow.
28.8.4 For any redesigned position, an assessment of the employee’s competency level will be undertaken to determine the correct salary level. An employee will remain on current salary until entry level skills are met. (This includes minimum qualification criteria).
28.8.5 If an employee agrees to be redeployed into a lower paid position, the employee’s existing salary and conditions will be maintained for a period defined in this Agreement.
28.8.6 In a merger situation where there were two similar jobs and now only one job is needed, selection is to be based on merit, following internal expressions of interest. If essential selection criteria (skills, knowledge a...
JOB REDESIGN. 21.1 The University will utilise job redesign, consistent with other provisions of this Agreement, so as to:
(i) fully utilise staff members’ potential and enhance their skills, knowledge and career opportunities, subject to University needs, and consistent with the University of Newcastle Classification Descriptors - Schedule 3 of this Agreement;
(ii) promote job security and not diminish work value, conditions or level;
(iii) provide the flexibility necessary for the University to achieve its strategic objectives.
21.2 The University will provide training and development programs for staff in support of job redesign where necessary.
21.3 Where a position is redesigned the position may need to be evaluated to ensure correct classification.
21.4 If a staff member is dissatisfied with the outcome of the job redesign process, the staff member may raise their concerns with the Director, Human Resource Services, who will investigate and make a recommendation to the Deputy Vice-Chancellor (Services) for determination to resolve the matter.
JOB REDESIGN. 2.8.1. When a position and duties are required to change significantly, agreed position descriptions are to be signed by the incumbent and the supervisor to indicate that the position is appropriately described at the time of preparation.
2.8.2. Positions will be evaluated in accordance with the classification arrangements of the employer. When agreement cannot be reached on the duties and responsibilities of a position, the dispute resolution procedures of the agreement may be invoked.
2.8.3. Employees will not incur any loss of salary or conditions as a result of job redesign.
2.8.4. The employer will provide the training and development opportunities necessary to enable employees to meet changed job requirements.
JOB REDESIGN. The parties to this Agreement commit to the full enhancement of job redesign across the classification streams in RACS. Leaders within the RACS business will be fully involved in the implementation and maximisation of the benefits to the business of the enhancements to job redesign. This commitment includes ensuring they are fully conversant with the skills of the employees they lead, and how job redesign works in the RACS business. Their performance as leaders and supervisors is dependant on the ability to utilise the skills and flexibility and benefits of Job Redesign. The parties to this Agreement commit that Job Redesign is not about eroding the value of tradespeople and trade skills in RACS. However, job redesign is about implementing the processes of job redesign across all streams equally for the benefit of all parties. The key enhancements to Job Redesign are: More flexibility for semi-skilled to do the lower end of trade work and for trade to share in semi skilled work. Alignment across all sites on a single agreement for job redesign. Introduction of Skills Assessment across all sites. A nodal point with the extra payment to launch a revitalised approach of management and union to Job Redesign. This includes the common user basket. Job Redesign has been implemented in RACS with the main objective being to give trade and non-trade staff the necessary competencies to increase their skills and knowledge enabling them to perform a range of tasks across trade and non-trade classifications. This gives employees the flexibility and capability of carrying out a complete range of tasks that requires a greater variety of skills than those generally held in the traditional trade and non-trade roles. For the purposes of Job Redesign, Semi skilled and Non Trades staff are considered to be the same group. The arrangements in appendix 1 are in place to ensure safe, legal and logical application of skills in order to maximise productivity. These arrangements include acknowledgement and agreement by employees to undergo further competency training and recognition to provide a flexible workforce through staff rotation through skills areas across the site and multi skilling purposes. These additional competencies may or may not provide access to higher pay levels. Once implemented, employees of all classifications can be called upon to perform any duties for which they have the skills, competence, training and any mandatory requirements, including non-trade...
JOB REDESIGN. 21.1 The design of existing jobs in the PKPC shall occur according to Business Needs. The process may be activated by the employer, employees or union.
21.2 An outcome of job redesign is a position specification.
JOB REDESIGN. 13.1. The parties agree that where there is an identifiable need to restructure work practices or redesign work performed by Employees, that this will activate the requirements under clause 12 – Consultation. Employees will not suffer a reduction in ordinary time earnings as a result of job redesign. When restructuring work practices or redesigning work performed by Employees, the Employer will use a process designed to enhance the career development of Employees.
