MAINTAINING THE JOB DESCRIPTIONS AND RATINGS. 4.1 It is important that the Employer maintain accurate job descriptions and job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the Program. It is the intent of the employer to maintain accurate, up-to-date job descriptions. 4.2 Provisions for maintaining the job descriptions and job ratings and making the necessary adjustments that occur from time to time, as a result of new or changed duties, are as follows: a) The agreed upon job ratings for the respective job descriptions which are in effect from the effective date the Job Evaluation Program is implemented, and any that may subsequently be agreed upon in accordance with this manual, shall continue in effect unless: (i) The job content is changed by the employer (ii) The job is declared redundant by the employer (iii) The job is changed as a result of a successful appeal. b) Whenever the employer decides to establish a new job, the following procedures shall apply: (i) The Human Resources Department shall prepare a draft job description and establish a temporary wage grade in accordance with the agreed upon Rating Manual, subject to review by the Joint Job Evaluation Committee at their next scheduled meeting or earlier if requested by either party.) (ii) The Human Resources Department shall notify the Union of the job description and the temporary wage grade. (iii) Within six (6) months of the incumbent commencing employment in the new posted job, the Joint Job Evaluation Committee will determine the final rating for the job using the job description and other job documents relating to the duties actually being performed at the time of review. Should it be determined through the Committee's final evaluation that a change should be made in the job's Classification, such a change shall be retroactive to the date that the incumbent commenced employment in the new posted job. 4.3 The job description or notice of vacancy is the sole responsibility of the Human Resources Department. 4.4 Whenever the Region changes the duties of a job, the change in job content requires review by the Joint Job Evaluation Committee to determine an appropriate Classification. The following procedures shall apply: a) The revised job description and any other job document shall be submitted to the Joint Job Evaluation Committee, with a copy to the Employee and the Union. b) The Joint Job Evaluation Committee shall review the changes to the job description and any other job document and, if required, re-rate the job. The results of the re-evaluation will be communicated to the Commissioner of Human Resources, the Department Head, the Union and the incumbent. c) The job shall be assigned the appropriate Classification. 4.5 A review of the job rating for a job may be initiated by the incumbent(s), Union, Department Head, or Supervisor, as follows: a) The initiator shall complete the form “Request for Job Evaluation Review”, available from the Human Resources Department and/or the Union. b) The Request, upon completion and authorized by the Union, incumbent, or supervisor, must be forwarded to the Commissioner of Human Resources, who shall forward it to the Joint Job Evaluation Committee, with a copy to the Union and the appropriate Department Head. c) If it is the decision of the Joint Job Evaluation Committee that the job rating should be reviewed, the job shall be evaluated in accordance with Article 5. The results of the re-evaluation will be communicated to the incumbent(s), the appropriate Department Head, the Commissioner of Human Resources, and the Union. d) If it is the decision of the Joint Job Evaluation Committee that the job rating should not be reviewed, then this decision will be communicated to the Commissioner of Human Resources, the Department Head, the Union, and the incumbent(s). e) If no decision can be reached by the Joint Job Evaluation Committee, as to whether or not the job rating should be reviewed, then the matter shall be referred to the Job Evaluation Referee, in accordance with Article 7. 4.6 In the event that an “out of schedule” higher rate for a job is introduced by the Corporation, the Union shall be notified in writing, and such rate shall continue in effect until the Corporation determines that the conditions which gave rise to the to the “out of schedule” rate adjustment no longer exists. At that time the rate for the job shall be the evaluated classification as per this Manual of Procedures. Any employee who was being paid at the “out of schedule” rate while working in the job shall continue to receive the “out of schedule” for a period of three (3) months following the Corporation’s termination of the “out of schedule” rate, at which time the incumbent shall revert to their previously held rate, adjusted to reflect economic adjustment or step advance that the employee would have otherwise been entitled during the “out of schedule” period.
Appears in 3 contracts
Samples: Collective Agreement, Collective Agreement, Collective Agreement
MAINTAINING THE JOB DESCRIPTIONS AND RATINGS. 4.1 It is important that the Employer maintain accurate job descriptions and job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the Program. It is the intent of the employer to maintain accurate, up-to-date job descriptions.
4.2 Provisions for maintaining the job descriptions and job ratings and making the necessary adjustments that occur from time to time, as a result of new or changed duties, are as follows:
a) The agreed upon job ratings for the respective job descriptions which are in effect from the effective date the Job Evaluation Program is implemented, and any that may subsequently be agreed upon in accordance with this manual, shall continue in effect unless:
(i) The job content is changed by the employer
(ii) The job is declared redundant by the employer
(iii) The job is changed as a result of a successful appeal.
b) Whenever the employer decides to establish a new job, the following procedures shall apply:
(i) The Human Resources Department shall prepare a draft job description and establish a temporary wage grade in accordance with the agreed upon Rating Manual, subject to review by the Joint Job Evaluation Committee at their next scheduled meeting or earlier if requested by either party.)
(ii) The Human Resources Department shall notify the Union of the job description and the temporary wage grade.
(iii) Within six (6) months of the incumbent commencing employment in the new posted job, the Joint Job Evaluation Committee will determine the final rating for the job using the job description and other job documents relating to the duties actually being performed at the time of review. Should it be determined through the Committee's final evaluation that a change should be made in the job's Classification, such a change shall be retroactive to the date that the incumbent commenced employment in the new posted job.
4.3 The job description or notice of vacancy is the sole responsibility of the Human Resources Department.
4.4 Whenever the Region changes the duties of a job, the change in job content requires review by the Joint Job Evaluation Committee to determine an appropriate Classification. The following procedures shall apply:
a) The revised job description and any other job document shall be submitted to the Joint Job Evaluation Committee, with a copy to the Employee and the Union.
b) The Joint Job Evaluation Committee shall review the changes to the job description and any other job document and, if required, re-rate the job. The results of the re-evaluation will be communicated to the Commissioner Director of Human ResourcesResources Services, the Department Head, the Union and the incumbent.
c) The job shall be assigned the appropriate Classification.
4.5 A review of the job rating for a job may be initiated by the incumbent(s), Union, Department Head, or Supervisor, as follows:
a) The initiator shall complete the form “Request for Job Evaluation Review”, available from the Human Resources Department and/or the Union.
b) The Request, upon completion and authorized by the Union, incumbent, or supervisor, must be forwarded to the Commissioner Director of Human ResourcesResources Services, who shall forward it to the Joint Job Evaluation Committee, with a copy to the Union and the appropriate Department Head.
c) If it is the decision of the Joint Job Evaluation Committee that the job rating should be reviewed, the job shall be evaluated in accordance with Article 5. The results of the re-evaluation will be communicated to the incumbent(s), the appropriate Department Head, the Commissioner Director of Human ResourcesResources Services, and the Union.
d) If it is the decision of the Joint Job Evaluation Committee that the job rating should not be reviewed, then this decision will be communicated to the Commissioner Director of Human ResourcesResources Services, the Department Head, the Union, and the incumbent(s).
e) If no decision can be reached by the Joint Job Evaluation Committee, as to whether or not the job rating should be reviewed, then the matter shall be referred to the Job Evaluation Referee, in accordance with Article 7.
4.6 In the event that an “out of schedule” higher rate for a job is introduced by the Corporation, the Union shall be notified in writing, and such rate shall continue in effect until the Corporation determines that the conditions which gave rise to the to the “out of schedule” rate adjustment no longer exists. At that time the rate for the job shall be the evaluated classification as per this Manual of Procedures. Any employee who was being paid at the “out of schedule” rate while working in the job shall continue to receive the “out of schedule” for a period of three (3) months following the Corporation’s termination of the “out of schedule” rate, at which time the incumbent shall revert to their previously held rate, adjusted to reflect economic adjustment or step advance that the employee would have otherwise been entitled during the “out of schedule” period.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
MAINTAINING THE JOB DESCRIPTIONS AND RATINGS. 4.1 It is important that the Employer each party maintain accurate job descriptions and job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the Program. It is the intent of the employer to maintain accurate, up-to-date job descriptionsProgramme.
4.2 Provisions for maintaining the job descriptions and job ratings and making the necessary adjustments that occur from time to time, as a result of new new, or changed dutieschanged, conditions, are as follows:
(a) The agreed upon Requests for review under the job ratings for evaluation plan may be initiated by either the respective job descriptions which are in effect from the effective date the Job Evaluation Program is implementedincumbent or by management, and any that may subsequently only be agreed made upon in accordance with this manual, shall continue in effect unlessthe following conditions being present:
(i) The job content is changed i. A departmental restructuring plan approved by the employerCity Manager, and/or the Council of the City of Xxxxxxxx; or,
ii. The transfer of duties to or from another level of government; or,
iii. Programme, policy or procedural changes directed by Council; or,
iv. New, revised or repealed legislation which affects job content; or,
v. Additional duties and/or responsibilities as assigned by the employer on a regular and ongoing basis.
(ii) The job is declared redundant by the employer
(iii) The job is changed as a result of a successful appeal.
b) Whenever the employer Employer decides to establish a new job, the following procedures shall apply:
(i) i. The Human Resources Department shall prepare a draft job description description, a job questionnaire and establish a temporary forward to the Job Analyst for an interim wage grade grade. An employee will be assigned in accordance with the agreed upon Rating Manual, subject to review by the Joint Collective Agreement.
ii. The Job Evaluation Committee at their next scheduled meeting or earlier if requested by either party.)
(ii) The Human Resources Department Analyst shall notify provide the Union with a copy of the job description and the temporary interim wage grade.
(iii) Within . A job questionnaire and revised job description shall be prepared by the incumbent and submitted to the Department and Human Resources, within six (6) months of their assignment to the new position. If an updated questionnaire is not received within the specified six (6) month time period, the existing job description and rating shall be confirmed. It is understood that the current incumbent commencing employment in the new posted jobclassification shall have the right to receive copies of all documentation related to his/her existing job and its evaluation In multi-incumbent positions, the Joint majority (more than 50%) of the incumbents at the time of submission must sign off on the submitted job evaluation documentation in order for it to be accepted.
iv. The Job Evaluation Committee Analyst(s) will determine review the questionnaires and will rate the new job.
v. Upon final rating for the job using resolution of the job description and other job documents relating rating, in accordance with Article 5 herein, the provisions of Article 4.2(f) and 4.2 (g) herein, shall apply to an employee who was assigned to the duties actually being performed job at the time of review. Should it be determined through the Committee's final evaluation that a change should be made in the job's Classification, such a change shall be retroactive to the date that the incumbent commenced employment in the new posted joban interim rate.
4.3 The job description or notice of vacancy is the sole responsibility of the Human Resources Department.
4.4 (c) Whenever the Region Employer changes the duties of a job, job and it is determined that the change in job content requires review by is less than required to move the Joint Job Evaluation Committee job to determine an appropriate Classification. The following procedures shall apply:
a) The revised job a different wage grade, a new description and any other rating shall be prepared for the job document shall and be submitted to the Joint Job Evaluation Committee, with a copy to the Employee and the Union.
b) The Joint Job Evaluation Committee shall review the changes to the job description and any other job document and, if required, re-rate the job. The results of the re-evaluation will be communicated to the Commissioner of Human Resources, the Department Head, the Union and the incumbent.
c) The job shall be assigned the appropriate Classification.
4.5 A review of the job rating for a job may be initiated by the incumbent(s), Union, Department Head, or Supervisor, as follows:
a) The initiator shall complete the form “Request for Job Evaluation Review”, available from the Human Resources Department and/or the Union.
b) The Request, upon completion and authorized by the Union, incumbent, or supervisor, must be forwarded to the Commissioner of Human Resources, who shall forward it to the Joint Job Evaluation Committee, with a copy to the Union and the appropriate Department Head.
c) If it is the decision of the Joint Job Evaluation Committee that the job rating should be reviewed, the job shall be evaluated in accordance with Article 5, herein.
(d) When an agreed upon change or accumulation of changes in the content of a job results in a change upwards or downwards in the wage grade of a job:
i. The existing description and rating of the job shall be replaced by a new description and job rating taking into account the changes in job content and the new job description and job rating shall be deemed to have been established in accordance with Article 5, herein.
ii. The results revised job shall be reassigned to the appropriate wage grade in accordance with Article 6. If applicable, the provisions of the re-evaluation will be communicated Article 4.2 (f) and 4.2 (g) herein, shall apply to the incumbent(s)
iii. Questionnaires submitted under this article will contain an effective date of change for the job duties. Retroactive payment under this article will be paid from the effective date; it is intended that retroactive payment will be limited to a maximum of six (6) months.
(e) Should the Union consider that the Employer has established a new job or changed the content of an existing job and no new description or rating has been developed by the Employer:
i. The Union shall notify the Employer in writing of its contention that the job has changed, the appropriate Department Headreasons in detail for its contention and a request that a new description and rating be prepared for the job in accordance with Article 5, herein.
ii. If the Commissioner of Human Resources, and Employer finds the Union's request to be justified, a new job description and job rating shall be established and a new wage grade shall be assigned to the job in accordance with the provisions provided for in Article 5, herein.
diii. If the Employer does not find the Union's request to be justified, it shall notify the Union in writing of its decision, within thirty (30) calendar days following receipt of the Union's written request. The Union may, within thirty (30) calendar days following the receipt of the Employer's decision, lodge a grievance. The grievance shall be dealt with in a manner subject to Article 5.2(d) herein of this Manual of Procedures.
iv. If it is determined that the decision Union's grievance is justified and a new wage grade is assigned, the new wage grade, except as otherwise provided, shall be effective as of the Joint Job Evaluation Committee that date the new job rating should not be reviewed, then this decision will be communicated to was established or the Commissioner of Human Resources, date the Department Head, Employer was advised by the Union, and in writing, of the incumbent(s)change in the job content of the existing job.
e(f) If no decision can be reached by a change in job content results in a lower evaluation and wage grade for a job, the Joint Job Evaluation Committee, as to whether or not incumbent of the job whose current rate is higher than the job rate of the changed job shall be identified as being "Red Circled". Each incumbent with a designated "Red Circled" wage rate shall continue to receive that rate for the duration of his or her employment in that position. Further, each incumbent designated as being red circled, will have their rate of pay frozen, and not be eligible for collective agreement percentage increases. The rate will be unfrozen once the job evaluated rate reaches their red-circled rate (or they are no longer in the position that was red-circled), at such time the employee will begin earning the job evaluated rate, and red- circling ends. Any employee with a red circled salary, at the date of ratification, shall receive a lump sum equivalent to the agreed upon general wage increase for each year which shall be paid out on a bi-weekly basis, until the job rate equals or exceeds the frozen “Red Circled” rate.
(g) If a change in job content results in a higher evaluation and wage grade for a job, the incumbent of the job whose current rate is below the job rate of the changed job shall have his or her wage rate designated "Green Circled". "Green Circled" rates shall be adjusted to the appropriate wage grade recognizing the incumbent's status within the existing wage grade increment structure, effective as outlined in Article 4.2 (d) (iii). In the event that a job is evaluated at a wage grade more than three grades different from the current rating should be reviewedfor the job in question, then the matter shall rating will be referred to the Job Evaluation Referee, in accordance with Article 7.
4.6 In the event that an “out of schedule” higher rate JJEAC for a job is introduced by the Corporation, the Union shall be notified in writing, and such rate shall continue in effect until the Corporation determines that the conditions which gave rise to the to the “out of schedule” rate adjustment no longer exists. At that time the rate for the job shall be the evaluated classification as per this Manual of Procedures. Any employee who was being paid at the “out of schedule” rate while working in the job shall continue to receive the “out of schedule” for a period of three (3) months following the Corporation’s termination confirmation of the “out of schedule” rate, at which time the incumbent shall revert to their previously held rate, adjusted to reflect economic adjustment or step advance that the employee would have otherwise been entitled during the “out of schedule” periodrating.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
MAINTAINING THE JOB DESCRIPTIONS AND RATINGS. 4.1 It is important that the Employer each party maintain accurate job descriptions and job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the ProgramProgramme. It is the intent intention of the employer parties to maintain accurate, up-to-jointly review all job descriptions over a five (5) year period. Such review shall commence from the installation date job descriptionsof this Job Evaluation Programme.
4.2 Provisions for maintaining the job descriptions and job ratings and making the necessary adjustments that occur from time to time, as a result of new or changed duties, are as follows:
a) The agreed upon job ratings for the respective job descriptions which are in effect from the effective date the Job Evaluation Program is implemented, and any that may subsequently evaluation rating reviews shall be agreed upon in accordance with this manual, shall continue in effect unlessundertaken when:
(ia) The changes to existing job content is changed by the employerduties take place
(iib) The a new job is declared redundant by the employer
(iii) The job is changed as a result of a successful appealcreated.
b) 4.3 Whenever the employer decides to establish Corporation creates a new job, the following procedures shall apply:
(ia) The Human Resources Department Corporation shall prepare a draft job description and establish a temporary wage grade in accordance for the new job, which, along with the agreed upon Rating Manualany other job documents, subject shall be forwarded to review by the Joint Job Evaluation Committee at their next scheduled meeting or earlier if requested by either partyCommittee, for evaluation.)
(iib) The Human Resources Department Corporation shall notify the Union of the new job description and by means of a copy of the temporary wage gradejob description, along with any other job documents that have been forwarded to the Joint Job Evaluation Committee.
(iiic) The Joint Job Evaluation Committee shall evaluate the job. Such evaluation shall determine the job’s temporary Classification. In the event that the Committee cannot agree on the rating, the Corporation shall not be precluded from establishing a temporary Grade for the new job and assigning an employee to it, in accordance with the provisions of the Collective Agreement. The establishment of such a temporary Classification shall not serve to prejudice the Committee in their continued attempts to reach agreement on the appropriate rating.
(d) Within six (6) months of the incumbent commencing employment in the new posted job, the Joint Job Evaluation Committee will determine the final rating for the job using the job description and other job documents relating to the duties actually being performed at the time of review. Should it be determined through the Committee's ’s final evaluation that a change should be made in the job's ’s Classification, such a change shall be retroactive to the date that the incumbent commenced continuous employment in the new posted job.
(e) Should the Union consider that a new job has been established and that Sections 4.3 The job description or notice (a-d) have not been complied with, it shall notify the Executive Director of vacancy is the sole responsibility of the Human Resources Departmentor designate, giving the reasons in detail for its contention. Should the Executive Director of Human Resources or designate not agree with the Union’s contention, either party may refer the matter to the Job Evaluation Referee.
4.4 (a) Whenever the Region Corporation changes the duties of a jobjob and considers that the change in job content is less than that required to move the job to a different Classification, it shall prepare a revised job description and forward a copy of it to the Union and the incumbent.
(b) Should the Union or incumbent disagree with the Corporation, a Request for Review may be filed under Article 4.6.
4.5 Whenever the Corporation changes the duties of a job and the change in job content requires review by the Joint Job Evaluation Committee to determine an appropriate Classification. The , the following procedures procedure shall apply:
(a) The revised job description and any other job document shall be submitted to the Joint Job Evaluation Committee, with a copy to the Employee and the Union.
(b) The Joint Job Evaluation Committee shall review the changes to the job description and any other job document and, if required, re-rate the job. The results of the re-evaluation will be communicated to the Commissioner of Human ResourcesCorporation, the Department HeadUnion, the Union and the incumbent.
(c) The job shall be assigned to the appropriate Classification, retroactive to the commencement date of the new duties.
4.5 4.6 A review of the job rating for a job may be initiated by the incumbent(s), Union, Department Head, ) or Supervisor, Union as follows:
(a) The initiator shall complete the form “Request for Job Evaluation Review”, available from the Legal and Human Resources Department and/or the UnionDepartment.
(b) The Request, upon completion and authorized by the Union, incumbent, or supervisor, Union must be forwarded to the Commissioner Executive Director of Human ResourcesResources or designate, who shall forward it to the Joint Job Evaluation Committee, with a copy to the Union and the appropriate Department Head.
(c) If it is the decision of the Joint Job Evaluation Committee that the job rating should be reviewed, the job shall be evaluated evaluated, in accordance with Article 5. The results of the re-evaluation will be communicated to the incumbent(s), the appropriate Department Head, the Commissioner of Human Resources, Corporation and the Union.
(d) If it is the decision of the Joint Job Evaluation Committee that the job rating should not be reviewed, then this decision will be communicated to the Commissioner of Human Resourcesincumbent(s), the Department Head, the Union, Corporation and the incumbent(s)Union.
(e) If no decision can be reached by the Joint Job Evaluation Committee, Committee as to whether or not the job rating should be reviewed, then the matter shall be referred to the Job Evaluation Referee, in accordance with Article 7.
4.6 (f) If required, the job shall be assigned to the appropriate Classification, retroactive to the commencement date of the new duties.
4.7 In the event that an “out of schedule” higher rate for a job is introduced by the Corporation, the Union shall be notified in writing, and such rate shall continue in effect until the Corporation determines that the conditions which gave rise to the to the “out of schedule” rate adjustment it no longer existsexist. At that time the rate for the job shall be the evaluated classification as per this Manual of ProceduresClassification. Any employee who was being paid at the “out of schedule” rate while working in the job shall continue to receive the “out of schedule” rate for a period of three (3) months following the Corporation’s termination of the “out of schedule” rate, at which time the incumbent shall revert to their previously held rate, adjusted to reflect economic adjustment or step advance that increment advance.
4.8 The Corporation shall notify the employee would have otherwise been entitled during Union in writing within ten (10) working days prior to any change in the “out job evaluation identification details of schedule” perioda job (i.e., Department, job code, job title, etc.).
4.9 If the Corporation decides to eliminate a job from the staff establishment, the Union shall be notified in writing within twenty (20) working days prior to such a decision.
Appears in 1 contract
Samples: Collective Agreement
MAINTAINING THE JOB DESCRIPTIONS AND RATINGS. 4.1 It is important that the Employer Corporation maintain accurate job descriptions and job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the ProgramProgramme. It is the intent intention of the employer parties to maintain accurate, upjointly review all job descriptions over a four-to-date job descriptionsyear period. Such review shall commence following the finalization of all appeals and problems that arise with the implementation of this Job Evaluation Programme.
4.2 Provisions for maintaining the job descriptions and job ratings and making the necessary adjustments that occur from time to time-to-time, as a result of new a new, or changed dutieschanged, conditions, are as follows:
a) 4.2.1 The agreed agreed-upon job descriptions and job ratings for the respective job descriptions which are in effect from the effective date the Job Evaluation Program is implementedJuly 1, 1985, and any that may subsequently be agreed upon in accordance with this manual, shall continue in effect unless:
(i) 4.2.1.1 The job content is changed by the employerCorporation.
(ii) 4.2.1.2 The job is declared redundant terminated by the employerCorporation.
(iii) 4.2.1.3 The job description and/or rating is changed as a result of a successful appeal.
b) 4.2.1.4 The job description and/or rating is changed as a result of a decision of the Referee Panel.
4.2.2 Whenever the employer Corporation decides to establish a new job, the following procedures procedure shall apply:
(i) The Human Resources Department 4.2.2.1 They shall prepare a draft job description and establish a temporary wage grade in accordance with the agreed upon Rating Manualdescription, subject to review which is rated by the Joint Job Evaluation Committee at their next scheduled meeting or earlier if requested by either party.)
(ii) The Human Resources Department shall notify the Union of the job description and the temporary wage grade.
(iii) Within six (6) months of the incumbent commencing employment in a Job Rate is established for the new posted job, the Joint Job Evaluation Committee will determine the final rating for the job using the job description and other job documents relating to the duties actually being performed at the time of review. Should it be determined through the Committee's final evaluation that a change should be made in the job's Classification, such a change shall be retroactive to the date that the incumbent commenced employment in the new posted job.
4.3 The 4.2.2.2 An employee(s) shall be appointed or assigned to the new job description or notice of vacancy is and a rate applied, in accordance with the sole responsibility of Corporation’s hiring procedures and the Human Resources DepartmentCollective Agreement.
4.4 4.2.3 Whenever the Region Corporation changes the duties of a job, but the change in job content requires review by is less than required to move the Joint job to a different Job Evaluation Committee Rate, they shall prepare a new description and rating for the job and shall submit this information to determine Local #44 in accordance with Article 5 of this document.
4.2.4 When an appropriate Classification. The following procedures shall applyagreed-upon change or accumulation of changes in the content of a job results in a change upwards or downwards in the Job Rate:
a) 4.2.4.1 The existing description and rating of the job shall be replaced by a revised job description and any other revised job document rating, taking into account the changes in job content and the revised job description and job rating shall be submitted deemed to have been established in accordance with Article 5 of this document. It shall be appropriately signed by the representatives on the Joint Job Evaluation Committee, with a copy to the Employee and the Union.
b) 4.2.4.2 The Joint Job Evaluation Committee shall review the changes to the job description and any other job document and, if required, re-rate the job. The results of the re-evaluation will be communicated to the Commissioner of Human Resources, the Department Head, the Union and the incumbent.
c) The revised job shall be assigned reassigned to the appropriate Classification.
4.5 A review of the job rating for a job may be initiated by the incumbent(s), Union, Department Head, or Supervisor, as follows:
a) The initiator shall complete the form “Request for Job Evaluation Review”, available from the Human Resources Department and/or the Union.
b) The Request, upon completion and authorized by the Union, incumbent, or supervisor, must be forwarded to the Commissioner of Human Resources, who shall forward it to the Joint Job Evaluation Committee, with a copy to the Union and the appropriate Department Head.
c) If it is the decision of the Joint Job Evaluation Committee that the job rating should be reviewed, the job shall be evaluated Rate in accordance with Article 5. The results 6 of this document and there assignment shall become effective from the first date of the re-most recent change in job content, on the next payroll following the evaluation will be communicated to the incumbent(s)date. If applicable, the appropriate Department Head, the Commissioner provisions of Human Resources, Article 4.2.2.5 and the Union.
d) If it is the decision of the Joint Job Evaluation Committee that the job rating should not be reviewed, then this decision will be communicated to the Commissioner of Human Resources, the Department Head, the Union, and the incumbent(s).
e) If no decision can be reached by the Joint Job Evaluation Committee, as to whether or not the job rating should be reviewed, then the matter shall be referred to the Job Evaluation Referee, in accordance with Article 7.
4.6 In the event that an “out of schedule” higher rate for a job is introduced by the Corporation, the Union shall be notified in writing, and such rate shall continue in effect until the Corporation determines that the conditions which gave rise to the to the “out of schedule” rate adjustment no longer exists. At that time the rate for the job shall be the evaluated classification as per this Manual of Procedures. Any employee who was being paid at the “out of schedule” rate while working in the job shall continue to receive the “out of schedule” for a period of three (3) months following the Corporation’s termination of the “out of schedule” rate, at which time the incumbent shall revert to their previously held rate, adjusted to reflect economic adjustment or step advance that the employee would have otherwise been entitled during the “out of schedule” period.Article
Appears in 1 contract
Samples: Collective Agreement
MAINTAINING THE JOB DESCRIPTIONS AND RATINGS. 4.1 It is important that the Employer each party maintain accurate job descriptions and job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the Program. It is the intent of the employer to maintain accurate, up-to-date job descriptionsProgramme.
4.2 Provisions for maintaining the job descriptions and job ratings and making the necessary adjustments that occur from time to time, as a result of new new, or changed dutieschanged, conditions, are as follows:
(a) The agreed upon Requests for review under the job ratings for evaluation plan may be initiated by either the respective job descriptions which are in effect from the effective date the Job Evaluation Program is implementedincumbent or by management, and any that may subsequently only be agreed made upon in accordance with this manual, shall continue in effect unlessthe following conditions being present:
(i) The job content is changed i. A departmental restructuring plan approved by the employerCity Manager, and/or the Council of the City of Xxxxxxxx; or,
ii. The transfer of duties to or from another level of government; or,
iii. Programme, policy or procedural changes directed by Council; or,
iv. New, revised or repealed legislation which affects job content; or,
v. Additional duties and/or responsibilities as assigned by the employer on a regular and ongoing basis.
(ii) The job is declared redundant by the employer
(iii) The job is changed as a result of a successful appeal.
b) Whenever the employer Employer decides to establish a new job, the following procedures shall apply:
(i) i. The Human Resources Department shall prepare a draft job description description, a job questionnaire and establish a temporary forward to the Job Analyst for an interim wage grade grade. An employee will be assigned in accordance with the agreed upon Rating Manual, subject to review by the Joint Collective Agreement.
ii. The Job Evaluation Committee at their next scheduled meeting or earlier if requested by either party.)
(ii) The Human Resources Department Analyst shall notify provide the Union with a copy of the job description and the temporary interim wage grade.
(iii) Within . A job questionnaire and revised job description shall be prepared by the incumbent and submitted to the Department and Human Resources, within six (6) months of the incumbent commencing employment in their assignment to the new posted jobposition. If an updated questionnaire is not received within the specified six (6) month time period, the Joint Job Evaluation Committee will determine the final rating for the job using the existing job description and other rating shall be confirmed. It is understood that the current incumbent in the classification shall have the right to receive copies of all documentation related to his/her existing job documents relating to and its evaluation In multi-incumbent positions, the duties actually being performed majority (more than 50%) of the incumbents at the time of reviewsubmission must sign off on the submitted job evaluation documentation in order for it to be accepted.
iv. Should it be determined through The Job Analyst(s) will review the Committee's final evaluation that a change should be made in the job's Classification, such a change shall be retroactive to the date that the incumbent commenced employment in questionnaires and will rate the new posted job.
4.3 The job description or notice of vacancy is the sole responsibility of the Human Resources Department.
4.4 Whenever the Region changes the duties of a job, the change in job content requires review by the Joint Job Evaluation Committee to determine an appropriate Classification. The following procedures shall apply:
a) The revised job description and any other job document shall be submitted to the Joint Job Evaluation Committee, with a copy to the Employee and the Union.
b) The Joint Job Evaluation Committee shall review the changes to the job description and any other job document and, if required, re-rate the job. The results of the re-evaluation will be communicated to the Commissioner of Human Resources, the Department Head, the Union and the incumbent.
c) The job shall be assigned the appropriate Classification.
4.5 A review of the job rating for a job may be initiated by the incumbent(s), Union, Department Head, or Supervisor, as follows:
a) The initiator shall complete the form “Request for Job Evaluation Review”, available from the Human Resources Department and/or the Union.
b) The Request, upon completion and authorized by the Union, incumbent, or supervisor, must be forwarded to the Commissioner of Human Resources, who shall forward it to the Joint Job Evaluation Committee, with a copy to the Union and the appropriate Department Head.
c) If it is the decision of the Joint Job Evaluation Committee that the job rating should be reviewed, the job shall be evaluated in accordance with Article 5. The results of the re-evaluation will be communicated to the incumbent(s), the appropriate Department Head, the Commissioner of Human Resources, and the Union.
d) If it is the decision of the Joint Job Evaluation Committee that the job rating should not be reviewed, then this decision will be communicated to the Commissioner of Human Resources, the Department Head, the Union, and the incumbent(s).
e) If no decision can be reached by the Joint Job Evaluation Committee, as to whether or not the job rating should be reviewed, then the matter shall be referred to the Job Evaluation Referee, in accordance with Article 7.
4.6 In the event that an “out of schedule” higher rate for a job is introduced by the Corporation, the Union shall be notified in writing, and such rate shall continue in effect until the Corporation determines that the conditions which gave rise to the to the “out of schedule” rate adjustment no longer exists. At that time the rate for the job shall be the evaluated classification as per this Manual of Procedures. Any employee who was being paid at the “out of schedule” rate while working in the job shall continue to receive the “out of schedule” for a period of three (3) months following the Corporation’s termination of the “out of schedule” rate, at which time the incumbent shall revert to their previously held rate, adjusted to reflect economic adjustment or step advance that the employee would have otherwise been entitled during the “out of schedule” period.
Appears in 1 contract
Samples: Collective Agreement
MAINTAINING THE JOB DESCRIPTIONS AND RATINGS. 4.1 It is important that the Employer each party maintain accurate job descriptions and job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the ProgramProgramme. It is the intent intention of the employer parties to maintain accurate, up-to-date job descriptions.
4.2 Provisions for maintaining the jointly review all job descriptions and job ratings and making the necessary adjustments that occur from time to time, as over a result of new or changed duties, are as follows:
a) The agreed upon job ratings for the respective job descriptions which are in effect five year period. Such review shall commence from the effective installation date the of this Job Evaluation Program is implemented, and any that may subsequently be agreed upon in accordance with this manual, shall continue in effect unless:
(i) The job content is changed by the employer
(ii) The Programme. a new job is declared redundant by the employer
(iii) The job is changed as a result of a successful appeal.
b) created Whenever the employer decides to establish Corporation creates a new job, the following procedures shall apply:
(i) The Human Resources Department Corporation shall prepare a draft job description and establish a temporary wage grade in accordance for the new job, which, along with the agreed upon Rating Manualany other job documents, subject shall be forwarded to review by the Joint Job Evaluation Committee at their next scheduled meeting or earlier if requested by either party.)
(ii) Committee, for evaluation. The Human Resources Department Corporation shall notify the Union of the new job description by means of a copy of the job description, along with any other job documents that have been forwarded to the Joint Job Evaluation Committee. The Joint Job Evaluation Committee shall evaluate the job. Such evaluation shall determine the job’s temporary Classification. In the event that the Committee cannot agree on the rating, the Corporation shall not be precluded from establishing a temporary Grade for the new job and assigning an employee to it, in accordance with the provisions of the Collective Agreement. The establishment of such a temporary wage grade.
(iii) Classification shall not serve to prejudice the Committee in their continued attempts to reach agreement on the appropriate rating. Within six (6) months of the incumbent commencing employment in the new posted job, the Joint Job Evaluation Committee will determine the final rating for the job Job using the job description and other job documents relating to the duties actually being performed at the time of review. Should it be determined through the Committee's ’s final evaluation that a change should be made in the job's ’s Classification, such a change shall be retroactive to the date that the incumbent commenced continuous employment in the new posted job.
4.3 The . Should the Union consider that a new job description or notice of vacancy is has been established and that Sections have not been complied with, it shall notify the sole responsibility of Personnel Director, giving the Human Resources Department.
4.4 Whenever reasons in detail for its contention. Should the Region changes Personnel Director not agree with the duties of a jobUnion’s contention, either party may refer the change in job content requires review by matter to the Joint Job Evaluation Committee to determine an appropriate ClassificationReferee. The following procedures shall apply:
a) The revised job description and any other job document shall Should the Union or incumbent disagree with the Corporation, a Request for Review may be submitted to the Joint Job Evaluation Committee, with a copy to the Employee and the Union.
b) filed under Article The Joint Job Evaluation Committee shall review the changes to the job description and any other job document and, if required, re-rate the job. The results of the re-evaluation will be communicated to the Commissioner of Human Resources, the Department Head, the Union and the incumbent.
c) The job shall be assigned the appropriate Classification.
4.5 A review of the job rating for a job may be initiated by the incumbent(s), Union, Department Head, or Supervisor, as follows:
a) The initiator shall complete the form “Request for Job Evaluation Review”, available from the Human Resources Department and/or the Union.
b) The Request, upon completion and authorized by the Union, incumbent, or supervisor, must be forwarded to the Commissioner of Human Resources, who shall forward it to the Joint Job Evaluation Committee, with a copy to the Union and the appropriate Department Head.
c) If it is the decision of the Joint Job Evaluation Committee that the job rating should be reviewed, the job shall be evaluated in accordance with Article 5. The results of the re-evaluation will be communicated to the incumbent(s), the appropriate Department Head, the Commissioner of Human Resources, and the Union.
d) If it is the decision of the Joint Job Evaluation Committee that the job rating should not be reviewed, then this decision will be communicated to the Commissioner of Human Resources, the Department Head, the Union, and the incumbent(s).
e) If no decision can be reached by the Joint Job Evaluation Committee, as to whether or not the job rating should be reviewed, then the matter shall be referred to the Job Evaluation Referee, in accordance with Article 7.
4.6 In the event that an “out of schedule” higher rate for a job is introduced by the Corporation, the Union shall be notified in writing, and such rate shall continue in effect until the Corporation determines that the conditions which gave rise to the to the “out of schedule” rate adjustment no longer exists. At that time the rate for the job shall be the evaluated classification as per this Manual of Procedures. Any employee who was being paid at the “out of schedule” rate while working in the job shall continue to receive the “out of schedule” for a period of three (3) months following the Corporation’s termination of the “out of schedule” rate, at which time the incumbent shall revert to their previously held rate, adjusted to reflect economic adjustment or step advance that the employee would have otherwise been entitled during the “out of schedule” period.the
Appears in 1 contract
Samples: Collective Agreement
MAINTAINING THE JOB DESCRIPTIONS AND RATINGS. 4.1 It is important that the Employer each party maintain accurate job descriptions and job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the ProgramProgramme. It is the intent intention of the employer parties to maintain accurate, up-to-jointly review all job descriptions over a five (5) year period. Such review shall commence from the installation date job descriptionsof this Job Evaluation Programme.
4.2 Provisions for maintaining the job descriptions and job ratings and making the necessary adjustments that occur from time to time, as a result of new or changed duties, are as follows:
a) The agreed upon job ratings for the respective job descriptions which are in effect from the effective date the Job Evaluation Program is implemented, and any that may subsequently evaluation rating reviews shall be agreed upon in accordance with this manual, shall continue in effect unlessundertaken when:
(ia) The changes to existing job content is changed by the employerduties take place
(iib) The a new job is declared redundant by the employer
(iii) The job is changed as a result of a successful appealcreated.
b) 4.3 Whenever the employer decides to establish Corporation creates a new job, the following procedures shall apply:
(ia) The Human Resources Department Corporation shall prepare a draft job description and establish a temporary wage grade in accordance for the new job, which, along with the agreed upon Rating Manualany other job documents, subject shall be forwarded to review by the Joint Job Evaluation Committee at their next scheduled meeting or earlier if requested by either partyCommittee, for evaluation.)
(iib) The Human Resources Department Corporation shall notify the Union of the new job description and by means of a copy of the temporary wage gradejob description, along with any other job documents that have been forwarded to the Joint Job Evaluation Committee.
(iiic) The Joint Job Evaluation Committee shall evaluate the job. Such evaluation shall determine the job’s temporary Classification. In the event that the Committee cannot agree on the rating, the Corporation shall not be precluded from establishing a temporary Grade for the new job and assigning an employee to it, in accordance with the provisions of the Collective Agreement. The establishment of such a temporary Classification shall not serve to prejudice the Committee in their continued attempts to reach agreement on the appropriate rating.
(d) Within six (6) months of the incumbent commencing employment in the new posted job, the Joint Job Evaluation Committee will determine the final rating for the job using the job description and other job documents relating to the duties actually being performed at the time of review. Should it be determined through the Committee's ’s final evaluation that a change should be made in the job's ’s Classification, such a change shall be retroactive to the date that the incumbent commenced continuous employment in the new posted job.
4.3 The job description or notice of vacancy is the sole responsibility of the Human Resources Department.
4.4 Whenever the Region changes the duties of a job, the change in job content requires review by the Joint Job Evaluation Committee to determine an appropriate Classification. The following procedures shall apply:
a(e) The revised job description and any other job document shall be submitted to the Joint Job Evaluation Committee, with a copy to the Employee and the Union.
b) The Joint Job Evaluation Committee shall review the changes to the job description and any other job document and, if required, re-rate the job. The results of the re-evaluation will be communicated to the Commissioner of Human Resources, the Department Head, Should the Union consider that a new job has been established and the incumbent.
c) The job shall be assigned the appropriate Classification.
4.5 A review of the job rating for a job may be initiated by the incumbent(s), Union, Department Head, or Supervisor, as follows:
a) The initiator shall complete the form “Request for Job Evaluation Review”, available from the Human Resources Department and/or the Union.
b) The Request, upon completion and authorized by the Union, incumbent, or supervisor, must be forwarded to the Commissioner of Human Resources, who shall forward it to the Joint Job Evaluation Committee, with a copy to the Union and the appropriate Department Head.
c) If it is the decision of the Joint Job Evaluation Committee that the job rating should be reviewed, the job shall be evaluated in accordance with Article 5. The results of the re-evaluation will be communicated to the incumbent(s), the appropriate Department Head, the Commissioner of Human Resources, and the Union.
d) If it is the decision of the Joint Job Evaluation Committee that the job rating should not be reviewed, then this decision will be communicated to the Commissioner of Human Resources, the Department Head, the Union, and the incumbent(s).
e) If no decision can be reached by the Joint Job Evaluation Committee, as to whether or not the job rating should be reviewed, then the matter shall be referred to the Job Evaluation Referee, in accordance with Article 7.
4.6 In the event that an “out of schedule” higher rate for a job is introduced by the Corporation, the Union shall be notified in writing, and such rate shall continue in effect until the Corporation determines that the conditions which gave rise to the to the “out of schedule” rate adjustment no longer exists. At that time the rate for the job shall be the evaluated classification as per this Manual of Procedures. Any employee who was being paid at the “out of schedule” rate while working in the job shall continue to receive the “out of schedule” for a period of three (3) months following the Corporation’s termination of the “out of schedule” rate, at which time the incumbent shall revert to their previously held rate, adjusted to reflect economic adjustment or step advance that the employee would have otherwise been entitled during the “out of schedule” period.Sections
Appears in 1 contract
Samples: Collective Agreement
