Common use of MAINTAINING THE JOB EVALUATION PROGRAM Clause in Contracts

MAINTAINING THE JOB EVALUATION PROGRAM. 2.1 The Job Evaluation Plan will be used when reviewing and evaluating all existing or new jobs. The Union and the Board agree to adopt the following process: 2.1.1 The Joint Job Evaluation Committee will divide all jobs into groups and will address approximately twenty percent (20%) of the jobs covered by the Plan in each subsequent year. 2.1.2 Employees in the group of jobs subject to review in a given year will be surveyed to determine if any changes have occurred to their jobs since the job description was last revised. 2.1.3 The results of the survey will be reviewed by the Joint Job Evaluation Committee and if substantial change has occurred to a position, it will be re-evaluated in accordance with the established Job Evaluation procedure. 2.2 Whenever the employer changes the duties, responsibilities or qualifications of a job or the incumbent(s)/Union feel that the duties, responsibilities or qualifications of a job have been changed, or that the job description does not reflect the duties, responsibilities or qualifications of the job, the following procedures shall be followed: 2.2.1 The incumbent(s)/Union or the employer may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration Form. 2.2.1.1 A maximum of three (3) job descriptions to be under review at any one time. This number can be increased by mutual agreement. 2.2.1.2 Reviews will be initiated within thirty (30) days of the written request whenever possible. 2.2.2 Upon receipt of a completed Job Evaluation Reconsideration Form, the Committee shall proceed to gather accurate, up-do-date information on the job. The gathering of information shall involve requesting the incumbent(s) and supervisor to complete an up-to-date Job Analysis Questionnaire. Where further information is required, interviews shall be held with incumbents and/or supervisors and/or visits to the job site. 2.2.3 Where it has been determined by the JJEC that the job description has changed, the job shall be rated by the JJEC. The incumbent(s) and supervisor shall be advised of the Committee’s decision per the Advice of Rating Form. The rating of the job shall determine the pay rate for the job. 2.2.4 a) If the job is rated at a pay band higher than the existing pay band, the incumbent’s rate of pay shall be adjusted retroactive to the date the Job Evaluation Reconsideration Form was submitted.

MAINTAINING THE JOB EVALUATION PROGRAM. 2.1 The 1. Either the incumbent(s) or the Director of Human Resources may request reconsideration of the class specification and/or the job rating by completing and submitting a Job Evaluation Plan Reconsideration Form stating the reason(s) for disagreeing with the class specification and/or the rating of the job. Any such request shall be submitted within sixty 2. It is important to maintain accurate class specifications and job ratings on an ongoing basis. Failure to do so will be used when reviewing serve to damage the integrity of the program. It is the intention of the parties to review all jobs once every five years. i. Whenever the Director of Human Resources authorizes changes to the duties and evaluating all existing or new jobs. The Union responsibilities of a job, the Director of Human Resources may request a job evaluation review by completing and the Board agree to adopt the following process: 2.1.1 The Joint submitting a Job Evaluation Committee will divide all jobs into groups and will address approximately twenty percent (20%) of the jobs covered by the Plan in each subsequent yearReconsideration form. 2.1.2 Employees in the group of jobs subject to review in a given year will be surveyed to determine if any changes have occurred to their jobs since the job description was last revised. 2.1.3 The results of the survey will be reviewed by the Joint Job Evaluation Committee and if substantial change has occurred to a position, it will be re-evaluated in accordance with the established Job Evaluation procedure. 2.2 ii. Whenever the employer changes incumbent(s)/union feel the duties, duties and responsibilities or qualifications of a job or the incumbent(s)/Union feel that the duties, responsibilities or qualifications of a job have been changed, changed or that the job description class specification does not reflect the duties, duties and responsibilities or qualifications of the job, the following procedures shall be followed: 2.2.1 The incumbent(s)/Union or the employer incumbent(s)/union may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration Form. 2.2.1.1 A maximum iii. After a job evaluation review has been completed, no further review will be conducted for a period of three (3) job descriptions to be under review at any one time. This number can be increased by mutual agreement12 months unless there is a change in the duties and responsibilities. 2.2.1.2 Reviews will be initiated within thirty (30) days of the written request whenever possible. 2.2.2 4. Upon receipt of a completed Job Evaluation Reconsideration Form, the Committee committee shall proceed to gather accurate, up-doto-date information on the job. The gathering of information shall may involve requesting the incumbent(s) and supervisor to complete an up-up- to-date Job Analysis Questionnaire. Where further information is requiredjob analysis questionnaire, interviews shall be held with incumbents and/or supervisors interviewing of incumbents, supervisors, the Director of Human Resources and/or visits to the job site.. Based on this information, the committee shall update the class specification, as necessary; 2.2.3 5. Where it the class specification has been determined by the JJEC that the job description has changed, the Committee shall meet to rate each subfactor of the job, and to establish a new rating for the job shall be rated by and advise the JJEC. The incumbent(s) and supervisor shall be advised Director of the Committee’s decision per the Advice Human Resources of Rating Formits decision. The rating of the job shall determine the pay rate grade for the job.; 2.2.4 a) 6. If the job is rated at a pay band grade higher than the existing pay bandgrade, the incumbent’s 's rate of pay shall be adjusted retroactive to the date the Job Evaluation Reconsideration Form form was submitted. 7. Whenever the incumbent(s)/union request a job evaluation review or whenever the five year job review determines the job is rated at a paygrade lower than the existing paygrade, the incumbent's rate shall be red circled and shall continue at the old rate until surpassed by the new rate for the classification. However, if the Employer downgrades the duties and responsibilities of a classification as per 4.2 E.3.i. above, resulting in the classification being rated at a paygrade lower than the existing paygrade, the incumbent shall receive 50% of all further negotiated wage increases until the current rate paid the incumbent and the rate established as a result of the job review, meet. Any new incumbent to the job shall receive the rate as established by the evaluation process.

MAINTAINING THE JOB EVALUATION PROGRAM. 2.1 The Job Evaluation Plan will be used when reviewing 3.32 It is the intention of the parties to periodically review jobs upon request and evaluating all existing or new jobs. The Union and the Board agree to adopt the following process: 2.1.1 The Joint Job Evaluation Committee will divide all jobs into groups and will address approximately twenty percent (20%) of the jobs covered by the Plan in each subsequent year. 2.1.2 Employees in the group of jobs subject to review in a given year will be surveyed to determine if any changes have occurred to their jobs since the job description was last revised. 2.1.3 The results of the survey will be reviewed by at least every four (4) years. 3.33 The executive manager of human resources will provide the Joint Job Evaluation Committee incumbent(s) with: (1) a reconsideration form (Appendix A); (2) a job analysis questionnaire (Appendix B); and if substantial change has occurred (3) a copy of the job description. The incumbent(s) shall complete and submit to a position, it their manager the job analysis questionnaire no later than two (2) months from the date the reconsideration form (Appendix A) was received. Submissions that are received past the deadline will not be accepted and will have to be re-evaluated submitted at the next round of maintenance. Written requests for extensions will be considered for good and sufficient reasons. 3.34 The incumbent may elect to sign off on their existing job description in lieu of completing the job analysis questionnaire (Appendix B) if they feel that their job has not changed significantly enough to warrant a new evaluation. 3.35 The manager will have one month from the time of receiving the completed job analysis questionnaire or the signed off job description to provide written input, review their comments with the incumbent(s) and then submit to the executive manager of human resources. 3.36 The executive manager of human resources shall have one month from the time of receiving the completed job analysis questionnaire to develop a formal job description. 3.37 The job description and questionnaire shall now be submitted to the JJEC to be rated in accordance with the established Job Evaluation procedure. 2.2 Whenever the employer changes the duties, responsibilities or qualifications of a job or the incumbent(s)/Union feel that the duties, responsibilities or qualifications of a job have been changed, or that the job description does not reflect the duties, responsibilities or qualifications of the job, the following procedures shall be followed: 2.2.1 The incumbent(s)/Union or the employer may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration Form. 2.2.1.1 A maximum of three (3) job descriptions to be under review at any one time. This number can be increased by mutual agreement. 2.2.1.2 Reviews will be initiated within thirty (30) days of the written request whenever possible. 2.2.2 Upon receipt of a completed Job Evaluation Reconsideration Form, the Committee shall proceed to gather accurate, up-do-date information on the jobplan. The gathering of JJEC shall also use information shall involve requesting obtained from interviews with the incumbent(s) and supervisor to complete an up-to-date Job Analysis Questionnaire. Where further information is manager and, if required, interviews shall be held with incumbents and/or supervisors and/or visits to the job site. 2.2.3 Where it has been determined by 3.38 When the JJEC that has completed the job description has changedrating of the job, it will provide the job shall be rated by the JJEC. The incumbent(s) and supervisor shall be advised the manager with a copy of the Committee’s review decision per the Advice of Rating Form. The and rating of the job shall determine the pay rate for the jobform (Appendix C). 2.2.4 a) 3.39 If the job is rated at a pay band grade higher than the existing pay bandgrade, the incumbent’s rate of pay shall be adjusted retroactive to the date of the Job Evaluation Reconsideration Form was submittedjob evaluation maintenance form. 3.40 In the event that the pay rate of the job decreases the incumbent(s) shall receive full red-circling protection for the duration of their tenure in the job. An incumbent who remains red circled shall continue to receive the higher rate until such time as it is exceeded by the evaluated rate. The incumbent will, from this point onwards, receive all increases as appropriate and will no longer be considered to be red circled 3.41 Either the incumbents(s) or the manager may appeal the rating by submitting an appeal of rating form (Appendix D) to the executive manager of human resources, stating the reason(s). If an appeal is not submitted within sixty (60) days of receipt of the review decision and rating form (Appendix C) the evaluation of the job becomes final and binding.

MAINTAINING THE JOB EVALUATION PROGRAM. 2.1 The Job Evaluation Plan will be used when reviewing and evaluating all existing or new jobs. The Union and the Board agree to adopt the following process: 2.1.1 The Joint Job Evaluation Committee will divide all jobs into groups and will address approximately twenty percent (20%) of the jobs covered by the Plan in each subsequent year. 2.1.2 Employees in the group of jobs subject to review in a given year will be surveyed to determine if any changes have occurred to their jobs since the job description was last revised. 2.1.3 The results of the survey will be reviewed by the Joint Job Evaluation Committee and if substantial change has occurred to a position, it will be re-evaluated in accordance with the established Job Evaluation procedure. 2.2 Whenever the employer changes the duties, responsibilities or qualifications of a job or the incumbent(s)/Union feel that the duties, responsibilities or qualifications of a job have been changed, or that the job description does not reflect the duties, responsibilities or qualifications of the job, the following procedures shall be followed: 2.2.1 The incumbent(s)/Union or the employer may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration Form. 2.2.1.1 A maximum of three (3) job descriptions to be under review at any one time. This number can be increased by mutual agreement. 2.2.1.2 Reviews will be initiated within thirty (30) days of the written request whenever possible. 2.2.2 Upon receipt of a completed Job Evaluation Reconsideration Form, the Committee shall proceed to gather accurate, up-do-date information on the job. The gathering of information shall involve requesting the incumbent(s) and supervisor to complete an up-to-to- date Job Analysis Questionnaire. Where further information is required, interviews shall be held with incumbents and/or supervisors and/or visits to the job site. 2.2.3 Where it has been determined by the JJEC that the job description has changed, the job shall be rated by the JJEC. The incumbent(s) and supervisor shall be advised of the Committee’s decision per the Advice of Rating Form. The rating of the job shall determine the pay rate for the job. 2.2.4 a) If the job is rated at a pay band higher than the existing pay band, the incumbent’s rate of pay shall be adjusted retroactive to the date the Job Evaluation Reconsideration Form was submitted.

MAINTAINING THE JOB EVALUATION PROGRAM. 2.1 6.1 It is important that the parties maintain accurate job descriptions and job ratings on an on-going basis. Failure to do so will serve to damage the integrity of the program. It is the intention of the parties to periodically review jobs upon request and to complete a review of all jobs every four (4) years. The initial review was March 2005, the 2nd review was March 2009. The next review will be in March 2013. 6.2 Job Evaluation Plan will be used when reviewing and evaluating all existing or new jobs. The Union and the Board agree to adopt the following process: 2.1.1 The Joint Job Evaluation Committee will divide all jobs into groups and will address approximately twenty percent (20%) of the jobs covered by the Plan in each subsequent year. 2.1.2 Employees in the group of jobs subject to review in a given year will be surveyed to determine if any changes have occurred to their jobs since the job description was last revised. 2.1.3 The results of the survey will be reviewed by the Joint Job Evaluation Committee and if substantial change has occurred to a position, it will be re-evaluated in accordance with the established Job Evaluation procedure. 2.2 Procedures for Changed Jobs Whenever the employer changes the duties, duties and responsibilities or qualifications of a job or the incumbent(s)/Union incumbent(s)/union feel that the duties, duties and responsibilities or qualifications of a job have been changed, or that the job description does not reflect the duties, duties and responsibilities or qualifications of the job, the following procedures shall be followed: 2.2.1 a) The incumbent(s)/Union incumbent(s)/union or the supervisor/employer may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration FormForm (Appendix B). 2.2.1.1 A maximum of three (3b) job descriptions to be under review at any one time. This number can be increased by mutual agreement. 2.2.1.2 Reviews will be initiated within thirty (30) days of the written request whenever possible. 2.2.2 Upon receipt of a completed Job Evaluation Reconsideration Form, the Maintenance Committee shall proceed to gather accurate, up-doto-date information on the jobjob in accordance with Articles 5 and 6. The gathering of information shall involve requesting the incumbent(s) and supervisor to complete an up-to-date Job Analysis Questionnairejob analysis questionnaire along with revisions to the job description. Where further information is required, interviews shall be held with incumbents and/or supervisors and/or visits to the workplace. Based on this information, the Committee shall update the job site.description as necessary; 2.2.3 c) Where it has been determined by the JJEC that the job description has been changed, the Committee shall meet to rate each subfactor of the job, and to establish a new rating for the job shall be rated by and advise the JJEC. The incumbent(s) and and/or supervisor shall be advised of the Committee’s its decision per the Advice of Rating Form(Appendix A). The rating of the job shall determine the pay rate grade for the job. 2.2.4 6.3 Job Evaluation Procedures for New Jobs Whenever the employer establishes a new job, the following procedures shall apply: a) The employer shall prepare a draft job description for the job; b) The Maintenance Committee shall meet and establish a temporary pay grade for the job, based on the draft job description; c) The job shall be posted and any person appointed to the job shall be paid the temporary rate of pay in the temporary pay grade. d) Six (6) months after appointment to the job, the incumbent(s) and the supervisor shall complete a Job Analysis Questionnaire. The questionnaire shall be submitted along with the draft job description to the Maintenance Committee. The Maintenance Committee shall finalize the job description and rate the job according to the procedure set out in Article 5. e) If the pay grade increases as a result of the six-month review, such increase shall be paid to each incumbent effective the date of his/her appointment to the job. In the event that the pay grade of the job is rated at a pay band higher than decreases as the existing pay bandresult of this six-month re-examination of the job, the incumbent’s rate incumbent shall receive full red- circling protection for the duration of pay shall be adjusted retroactive to his or her tenure in the date the Job Evaluation Reconsideration Form was submittedjob.

MAINTAINING THE JOB EVALUATION PROGRAM. 2.1 ‌ 6.1 It is important that the parties maintain accurate job descriptions and job ratings on an on-going basis. Failure to do so will serve to damage the integrity of the program. It is the intention of the parties to periodically review jobs upon request and to complete a review of all jobs every four (4) years. The initial review was March 2004, the 2nd review was March 2008. The 3rd review was March 2012. The next review will take place in March 2016. The Corporation and the Union agree that the Steering Committee will meet within ninety (90) days from ratification of the Collective Agreement to discuss the roll out of the 2012 project and discuss next steps for future projects. 6.2 Job Evaluation Plan will be used when reviewing and evaluating all existing or new jobs. The Union and the Board agree to adopt the following process: 2.1.1 The Joint Job Evaluation Committee will divide all jobs into groups and will address approximately twenty percent (20%) of the jobs covered by the Plan in each subsequent year. 2.1.2 Employees in the group of jobs subject to review in a given year will be surveyed to determine if any changes have occurred to their jobs since the job description was last revised. 2.1.3 The results of the survey will be reviewed by the Joint Job Evaluation Committee and if substantial change has occurred to a position, it will be re-evaluated in accordance with the established Job Evaluation procedure. 2.2 Procedures for Changed Jobs Whenever the employer changes the duties, duties and responsibilities or qualifications of a job or the incumbent(s)/Union incumbent(s)/union feel that the duties, duties and responsibilities or qualifications of a job have been changed, or that the job description does not reflect the duties, duties and responsibilities or qualifications of the job, the following procedures shall be followed: 2.2.1 a) The incumbent(s)/Union incumbent(s)/union or the supervisor/employer may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration FormForm (Appendix B). 2.2.1.1 A maximum of three (3b) job descriptions to be under review at any one time. This number can be increased by mutual agreement. 2.2.1.2 Reviews will be initiated within thirty (30) days of the written request whenever possible. 2.2.2 Upon receipt of a completed Job Evaluation Reconsideration Form, the Maintenance Committee shall proceed to gather accurate, up-doto-date information on the jobjob in accordance with Articles 5 and 6. The gathering of information shall involve requesting the incumbent(s) and supervisor to complete an up-to-date Job Analysis Questionnairejob analysis questionnaire along with revisions to the job description. Where further information is required, interviews shall be held with incumbents and/or supervisors and/or visits to the workplace. Based on this information, the Committee shall update the job site.description as necessary; 2.2.3 c) Where it has been determined by the JJEC that the job description has been changed, the Committee shall meet to rate each subfactor of the job, and to establish a new rating for the job shall be rated by and advise the JJEC. The incumbent(s) and and/or supervisor shall be advised of the Committee’s its decision per the Advice of Rating Form(Appendix A). The rating of the job shall determine the pay rate grade for the job. 2.2.4 6.3 Job Evaluation Procedures for New Jobs Whenever the employer establishes a new job, the following procedures shall apply: a) The employer shall prepare a draft job description for the job; b) The Maintenance Committee shall meet and establish a temporary pay grade for the job, based on the draft job description; c) The job shall be posted and any person appointed to the job shall be paid the temporary rate of pay in the temporary pay grade. d) Six (6) months after appointment to the job, the incumbent(s) and the supervisor shall complete a Job Analysis Questionnaire. The questionnaire shall be submitted along with the draft job description to the Maintenance Committee. The Maintenance Committee shall finalize the job description and rate the job according to the procedure set out in Article 5. e) If the pay grade increases as a result of the six-month review, such increase shall be paid to each incumbent effective the date of his/her appointment to the job. In the event that the pay grade of the job is rated at a pay band higher than decreases as the existing pay bandresult of this six-month re-examination of the job, the incumbent’s rate incumbent shall receive full red-circling protection for the duration of pay shall be adjusted retroactive to his or her tenure in the date the Job Evaluation Reconsideration Form was submittedjob.

MAINTAINING THE JOB EVALUATION PROGRAM. 2.1 ‌ 6.1 It is important that the parties maintain accurate job descriptions and job ratings on an on-going basis. Failure to do so will serve to damage the integrity of the program. It is the intention of the parties to periodically review jobs upon request and to complete a review of all jobs every four (4) years. The initial review was March 2004, the 2nd review was March 2008. The 3rd review was March 2012. The next review will take place in March 2016. The Corporation and the Union agree that the Steering Committee will meet within ninety (90) days from ratification of the Collective Agreement to discuss the roll out of the 2012 project and discuss next steps for future projects. 6.2 Job Evaluation Plan will be used when reviewing and evaluating all existing or new jobs. The Union and the Board agree to adopt the following process: 2.1.1 The Joint Job Evaluation Committee will divide all jobs into groups and will address approximately twenty percent (20%) of the jobs covered by the Plan in each subsequent year. 2.1.2 Employees in the group of jobs subject to review in a given year will be surveyed to determine if any changes have occurred to their jobs since the job description was last revised. 2.1.3 The results of the survey will be reviewed by the Joint Job Evaluation Committee and if substantial change has occurred to a position, it will be re-evaluated in accordance with the established Job Evaluation procedure. 2.2 Procedures for Changed Jobs Whenever the employer changes the duties, duties and responsibilities or qualifications of a job or the incumbent(s)/Union incumbent(s)/union feel that the duties, duties and responsibilities or qualifications of a job have been changed, or that the job description does not reflect the duties, duties and responsibilities or qualifications of the job, the following procedures shall be followed: 2.2.1 a) The incumbent(s)/Union incumbent(s)/union or the supervisor/employer may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration FormForm (Appendix B). 2.2.1.1 A maximum of three (3b) job descriptions to be under review at any one time. This number can be increased by mutual agreement. 2.2.1.2 Reviews will be initiated within thirty (30) days of the written request whenever possible. 2.2.2 Upon receipt of a completed Job Evaluation Reconsideration Form, the Maintenance Committee shall proceed to gather accurate, up-doto-date information on the jobjob in accordance with Articles 5 and 6. The gathering of information shall involve requesting the incumbent(s) and supervisor to complete an up-to-to- date Job Analysis Questionnairejob analysis questionnaire along with revisions to the job description. Where further information is required, interviews shall be held with incumbents and/or supervisors and/or visits to the workplace. Based on this information, the Committee shall update the job site.description as necessary; 2.2.3 c) Where it has been determined by the JJEC that the job description has been changed, the Committee shall meet to rate each subfactor of the job, and to establish a new rating for the job shall be rated by and advise the JJEC. The incumbent(s) and and/or supervisor shall be advised of the Committee’s its decision per the Advice of Rating Form(Appendix A). The rating of the job shall determine the pay rate grade for the job. 2.2.4 6.3 Job Evaluation Procedures for New Jobs Whenever the employer establishes a new job, the following procedures shall apply: a) The employer shall prepare a draft job description for the job; b) The Maintenance Committee shall meet and establish a temporary pay grade for the job, based on the draft job description; c) The job shall be posted and any person appointed to the job shall be paid the temporary rate of pay in the temporary pay grade. d) Xxx (6) months after appointment to the job, the incumbent(s) and the supervisor shall complete a Job Analysis Questionnaire. The questionnaire shall be submitted along with the draft job description to the Maintenance Committee. The Maintenance Committee shall finalize the job description and rate the job according to the procedure set out in Article 5. e) If the pay grade increases as a result of the six-month review, such increase shall be paid to each incumbent effective the date of their appointment to the job. In the event that the pay grade of the job is rated at a pay band higher than decreases as the existing pay bandresult of this six-month re-examination of the job, the incumbent’s rate incumbent shall receive full red-circling protection for the duration of pay shall be adjusted retroactive to their tenure in the date the Job Evaluation Reconsideration Form was submittedjob.

MAINTAINING THE JOB EVALUATION PROGRAM. 2.1 (a) It is important that each party maintain accurate job descriptions and job ratings on an on-going basis. Failure to do so will serve to damage the integrity of the program. (b) The initial review shall commence following the finalization of all reconsiderations and problems that may arise with the implementation of this Job Evaluation Plan will be used when reviewing Program. Therefore, it is the intention of the parties to periodically review jobs upon request and evaluating all existing or new jobs. The Union and the Board agree to adopt the following process: 2.1.1 The Joint Job Evaluation Committee will divide all jobs into groups and will address approximately twenty percent (20%) of the jobs covered by the Plan in each subsequent year. 2.1.2 Employees in the group of jobs subject to review in a given year will be surveyed to determine if any changes have occurred to their jobs since the job description was last revised. 2.1.3 The results of the survey will be reviewed by the Joint Job Evaluation Committee and if substantial change has occurred to a position, it will be re-evaluated in accordance with the established Job Evaluation procedureat least every four (4) years. 2.2 (c) Whenever the employer Employer changes the duties, duties and responsibilities or qualifications of a job or the incumbent(s)/Union feel that the duties, duties and responsibilities or qualifications of a job have been changed, or that the job description does not reflect the duties, duties and responsibilities or qualifications of the job, the following procedures shall be followed: 2.2.1 (i) The incumbent(s)/Union or the employer Supervisor/Employer may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration FormForm (Job Evaluation Appendix B). 2.2.1.1 A maximum of three (3ii) job descriptions to be under review at any one time. This number can be increased by mutual agreement. 2.2.1.2 Reviews will be initiated within thirty (30) days of the written request whenever possible. 2.2.2 Upon receipt of a completed Job Evaluation Reconsideration Form, the Committee shall proceed to gather accurate, up-doup- to-date information on the job. The gathering of information shall involve requesting the incumbent(s) and supervisor Supervisor to complete an up-to-date Job Analysis Questionnairejob analysis questionnaire. Where further information is required, interviews shall be held with incumbents and/or supervisors Supervisors and/or visits to the job site. Based on this information, the Committee shall update the job description, as necessary. 2.2.3 (iii) Where it has been determined by the JJEC that the job description has been changed, the Committee shall meet to rate each sub-factor of the job, and to establish a new rating for the job shall be rated by and advise the JJEC. The incumbent(s) and supervisor shall be advised and/or Supervisor of the Committee’s its decision per the Advice of Rating Form(Job Evaluation Appendix A). The rating of the job shall determine the pay rate grade for the job. 2.2.4 a(iv) If the job is rated at a pay band grade higher than the existing pay bandgrade, the incumbent’s rate of pay shall be adjusted retroactive to the date the Job Evaluation Reconsideration Form was submitted. The incumbent(s) shall retain the same place on any increment grid. (v) If the job is rated at any grade lower than the existing pay grade, all incumbents of such job shall be identified as “Red- Circled” and shall continue to receive all negotiated increases and shall continue to progress (increment) through the salary range to the job rate of their previous pay grade. (vi) No incumbent will have their wages reduced following the re-evaluation of their job and the establishment of a new wage structure. (vii) All economic adjustments negotiated from time-to-time shall be calculated upon the higher of the revised or previously existing job rate. (d) Whenever the Employer wishes to establish a new job, the following procedures shall apply: (i) The Employer shall prepare a draft job description for the job; (ii) The J.J.E.C. shall meet and establish a temporary pay grade for the job, based on the draft job description; (iii) The job shall be posed and any person appointed to the job shall be paid the temporary pay grade; (iv) After six (6) months from the appointment of an incumbent to the job, the incumbent(s) and the Supervisor shall complete a Job Analysis Questionnaire which shall be submitted, along with an updated job description, to the

MAINTAINING THE JOB EVALUATION PROGRAM. 2.1 The Job Evaluation Plan 5.1 It is important to maintain accurate job descriptions and job ratings on an ongoing basis. Failure to do so will be used when reviewing and evaluating all existing or new jobs. The Union and serve to damage the Board agree to adopt the following process: 2.1.1 The Joint Job Evaluation Committee will divide all jobs into groups and will address approximately twenty percent (20%) integrity of the jobs covered by the Plan in each subsequent yearprogram. 2.1.2 Employees 5.2 Whenever there is a substantial change in the group of jobs subject to review in a given year will be surveyed to determine if any changes have occurred to their jobs since the job description was last revised. 2.1.3 The results of the survey will be reviewed by the Joint Job Evaluation Committee and if substantial change has occurred to a position, it will be re-evaluated in accordance with the established Job Evaluation procedure. 2.2 Whenever the employer changes the duties, duties or responsibilities or qualifications of a job or the incumbent(s)/Union feel that the duties, responsibilities or qualifications of a job have been changedjob, or that the job description does not reflect the duties, duties and responsibilities or qualifications of the job, the following procedures shall be followed: 2.2.1 a) The incumbent(s)/Union or the employer Supervisor/Employer may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration Form.Form (Appendix A); 2.2.1.1 A maximum of three (3b) job descriptions to be under review at any one time. This number can be increased by mutual agreement. 2.2.1.2 Reviews will be initiated within thirty (30) days of the written request whenever possible. 2.2.2 Upon receipt of a completed complete Job Evaluation Reconsideration Form, the Committee shall proceed to gather accurate, up-doto-date information on the job. The gathering of information shall may involve requesting the incumbent(s) and supervisor Supervisor to complete an up-to-date Job Analysis Questionnaire. Where further information is requiredjob analysis questionnaire, interviews shall be held with the interviewing of incumbents and/or supervisors Supervisors and/or visits to the job site.; 2.2.3 c) Where it has been determined by there is a substantial change in the JJEC that the job description has changedduties or responsibilities of a job, the job Committee shall be rated by the JJEC. The incumbent(s) and supervisor shall be advised meet to rate each affected factor of the Committee’s decision per the Advice of Rating Formjob. The rating of the job shall determine the pay rate grade for the job; d) All adjustments shall be implemented ninety (90) days after evaluation and following notification of the Board and Union Executive. In the event of a downward adjustment, fifty percent (50%) of the adjustment shall be implemented as above. The remaining fifty percent (50%) of the adjustment shall be implemented at the rate of ten percent (10%) of the adjustment per month over the following five (5) months; Notwithstanding the above, in the event that a salary adjustment resulting from such evaluation applies to five (5) or more Employees, the implementation schedule shall be discussed and mutually agreed to by the parties. 2.2.4 e) All compensation and/or pay grade adjustments shall be subject to the requirements and restrictions of the Ontario Pay Equity Act and subsequent related legislation. f) In any case, the job may not be considered for re-rating if less than twelve (12) months have elapsed since it was last rated. 5.3 Whenever the Employer wishes to establish a new job, the following procedures shall apply: a) If The Employer shall prepare a draft job description and establish a temporary pay grade for the job is rated at a based on the draft job description; b) The job shall be posted and any person appointed to the job shall be paid the temporary pay band higher than grade; c) After six (6) months from the existing pay bandappointment of an incumbent to the job, the incumbent’s rate of pay incumbent(s) and the Supervisor shall complete a Job Analysis Questionnaire which shall be adjusted retroactive submitted, along with an updated job description, to the date the Job Evaluation Reconsideration Form was submitted.J.J.E.

MAINTAINING THE JOB EVALUATION PROGRAM. 2.1 ‌ 6.1 It is important that the parties maintain accurate job descriptions and job ratings on an on-going basis. Failure to do so will serve to damage the integrity of the program. It is the intention of the parties to periodically review jobs upon request and to complete a review of all jobs every four (4) years. The initial review was March 2004, the 2nd review was March 2008. The 3rd review was March 2012. The next review will take place in March 2016. The Corporation and the Union agree that the Steering Committee will meet within ninety (90) days from ratification of the Collective Agreement to discuss the roll out of the 2012 project and discuss next steps for future projects. 6.2 Job Evaluation Plan will be used when reviewing and evaluating all existing or new jobs. The Union and the Board agree to adopt the following process: 2.1.1 The Joint Job Evaluation Committee will divide all jobs into groups and will address approximately twenty percent (20%) of the jobs covered by the Plan in each subsequent year. 2.1.2 Employees in the group of jobs subject to review in a given year will be surveyed to determine if any changes have occurred to their jobs since the job description was last revised. 2.1.3 The results of the survey will be reviewed by the Joint Job Evaluation Committee and if substantial change has occurred to a position, it will be re-evaluated in accordance with the established Job Evaluation procedure. 2.2 Procedures for Changed Jobs Whenever the employer changes the duties, duties and responsibilities or qualifications of a job or the incumbent(s)/Union incumbent(s)/union feel that the duties, duties and responsibilities or qualifications of a job have been changed, or that the job description does not reflect the duties, duties and responsibilities or qualifications of the job, the following procedures shall be followed: 2.2.1 a) The incumbent(s)/Union incumbent(s)/union or the supervisor/employer may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration FormForm (Appendix B). 2.2.1.1 A maximum of three (3b) job descriptions to be under review at any one time. This number can be increased by mutual agreement. 2.2.1.2 Reviews will be initiated within thirty (30) days of the written request whenever possible. 2.2.2 Upon receipt of a completed Job Evaluation Reconsideration Form, the Maintenance Committee shall proceed to gather accurate, up-doto-date information on the jobjob in accordance with Articles 5 and 6. The gathering of information shall involve requesting the incumbent(s) and supervisor to complete an up-to-date Job Analysis Questionnairejob analysis questionnaire along with revisions to the job description. Where further information is required, interviews shall be held with incumbents and/or supervisors and/or visits to the workplace. Based on this information, the Committee shall update the job site.description as necessary; 2.2.3 c) Where it has been determined by the JJEC that the job description has been changed, the Committee shall meet to rate each subfactor of the job, and to establish a new rating for the job shall be rated by and advise the JJEC. The incumbent(s) and and/or supervisor shall be advised of the Committee’s its decision per the Advice of Rating Form(Appendix A). The rating of the job shall determine the pay rate grade for the job. 2.2.4 6.3 Job Evaluation Procedures for New Jobs a) The employer shall prepare a draft job description for the job; b) The Maintenance Committee shall meet and establish a temporary pay grade for the job, based on the draft job description; c) The job shall be posted and any person appointed to the job shall be paid the temporary rate of pay in the temporary pay grade. d) Six (6) months after appointment to the job, the incumbent(s) and the supervisor shall complete a Job Analysis Questionnaire. The questionnaire shall be submitted along with the draft job description to the Maintenance Committee. The Maintenance Committee shall finalize the job description and rate the job according to the procedure set out in Article 5. e) If the pay grade increases as a result of the six-month review, such increase shall be paid to each incumbent effective the date of his/her appointment to the job. In the event that the pay grade of the job is rated at a pay band higher than decreases as the existing pay bandresult of this six-month re-examination of the job, the incumbent’s rate incumbent shall receive full red-circling protection for the duration of pay shall be adjusted retroactive to his or her tenure in the date the Job Evaluation Reconsideration Form was submittedjob.