Common use of MAINTAINING THE JOB EVALUATION PROGRAMME Clause in Contracts

MAINTAINING THE JOB EVALUATION PROGRAMME. 6.1 It is important that 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 intention of the parties to periodically review jobs upon request. After completion of the initial review, every three (3) years the committee shall decide whether or not a comprehensive review is needed for any or all of the jobs. The initial review shall commence following the complete implementation of the Joint Pay Equity Plan (varies between one (1) to four (4) years depending on the size of the program). 6.2 Job Evaluation Procedures for Changed Jobs Whenever the employer changes the duties and responsibilities of a job or the incumbent(s)/union feel that the duties and responsibilities of a job have been changed, or that the job description does not reflect the duties and responsibilities of the job, the following procedure shall be followed: (a) The incumbent(s)/union or the supervisor/employer may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration Form (Appendix B); (b) Upon receipt of a completed Job Evaluation Reconsideration Form, the J.J.E.C. shall proceed to gather accurate, up-to-date information on the job 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 questionnaire. Where further information is required, interviews shall be held with incumbent(s) and/or supervisors and/or visits to the job site. Based on this information, the Committee shall update the job description as necessary. (c) Where 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 and advise the incumbent(s) and/or supervisor of its decision (Appendix A). The rating of the job shall determine the pay rate for the job. 6.3 Job Evaluation Procedures for New Jobs Whenever the employer wishes to establish a new job, the following procedures shall apply: (a) The employer shall prepare a draft job description for the job; (b) The J.J.E.C. shall meet and establish a temporary pay rate 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 pay rate; (d) 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 J.J.E.

MAINTAINING THE JOB EVALUATION PROGRAMME. 6.1 It is important that 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 intention of the parties to periodically review jobs upon request. After completion of the initial review, every three (3) years the committee shall decide whether or not a comprehensive review is needed for any or all of the jobs. The initial review shall commence following the complete implementation of the Joint Pay Equity Plan (varies between one (1) to four (4) years depending on the size of the program). 6.2 Job Evaluation Procedures for Changed Jobs Whenever the employer changes the duties and responsibilities of a job or the incumbent(s)/union feel that the duties and responsibilities of a job have been changed, or that the job description does not reflect the duties and responsibilities of the job, the following procedure shall be followed: (a) The incumbent(s)/union or the supervisor/employer may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration Form (Appendix B); (b) Upon receipt of a completed Job Evaluation Reconsideration Form, the J.J.E.C. shall proceed to gather accurate, up-to-date information on the job 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 questionnaire. Where further information is required, interviews shall be held with incumbent(s) and/or supervisors and/or visits to the job site. Based on this information, the Committee shall update the job description as necessary. (c) Where 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 and advise the incumbent(s) and/or supervisor of its decision (Appendix A). The rating of the job shall determine the pay rate for the job. 6.3 Job Evaluation Procedures for New Jobs Whenever the employer wishes to establish a new job, the following procedures shall apply: (a) The employer shall prepare a draft job description for the job; (b) The J.J.E.C. shall meet and establish a temporary pay rate 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 pay rate; (d) 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 J.J.E.

MAINTAINING THE JOB EVALUATION PROGRAMME. 6.1 Either the incumbent(s) or the supervisor may request reconsideration of the job description and/or the job rating by completing and submitting a Job Evaluation Reconsideration From (see Appendix B), stating the reason(s) for disagreeing with the job description and/or the rating of the job. Any such request shall be submitted within sixty (60) days of receipt of the Advise of Rating. both the incumbent(s) and the supervisor shall be permitted to make a presentation to the Committee. The J.J.E.C. shall consider the request and make a decision which shall be considered final and binding upon the parties and all Employees affected. The Committee shall inform both the incumbent(s) and the supervisor of its decision. 6.2 It is important that 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 The initial review shall commence following the finalization of all reconsideration’s and problems that may arise with the implementation of the job evaluation programme. Thereafter, it is the intention of the parties to periodically review jobs upon request. After completion of the initial review, every three (3) years the committee shall decide whether or not request and to conduct a comprehensive review is needed for any or of all of the jobs. The initial review shall commence following the complete implementation of the Joint Pay Equity Plan (varies between one (1) to positions every four (4) years depending on the size of the program)years. 6.2 Job Evaluation Procedures for Changed Jobs 6.3 Whenever the employer Employer changes the duties and responsibilities of a job or the incumbent(s)/union incumbent(s)/Union feel that the duties and responsibilities of a job have been changed, or that the job description does not reflect the duties and responsibilities of the job, the following procedure procedures shall be followed: (a) The incumbent(s)/union incumbent(s)/Union or the supervisor/employer Employer may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration Form From (Appendix BB.); (b) Upon receipt of a completed Job Evaluation Reconsideration FormFrom, the J.J.E.C. committee shall proceed to gather accurate, up-to-date information on the job in accordance with Articles 5 and 6job. The gathering of information shall may 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 incumbent(s) and/or the interviewing of incumbents and or supervisors and/or visits to the job site. Based on this information, the Committee shall update the job description descriptions, as necessary.; (c) Where the job description has been changed, the Committee shall meet to rate each subfactor sub-factor of the job, and to establish a new rating for the job and advise the incumbent(s) and/or supervisor of its decision (Appendix AC.). The rating of the job shall determine the pay rate grade for the job.; 6.3 d) If the job is rated at a pay grade higher than the existing pay grade, the incumbent’s rate of pay shall be adjusted retroactive to the date the Job Evaluation Procedures for New Jobs Reconsideration From was submitted. The incumbent(s) shall retain the same place on any increment grid. All economic adjustments negotiated from time to time shall be calculated upon the higher of the revised or previously existing job rate; 6.4 Whenever the employer Employer wishes to establish a new job, the following procedures shall apply: (a) The employer Employer shall prepare draft a draft job description for the jobjob including a temporary classification and a pay grade; (b) The J.J.E.C. shall meet and establish a temporary pay rate 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 pay rategrade; (dc) After six three (63) months from the appointment of an incumbent to the job, the incumbent(s) and the supervisor shall complete a Job Analysis Questionnaire, Questionnaire which shall be submitted, along with an updated job description, description to the J.J.E.

MAINTAINING THE JOB EVALUATION PROGRAMME. 6.1 It is important that 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 intention of the parties to periodically review jobs upon request. After completion request and to conduct a comprehensive review of the initial review, all jobs every three (3) years 3)years, never to fall within the committee shall decide whether or not a comprehensive review is needed for any or all year of the jobscontract negotiations. The initial review shall commence following the complete implementation of the Joint Pay Equity Plan (varies between one (1) to four (4) years depending on the size of the program)Job Evaluation Program. 6.2 Job Evaluation Procedures for Changed Jobs Whenever the employer changes the duties and responsibilities of a job or the incumbent(s)/union feel that the duties and responsibilities of a job have been changed, or that the job description does not reflect the duties and responsibilities of the job, the following procedure procedures shall be followed: (a) The incumbent(s)/union or the supervisor/employer may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration Form (Appendix B); (b) Upon receipt of a completed Job Evaluation Reconsideration Form, the J.J.E.C. shall proceed to gather accurate, up-to-date information on the job 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 questionnaire. Where further information is required, interviews shall be held with incumbent(s) incumbents and/or supervisors and/or visits to the job site. Based on this information, the Committee shall update the job description as necessary.; (c) Where 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 and advise the incumbent(s) and/or supervisor of its decision (Appendix A). The rating of the job shall determine the pay rate grade for the job. 6.3 Job Evaluation Procedures for New Jobs Whenever the employer wishes to establish a new job, the following procedures shall apply: (a) The employer shall prepare a draft job description for the job; (b) The J.J.E.C. shall meet and establish a temporary pay rate 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 pay rategrade; (d) 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, Questionnaire which shall be submitted, along with an updated job description, to the J.J.E.the

MAINTAINING THE JOB EVALUATION PROGRAMME. 6.1 It is important that 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 intention of the parties to periodically review jobs upon request. After completion of the initial review, every three (3) years the committee shall decide whether or not a comprehensive review is needed for any or all of the jobs. The initial review shall commence following the complete implementation of the Joint Pay Equity Plan (varies between one (1) to four (4) years depending on the size of the program). 6.2 Job Evaluation Procedures for Changed Jobs Whenever the employer changes the duties and responsibilities of a job or the incumbent(s)/union feel that the duties and responsibilities of a job have been changed, or that the job description does not reflect the duties and responsibilities of the job, the following procedure shall be followed: (a) The incumbent(s)/union or the supervisor/employer may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration Form (Appendix B); (b) Upon receipt of a completed Job Evaluation Reconsideration Form, the J.J.E.C. shall proceed to gather accurate, up-to-date information on the job 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 questionnaire. Where further information is required, interviews shall be held with incumbent(s) and/or supervisors and/or visits to the job site. Based on this information, the Committee shall update the job description as necessary. (c) Where 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 and advise the incumbent(s) and/or supervisor of its decision (Appendix A). The rating of the job shall determine the pay rate for the job. 6.3 Job Evaluation Procedures for New Jobs Whenever the employer wishes to establish a new job, the following procedures shall apply: (a) The employer shall prepare a draft job description for the job; (b) The J.J.E.C. shall meet and establish a temporary pay rate 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 pay rate; (d) 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 J.J.E.