Common use of Personnel Actions Clause in Contracts

Personnel Actions. A. A District list of all current job descriptions shall be available for review by employees and Union representatives. An employee may obtain a copy of any job descriptions from the Human Resources Analyst. Upon appointment, each new employee shall be provided with a copy of the employee’s job description. Further, an employee shall be given a copy of the amended job description as changes occur. Job Descriptions shall be explicit as to the level of skills, knowledge, and ability required to perform the work. Specific detail of the work required will be used wherever reasonable and the work required shall be within the realm of that normally performed within the scope of the job classification. B. The District shall offer to meet and confer with the Union regarding the impacts of an appropriate reclassification whenever the District intends to classify, reclassify, create, modify, and or abolish classes existing in the bargaining unit. If an employee believes that he or she has been assigned duties that do not reasonably relate to the classification to which the employee is assigned, the Union may request and the District shall grant, an opportunity to meet and consult with the parties involved regarding such assignment. If the employee wishes to request that an individual reclassification analysis be performed on his or her position, the following procedure shall be followed: 1) If an employee believes that he or she has been assigned duties that do not reasonably relate to the classification to which the employee is assigned, the employee can state his or her concerns to his or her Division Manager. The employee may also direct his or her concerns directly to the Union. 2) The General Manager will consider all such requests after receiving written input from the employees’ Division Manager and/or Supervisor regarding the employee’s assertions. 3) The General Manager will evaluate the information received and determine if a reclassification analysis is justified. 4) If the General Manager determines that a reclassification analysis is to be performed, he will assign that task to the Human Resources Analyst. 5) Reclassification requests will be handled in the order received. 6) Reclassification analyses will be performed as soon as possible within the context of the Human Resources Analyst’s work assignments. 7) The results of reclassification analyses will be evaluated by the General Manager, who will make a decision on whether he accepts the findings. 8) The General Manager will advise the Division Manager and the Union of his decision on reclassification. 9) If the General Manager supports reclassification of a position, a request for reclassification and modification of the Organization Chart will be included on the next open Board Meeting agenda. 10) Reclassification will be effective on the 1st day of the month following Board approval. C. There shall be only one official personnel file that shall be maintained at the District’s Human Resources Office. An employee shall have the right to review her/his personnel file or authorize in writing the review by a representative. No material will be inserted into the employee’s personnel file without prior notice and a copy given to the employee. An employee may place in her/his personnel file a written response to adverse material inserted into the file in lieu of filing a formal grievance regarding the subject of the adverse material. In addition, an employee may place any letters of commendation received from the public or certificates of educational achievement in his/her personnel file. D. A written performance evaluation is intended to be a documented summary of the work performance of the employee and to encourage ongoing communication between the supervisor/rater and the employee. An evaluation is not to be used for discipline in and of itself. E. An employee shall have the right to review and respond in writing to any evaluation she/he considers derogatory, or otherwise inaccurate, within ten (10) days of receipt of a copy of the evaluation. F. Step increases recommended as a result of a delayed performance evaluation shall be effective retroactively on the first day of the month following the employee’s anniversary date. G. An employee who voluntarily terminates her/his service with the District may receive an end-of-job performance evaluation if requested in advance by the employee. H. The parties agree that the District and its representatives and employees shall treat each other with mutual respect, dignity, courtesy, and trust in all work related matters. It is the intent of this Agreement to establish such a harmonious and constructive relationship among the parties.

Personnel Actions. A. A District list of all current job descriptions shall be available for review by employees and Union representativesunit employees. An employee may obtain a copy of any job descriptions from the Human Resources Analyst. Upon appointment, each new employee shall be provided with a copy of the employee’s job description. Further, an employee shall be given a copy of the amended job description as changes occur. Job Descriptions shall be explicit as to the level of skills, knowledge, and ability required to perform the work. Specific detail of the work required will be used wherever reasonable and the work required shall be within the realm of that normally performed within the scope of the job classification. B. The District shall offer to meet and confer with the Union representatives of the Unit regarding the impacts of an appropriate reclassification whenever the District intends to classify, reclassify, create, modify, and or abolish classes existing in the bargaining unit. If an employee believes that he or she has been assigned duties that do not reasonably relate to the classification to which the employee is assigned, the Union Unit may request request, and the District shall grant, an opportunity to meet and consult with the parties involved regarding such assignment. If the employee wishes to request that an individual reclassification analysis be performed on his or her position, the following procedure shall be followed: 1) If an employee believes that he or she has been assigned duties that do not reasonably relate to the classification to which the employee is assigned, the employee can state his or her concerns to his or her Division Manager. The employee may also direct his or her concerns directly to the Union. 2) The General Manager will consider all such requests after receiving written input from the employees’ Division Manager and/or Supervisor regarding the employee’s assertions. 3) The General Manager will evaluate the information received and determine if a reclassification analysis is justified. 4) If the General Manager determines that a reclassification analysis is to be performed, he will assign that task to the Human Resources Analyst. 5) Reclassification requests will be handled in the order received. 6) Reclassification analyses will be performed as soon as possible within the context of the Human Resources Analyst’s work assignments. 7) The results of reclassification analyses will be evaluated by the General Manager, who will make a decision on whether he accepts the findings. 8) The General Manager will advise the Division Manager and the Union of his decision on reclassification. 9) If the General Manager supports reclassification of a position, a request for reclassification and modification of the Organization Chart will be included on the next open Board Meeting agenda. 10) Reclassification will be effective on the 1st day of the month following Board approval. C. There shall be only one official personnel file that shall be maintained at the District’s Human Resources Office. An employee shall have the right to review her/his personnel file or authorize in writing the review by a representative. No material will be inserted into the employee’s personnel file without prior notice and a copy given to the employee. An employee may place in her/his personnel file a written response to adverse material inserted into the file in lieu of filing a formal grievance regarding the subject of the adverse material. In addition, an employee may place any letters of commendation received from the public or certificates of educational achievement in his/her personnel file. D. A written performance evaluation is intended to be a documented summary of the work performance of the employee and to encourage ongoing communication between the supervisor/rater and the employee. An evaluation is not to be used for discipline in and of itself. E. An employee shall have the right to review and respond in writing to any evaluation she/he considers derogatory, or otherwise inaccurate, within ten (10) days of receipt of a copy of the evaluation. F. Step increases recommended as a result of a delayed performance evaluation shall be effective retroactively on the first day of the month following the employee’s anniversary date. G. An employee who voluntarily terminates her/his service with the District may receive an end-of-job performance evaluation if requested in advance by the employee. H. The parties agree that the District and its representatives and employees shall treat each other with mutual respect, dignity, courtesy, and trust in all work related matters. It is the intent of this Agreement to establish such a harmonious and constructive relationship among the parties.

Personnel Actions. A. A District list of all current job descriptions shall be available for review by employees and Union representatives. An employee may obtain a copy of any job descriptions from the Human Resources AnalystCoordinator. Upon appointment, each new employee shall be provided with a copy of the employee’s job description. Further, an employee shall be given a copy of the amended job description as changes occur. Job Descriptions shall be explicit as to the level of skills, knowledge, and ability required to perform the work. Specific detail of the work required will be used wherever reasonable and the work required shall be within the realm of that normally performed within the scope of the job classification. B. The District shall offer to meet and confer with the Union regarding the impacts of an appropriate reclassification whenever the District intends to classify, reclassify, create, modify, and or abolish classes existing in the bargaining unit. If an employee believes that he or she has been assigned duties that do not reasonably relate to the classification to which the employee is assigned, the Union may request and the District shall grant, an opportunity to meet and consult with the parties involved regarding such assignment. If the employee wishes to request that an individual reclassification analysis be performed on his or her position, the following procedure shall be followed: 1) If an employee believes that he or she has been assigned duties that do not reasonably relate to the classification to which the employee is assigned, the employee can state his or her concerns to his or her Division Manager. The employee may also direct his or her concerns directly to the Union. 2) The General Manager will consider all such requests after receiving written input from the employees’ Division Manager and/or Supervisor regarding the employee’s assertions. 3) The General Manager will evaluate the information received and determine if a reclassification analysis is justified. 4) If the General Manager determines that a reclassification analysis is to be performed, he will assign that task to the Human Resources Analyst. 5) Reclassification requests will be handled in the order received. 6) Reclassification analyses will be performed as soon as possible within the context of the Human Resources Analyst’s work assignments. 7) The results of reclassification analyses will be evaluated by the General Manager, who will make a decision on whether he accepts the findings. 8) The General Manager will advise the Division Manager and the Union of his decision on reclassification. 9) If the General Manager supports reclassification of a position, a request for reclassification and modification of the Organization Chart will be included on the next open Board Meeting agenda. 10) Reclassification will be effective on the 1st day of the month following Board approval. C. There shall be only one official personnel file that shall be maintained at the District’s Human Resources Office. An employee shall have the right to review her/his personnel file or authorize in writing the review by a representative. No material will be inserted into the employee’s personnel file without prior notice and a copy given to the employee. An employee may place in her/his personnel file a written response to adverse material inserted into the file in lieu of filing a formal grievance regarding the subject of the adverse material. In addition, an employee may place any letters of commendation received from the public or certificates of educational achievement in his/her personnel file. D. A written performance evaluation is intended to be a documented summary of the work performance of the employee and to encourage ongoing communication between the supervisor/rater and the employee. An evaluation is not to be used for discipline in and of itself. E. An employee shall have the right to review and respond in writing to any evaluation she/he considers derogatory, or otherwise inaccurate, within ten (10) days of receipt of a copy of the evaluation. F. Step increases recommended as a result of a delayed performance evaluation shall be effective retroactively on the first day of the month pay period following the employee’s anniversary date. G. An employee who voluntarily terminates her/his service with the District may receive an end-of-job performance evaluation if requested in advance by the employee. H. The parties agree that the District and its representatives and employees shall treat each other with mutual respect, dignity, courtesy, and trust in all work related matters. It is the intent of this Agreement to establish such a harmonious and constructive relationship among the parties.

Personnel Actions. A. A District list of all current job descriptions shall be available for review by employees and Union representativesunit employees. An employee may obtain a copy of any job descriptions from the Human Resources Analyst. Upon appointment, each new employee shall be provided with a copy of the employee’s ’ s job description. Further, an employee shall be given a copy of the amended job description as changes occur. Job Descriptions shall be explicit as to the level of skills, knowledge, and ability required to perform the work. Specific detail of the work required will be used wherever reasonable and the work required shall be within the realm of that normally performed within the scope of the job classification. B. The District shall offer to meet and confer with representatives of the Union Unit regarding the impacts of an appropriate reclassification whenever the District intends to classify, reclassify, create, modify, and or and/or abolish classes existing in the bargaining unit. If an employee believes that he or she has been assigned duties that do not reasonably relate to the classification to which the employee is assigned, the Union Unit may request request, and the District shall grant, an opportunity to meet and consult with the parties involved regarding such assignment. If the employee wishes to request that an individual reclassification analysis be performed on his or her position, the following procedure shall be followed: 1) If an employee believes that he or she has been assigned duties that do not reasonably relate to the classification to which the employee is assigned, the employee can state his or her concerns to his or her Division Manager. The employee may also direct his or her concerns directly to the Union. 2) The General Manager will consider all such requests after receiving written input from the employees’ Division Manager and/or Supervisor regarding the employee’s assertions. 3) The General Manager will evaluate the information received and determine if a reclassification analysis is justified. 4) If the General Manager determines that a reclassification analysis is to be performed, he will assign that task to the Human Resources Analyst. 5) Reclassification requests will be handled in the order received. 6) Reclassification analyses will be performed as soon as possible within the context of the Human Resources Analyst’s work assignments. 7) The results of reclassification analyses will be evaluated by the General Manager, who will make a decision on whether he accepts the findings. 8) The General Manager will advise the Division Manager and the Union of his decision on reclassification. 9) If the General Manager supports reclassification of a position, a request for reclassification and modification of the Organization Chart will be included on the next open Board Meeting agenda. 10) Reclassification will be effective on the 1st day of the month following Board approval. C. There shall be only one official personnel file that shall be maintained at the District’s ’ s Human Resources Office. An employee shall have the right to review her/his personnel file or authorize in writing the review by a representative. No material will be inserted into the employee’s ’ s personnel file without prior notice and a copy given to the employee. An employee may place in her/his personnel file a written response to adverse material inserted into the file in lieu of filing a formal grievance regarding the subject of the adverse material. In addition, an employee may place any letters of commendation received from the public or certificates of educational achievement in his/her personnel file. D. A written performance evaluation is intended to be a documented summary of the work performance of the employee and to encourage ongoing communication between the supervisor/rater and the employee. An evaluation is not to be used for discipline in and of itself. E. An employee shall have the right to review and respond in writing to any evaluation she/he considers derogatory, or otherwise inaccurate, within ten (10) days of receipt of a copy of the evaluation. F. Step increases recommended as a result of a delayed performance evaluation shall be effective retroactively on the first day of the month following the employee’s ’ s anniversary date. G. An employee who voluntarily terminates her/his service with the District may receive an end-of-job performance evaluation if requested in advance by the employee. H. The parties agree that the District and its representatives and employees shall treat each other with mutual respect, dignity, courtesy, and trust in all work related matters. It is the intent of this Agreement to establish such a harmonious and constructive relationship among the parties.